HRM 531 Week 5 Knowledge Check

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HRM 531 Week 5 Knowledge Check

Week 5 Knowledge Check

The material presented below is not meant to be a comprehensive list of all you need to know in the content area. Rather it is a starting point for building your knowledge and skills. Additional study materials are recommended in each area below to help you master the material.

Personalized Study Guide Results:

Score: 15 / 15

Concepts Mastery Questions

The Employee Recruitment/Selection Process 100% • 1

• 8• 9

Four Types of Company Postures for Recruitment 100% • 2

• 3• 4

Internal and External Recruitment Methods 100% • 5

• 6• 7

Organizational Considerations in Staffing Decisions 100% • 10

• 11

• 12

Screening and Selection Methods 100% • 13

• 14

• 15

Concept: The Employee Recruitment/Selection Process

Mastery : 100% Questions : • 1

• 8• 9

Materials on the concept:

• The Employee Recruitment/Selection Process

1.

Recruitment begins by specifying __________, which are the typical result of job analysis and workforce planning activities.

• A.

human resource requirements

• B.

strategic imperatives

• C.

pay grades

• D.

affirmative action candidates

8.

The step following recruitment is ________, which is basically a rapid, rough selection process.

• A.

orientation

• B.

initial screening

• C.

performance management

• D.

workforce planning

9.

Typically, the first step in an employee’s introduction to company policies, practices, and benefits is a(n) _________ program.

• A.

initial screening

• B.

intensive training program

• C.

team-building

• D.

orientation

Concept: Four Types of Company Postures for Recruitment

Mastery : 100% Questions : • 2

• 3• 4

Materials on the concept:

• Developing Recruitment Policies: Labor-Market Issues

2.

Which of the following statements about a company using a passive nondiscrimination posture is true?

• A.

It is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination.

• B.

This posture recognizes that discriminatory practices in the past may block prospective applicants from seeking present job opportunities.

• C.

No attempt is made by the company to recruit actively among prospective minority applicants.

• D.

It systematically favors women and minorities in hiring and promotion decisions.

3.

Which of the following is a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination?

• A.

Hard quotas

• B.

Pure diversity-based recruitment

• C.

Diversity-based recruitment with preferential hiring

• D.

Passive nondiscrimination

4.

A soft-quota system

• A.

fails to recognize that discriminatory practices in the past may block prospective applicants from seeking present job opportunities

• B.

represents a mandate to hire specific numbers of women or minority group members

• C.

is a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay

• D.

systematically favors women and minorities in hiring and promotion decisions

Concept: Internal and External Recruitment Methods

Mastery : 100% Questions : • 5

• 6• 7

Materials on the concept:

• Internal versus External Labor Markets

• Internal Recruitment

5.

_________ affect recruitment policies because firms often give preference to current employees in promotions, transfers, and other career-enhancing opportunities.

• A.

Union employee percentages

• B.

Labor market characteristics

• C.

EEOC guidelines

• D.

Internal labor markets

6.

When implementing recruitment activities, initial consideration should be given to a company’s __________, especially for filling jobs above the entry level.

• A.

minority groups

• B.

current employees

• C.

women workforce

• D.

foreign subsidiaries

7.

Promotion-from-within policies must ______________, coupled with a company philosophy that permits employees to consider available opportunities within the organization.

• A.

include incentives to keep employees in their current positions

• B.

respect seniority positions

• C.

receive strong top-management support

• D.

anticipate training needs

Concept: Organizational Considerations in Staffing Decisions

Mastery : 100% Questions : • 10

• 11

• 12

Materials on the concept:

• Business Strategy

• Organizational Culture

10.

This type of management style is often associated with organizations in the embryonic stage.

• A.

Freewheeling

• B.

Growth director

• C.

Entrepreneur

• D.

Movers and shakers

11.

Which of the following statements about an aging organization is true?

• A.

It demands extreme cost control through consistency and centralized procedures.

• B.

It emphasizes the generation of cash to develop new product lines.

• C.

It is concerned with building excellence in the management teams.

• D.

It is characterized by a heavy emphasis on product engineering.

12.

The role of organizational culture in staffing is best applied if companies

• A.

avoid hiring only those who fit the specifics of the organization’s culture

• B.

staffing decisions are independent of organizational culture

• C.

staff only those who fit into the profile of the organization’s culture

• D.

actively seek out those individuals who have values contrary to the organization’s culture

Concept: Screening and Selection Methods

Mastery : 100% Questions : • 13

• 14

• 15

Materials on the concept:

• Employment Application Forms

• Screening and Selection Methods

• Recommendations, References, and Background Checks

13.

The information least likely to be obtained in reference checks and recommendations is

• A.

a description of the applicant’s physical attractiveness

• B.

character and interpersonal competence

• C.

willingness of a previous employer to rehire the applicant

• D.

education and employment history

14.

Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?

• A.

Equal Educational Opportunities Act (1974)

• B.

Protection of Pupil Rights Amendment (1978)

• C.

Family Educational Rights and Privacy Act (1974)

• D.

Freedom of Information and Protection of Privacy Act (1990)

15.

Which act requires third-party investigators to secure the applicant’s written consent prior to doing a background check?

• A.

Fair Labor Standards Act (1938)

• B.

Equal Credit Opportunity Act (1974)

• C.

Gramm–Leach–Bliley Act (1999)

• D.

Fair Credit Reporting Act (1970)
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