Succession planning requires making forecasts

The Process Of Making Forecasts Based On The Ratio Between Some Causal Factor Like Sales Volume And The Number Of Employees Required

Lesson 2

Question 1 5 / 5 points

Which assessment method has a high-content validity?

Question options:

cognitive ability tests

personality tests

structured interviews

job-knowledge tests

Question 2 5 / 5 points

The framework for talent management includes __________.

Question options:

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.

Question options:

Recruitment

Selection

Workforce planning

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 options:

ratio analysis

trend analysis

graphical analysis

computer analysis

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 options:

Job description

Job specification

Job analysis

Job context

Question 6 5 / 5 points

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

Question options:

employment planning

succession planning

selection

testing

Question 7 0 / 5 points

The first step in the validation process is to __________.

Question options:

choose the tests to measure attributes of job

analyze the job

administer tests

cross-validate

Question 8 5 / 5 points

A(n) __________ is a procedure designed to solicit information from a person's oral responses to oral inquiries.

Question options:

interview

presentation

prospectus

invigilation

Question 9 5 / 5 points

Hiring workers who have criminal backgrounds without proper safeguards is considered __________.

Question options:

improper hiring

negligent hiring

appropriate depending upon the job

negligent intent

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 options:

background

past behavior

situational

job knowledge

Question 11 5 / 5 points

When planning for employment requirements, what must be forecasted?

Question options:

personnel needs

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 options:

job specification

job analysis

job report

job description

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 __________.

Question options:

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.

Question options:

work activities

human behaviors

machines, tools, equipment, and work aids

performance standards

Question 15 5 / 5 points

Interviews should begin by __________.

Question options:

establishing rapport

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 options:

recruitment

selection

personnel planning

interviewing

Question 17 5 / 5 points

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

Question options:

in-person interview

on-site visit

application form

recommendation from recruiters

Question 18 5 / 5 points

In a mass interview, a team of individuals interviews the candidate in a __________ fashion.

Question options:

serial

sequential

panel

systematic

Question 19 5 / 5 points

The information resulting from job analysis is used for writing __________.

Question options:

job descriptions

work activities

work aids

performance standards

Question 20 5 / 5 points

The job specification takes the job description and answers which of these question?

Question options:

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?