Part 1 of 3 Human Resource Management Name ______Exam 1 2:30 – 4:30 Dr. Dean A. Kruger ID# ______

NOTE: This Exam Is Out of 100%. You Need 40% to Pass. Work Wisely!

Multiple Choice (30% each question is worth 2%)

1. The first step in conducting a job analysis is ______. a. deciding how to use the information b. reviewing relevant background information c. selecting representative positions d. collecting data on job activities e. developing a job description and job specification (a; moderate; p. 127)

2. One uses information from the ______to write a job specification. a. job summary b. job identification c. job description d. standards for performance e. job advertisement (c; moderate; p. 141)

3. The information resulting from job analysis is used for writing ______. a. job descriptions b. work activities c. work aids d. job context e. performance standards (a; easy; p. 126)

4. ______means systematically moving workers from one job to another. a. Job rotation b. Job enrichment c. Job assignment d. Job enlargement e. Job adjustment (a; easy; p. 153)

5. ______is the process of deciding what positions the firm will have to fill. a. Recruitment b. Selection c. Personnel planning d. Interviewing e. none of the above (c; easy; p. 183)

6. 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 e. none of the above (c; easy; p. 183)

7. When a company decides on how to fill top executive positions, the process is called ______. a. employment planning b. succession planning c. selection d. interviewing e. testing (b; moderate; p. 183)

8. Executive recruiters are also called ______. a. headhunters b. staffers c. alternative staffing companies d. contract technical recruiters e. all of the above (a; moderate; p. 188)

9. The first step in the validation process is to ______. a. choose the tests to measure attributes of job b. analyze the job c. administer tests d. relate test scores and job criteria e. cross-validate (b; easy; p. 213)

10. The ______is considered by many to be the most important screening tool. a. telephone reference b. reference letter c. selection interview d. management assessment center e. work sampling technique (c; easy; p. 254)

11. In a ______interview, the interviewer tries to deduce what the applicant’s on- the-job performance will be based on his or her answers to questions about past experiences. a. structured b. situational c. job-related d. stress e. puzzle (c; moderate; p. 258) 12. What is the first step in developing a guide for structured situational interviews? a. rate the job’s main duties b. create interview questions c. write a job description d. create benchmark answers e. appoint the interview panel and conduct interviews (c; easy; p. 267)

13. When interviewers write a job description with a list of job duties, required knowledge, skills, abilities and other worker qualifications, they are ______. a. analyzing the job b. rating the job’s duties c. creating interview questions d. creating benchmark answers e. appointing the interview panel (a; easy; p. 267) 14. 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 e. all of the above (a; easy; p. 168)

15. 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 e. all of the above (b; moderate; p. 172)