NEW AND INTERESTING-The Process Of Making Forecasts Based On The Ratio Between Some Causal Factor Like Sales Volume And The Number Of Employees Required
Question 1 5 / 5 points
Which assessment method has a high-content validity?
cognitive ability tests
Question 2 5 / 5 points
The framework for talent management includes __________.
deciding what positions to fill
building a pool of job candidates
using selection tools such as tests and interviews
all of the above
Question 3 5 / 5 points
__________ is the process of deciding what positions the firm will have to fill.
None of the above.
Question 4 5 / 5 points
The process of making forecasts based on the ratio between some causal factor like sales volume and the number of employees required is called __________.
Question 5 5 / 5 points
__________ is the procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions.
Question 6 5 / 5 points
When a company decides on how to fill top executive positions, the process is called __________.
Question 7 0 / 5 points
The first step in the validation process is to __________.
choose the tests to measure attributes of job
analyze the job
Question 8 5 / 5 points
A(n) __________ is a procedure designed to solicit information from a person’s oral responses to oral inquiries.
Question 9 5 / 5 points
Hiring workers who have criminal backgrounds without proper safeguards is considered __________.
appropriate depending upon the job
Question 10 5 / 5 points
Consider the following question: “Suppose you saw a coworker who was not following standard work procedures. The coworker claimed that the new procedure was better. What would you do”? What type of question is this?
Question 11 5 / 5 points
When planning for employment requirements, what must be forecasted?
supply of inside candidates
both A and B.
neither A nor B.
Question 12 5 / 5 points
A __________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.
Question 13 5 / 5 points
Jackie works as a nurse on temporary assignments for hospitals throughout the region on an as-needed basis. Jackie is __________.
a contingent worker
on job rotation
using job enlargement
none of the above
Question 14 5 / 5 points
Information regarding job demands such as finger dexterity or conscientiousness is included in the information about __________ an HR specialist may collect during a job analysis.
machines, tools, equipment, and work aids
Question 15 5 / 5 points
Interviews should begin by __________.
jumping right into the heart of the matter
highlighting what the interview will be doing
explaining the qualifications of the interviewer
Question 16 5 / 5 points
Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
Question 17 5 / 5 points
Once a firm has a pool of applicants, the first step in pre-screening is the __________.
recommendation from recruiters
Question 18 5 / 5 points
In a mass interview, a team of individuals interviews the candidate in a __________ fashion.
Question 19 5 / 5 points
The information resulting from job analysis is used for writing __________.
Question 20 5 / 5 points
The job specification takes the job description and answers which of these question?
What traits and experiences are required to do this job well?
When will the supervisor be completely satisfied with a worker’s work?
What are the four main activities of this job?
What are the performance standards for this job?