Managing Human Resources 17th Edition by Scott A. Snell -Test Bank Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below 1. Most American clothing makers have outsourced or offshored work because the quality of the items produced is much greater when manufactured outside the United States. a. …
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Managing Human Resources 17th Edition by Scott A. Snell -Test Bank
Instant Download – Complete Test Bank With Answers
Sample Questions Are Posted Below
1. Most American clothing makers have outsourced or offshored work because the quality of the items produced is much greater when manufactured outside the United States.
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2. Recruiting strategies and their effectiveness generally remain constant over time.
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3. Research has shown that applicants who find employment through an employee referral tend to be a problem because they tend to quit more quickly.
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4. Advertisements can achieve selectivity in attracting applicants.
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5. There is a correlation between the accuracy and completeness of an advertisement and an organization’s recruitment success.
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6. Often, applicants respond to an advertisement even if they don’t meet the job requirements.
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7. Educational institutions typically are a source of young applicants with formal training but relatively little full-time work experience.
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8. For technical and managerial positions, community colleges are generally the primary source of recruitment.
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9. Recruiters sent to college campuses must be properly trained and prepared to talk to candidates about their company and requirements for specific openings.
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10. Labor unions can be a recruiting source for some professional job openings.
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11. Unlike temporary help agencies, which supply workers only for limited periods, employee-leasing companies place their employees with subscribers on a permanent basis.
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12. Professional employer organizations lease employees to firms and perform all the HR duties including hiring, payroll, performance appraisal, and benefits administration.
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13. Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates.
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14. Yield ratios should be calculated for each recruiting source.
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15. Effectiveness of recruiters is often the main reason for applicants to select one organization over another.
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16. A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
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17. Realistic job previews not only reduce turnover but also reduce job satisfaction.
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18. It is not uncommon for firms to attempt to gain secrets from their competitors by hiring away their employees.
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19. External labor markets are those in which workers are hired into entry-level jobs and higher level jobs are filled from within.
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20. China and India are heating up competition for talent as firms there attempt to staff the burgeoning high-tech industries in these nations.
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21. Stickiness refers to a company’s efforts to help existing and prospective workers understand why it is a desirable place to work.
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22. Job posting can be done via bulletin boards, intranet, and electronic notification.
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23. Skill inventories are an important tool for succession planning.
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| 24. A research study has found that managers often hire external candidates
rather than promote their current employees because they have a tendency to overvalue unfamiliar candidates and undervalue known ones.
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25. Trade schools can be a good source of applicants even for high level positions within organizations.
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26. Individual employees are responsible for initiating their own career planning.
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27. It is the responsibility of employees to identify their knowledge, skills, abilities, interests, and values and to seek out information about career options in order to set goals and develop career plans.
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28. Mentoring is an important indicator of management support in career development.
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| 29. Advertising job openings on websites and in newspapers and trade journals is a common way to attract candidates.
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30. Lines of advancement within an organization are commonly referred to as career paths.
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31. Even when a job opening is described thoroughly in an advertisement, many unqualified applicants will still apply.
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32. Walk-in job seekers looking for jobs that pay hourly wages are common in larger organizations.
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33. Many successful individuals find that their career paths are due to their circumstances rather than planning.
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34. Relocation services help terminated employees find a job elsewhere.
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35. Outplacement services help terminated employees find a job elsewhere.
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36. Dual career paths provide for progression in special areas with compensation that is comparable to that received by managers at different levels.
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37. Taking a job as a manager may result in a professional employee being promoted out of something they were good at doing.
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38. Looking on the Internet is the most commonly used search tactic by job seekers.
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39. Passive job seekers are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.
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40. Some organizations make career counseling a part of the annual performance appraisal.
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41. Fast-track programs are employed in some organizations as a way to retain young managers with high potential.
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42. Legally, a mentor should be selected exclusively for career development purposes.
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43. Mentoring functions can be formal or informal.
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44. The glass ceiling represents practical barriers to entry-level employment for women and minorities.
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45. Glass ceiling audits are conducted by the Department of Labor to identify practices that hinder the upward mobility of women and minorities.
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46. Glass ceiling audits avoid or prevent fines by the government.
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47. A major problem women face in employment is balancing their managerial careers with their families
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48. Job sharing, flextime, extended leave, and alternative career paths are ways to accommodate family needs.
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49. Internship programs may be one way to help minorities prepare for careers in management when still in college.
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50. Retirees seldom return to work for their previous employers.
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51. Organizations accommodate dual-career couples by offering flexible work schedules.
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52. Women’s networks have had a detrimental effect on the advancement of women.
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53. _____ are labor markets in which workers are hired into entry level jobs and higher level jobs are filled from within.
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54. Many manufacturers have relocated to the South because:
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55. There is a correlation between the recruitment success of an organization and:
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56. Use of the Internet for recruiting is:
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57. Which of the following is NOT a form of internal recruiting?
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58. Which of the following recruitment sources could result in charges of inbreeding and possible violation of the EEO regulations?
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59. Executive search firms:
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60. Instead of helping job seekers find the right job, _____ concentrate on helping employers find the right person for a job.
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61. The success of campus recruiting can be weakened by all of the following EXCEPT:
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62. Public employment agencies may help employers by providing all of the following services EXCEPT:
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63. Private employment agencies:
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64. Which of the following is NOT one of Marriott’s recruiting principles?
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65. Identify a warning sign of a weak talent bench.
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66. Unlike temporary help agencies, employee-leasing companies:
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67. _____ is the most commonly used search tactic by job seekers and recruiters to make job seekers aware of new positions.
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68. The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and undesirable facets, is called:
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69. The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following EXCEPT:
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| 70. _____ are people who are not looking for jobs but could be persuaded to take new ones given
the right opportunity.
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71. Some surveys have shown that _____ is the most popular means of e-recruiting.
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72. A 2010 study by the Kessler Foundation and National Organization on Disability (NOD) found that 85 percent of adults without disabilities access the Internet, whereas only _____ of adults with disabilities do.
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73. _____ is the way by which most job positions are filled.
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74. According to the Attraction-Selection-Attrition (ASA) model, which of the following is NOT a reason for organizational inbreeding to occur?
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75. The practice of hiring relatives is known as:
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76. The fees charged by search firms can range anywhere from _____ percent of the annual salary for the position to be filled.
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77. _____ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.
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78. _____, with their various types of specialized training, can provide candidates for technical jobs.
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| 79. _____ of the fifty U.S. states maintain an employment agency that administers its
unemployment insurance program.
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80. The means by which organizations can assess and weigh the knowledge and skills that each of its jobs requires is called _____.
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81. The lines of advancement for an individual within an organization are known as:
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82. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as:
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83. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as:
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84. Services that are offered to employees who are constantly transferred to different locations are known as:
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85. Outplacement services are:
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86. Stages of career development include organizational entry, early career, midcareer, late career, and _____.
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87. _____ is the career stage that is devoted to soliciting job offers and selecting an appropriate job.
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88. A career plateau is a situation in which:
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89. People experience a life plateau when:
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90. Career counseling involves speaking with employees about all of the following EXCEPT:
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91. A program that provides for a relatively rapid progression through a number of managerial positions is known as a:
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92. Executives who coach, advise, and encourage individuals of a lesser rank are referred to as:
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93. The Society for Human Resource Management (SHRM) reports that companies with fewer than 50 employees can save anywhere from _____ in time and labor costs annually by hiring a professional employer organization.
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94. For what reason should a person seeking a mentor research the potential mentor’s background?
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95. An informal network of interpersonal relationships that has traditionally provided a means for senior members of an organization to pass along career tips to junior members is:
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96. If 100 resumes were obtained from an employment agency and 17 of the applicants submitting those resumes were invited for an on-site interview, the yield ratio for that agency would be _____.
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97. The artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions refers to:
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98. A program that offers students an opportunity to learn the job and gain hands-on experience while they are still in college is known as a(n):
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99. A downward transfer is known as:
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100. The area of employment that is slowest to respond to affirmative action appeals is:
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101. A ____ occurs when a person has learned a job too well and is bored with day-to-day activities.
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102. All of the following statements about recruiting disabled employees are true EXCEPT that:
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103. A _____ marks the end of promotions.
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104. Organizations prefer to hire older workers because:
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105. Retirees often return to their old employers because:
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106. Couples that pursue their individual careers and actively support each other’s career development are known as:
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107. The most frequent organizational accommodations made to dual-career couples are:
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108. A major problem that dual-career couples face is:
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109. _____ organizational structures in firms means that there are fewer promotion possibilities.
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110. Some labor unions maintain _____ that provide a supply of job applicants.
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111. What can managers do to improve the effectiveness of external recruitment?
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112. Compare and contrast the advantages of internal and external sources of recruitment.
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113. Describe the basic conditions that must be present if a career development program has to be successful.
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114. Describe the first two stages of career development, and briefly describe what stages three through five have in common.
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115. Discuss some of the characteristics of a good mentor.
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116. What are some of the guidelines to an employee seeking a mentor?
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117. Career development programs often contain segments designed to further the advancement of special groups within an organization. Briefly discuss some of the ways employers can facilitate the career development of women.
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118. How can retirees participate in the work force? How can employers accommodate them?
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119. What are common difficulties faced by dual-career couples?
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Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
