chap08 TB - Chapter 8-Selecting Human Resources MULTIPLE...

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Chapter 8—Selecting Human Resources MULTIPLE CHOICE 1. When the Wynn Las Vegas was hiring over 1,000 employees for its resort opening, the Wynn HR de- partment selected applicants for formal interviews after the applicants completed an online question- naire. This is an example of a/an a. structured selection process. b. selection criterion. c. pre-screening process. d. multiple hurdles approach to selection. ANS: C PTS: 1 DIF: Moderate REF: p. 227 OBJ: 1 NAT: AACSB Analytic LOC: HRM TOP: Application 2. The process of choosing individuals who have needed qualifications to fill jobs in an organization is called a. recruitment. b. selection. c. hiring. d. placement. ANS: B PTS: 1 DIF: Easy REF: p. 226 OBJ: 1 NAT: AACSB Reflective Thinking LOC: HRM TOP: Definitional 3. _____ involves fitting a person to the right job. a. Placement b. Orientation c. Selection d. Staffing ANS: A PTS: 1 DIF: Easy REF: p. 226 OBJ: 1 NAT: AACSB Reflective Thinking LOC: HRM TOP: Definitional 4. More than anything else, placement of human resources should be seen as a/an a. public relations activity. b. operating management responsibility. c. matching process. d. marketing tool. ANS: C PTS: 1 DIF: Easy REF: p. 226 OBJ: 1 NAT: AACSB Reflective Thinking LOC: HRM TOP: Conceptual 5. Measurable indicators of the selection criteria are called a. performance standards. b. predictors. c. essential elements. d. validators. ANS: B PTS: 1 DIF: Easy REF: p. 227
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OBJ: 2 NAT: AACSB Reflective Thinking LOC: HRM TOP: Definitional 6. Voltra, Inc., is planning to fill a number of openings for entry-level professionals. The selection pro- cess is quite extensive and includes several levels of individual interviews, team interviews, and psy- chological tests, as well as general ability tests. Much of the interview time is spent on the applicant’s philosophy of life and work. Voltra, Inc., is highly concerned with a. defining who is an applicant. b. complying with EEO and ADA requirements. c. person-organization fit. d. matching the person to the job. ANS: C PTS: 1 DIF: Moderate REF: p. 227 OBJ: 1 NAT: AACSB Analytic LOC: HRM TOP: Application 7. Jill graduated with her MBA during a severe economic recession in the region. The only acceptable job she could find was in a bank officer training program for a major national bank. Jill was one of the top candidates when she was hired by the bank. She has been with the bank for three months and has become disillusioned with it. Jill feels that the individual bank customers are not valued, that the bank extends home mortgages to borrowers who are poor risks, and that the bank engages in misleading ad- vertising. Jill is experiencing a. poor person-organization fit. b.
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This note was uploaded on 07/05/2011 for the course BUS 102 at San Jose State University .

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chap08 TB - Chapter 8-Selecting Human Resources MULTIPLE...

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