Managing Human Resources Canadian 8th Edition by Belcourt - Test Bank Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below Indicate whether the statement is true or false. 1. In addition to the positive morale benefits, recruiting from within the organization also attempts to capitalize on HR …
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Managing Human Resources Canadian 8th Edition by Belcourt – Test Bank
Instant Download – Complete Test Bank With Answers
Sample Questions Are Posted Below
| Indicate whether the statement is true or false. |
1. In addition to the positive morale benefits, recruiting from within the organization also attempts to capitalize on HR and human capital investments.
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2. Excessive reliance upon internal sources can create the risk of employee cloning.
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3. Organizations tend to integrate their promotion-from-within policy and their employment equity programs.
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4. Nepotism is a problem with executive search firms.
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5. Mentoring functions can be divided into two broad categories: (1) technical development and (2) career planning.
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6. Outplacement services help terminated employees find a job elsewhere.
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7. Labour unions can be a recruiting source for some professional job openings.
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8. Human resources information systems can be used to predict the career paths of employees.
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9. It is the responsibility of the organization to supply information about its mission, policies, and plans for providing support for employee self-assessment, training, and development.
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10. There is a correlation between the accuracy and completeness of an advertisement and recruitment success.
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11. Recruiters sent to university and college campuses must be properly trained and prepared to talk to candidates about their company and job requirements of specific openings.
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12. 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 a job rotation.
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13. A recruiting strategy that works for one form might not work for another.
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14. Applicants who find employment through an employee referral tend to be a problem because they tend to quit more often.
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15. Career planning workbooks are popular means of helping employees identify their potential.
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16. Yield ratios should be calculated for each recruiting source.
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17. A recruiter’s job is to “sell” applicants on the organization, but they have no influence on their decision.
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18. Advertisements can allow selectivity in attracting applicants.
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19. The realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
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20. The lines of advancement for an individual within an organization are known as job paths.
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21. Private employment agencies often specialize in particular occupations or professions.
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22. Some career development paths provide new assignments that increase skill areas and assignments in different functional areas.
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23. In many cases, hiring someone from outside is seen as essential for revitalizing the organization.
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24. Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates.
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25. If career development is to succeed, it must receive the complete support of top management.
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26. It is the responsibility of the employee to identify his or her own 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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27. The most common method used by job searchers is responding to printed advertisements.
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28. A common approach to establishing a career development program is to integrate it with the existing HR functions and structures in the organization.
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29. An assessment centre is a place where people are evaluated.
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30. Job posting and bidding can be done via electronic bulletin boards or on regular bulletin boards, employee publications, special handouts, direct mail, and public address messages.
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31. For technical and managerial positions, community colleges are generally the primary source of recruitment.
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32. Realistic job previews reduce turnover, but also reduce job acceptance rates.
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33. Often, applicants will respond to an advertisement even if they don’t meet the job requirements.
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34. The effectiveness and attractiveness of recruiters is often a main reason why applicants select one organization over another.
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35. Mentoring is one important indicator of management support in career development.
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36. Educational institutions are typically a source of young applicants with formal training but relatively little full-time work experience.
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37. Career management involves a good deal of analysis and planning.
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38. Placement is the process of attempting to locate and encourage potential applicants to apply for existing or anticipated job openings.
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39. At least one 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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40. The most commonly used search tactic for job seekers is Internet recruiting.
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41. Transfers usually provide the same motivational value as promotions.
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42. Recruiters usually have minimal influence on an applicant’s decision to work for one organization or another.
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43. When unemployment levels are low, employers may need to use more sources of recruitment.
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44. Skill inventories are an important tool for succession planning.
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45. Mentoring programs develop over time and on an informal basis.
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46. Public employment agencies work closely with private employment agencies.
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47. Employability refers to the skills and support needed to find a job.
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48. The best source for recruitment will vary depending on the industry.
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49. A dual career path is for couples who are both working professionals in the same field.
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50. Fast-track programs were initiated in some organizations as a way to retain young managers with high potential.
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| Indicate the answer choice that best completes the statement or answers the question. |
51. When Mark applied for a job as an engineer in a small town in Northern Canada, he was told that the pay was good, but that it can be very lonely and cold in the winter. Which of the following approaches to recruiting is the employer using?
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52. What is the practice of hiring relatives called?
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53. Which of the following best describes private employment agencies?
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54. Which of the following is a characteristic of a tight labour market?
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55. ABC Corporation identifies the top 10 of its junior engineers and allows them to select a top executive to work with on their career development, including goals, expectations, and standards. How would you describe the resulting relationship between the executive and the junior engineer?
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56. Which of the following is the most important disadvantage of using employee referrals for recruitment?
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57. If you are to offer advice to an employer for an effective newspaper advertisement, which of the following is NOT something that you should advise?
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58. Which external recruiting source normally provides applicants who stay with the organization the longest?
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59. What is the first stage in the career stage model?
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60. What is often the greatest criticism of search firms?
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61. When Mary was recruited for her position, she was evaluated in a series of situations that resembled what she would likely experience on the job. Which recruitment method was the employer using?
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62. Which organizational situation is most likely to benefit from using realistic job previews?
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| Scenario 5.2 Star Bright Consulting, a Canadian private employment agency specializing in IT staffing, has been successfully providing qualified IT employees to various firms in the Greater Toronto Area. Recently, the agency has been experiencing problems with its selection process. Primarily, the agency’s clients are not happy with the length of time it takes to fill positions that become available. Even though Star Bright has been successful over the years, it is not fully leveraging technology to aid in its recruitment and selection efforts. |
63. Refer to Scenario 5.2. Which of the following tools can Star Bright use to promote the IT careers it offers?
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64. Organization W has had an opening in a key managerial role for three weeks, which is viewed as a long time. In situations like this in the past, Organization W has had to resort to hiring external to the organization, which is less preferable to the company, in order to fill the position in question. What is Organization W likely suffering from?
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65. In identifying career opportunities and requirements within an organization, what is the vital first step?
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66. Linda has advanced through several roles with increasing responsibilities at ABC Corporation, including HR assistant, HR generalist, and HR manager. What is the term for this line of advancement?
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67. What determines the effectiveness of a computerized record system (such as SAP and PeopleSoft) for locating qualified internal job candidates?
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68. Company A sometimes recruits employees from its network of past employees/alumni. What is this process called?
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69. Which of the following best captures the “Peter Principle”?
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70. Sukhi is an excellent engineer and has been promoted three times within her current organization—she is now at the top level of engineering. She loves being an engineer, but the organization has now offered her a very lucrative position as a manager. If she wants to continue to be promoted, the only way is to move into management, since there are no higher engineering jobs for her. Which of the following programs would benefit Sukhi?
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71. Which recruitment method is more likely than the others to result in discrimination against members of protected groups?
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72. Hamid is a professional engineer. He is not permanently in a management role, but is paid at management rate, and can choose to take up management roles without sacrificing his engineering role. How would you describe his career path?
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| Scenario 5.1
Beloitte Industries Inc. (BI Inc.) has been one of Canada’s leading financial advisory firms for over 50 years. Staffed by roughly 4000 employees in most major cities across the country, BI Inc. prides itself on hiring recent graduates from renowned business schools and offering them competitive salaries, excellent benefits and perks, and limitless training and development opportunities. Employees also have the opportunity to work from home a couple days a week. Over the years, the company realized that while it has no problems recruiting top candidates to the firm, it is having a harder time retaining them. Exit surveys reveal that while employees appreciate all the perks, benefits, and top salaries that attracted them to the organization, they are not able to enjoy them due to six-day workweeks and 14-hour days, leaving very little time for friends and family. They did not know of these work situations when they were hired. |
73. Refer to Scenario 5.1. Adopting a realistic job preview at BI Inc. can lead to which of the following?
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74. What is a key factor in the success of any employee referral program?
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75. Luba is developing a mentoring program for her organization. She has put a great deal of effort into making sure that all protégés are matched demographically with their mentor (gender, race, etc.), educating participants about facts such as the reciprocal nature of the relationship, and that the relationship can be used for personal and professional development. In her plans, which myth about mentors has Luba fallen victim to?
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76. What is the key reason why the quality of employee-referred applicants tends to be high?
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| Scenario 5.2 Star Bright Consulting, a Canadian private employment agency specializing in IT staffing, has been successfully providing qualified IT employees to various firms in the Greater Toronto Area. Recently, the agency has been experiencing problems with its selection process. Primarily, the agency’s clients are not happy with the length of time it takes to fill positions that become available. Even though Star Bright has been successful over the years, it is not fully leveraging technology to aid in its recruitment and selection efforts. |
77. Refer to Scenario 5.2. Which of the following is not useful in assisting Star Bright with efforts to improve its recruitment and selection process?
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78. What is the most likely outcome of hiring an external candidate for a position in an organization?
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79. Trade schools can be a good source for recruits for what types of positions?
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80. Which of the following is NOT a service generally offered by public employment agencies?
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81. Which of the following positions would most likely be filled by external candidates?
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82. Which of the following refers to those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions?
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83. Which of the following is NOT a factor included in a self-evaluation for successful career development?
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84. Which of the following is the best example of a person with a boundaryless career?
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85. Which of the following groups is most likely to respond to advertisements placed through social media?
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86. Sandeep has been fired from his managerial position. His organization provides services to help him become employable and find a suitable position elsewhere. What are these services called?
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87. Which of the following best describes outplacement services?
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88. In order to identify qualified candidates for the job of “tennis teaching professional,” Canmay Tennis Clubs have job candidates face a series of situations while they are observed, such as dealing with a series of emails from an unhappy club client in a difficult situation, role-playing a lesson, and a behavioural interview. Which method of identifying qualified candidates is Canmay using?
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89. Which of the following is a potential limitation when an organization practises promotion from within?
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| Scenario 5.1
Beloitte Industries Inc. (BI Inc.) has been one of Canada’s leading financial advisory firms for over 50 years. Staffed by roughly 4000 employees in most major cities across the country, BI Inc. prides itself on hiring recent graduates from renowned business schools and offering them competitive salaries, excellent benefits and perks, and limitless training and development opportunities. Employees also have the opportunity to work from home a couple days a week. Over the years, the company realized that while it has no problems recruiting top candidates to the firm, it is having a harder time retaining them. Exit surveys reveal that while employees appreciate all the perks, benefits, and top salaries that attracted them to the organization, they are not able to enjoy them due to six-day workweeks and 14-hour days, leaving very little time for friends and family. They did not know of these work situations when they were hired. |
90. Refer to Scenario 5.1. Which of the following is helpful in achieving retention at BI Inc.?
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91. Learning in Development (LID) is a high-tech firm that specializes in applications for hand-held devices. It is looking for a cheap, fast, and effective way of recruiting new candidates. Which strategy would best suit LID?
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92. Some organizations that want to focus on their core functions, including small businesses that lack time or HR personnel, sometimes use outside firms for their recruiting functions. What is this process called?
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93. Sarah is not actively looking for a job but she could be persuaded to take a new job if given the right opportunity. What is the term we used to describe Sarah?
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94. Which of the following sources of applicants is associated with temporary employees more than the other sources?
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| Scenario 5.1
Beloitte Industries Inc. (BI Inc.) has been one of Canada’s leading financial advisory firms for over 50 years. Staffed by roughly 4000 employees in most major cities across the country, BI Inc. prides itself on hiring recent graduates from renowned business schools and offering them competitive salaries, excellent benefits and perks, and limitless training and development opportunities. Employees also have the opportunity to work from home a couple days a week. Over the years, the company realized that while it has no problems recruiting top candidates to the firm, it is having a harder time retaining them. Exit surveys reveal that while employees appreciate all the perks, benefits, and top salaries that attracted them to the organization, they are not able to enjoy them due to six-day workweeks and 14-hour days, leaving very little time for friends and family. They did not know of these work situations when they were hired. |
95. Refer to Scenario 5.1. BI Inc.’s problems stem from which of the following?
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96. Which of the following is an important limitation of using educational institutions for recruitment?
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97. ABC Corporation needs a new CEO. What is an important advantage of getting this person externally?
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98. Which of the following is NOT a method generally used to improve the effectiveness of recruitment?
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| Scenario 5.2 Star Bright Consulting, a Canadian private employment agency specializing in IT staffing, has been successfully providing qualified IT employees to various firms in the Greater Toronto Area. Recently, the agency has been experiencing problems with its selection process. Primarily, the agency’s clients are not happy with the length of time it takes to fill positions that become available. Even though Star Bright has been successful over the years, it is not fully leveraging technology to aid in its recruitment and selection efforts. |
99. Refer to Scenario 5.2. Which of the following can be used to speed up the recruitment process while providing valuable information such as time and costs related to hiring?
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100. What is the most likely outcome of recruiting from within?
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| 101. What are the advantages and disadvantages of internal recruitment? |
| 102. What can managers do to improve the effectiveness of external recruitment? |
| 103. Describe the five stages of career development, particularly stages one and two, and briefly describe what stages three through five have in common. |
Answer Key
| 1. True |
| 2. True |
| 3. True |
| 4. False |
| 5. False |
| 6. True |
| 7. True |
| 8. True |
| 9. True |
| 10. True |
| 11. True |
| 12. False |
| 13. True |
| 14. False |
| 15. True |
| 16. True |
| 17. False |
| 18. True |
| 19. True |
| 20. False |
| 21. True |
| 22. True |
| 23. True |
| 24. True |
| 25. True |
| 26. True |
| 27. False |
| 28. True |
| 29. False |
| 30. True |
| 31. False |
| 32. True |
| 33. True |
| 34. True |
| 35. True |
| 36. True |
| 37. True |
| 38. False |
| 39. True |
| 40. True |
| 41. False |
| 42. False |
| 43. True |
| 44. True |
| 45. True |
| 46. False |
| 47. True |
| 48. True |
| 49. False |
| 50. True |
| 51. a |
| 52. b |
| 53. d |
| 54. b |
| 55. a |
| 56. c |
| 57. b |
| 58. d |
| 59. c |
| 60. b |
| 61. c |
| 62. d |
| 63. a |
| 64. c |
| 65. a |
| 66. d |
| 67. a |
| 68. b |
| 69. b |
| 70. c |
| 71. c |
| 72. c |
| 73. b |
| 74. a |
| 75. a |
| 76. a |
| 77. c |
| 78. c |
| 79. d |
| 80. a |
| 81. d |
| 82. d |
| 83. d |
| 84. d |
| 85. b |
| 86. c |
| 87. b |
| 88. d |
| 89. a |
| 90. c |
| 91. a |
| 92. d |
| 93. c |
| 94. c |
| 95. a |
| 96. d |
| 97. d |
| 98. d |
| 99. d |
| 100. c |
| 101. The use of internal source applicants provides motivation and enhances the morale of the current workforce by linking performance to rewards. Also, internal applicants are well known to management and require less training than external applicants. Disadvantages or limitations of internal recruitment include the inability to be able to fill certain jobs (e.g., jobs that require specialized training or experience). Internal recruitment may also perpetuate inbreeding of ideas and attitudes. Excessive reliance on internal sources can create the risk of “employee cloning” and may limit the organization from gaining knowledge. External source applicants often bring new and innovative ideas to the workplace. They are less likely to think in the same old ways as current employees. Also, external candidates can be used to provide knowledge, skills, and abilities that are lacking in the current workforce. |
| 102. There are several things that managers can do to maximize the probability of successful external recruiting. First, managers may calculate yield ratios to help indicate which recruitment sources are most effective at producing qualified job candidates. Second, the cost of various recruiting procedures can be computed using a fairly simple set of calculations. Third, managers can take steps to ensure that their recruiters have a good understanding of the knowledge, skills, abilities, experiences, and other characteristics required for the job. In addition, it is important to remember that recruiters have an influence on an applicant’s job decision. Because recruiters can often enhance the perceived attractiveness of a job and an organization, they are often a main reason why applicants select one organization over another. Another way organizations may be able to increase the effectiveness of their recruitment efforts is to provide job applicants with a realistic job preview. A realistic job preview informs applicants about all aspects of the job, including both its desirable and undesirable facets. |
| 103. The first stage, preparation for work, encompasses the period prior to entering an organization, often extending until age 25. It is a period in which individuals must acquire the knowledge, skills, and abilities they will need to compete in the marketplace. Careful planning based on sound information should be the focus.
The second stage, organizational entry, typically from age 18 to 25, is devoted to soliciting job offers and selecting an appropriate job. During this period, one may also be involved in preparing for work. The next three stages—early career, midcareer, and late career—entail fitting into a chosen occupation and organization, modifying goals, making choices, remaining productive, and finally, preparing for retirement. |
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.
