HRM 531 Week 5 Knowledge Check

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HRM 531 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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