1. Lumina Corporation began operations in 2015 with 4900 employees. During the first half of that year, the company did not see any attrition. Profits were high, and the training and orientation programs were efficient. New hiring continued at a healthy pace and by mid-year, the employee strength of the company was 5000. However, in the second half of that year, 200 employees were laid off, and no new hiring took place. The turnover rate at Lumina Corporation in 2015 was _____.
1. Insufficient pay is one of the reasons that lead to employee turnover.
1. Customer dissatisfaction is a direct cost of absenteeism.
1. The performance-reward linkage described in the expectancy theory of motivation refers to employees’ beliefs that working harder will lead to better performance.
1. Churn refers to the practice of hiring _____.
a. only those employees who have more than five years of prior experience in a similar industry
b. employees on a short-term contract basis
c. new employees while laying off others
d. through realistic job previews
1. Which of the following is the first step in the process of managing retention?
a. Management intervention
b. Evaluation and follow up
c. Measurement and assessment
d. Tracking of intervention results
1. A(n) _____ refers to the unwritten expectations that both employees and employers have about the nature of their work relationships.
a. psychological contract
b. non-compete agreement
c. employment contract
d. effort-performance linkage
1. Paid orientation time is a training cost involved in turnover.
1. _____ is the desire within a person causing that individual to act.
1. Which of the following is considered to be a motivator by the motivator/hygiene theory?
d. Company policy
1. A passive job seeker is one who _____.
a. is an employed individual who is not satisfied with his or her current job
b. conducts a haphazard and unplanned job search
c. seeks a job merely because it is a requirement of receiving unemployment compensation
d. has a good job and is not actively looking to change jobs
1. Edison Inc., an electrical utility company, is moving from using only traditional sources of electricity to promoting the use of solar and wind power. It is one of the first utilities in the country to move heavily to solar and wind-generated electricity. Which of the following steps should the HR director take in order to cope with these new technologies at Edison Inc.?
a. Focus on training and development to generate internal candidates for all the new positions at the utility
b. Avoid including specific designations such as EEO/M-F/AA/ADA in the job advertisements
c. Plan to do more extensive external recruiting for technical and engineering positions
d. Highlight terms such as “young and enthusiastic” and “ journeyman lineman” in their official Web sites
1. An organization with a strong union has a higher probability of having less flexibility than a nonunion company in deciding who will be hired and where a newly hired person will be placed.
1. Employment agencies typically have their own workforce, which they supply by contract to employers with jobs.
1. Priam Designs Inc. is recruiting fashion designers through LinkedIn. This recruiting mode typically provides direct access to the _____.
a. applicant population
b. entire pool of eligible candidates
c. entire labor market
d. applicant pool
1. The _____ pool consists of all persons who are actually evaluated for selection.
1. The process of generating a pool of qualified applicants for organizational jobs is called _____.
1. Niche job sites are more useful for recruiting applicants with specific technical skills than are general job boards.
1. Which of the following statements is true about good recruiting efforts?
a. Wording about specific designations such as EEO/M-F/AA/ADA in employment advertisements would be considered illegal.
b. A salon that advertises job openings for “young and enthusiastic” employees would be considered impartial.
c. Advertising job openings for “exercise boys” for a race track would be considered legal terminology.
d. If a disparate impact exists between an employer’s workforce and the relevant labor markets, then the employer is required by law to expand its external recruiting efforts.
1. Contingency firms charge a client a set fee whether or not the contracted search is successful.
1. Listening responses such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.
1. For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of _____.
a. the multiple hurdles approach of combining predictors
b. the compensatory approach to selection
c. discrimination under the ADA
d. poor person/organization fit
1. In selection, validity refers to _____.
a. the correlation between a predictor and job performance
b. the applicant achieving approximately the same score in a test-retest situation
c. the strength of the correlation between a test score and a predictor
d. the consistency with which the predictor actually tests the desired construct
1. Voltra Inc. is planning to fill a number of openings for entry-level professionals. The selection process is quite extensive and includes several levels of individual interviews, panel interviews, psychological tests, and general ability tests. Much of the interview time is spent on the applicant’s philosophy of life and work. Voltra is highly concerned about _____.
a. person/organization fit
b. complying with EEO and ADA requirements
c. matching the person to the job
d. defining who is an applicant
1. Ability, intelligence, and conscientiousness are all examples of _____.
a. soft skills
b. predictors of selection criteria
c. elements of job performance
d. selection criteria
1. In the _____ approach for combining predictors, a minimum cutoff score is set on each predictor, and to be considered, each minimum level must be “passed.”
b. multiple hurdles
d. universal predictor
1. “Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him, and give him some intense training on our desk procedures.” This is an example of the compensatory approach to combining predictors of work performance.
1. Which of the following types of selection interviews is unstructured?
a. Situational interview
b. Competency interview
c. Behavioral interview
d. Nondirective interview
1. Which of the following occurs when interviewers favor or select people whom they believe to be like themselves on the basis of a variety of personal factors?
a. Halo effect
b. First impression error
c. Cultural noise
d. Similarity bias
1. The _____ of a test is the extent to which a predictor repeatedly produces the same results over time.
a. test validity
1. The “cognitive” component of intercultural competence is the person’s _____.
a. ability to connect with foreigners on an emotional level
b. level of sensitivity to cultural issues
c. ability to handle the emotional stress of an overseas assignment
d. knowledge about a foreign culture
1. Organizations must continually train their current employees because of _____.
a. the lack of competition from businesses in low labor cost countries
b. low involuntary turnover rates of U.S. employees
c. rapid technological innovation
d. the need to increase the rate of attrition
1. Active practice occurs when trainees perform job-related tasks and duties during training.
1. Jeanne is 54 years old. She had worked as a medical research librarian for ten years before quitting in her late forties. She wants to re-enter the workforce. However, she is worried about applying for an open position at the library she was previosly working at because of the major changes in information technology that have taken place in library management. She also feels intimidated by computers. The HR director of the library feels Jeanne is highly qualified for the position in question. Given this scenario, what would be the main barrier to her learning the job tasks?
a. Jeanne’s low sense of self-efficacy regarding the use of computer technology
b. Jeane’s low motivation levels as she wants to get into a new career
c. The fact that Jeanne won’t see the benefits of learning the library’s computer system
d. The fact that Jeanne may not have the ability to learn the library’s computer system even with training
1. Ideally, training should be viewed tactically rather than strategically.
1. A gap analysis identifies the difference between what an individual employee knows and what the employee should know in order to perform the job satisfactorily.
1. Unions view cross training unfavorably primarily because _____.
a. it reduces effective wages per hour
b. it adds supervisory roles to part-time employees’ duties
c. it increases worker productivity, and thus threatens job security
d. it threatens job jurisdiction
1. In contrast to informal training, which is planned, on-the-job training should occur spontaneously.
1. Which of the following is a disadvantage of the on-the-job training (OJT)?
a. External firms are typically used for training purposes.
b. It is the least flexible of all the available modes of employee training.
c. It is more expensive than classroom training.
d. Incorrect information from the supervisor can be transferred to the trainees.
1. EarthShapers Inc., a manufacturer of heavy construction equipments based in U.S.A., maintains large sales and support operations overseas. Before sending new employees to its operations in Japan, it requires the employees to take courses in Japanese history and culture so that they can adjust more easily to living in Japan. This training focuses on the _____ component of international competence training.