Personnel Planning and Recruiting – Chapter 3 Test Bank | 6th Edition

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A Framework for Human Resource Management, 6e (Dessler)

Chapter 3 Personnel Planning and Recruiting

1) ________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

A) Job description

B) Job specification

C) Job analysis

D) Job context

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

2) The information resulting from job analysis is used for writing ________.

A) job descriptions

B) work activities

C) work aids

D) performance standards

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

3) Which of the following types of information can be collected via a job analysis?

A) work activities

B) human behaviors

C) performance standards

D) all of the above

Diff: 2 Page Ref: 63

Objective: Chapter objective 1

4) Information regarding job demands such as lifting weights or walking long distances is included in the information about ________ an HR specialist may collect during a job analysis.

A) work activities

B) human behaviors

C) machines, tools, equipment, and work aids

D) performance standards

Diff: 2 Page Ref: 68

Objective: Chapter objective 1

5) Which term refers to a written statement that describes the activities and responsibilities of the job?

A) job specification

B) job report

C) job description

D) job context

Diff: 2 Page Ref: 63

Objective: Chapter objective 1

6) A ________ summarizes the personal qualities, traits, skills, and background required for getting the job done.

A) job specification

B) job analysis

C) job report

D) job description

Diff: 2 Page Ref: 68

Objective: Chapter objective 1

7) Royall & Company emphasizes a desire for detail-oriented, motivated employees with strong social skills. This part of Royall & Company's job ________.

A) job specification

B) job analysis

C) job report

D) job context

Diff: 3 Page Ref: 68

Skill: AACSB: Analytical Skills

Objective: Chapter objective 1

8) Which of the following may be included in a job specification?

A) traits

B) skills

C) required background

D) all of the above

Diff: 1 Page Ref: 68

Objective: Chapter objective 1

9) Which of the following methods is used to gather job analysis data?

A) interviews

B) questionnaires

C) observation

D) all of the above

Diff: 2 Page Ref: 63-64

Objective: Chapter objective 1

10) Who is interviewed by managers collecting job analysis data?

A) individual employees

B) groups of employees with the same job

C) supervisors who know the job

D) all of the above

Diff: 2 Page Ref: 63

Objective: Chapter objective 2

11) Which of the following is not an advantage of using interviews to collect job analysis data?

A) It is simple to use.

B) Some information may be exaggerated or minimized.

C) It is quick to collect information.

D) It can identify uncommon, but important activities.

Diff: 2 Page Ref: 64

Objective: Chapter objective 1

12) For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

A) assembly-line worker

B) accounting clerk

C) design engineer

D) receptionist

Diff: 2 Page Ref: 64

Objective: Chapter objective 1

13) Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on ________.

A) diaries

B) interviews

C) direct observation

D) questionnaires

Diff: 1 Page Ref: 64

Objective: Chapter objective 1

14) What form of data collection involves recording work activities in a log?

A) interviews

B) diaries

C) direct observation

D) none of the above

Diff: 2 Page Ref: 64

Objective: Chapter objective 1

15) Most job descriptions contain sections that cover ________.

A) job summary

B) standards of performance

C) working conditions

D) all of the above

Diff: 2 Page Ref: 64-65

Objective: Chapter objective 2

16) One uses information from the ________ to write a job specification.

A) job summary

B) job identification

C) job description

D) standards for performance

Diff: 2 Page Ref: 68

Objective: Chapter objective 2

17) What type of information is contained in the job identification section of a job description?

A) job title

B) job summary

C) major functions or activities

D) all of the above

Diff: 1 Page Ref: 65

Objective: Chapter objective 2

18) The job specification takes the job description and answers the question, ________?

A) What human traits and experience are required to do this job well

B) When will the supervisor be completely satisfied with a worker's work

C) What are the four main activities making up this job

D) What are the performance standards for the job

Diff: 3 Page Ref: 68

Objective: Chapter objective 2

19) When filling jobs with untrained people, the job specifications may include ________.

A) quality of training

B) length of previous service

C) physical traits

D) all of the above

Diff: 2 Page Ref: 68

Objective: Chapter objective 2

20) Which of the following work behaviors is considered "generic" or important to all jobs?

A) manual dexterity

B) intelligence

C) experience

D) morality

Diff: 3 Page Ref: 68

Objective: Chapter objective 2

21) Describing the job in terms of the measurable, observable, and behavioral competencies necessary for good job performance is called a ________.

A) competency-based job analysis

B) Department of Labor Procedure

C) functional job analysis

D) none of the above

Diff: 1 Page Ref: 69

Objective: Chapter objective 2

22) Competency analysis focuses on ________.

A) what is accomplished

B) how work is accomplished

C) when work is accomplished

D) where the work is accomplished

Diff: 3 Page Ref: 69

Objective: Chapter objective 2

23) Traditional job analysis focuses on ________.

A) what is accomplished

B) how work is accomplished

C) who accomplishes the work

D) where the work is accomplished

Diff: 3 Page Ref: 69

Objective: Chapter objective 2

24) Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?

A) recruitment

B) selection

C) personnel planning

D) interviewing

Diff: 1 Page Ref: 71

Objective: Chapter objective 3

25) ________ is the process of deciding what positions the firm will have to fill.

A) Recruitment

B) Selection

C) Workforce planning

D) none of the above

Diff: 1 Page Ref: 71

Objective: Chapter objective 3

26) When a company decides on how to fill top executive positions, the process is called ________.

A) employment planning

B) succession planning

C) selection

D) testing

Diff: 1 Page Ref: 71

Objective: Chapter objective 3

27) When planning for employment requirements, what must be forecasted?

A) personnel needs

B) supply of inside candidates

C) all of the above

D) none of the above

Diff: 1 Page Ref: 71

Objective: Chapter objective 3

28) Which term below means studying variations in a firm's employment levels over time?

A) ratio analysis

B) trend analysis

C) graphical analysis

D) all of the above

Diff: 1 Page Ref: 72

Objective: Chapter objective 3

29) The process of making forecasts based on the ration between some causal factor like sales volume and the number of employees required is called ________.

A) ratio analysis

B) trend analysis

C) graphical analysis

D) computer analysis

Diff: 1 Page Ref: 72

Objective: Chapter objective 3

30) Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeople are required?

A) 4

B) 6

C) 7

D) 8

Diff: 3 Page Ref: 72

Objective: Chapter objective 3

31) A ________ shows graphically how two variables are related.

A) trend analysis

B) ratio analysis

C) scatter plot

D) correlation analysis

Diff: 1 Page Ref: 72

Objective: Chapter objective 5

32) ________ contain data on employees' performance records, educational background, and promotion recommendations.

A) Computerized information systems

B) Replacement charts

C) Qualifications inventories

D) Trend records

Diff: 1 Page Ref: 74

Objective: Chapter objective 3

33) When managers need to determine which employees are available for promotion or transfer, they will use ________.

A) replacement charts

B) qualifications inventories

C) trend records

D) personnel files

Diff: 2 Page Ref: 74

Objective: Chapter objective 3

34) Recruiting is necessary to ________.

A) forecast the supply of outside candidates

B) develop an applicant pool

C) determine whether to use inside or outside candidates

D) develop qualifications inventories

Diff: 2 Page Ref: 76

Objective: Chapter objective 4

35) Job posting refers to all of the following except

A) publicizing the open job to employees

B) listing the job's attributes

C) listing the job's required qualifications

D) listing the number of desired applicants

Diff: 1 Page Ref: 77

Objective: Chapter objective 4

36) Which of the following methods is not used to recruit outside candidates?

A) advertising

B) job postings

C) employment agencies

D) all are used to recruit outside candidates

Diff: 3 Page Ref: 77

Objective: Chapter objective 4

37) Which of the following states has its own public, state-run employment service agency?

A) North Carolina

B) New York

C) California

D) all of the above

Diff: 2 Page Ref: 81

Objective: Chapter objective 4

38) Counselors in state-run employment agencies conduct all of the following activities except

A) review the employer's job requirements

B) visit employer work sites

C) write job descriptions

D) counselors perform all of these activities

Diff: 2 Page Ref: 81

Objective: Chapter objective 4

39) State-run employment agencies provide ________ to employers.

A) recruitment services

B) training programs

C) review employer job requirements

D) all of the above

Diff: 2 Page Ref: 81

Objective: Chapter objective 4

40) Who is typically responsible for paying the fees charged by private employment agencies when they place qualified individuals in jobs?

A) the employer

B) the employee

C) the state employment commission

D) there are no fees

Diff: 1 Page Ref: 81

Objective: Chapter objective 4

41) Which of the following is not an advantage of using a private employment agency?

A) It may be faster than in-house recruiting.

B) It does not require internal recruitment specialists.

C) Screening may not be as thorough.

D) It may be better for attracting minority candidates.

Diff: 2 Page Ref: 81

Objective: Chapter objective 4

42) Which of the following is not another term for contingent workers?

A) part-time

B) just-in-time

C) collateral

D) temporary

Diff: 3 Page Ref: 82

Objective: Chapter objective 4

43) Contingent workers are used in ________ occupations.

A) clerical

B) engineering

C) medical

D) all of the above

Diff: 2 Page Ref: 82

Objective: Chapter objective 4

44) Jackie works as a nurse on temporary assignment for hospitals throughout the region on an as-needed basis. Jackie is ________.

A) a contingent worker

B) on job rotation

C) using job enlargement

D) none of the above

Diff: 1 Page Ref: 82

Objective: Chapter objective 4

45) ________ are special employment agencies retained by employers to seek out top management talent for their clients.

A) State-run employment agencies

B) Temporary agencies

C) Executive recruiters

D) Job banks

Diff: 2 Page Ref: 82

Objective: Chapter objective 4

46) Executive recruiters are also called ________.

A) headhunters

B) staffers

C) alternative staffing companies

D) all of the above

Diff: 2 Page Ref: 82

Objective: Chapter objective 4

47) Which of the following is a disadvantage of using an executive recruiter?

A) many contacts in field

B) adept at contacting candidates who are not on the job market

C) unfamiliar with company perceptions of ideal candidate

D) ability to keep identity of firm confidential

Diff: 2 Page Ref: 83

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

48) Pamlico River Productions is seeking a top-level executive to serve in its finance division. Qualified candidates can be difficult to find because there is more demand than supply. Pamlico River Productions should consider using a(n) ________ for recruitment.

A) state-run employment agency

B) executive recruiter

C) temporary agency

D) any of the above

Diff: 2 Page Ref: 82

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

49) Which of the following is an advantage of college recruiting?

A) access to a source of management trainees

B) schedules for recruitment visits set far ahead of time

C) access to candidates who are not looking for jobs

D) all of the above

Diff: 2 Page Ref: 83

Objective: Chapter objective 4

50) College recruiters typically seek to ________.

A) determine whether a candidate is worthy of further consideration

B) fill the position

C) cut costs for the firm by reducing the need to for on-site interviews

D) develop a pool of applicants for future screening

Diff: 3 Page Ref: 83

Objective: Chapter objective 4

51) Besides determining whether a candidate is worth further consideration, college recruiters also seek to ________.

A) fill the position

B) develop a pool of applicants for future screening

C) attract good candidates

D) all of the above

Diff: 2 Page Ref: 83

Objective: Chapter objective 4

52) When it comes to on campus recruiting, which of the items listed below should be assessed by the campus recruiter?

A) motivation

B) commitment

C) appearance

D) all of the above

Diff: 2 Page Ref: 83

Objective: Chapter objective 4

53) One of the biggest challenges facing single parents in the job market is ________.

A) getting access to the Internet to search job sites

B) balancing work and family life

C) getting a sufficient salary

D) minimizing the commute to work

Diff: 2 Page Ref: 88

Objective: Chapter objective 4

54) Once a firm has a pool of applicants, the first step in pre-screening is the ________.

A) in-person interview

B) on-site visit

C) application form

D) recommendation from recruiters

Diff: 2 Page Ref: 89

Objective: Chapter objective 5

55) Which of the following is not a type of information that should be provided by application forms?

A) education

B) experience

C) work stability

D) applicant's age

Diff: 3 Page Ref: 90

Objective: Chapter objective 5

56) Which of the following could be perceived as discriminatory when asked on an employment application form?

A) housing status

B) marital status

C) arrest record

D) all of the above

Diff: 2 Page Ref: 90

Objective: Chapter objective 5

57) Mandatory alternative dispute resolution agreements require ________.

A) disgruntled employees to contact the local EEOC office prior to filing formal complaints

B) applicants to agree to arbitrate certain legal disputes related to employment or dismissal

C) applicants to take unpaid leaves of absence during employment disputes

D) applicants agree not to dispute decisions of the company regarding their employment

Diff: 3 Page Ref: 90

Skill: AACSB: Analytical Skills

Objective: Chapter objective 5

58) There are ________ steps in expediting a job analysis process.

A) 4

B) 5

C) 6

D) 7

Diff: 2 Page Ref: 63

Objective: Chapter objective 2

59) A job description has all of the following elements except

A) what the job holder does

B) how the job holder does it

C) under what conditions a job is done

D) all of the above

Diff: 3 Page Ref: 64

Objective: Chapter objective 2

60) A relationships statement in a job description may contain all of the following except

A) mentors

B) reports to

C) works with

D) supervises

Diff: 2 Page Ref: 66

Objective: Chapter objective 2

61) The recruitment and selection process has ________ steps.

A) 6

B) 5

C) 4

D) 7

Diff: 2 Page Ref: 70

Objective: Chapter objective 3

62) ________ is the process of formulating plans to fill the employers' future openings.

A) Workforce planning

B) Selection planning

C) Recruitment planning

D) Replacement planning

Diff: 2 Page Ref: 71

Objective: Chapter objective 3

63) A big question in an organization is whether to fill an opening from the inside or with an outside candidate.

Diff: 2 Page Ref: 71

Objective: Chapter objective 3

64) Job analysis produces information used for writing job descriptions and job specifications.

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

65) The information gathered during a job analysis is primarily used for listing what jobs entail and what kind of people to hire for the job.

Diff: 1 Page Ref: 63

Objective: Chapter objective 2

66) Conducting the job analysis is the sole responsibility of the HR specialist.

Diff: 2 Page Ref: 63

Objective: Chapter objective 1

67) The interview is the most widely used method for identifying job duties and responsibilities.

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

68) Observation as a data collection method in a job analysis is most appropriate for jobs entailing a lot of mental activity.

Diff: 1 Page Ref: 64

Objective: Chapter objective 1

69) Employers may provide employees pocket dictating machines and pagers to record activities at random times of the work day.

Diff: 2 Page Ref: 64

Objective: Chapter objective 1

70) There is no standard format for writing a job description.

Diff: 3 Page Ref: 65

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

71) Competency-based job analysis is more job-focused than traditional job analysis.

Diff: 3 Page Ref: 69

Objective: Chapter objective 2

72) Competency analysis focuses on how the worker meets the job's objectives or actually accomplishes the work.

Diff: 2 Page Ref: 69

Objective: Chapter objective 2

73) Employment planning should be an integral part of a firm's strategic and HR planning process.

Diff: 1 Page Ref: 71

Objective: Chapter objective 3

74) Some job description s have a standards of performance section.

Diff: 1 Page Ref: 68

Objective: Chapter objective 2

75) Personnel planning rarely utilizes techniques like ratio analysis or trend analysis to estimate staffing needs.

Diff: 2 Page Ref: 72

Objective: Chapter objective 3

76) A job description shows the reporting relationship of a job.

Diff: 2 Page Ref: 66

Objective: Chapter objective 2

77) When it refers to filling jobs like that of a maintenance clerk, personnel planning is called succession planning.

Diff: 1 Page Ref: 75

Objective: Chapter objective 3

78) Job analysis are a result of job specifications.

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

79) What are the major duties of your position? is not a question used in a job analysis interview.

Diff: 1 Page Ref: 67

Objective: Chapter objective 1

80) Observing work is a valid means of analyzing a job that has a lot of mental activity.

Diff: 1 Page Ref: 64

Objective: Chapter objective 2

81) To get a good job analysis from distant jobs it is necessary to invite representative incumbents to the main office.

Diff: 1 Page Ref: 63

Objective: Chapter objective 2

82) Interviews are not a method of collecting job analysis information,

Diff: 1 Page Ref: 63

Objective: Chapter objective 1

83) Trend analysis assumes the productivity increases over time.

Diff: 3 Page Ref: 8572

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

84) The assumption shared by both trend analysis and ratio analysis is that productivity remains about the same from year to year.

Diff: 3 Page Ref: 72

Skill: AACSB: Analytical Skills

Objective: Chapter objective 3

85) Effective recruiting results in a large number of applicants.

Diff: 3 Page Ref: 76

Objective: Chapter objective 4

86) Local newspapers are the best source for blue-collar help and clerical employees.

Diff: 1 Page Ref: 81

Objective: Chapter objective 4

87) Every state has a public, state-run employment service agency.

Diff: 2 Page Ref: 81

Objective: Chapter objective 4

88) Contingent workers are primarily clerical positions filled with temps.

Diff: 2 Page Ref: 82

Objective: Chapter objective 4

89) Some firms use contingent workers as short-term chief financial officers.

Diff: 2 Page Ref: 82

Objective: Chapter objective 4

90) Contingency-based recruiters focus on top management job searches with salaries in the $150,000+ range.

Diff: 3 Page Ref: 82

Objective: Chapter objective 4

91) Single mothers prefer a work environment they perceive as supportive of their challenge to balance work and family requirements.

Diff: 1 Page Ref: 88

Objective: Chapter objective 4

92) A question on an employment application form that requests the dates of attendance and graduation from various schools may be illegal as it could reflect an applicant's age.

Diff: 3 Page Ref: 90

Objective: Chapter objective 5

93) The EEOC is generally opposed to the use of mandatory alternative dispute resolution agreements which are required by many employers.

Diff: 2 Page Ref: 90

Objective: Chapter objective 5

94) The O*NET system provides valuable job specification information for untrained personnel only.

Diff: 1 Page Ref: 67

Objective: Chapter objective 2

95) Explain why generating large applicant pools is not always desirable for a firm. What implications exist for recruitment methods?

Diff: 3 Page Ref: 76-79

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

96) Why are current employees often the best source of candidates for vacant positions?

Diff: 3 Page Ref: 74-77

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

97) Why do employers turn to private employment agencies for assistance in recruiting? Provide at least four reasons for the use of such employment agencies.

Diff: 2 Page Ref: 81

Skill: AACSB: Communication

Objective: Chapter objective 4

98) What is meant by the term "jobless world"?

Diff: 2 Page Ref: 69

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

99) Give examples of items that can be found in the working conditions and physical environment section of a job description.

Diff: 2 Page Ref: 68

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

100) What are the advantages and disadvantages of using an employee referral campaign for recruitment purposes?

Diff: 2 Page Ref: 86

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

101) What four types of information can be learned about a job candidate from the application form?

Diff: 2 Page Ref: 90

Objective: Chapter objective 5

102) Explain how job analysis provides information useful in recruitment and selection, compensation, and performance appraisal.

Diff: 3 Page Ref: 63

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2

103) What are the advantages and disadvantages of using interviews to collect job analysis data?

Diff: 2 Page Ref: 63-64

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 2