nan Chapter 8 Talent Planning Recruitment Complete Test Bank

Chapter 8: Talent management through HR planning, job design, recruitment and selection

TRUE-FALSE QUESTIONS

1. In the 21st century human resource planning needs to focus not only on cognitive qualities such as skills, knowledge and abilities, but also affective and behavioural qualities such as commitment, ethical behaviour and engagement of employees for an organisation.

a. True

b. False

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

2. The Delphi technique of employee demand forecasting seeks advice from a group of experts who never meet face-to-face but who try to predict future personnel needs.

a. True

b. False

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

3. The skills inventory form can be used annually to gather information about the work experience, education, areas of expertise and professional association membership of an organisation’s employees.

a. True

b. False

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

4. When writing a person specification it would be necessary for HR personnel to gather information about the knowledge, skills and abilities needed by the employee to adequately perform the job.

a. True

b. False

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 8

5. If an organisation wanted to increase the responsibilities of employees at work without actually promoting them or giving them more decision-making control, it could use the job design technique of job enlargement.

a. True

b. False

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

6. Acquiring new skills, knowledge and abilities for the organisation can be achieved just as easily through internal recruitment as it can through external recruitment.

a. True

b. False

LO: 3

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 3

7. When organisations use the company’s intranet or an external internet to advertise and recruit employees they are engaging in e-recruitment.

a. True

b. False

LO: 4

Diff: 1

Topic: Strategic selection

AACSB: 3

8. Members of a selection panel interviewed a number of job candidates and decided to ask candidates questions as a group. The panel was conducting a structured interview.

a. True

b. False

LO: 5

Diff: 1

Topic: Selection decision-making

AACSB: 3

9. Betty was asked to take a typing test when she applied for a job as a legal secretary at a law firm. This was aimed at confirming the performance claims made by her in her job application. This is an example of a selection technique termed employment testing.

a. True

b. False

LO: 5

Diff: 1

Topic: Strategic selection

AACSB: 3

10. Biographical information banks or ‘biodata’ provides information on the cognitive, affective and behavioural qualities. The data is fast to collect but comparisons are often not accurate.

a. True

b. False

LO: 5

Diff: 2

Topic: Strategic selection

AACSB: 3

MULTIPLE CHOICE QUESTIONS

1. The HR department has recognised that legislation guiding the recruitment of people with disabilities along with technology available for people with physical disabilities has changed over time. It also recognises that social attitudes towards people with disabilities have changed and wants to improve its organisational image by employing more people with disabilities. This decision has been influenced by information gathered through:

a. macro internal scanning

b. external scanning

c. systematic identification and analysis of key trends in the external environment

d. both b and c

LO: 1

Diff: 1

Topic: Becoming an employer of choice

AACSB: 2

2. As a strategic process, human resource planning has three major steps. These are:

a. internal scanning, demand forecasting and supply forecasting

b. demand forecasting, filling the gap between demand and supply to ensure skill optimisation and micro HR information scanning

c. demand forecasting, supply forecasting and filling the gap between demand and supply to ensure skill optimisation

d. internal scanning, filling the gap between demand and supply to ensure skill optimisation and micro HR information scanning

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

3. Woolworths has kept a record of the number and type of jobs advertised and the number of employees recruited over the last 30 years. It uses this information to predict future personnel requirements. This is an example of:

a. demand forecasting

b. trend projection

c. external scanning

d. internal scanning

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

4. The HR personnel and line managers from the specific region in Australia met to forecast the future personnel needs of their bakery stores. After meeting and discussing this topic they came to an agreement about the organisation’s future staffing requirements. This is an example of:

a. trend projection

b. the Delphi technique

c. the nominal group technique

d. demand forecasting

LO: 1

Diff: 1

Topic: HR planning

AACSB: 3

5. After forecasting, a scan of the internal labour force shows that the current employees in an organisation do not meet future needs. Outside labour sourcing will be necessary. This labour supply forecasting involves:

a. assessing the internal labour supply, conducting a skills inventory and assessing the external labour supply

b. assessing the internal labour supply, conducting a skills inventory and ‘poaching’ employees from other organisations

c. forecasting the demand for staff and assessing the internal and external supply

d. forecasting the demand for staff, assessing the internal supply and determining what skills the employees have

LO: 1

Diff: 2

Topic: HR planning

AACSB: 3

6. John gathers information about an administrative assistant job. He records the title of the job, the department where the work is performed, who the position reports to, the key tasks the person would perform and the duties, obligations and responsibilities of the job. John will use this information to write the:

a. job analysis

b. job description

c. person specification

d. job context

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

7. Within the notion of person specification the idea of adaptive performance incorporates:

a. both a reactive and proactive capacity

b. only a reactive capacity

c. only a reactive capacity

d. neither a reactive or a proactive capacity

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

8. Jenny conducts a job analysis using a technique where she asks the person currently performing the job to list events that impact on the job being performed well and also list issues that result in the job being performed poorly. Which of the following job analysis techniques has Jenny used?

a. interviewing

b. structured interviewing

c. critical incidents interviewing

d. incumbent interviewing

LO: 2

Diff: 2

Topic: Job analysis

AACSB: 3

9. Using ‘360 degree feedback’ involves finding information about a job from the job incumbent, the supervisor and peers. Which of the following is considered the major disadvantage of this feedback method?

a. not a lot of detailed information can be gathered about the job

b. it is not a cost effective method for gathering information

c. the viewpoints of a variety of organisational members can be obtained

d. it is time consuming to conduct

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

10. Job design is usually grouped into four categories. What are they?

a. job specialisation, job enlargement, job rotation and job expansion

b. job specialisation, job expansion, job rotation and job enrichment

c. job enlargement, job rotation, job enrichment and job expansion

d. job specialisation, job enlargement, job rotation and job enrichment

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 8

11. Sally, an HR manager, observes Terry at work. Sally observes that Terry spends a large portion of his time entering information into the human resource information system. Terry is able to enter accurate information, in a standard format, for approximately 15 employees every hour. Which aspect of the job is Sally recording information about?

a. job design

b. job specialisation

c. job enlargement

d. job enrichment

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

12. Mary, an HR manager, examines the skills, knowledge, ability, educational qualifications, working conditions and responsibilities of different jobs. She assigns values to these aspects of the jobs when she compares them so that she can assign a monetary value to different jobs. Mary is performing:

a. job rotations

b. job enlargements

c. job evaluations

d. job specialisations

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

13. Recruitment includes a numerous activities that incorporate:

a. deciding what jobs need to be filled and how to attract candidates

b. generating a pool of qualified candidates for a job

c. matching the job position to the strategic objectives of the organisation

d. all of the above

LO: 3

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 3

14. Dan advertised a position for an Occupational Health and Safety Officer on his organisation’s intranet. He also posted a notice on the lunchroom notice board and in the company’s newsletter. What has Dan used to generate a pool of applicants for the position?

a. employee recruitment activities

b. external attraction activities

c. internal attraction activities

d. unethical attraction activities

LO: 4

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 3

15. An organisation would use an external recruitment agency because:

a. they increase the morale of internal employees

b. they are fully committed to achieving the best for individual firms

c. organisations can keep control of the recruitment process

d. the recruitment process can be more streamlined and efficient

LO: 5

Diff: 1

Topic: Selection decision-making

AACSB: 3

16. A company that practices human-centred HRM and has a positive reputation to produce a work environment that is ethical; benefits society; supports, develops and recognises the cognitive, affective and behavioural qualities of their people; maintains high trust; and knows and endeavours to meet each person’s needs is termed:

a. a best practice employer

b. an equal opportunity employer

c. an employer of choice

d. a dynamic employer

LO: 4

Diff: 1

Topic: Becoming an employer of choice

AACSB: 6

17. When selecting staff to work in an organisation, three essential questions must be answered. These relate to:

a. what the candidate will do and can do and the person-organisation fit

b. what the candidate did and what they will do and person-job fit

c. person-organisation fit, person-job fit and past experience

d. person-organisation fit, what the candidate did, person-job fit

LO: 4

Diff: 1

Topic: Strategic selection

AACSB: 3

18. A dynamic business environment changes the way people and organisations work and consequently this influences selection techniques. To reflect these changes organisations need to:

a. reflect the increasing popularity of work teams

b. reflect specific technical capabilities and key work-related criteria

c. link qualities with adaptive performance such cognitive flexibility, proactive personality and a learning orientation

d. all of the above

LO: 4

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 3

19. A selection criterion that assesses a candidate’s ability to use a specific skill rather than a particular behaviour is an example of:

a. affective performance

b. contextual performance

c. task performance

d. cognitive performance

LO: 4

Diff: 1

Topic: Strategic selection

AACSB: 3

20. Selection methods are scrutinised by industrial and organisational specialists who concentrate on three important issues:

a. reliability, validity and legality

b. readiness, validity and legality

c. reliability, value for money and legality

d. reliability, validity and organisational-fit

LO: 5

Diff: 2

Topic: Strategic selection

AACSB: 3

Short Answer Questions

1. On page 228 of the text is a job description for a Human Resources Assistant. Part of the job description contains the person specification outlining the knowledge, skills and abilities of the person required to perform the job adequately. What specific knowledge, skills and abilities do you think the Human Resources Assistant would need?

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3

2. Describe the advantages of using internal attraction activities during the recruitment process. Under what circumstances would you use internal attraction activities?

LO: 3

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 8

3. What are the benefits of using external attraction activities during the recruitment process? Under what circumstances would you use external attraction activities?

LO: 3

Diff: 1

Topic: Strategic attraction and recruitment

AACSB: 7

4. Companies can choose from different types of interview formats. What are the different types and what are the advantages of using each type?

LO: 3

Diff: 1

Topic: Strategic selection

AACSB: 8

5. Technology in recruitment is an invaluable tool. What are the advantages and disadvantages of using e-recruitment processes?

LO: 3

Diff: 1

Topic: Strategic selection

AACSB: 4

ESSAY QUESTION

1. There are numerous ways that managers can analyse jobs. Describe the advantages and disadvantages of different methods of job analysis. How could some of the disadvantages be overcome?

LO: 2

Diff: 1

Topic: Job analysis

AACSB: 3