HUMAN RESOURCES MANAGEMENT

d. by employees, consumers, their communities,

CHAPTER 1 and within their industries

Which is one of the four elements of an

An integrated system that HR management organizational ethics program?
uses to make decisions is called a(an): a. Clever lawyers to gloss over ethical breaches

a. payroll system.
b. Keeping ethical standards vague or undefined

b. direct labor accounting system.

c. A system for confidential reporting of ethical

c. human resource management system. misconduct

d. staffing control audit system. d. A large budget

Human capital is: The HR functions most likely to be outsourced

are those within HR's administrative role.
a. also called intellectual capital.

a. True
b. important, but non-measurable.

b. False
c. the management of the organization.
Within HR, the percentage of emphasis on the
d. the people in the organization. operational and employee advocate role is:

a. rapidly increasing.
Which is NOT a reason why firms have
outsourced HR functions? b. remaining constant.

a. To allow HR to be more involved in data c. slowly diminishing.

collection
d. rapidly disappearing.

b. To allow HR to concentrate on more strategic Which is NOT a major force affecting

current HR management?
activities

a. Increased competitive pressure

c. To enjoy lower labor costs

b. Decreasing diversity in the workforce

d. To take advantage of specialized expertise

c. Globalization

Organizations that are seen as operating with d. Changing technology

integrity are positively perceived:

a. only by people inside those organizations. One of the best advantages of implementing
HRMS is the automation of payroll and
b. only by the news media. benefits. The second purpose is

c. only by consumers of their products or a. bulletin boards listing job posting, personnel

services. policies, and the like.

 b. linkage to vendors of HR services.
c. having accessible data for HR planning and
managerial decision making
d. employee self-service.
Which is the "glue" that holds all the other
assets together in an organization?
a. Physical assets
b. Information
c. Human assets
d. Capital
The vice-president of HR for a funeral services
firm is an example of a(an):
a. certified HR professional.
b. HR specialist.
c. HR generalist.
d. HR service vendor.
The role played by HR wherein the HR
function as the champion of the employee is
the ________ role.
a. advocate
b. operational
c. strategic
d. representative
All of the following are operational activities
of HR except ________ which is a strategic
activity.
a. recruiting and selecting employees
b. formulating organization strategy
c. responding to goals and objectives set by
executives
d. complying with laws, policies, and procedure
Which statement is true?
a. Only top management and HR staff can be
considered HR managers.
b. Only first-line supervisors and HR staff can be
considered HR managers.
c. Every manager is an HR manager.
d. Only especially-trained managers are HR
managers.
The most basic use of an HRMS is:
a. job postings.
b. automation of payroll and benefits.
c. employee self-service.
d. tracking job applicant flow.
Which is NOT a role typically identified with
HR?
a. Marketing
b. Operational and employee advocate
c. Administrative
d. Strategic
Which has NOT been a typical tactic in
organizational "right-sizing?"
a. Merging with other organizations
b. Hiring additional staff for backup capability
c. Closing facilities
d. Eliminating layers of management
Small businesses in Singapore account for
_____ percent of the GDP and _____
percent of new jobs.
a. 45, 60
b. 60, 85
 c. 25, 90 b. False
d. 60, 30
All of the following are examples of ethical
misconduct in HR activities EXCEPT:
Research shows that increased shareholder
value is an indicator of superior human a. employees lying to supervisors
capital practices.
b. favoritism in hiring and promotion

a. True
c. personal bias in performance appraisals and
b. False pay increases

d. none of the above

The main reason for building an HRMS is:
Talent management begins with:
a. to track employee absenteeism.
a. orientation of new employees.

b. to collect data.
b. re-training experienced employees.

c. to track employee Internet use.

c. training of new employees.

d. to facilitate HR decisions.
d. contracting with a good executive recruiting
The intellectual capital of an organization is
also referred to as: firm.

The main determinant of ethical behavior in

a. collective talents.
an organization is:
b. human capital.
a. the organization's culture.

c. personnel leverage.
b. norms of the community in which the

d. intangible assets. organization is based.

The main reason that employees, including

c. quality of HR administration.
HR professionals, do not report ethical
concerns is:
d. selectiveness in hiring.
a. concerns about current and future

employment being affected. The Singapore labor force is skewed toward

the _______ sector.
b. a culture of "don't ask, don't tell" in most
a. manufacturing
organizations.

b. services
c. employees are not able to distinguish

between ethical and unethical behaviors. c. construction

d. fear of prosecution for slander and/or libel by d. none of the above

the accused party. The nature and extent of HR's role depends
All organizations need HR management. on:
a. whether the organization has unionized
a. True
 employees.

b. whether the organization is a government

contractor.

c. what higher management wants HR to do and

HR competencies.

d. the industry's Standard Industrial

Classification (SIC).

Which of the following is TRUE about

diversity in the workforce?

a. Singapore businesses contracting out

activities to unaffiliated companies is known as

in-shoring.

b. The globalization of business has shifted from

global management and strategic alliances to

trade and investment.

c. Ethical issues and adjustments for countries

typically solve themselves with time.

d. a global challenge for international employers

is the threat of terrorism.

CHAPTER2
c. using resources effectively.

The main impediment to HR being recognized

as a strategic contributor to organizational d. meeting its goals.

success is that: One reason to outsource jobs to

underdeveloped countries is:
a. HR does not have a professional credentialing
a. foreign government financial incentives.
process.

b. low wage costs.

b. HR activities are not quantitatively

measurable. c. the growth of union influence in their home

countries.
c. justification for HR expenditures using hard

data is lacking. d. humanitarianism.

An organization with operating units in
d. HR is not critical to the success of an foreign countries is called a:
organization.
a. virtual corporation.
HR "best practices" that contribute to
organizational strategic goals include all the b. global corporation.
following EXCEPT:
c. host country.
a. emphasis on filling key vacancies with fresh

talent from outside the organization. d. multi-national enterprise.

b. information sharing.
c. selective recruiting.
d. high wages/incentives.
Operating managers have all the following
roles in HR planning EXCEPT:
a. integrating the HR and department plans.
b. monitoring the HR plan to identify changes
needed.
c. identifying supply and demand needs for their
departments.
d. participating in strategic planning for the
entire organization.
An organization is said to be effective if it is:
The focus of HR ________ is to have the
right number of people with the right
capabilities in the right place at the right time.
a. benchmarking
b. efficiency
c. planning
d. strategy
Analyzing and identifying the need for and
availability of human resources to meet
organizational objectives is called human
resource requisitioning.
a. True
b. False
At the heart of HR strategic planning is:

a. paying quarterly dividends. a. succession planning.

b. maintaining a debt-to-equity ratio of less than b. recruitment budgeting.

31.
 c. scanning the external environment. b. has the most negative effect on surviving

employees.
d. salary planning
Succession plans are: c. has the most positive effect on surviving

a. downsizing plans. employees.

b. replacement plans. d. has the best motivating effect on surviving

c. executive development plans.
d. transition mapping plans.
Succession plans are:
employees.
Economic value added is a measure that
shows that HR is generating more return
than the organization's cost of capital.

a. downsizing plans.
b. replacement plans.
c. executive development plans.
d. transition mapping plans.
Using a manager's best guess as the basis
for forecasting the staffing needs in a
department is classified as a ________
a. True
b. False
Measuring turnover costs, analyzing the
time required to fill jobs, employee survey
results, and the ratio of employee
expenditures to revenues are examples of:
a. HR metrics.

method.
b. subjects beyond the competency of most
a. quantitative
HR managers.

b. judgmental
c. concerns dealt with by operating

c. non-intuitive managers.

d. mathematical d. issues for contract consultants

Data from government sources on the

external labor force include all EXCEPT:

a. data from replacement charts.

b. net migration into and out of the area.

c. actions of competing employers.

d. individuals graduating from schools and

colleges.
Laying off employees is the downsizing
technique which:

a. has a neutral effect on surviving

employees.
CHAPTER3
If an employee survey generates negative
results, no feedback should be given to
employees.
a. True
b. False
The collection of unwritten expectations that
employees have regarding the nature of their
work relationships is called ________ the
organization.
a. their psychological bonding with
b. their psychological identification with
c. psychological ownership in
d. the psychological contract with
Common dimensions of job satisfaction
include all of the following EXCEPT:
a. level of family support for career choices.
b. nature of the work.
c. pay.
d. supervision.
In general, employees are:
a. more satisfied with the actual levels of their
pay, than how the pay is determined.
b. are satisfied both with their pay levels and
with how their pay is determined.
c. more satisfied with how their pay is
determined than with the actual levels of their
pay.
d. are not satisfied with either their pay levels or
how their pay is determined.
Which of the following statements is TRUE?
a. Motivation is a function of ability, effort, and
support.
b. Productivity is a function of ability,
motivation, and support.
c. Performance is a function of ability, effort,
and support.
d. Effort is a function of ability, motivation, and
support.
Which statement is true about the role of HR
with respect to individual employee
performance?
a. In part, the role is to analyze and address
individual performance.
b. There is none; employee performance is the
sole responsibility of operations management.
c. It is limited to design of performance
appraisal forms.
d. It is to administer disciplinary action against
chronic poor performers.
All of the following are common myths
about employee retention EXCEPT:
a. people leave mainly for money.
b. management should worry about retention
during a business merger.
c. hiring is not related to retention.
d. employees who have gone through training
will always leave the company to join other
employers.
Organizational commitment would have the
STRONGEST effect on reducing ________
turnover.
a. uncontrollable
 b. voluntary a. paid time off

c. functional b. no-fault

d. involuntary c. positive reinforcement

Competitive pay is pay that is:
a. within 15% of the market.
b. within 20% of the market.
d. disciplinary
If a low-performing, disruptive employee quits
his/her job, the quit will be classified as
________ turnover.

c. within 10% of the market. a. functional

d. sufficient to hire away an employee from a b. involuntary

competitor.
c. unpredictable
Retention is a problem in the modern
workplace because: Hiring new workers while laying off others is
the definition of ________.
a. new entrants to the workforce have no
a. involuntary separations
organizational loyalty and move to other
b. separations
organizations for minor reasons.

c. voluntary separations
b. females are taking advantage of FMLA and

pregnancy discrimination laws to extend their d. none of the above

time away from the workforce. The percentage of time lost to employee
absenteeism is the:
c. there are fewer qualified and productive
a. inactivity rate.
workers in the workforce.

b. severity rate.
d. the slump in births after the baby-boom has

left more jobs to fill than there are new workers c. frequency rate.

to fill them. d. downtime ratio

The average time lost per absent employee for Which is NOT a typical variable included in
a specified period of time (for instance, a
month) is called the ________ rate.
employee turnover costing?
a. Replacement costs
a. severity

b. Separation costs
b. occurrence

c. Office overhead costs

c. inactivity

d. Hidden costs
d. incidence
The ________ approach in controlling
absenteeism requires employees to manage The psychological contract consists of
their time rather than having managers make unwritten expectations between employees
decisions about excused and unexcused and their organizations.
absences.
 d. motivation.
a. True
Which statement is true?
b. False
a. Technology has "dumbed down" jobs so
Training designed to help new employees
adapt is called: turnover is not costly.

a. sensitizing. b. Retention is a problem in the modern

workplace.
b. screening.

c. There is a surplus of qualified workers.

c. acculturization.

d. Women are extending their time away from

d. orientation.
The positive emotional state that comes from
evaluating one's job experiences is called:
a. ambition.
b. organizational pride.
c. job satisfaction.
d. achievement orientation.
The "Y" generation is referred to as:
a. the "Why" generation.
the workplace.
The variable least likely to increase voluntary
turnover is:
a. organizational commitment.
b. job dissatisfaction.
c. harassment on the job.
d. pay inequities.
All of the following are considered to be
drivers of retention EXCEPT:

b. the beat generation. a. macroeconomic factors.

c. the conformist generation. b. career opportunities.

d. the "Me" generation. c. job design and work.

Ability, effort, and support result in:
d. employee relationships.
a. productivity. Which of the following is NOT a reason why
flexible work schedules are becoming more
b. motivation. and more of a retention tool?

c. performance. a. People are placing a higher premium on self-

actualization away from work through hobbies,

d. speed.
the arts and community involvement.

The internal desire that causes a person to act b. Workload pressures have increased due to
is called:
downsizing.
a. need.
c. Dual career couples in the "sandwich
b. dissatisfaction. generation" are caring for both children and

c. volition. elderly parents.

 d. Employees feel that they are working more
hours and more days than they prefer.
A merger resulted in all of Sarah's co-workers
being transferred or taking early retirement.
Sarah's pay is competitive, the staff cuts were
handled in a humane manner, and she has a
written job contract for five years. She is
thinking about quitting. Which driver of
retention is probably lacking in her case?
a. Employee relationships
b. Values and culture of the employer
c. Career planning
d. Work/life balancing
Under the no-fault approach to controlling
absenteeism, managers:
a. carefully document unexcused absences.
b. do not get involved in deciding whether to
classify absences as excused or not.
c. classify any absence as "no-fault" if the
employee offers a good reason.
d. consider all absences from scheduled time as
unexcused.
Which of the following is not an approach to
control absenteeism?
a. Combination approach
b. NTO
c. PTO
d. “No-fault” policy
Which of the following is TRUE about exit
interviews?
a. Employees are more willing to give the true
reason for their quitting before they have left
the building for the last time.
b. Exit interviews are not very useful because
employees use it as a tool for revenge against
supervisors and co-workers.
c. Employees may not give frank answers in exit
interviews because they are afraid it will affect
their references.
d. Exit interviews are best conducted in a free-
form manner because each employee's reasons
for leaving are unique.
When an employee quits in the first few
months after hiring, it is likely due to:
a. lack of career opportunities.
b. a poor relationship with the supervisor.
c. inadequate screening before hire.
d. non-competitive pay.
Giving employees cash, recognition, and/or
time-off for meeting attendance standards are
examples of the ____________approach to
controlling absenteeism.
a. “no-fault” policy
b. disciplinary
c. combination
d. none of the above
Assuming a given average number of
employees over a given period, the
recommended method of calculating
employee absenteeism looks at the number
of _____ as a proportion of _____.
a. unexcused absences, total absences
b. person-absence days, scheduled person-work
days
c. unexcused absences, total absences minus
sick days
d. scheduled person-work days, person-absence

days
CHAPTER4
d. none of the above

Which of the following does not exist? The minimum age to join a trade union as a
member of a class of employees represented
a. Constitution of Republic of Singapore by the union is:

b. Central Provident Fund Act a. 16

c. Holidays Act b. 19

d. None of the above c. there is no minimum age

________ is the only labor union

confederation in Singapore. d. 25

The Employment Act is applicable to all

a. NTUC manual-work “employees” earning not more
than S$4,500 a month in basic pay.
b. NAT

a. True
c. NCUT

b. False
d. ProBE
Once an employment relationship is
Under the Employment Act, an employee
established, an employment contract is
must be paid at least:
enforced in a _____________.
a. twice a month
a. Supreme Court of Singapore

b. once a week
b. Civil Court in Singapore

c. biweekly
c. Employment Court

d. none of the above

d. none of the above
Who is responsible for ensuring that the
The constitutional rights of Singapore does
workplace is safe and without health risks to
not apply to _________.
any person at the workplace?
a. PR residents
a. Employer

b. military soldiers
b. Employer and occupier of the workplace

c. retired workers
c. Principal who contracts directly with a

contractor d. none of the above

Under the Children Development Co-Savings

d. All of the above
An injured employee covered by the Act is
entitled to a maximum of ____ days of fully
paid outpatient medical leave.
a. 0
Act, the legally married working father of the
female employee can take up to one week of
the mother’s maternity leave as paid for by
the government subject to the mother’s
agreement.

b. 14
a. True

b. False
c. 30
When an industrial setting is involved, a
person who has not attained 15 years of age
can be employed if:

a. family members are employed at the

workplace and the work is not dangerous.

b. the employer applies for special permission in

which young adults can be employed

c. the employee agrees to a lower wage than

other employees

d. none of the above; people under 15 years of

age are not legally allowed to work

A supervisor who spends 25% or more of the

work time doing manual work is considered as
a manual-work employee and not as an
executive or a manager.

a. True

b. False
CHAPTER5
Which of the following was NOT cited as a
common type of discrimination among
Singaporean job applicants?
a. Race
b. Disability
c. Gender
d. Wealth
For every ____ employees, there is one who is
non-Singaporean.
a. 10
b. 100
c. 2
d. 3
The Penal Code of Singapore regulates
a. racial/ethnic harassment
b. sexual orientation harassment
c. gender discrimination
d. age discrimination
Females tend to negotiate less for their salary,
which is the main reason why there is a
difference in earnings between males and
females.
a. True
b. False
Generally, females earn more than males in
a. public administration and education
b. administrative and support services
c. information and communications
d. hotels and restaurants
_________ is defined as when relatives work
for the same employer, and a situation may
arise where collusion or conflict could occur.
a. Glass ceiling
b. ProBE
c. TAFEP
d. Nepotism
The _________ is an issue where women
tend to advance to senior management in a
limited number of support areas, and
____________ is an issue where woman
and other disadvantaged groups are prevented
from advancing to higher-level jobs
a. glass ceiling, glass wall
b. glass wall, glass ceiling
c. nepotism, glass wall
d. glass wall, nepotism
In Singapore, a new Harassment Act of 2014
has been put in place to coherently criminalize
various types of harassment NOT including
a. bullying
b. stalking
c. cyber bullying
d. jokes
Hostile environment exists when employment
outcomes are linked to the individual granting
sexual favors.
a. True
b. False
With regards to transgendered and
transsexual individuals, the Government of
Singapore
a. have imposed laws so that employers must
make reasonable accommodation for
transgendered and transsexual employees in
Singapore
b. prohibits them from joining the workplace
 It is illegal for an employer to discriminate
c. allows them to join the People Like Us based on language and the EEO issues a
movement penalty for any employers found doing so.

d. protects the rights and prevents discrimination a. True

of transgendered and transsexual employees by
b. False
means of the Singapore Penal Code
Which of the following statements is TRUE?
The Employment Act penalizes an employer
for discrimination based on language. a. TCFE and TAFEP are not legal in nature.

a. True b. TAFEP recommendations and practices are

legally binding.
b. False
A strategy used by employers to retain the c. TAFEP keeps employers anonymous when
talents of older workers is ___________. they engage in fair employment practices.

a. protégé programs
d. None of the above.

b. mentorship programs Which of the following is NOT true according

to the Tripartite Alliance?
c. phased retirement
a. Reward employees fairly based on

d. none of the above contribution and experience.

In a recent survey of 1,500 Singaporean
b. Research global laws and benchmark them to
employees, ________ was the most
commonly cited type of discrimination. the existing laws in Singapore.

a. gender c. Provide employees with training and

development.
b. race

d. None of the above.

c. age
_____ is covered under the Penal Code of
d. disability Singapore.

a. Racial/ethnic harassment
This organization was set up to “leverage
Singapore’s strong tripartite partnerships to b. Gender discrimination
shift mindsets among employers, employees
and the general public toward fair and c. Age discrimination
responsible practices for all workers”.
d. None of the above
a. TAFEP _____ is covered under the Penal Code of
Singapore.
b. TFE
a. Racial/ethnic harassment
c. EA
b. Gender discrimination
d. None of the above
c. Age discrimination
 d. None of the above b. females tend to drop out of the labor force for

Diversity allows for an increase in market child bearing and child rearing
share because customers can be encouraged
to purchase products and services with varied c. discrimination against women
demographic marketing activities.
d. there is no difference in earnings in Singapore
a. True

b. False
The Immigration Act and Employment of
Foreign Manpower Act jointly regulate the
presence of foreigners in Singapore as
residents and employees.

a. True

b. False

The Immigration Act and Employment of

Foreign Manpower Act jointly regulate the
presence of foreigners in Singapore as
residents and employees.

a. True

b. False

One of the major causes of differences in

earnings between females and males in
Singapore is
a. males tend to pursue further education

b. females tend to drop out of the labor force for

child bearing and child rearing

c. discrimination against women

d. there is no difference in earnings in Singapore

One of the major causes of differences in

earnings between females and males in
Singapore is
a. males tend to pursue further education
CHAPTER6 a. job redesign.

b. work flow analysis.

Which of the following workers would be most
likely to experience task identity?
c. job enrichment.

a. Mail sorter in a regional postal sorting facility

d. job design

b. Assembly line worker in a commercial bakery Job design can directly affect all of the
following EXCEPT employee:
c. Hairdresser/stylist
a. job satisfaction.
d. Data entry clerk for a health insurance
b. performance.
company
An essential job function has all of the c. competencies.
following characteristics EXCEPT:
d. physical health.
a. the task affects other parts of the job and
When the organization of work in the
other jobs. company is re-thought, re-designed, and re-
tooled, the activity is termed:
b. the task is performed every month.
a. business process re-engineering.
c. generally 20% or more of the time is spent on
b. organizational renovation.
this task.
c. implementation of total quality control.
d. there are few consequences if the task is not

performed. d. workflow redesign.

Which of the following is false regarding
The goal of alternative scheduling options is: employees views on the demands of work?

a. More than 50% of workers are willing to trade

a. improving jobs for flexibility or retention.
a day off a week for a day’s less pay a week
b. gathering group inputs.
b. Less than 50% of workers wish they had
c. improving jobs for motivation.
more time to spend with family, and this view is

d. accurately describing how a job is currently shared among adults with and without children

being done.
c. More than 50% feel pressure to work too
KSAs are defined by job _____ and_____.
many hours
a. job design, job redesign
d. None of the above
b. applications, screening A team that seldom or never meets in person
and whose members communicate
c. descriptions, specifications electronically using Web-based systems is
called a/an ________ team.
d. job enrichment, job enlargement
Checking to see that work is effectively divided a. special-purpose
into jobs is a function of
b. virtual
 c. cyber c. determine what the duties and KSAs would be

if the current incumbent left.

d. electronic
Which is NOT true regarding teams? d. determine the duties and KSAs of the ideal

a. Improved productivity, increased employee candidate for the job

involvement, more widespread learning are

KSAs are:

potential benefits of working with teams a. behavioral competencies.

b. Productivity stays the same, when team b. job specifications.

compensation was used, but increases when

individual compensation was used
c. Teams are more likely to be successful if they
are allowed to function with sufficient authority
to make decisions
c. job requirements.
d. essential qualifications.
Which statement is true about job analysis?
a. It should analyze jobs based on the
capabilities of the current incumbent.

d. None of the above

b. It can raise employee concerns about
A work schedule in which a full week's work is
accomplished in fewer than five 8-hour days is restrictions on their creativity.
called a(an)
c. It produces job descriptions that make it
a. shared work week.
easier to deal with unions.

b. compressed work week.

d. It relieves managers of concern about having

c. speedup work week. their flexibility limited.

All of the following are behavioral
d. truncated work week. competencies of employees EXCEPT:
What percent of U.S. workers say they would
trade a day's pay for an extra day off per a. customer focus.
week?
b. financial expertise.
a. 52%
c. results orientation.
b. 48%
d. leadership.
c. 37%
An employee cannot be asked to perform
d. 26%
any task not specifically listed in the job
description.
The best way to establish the core duties and
necessary KSAs for a job is to:
a. True
a. redesign the job independent of what the
b. False
current job duties and KSAs are.

b. record the duties and KSAs of the current job ________ work is a commonly used work
incumbent.
schedule design because organizations need
24-hour coverage and therefore schedule If there are too many steps involving too
three 8-hour shift each day. many jobs in a given process, this problem
a. Compressed
is likely to be identified by:
a. job analysis.
b. Shift

b. an OSHA inspection.
c. Flexi-

c. work flow analysis.

d. None of the above
In Singapore, the most valuable and time- d. job evaluation.
saving resource for the purpose of writing
good job descriptions and specifications is/are
The best way to establish the core duties and
a. O*Net On-Line. necessary KSAs for a job is to:

b. job descriptions written by HR professionals a. record the duties and KSAs of the current job

in other companies. incumbent.

c. the Standard Occupational Classification. b. redesign the job independent of what the

current job duties and KSAs are.

d. previous job descriptions used in the same

company. c. determine the duties and KSAs of the ideal

A company running a 24-hour business can candidate for the job.

expect all of the following EXCEPT:
d. determine what the duties and KSAs would be
a. for employees to value the variation in
if the current incumbent left.
scheduling.
Job design can NOT affect employee
competencies.
b. to have more accidents on the 11 p.m. to 7

a.m. shift. a. True

c. for mistakes to be fewer on the day shift. b. False

Person/Job fit is an important element of:
d. to have higher labor costs for evening and

night shifts. a. job design.

b. job evaluation.
The study of the way work inputs, activities,
and outputs move through an organization is c. job analysis.
called:
d. job benchmarking.
a. job analysis.
A work arrangement where the employees
work a set number of hours a day but vary
b. job evaluation.
starting and ending times is called:
c. work flow analysis. a. compressed work week.

d. job inspection. b. flextime.

c. virtual work.
 d. shift work.
Telework is likely to:
a. increase in the future because of the
globalization of business.
b. decrease in the future due to the excessive
stress on employees.
c. increase in the future because of the high cost
of real estate making office space very
expensive.
d. decrease in the future due to the inability to
properly supervise and control teleworkers.
Which issue is not a common concern
regarding telework?
a. Possible lessening of employee motivation
b. Possible work-family balancing problems for
the employee
c. Flexibility for the employee in work scheduling
d. Diminished opportunity for promotion of
teleworkers
Job analysis is the most basic building block
of HR management.
a. True
b. False
A company that wishes to have a defensible
basis for compensation, selection, and
training in the event of a lawsuit should use:
a. the federal government's O*Net approach to
job design.
b. a consulting firm that does business process
re-engineering.
c. competency-based job analysis.
d. traditional task-based job analysis.
Amanda has been told that she will be
responsible for evaluating her own work and
correcting errors. Previously, her supervisor
did this. Amanda thinks she deserves a raise
since she will be "doing her boss's work." She
is experiencing job:
a. enhancement.
b. rotation.
c. enlargement.
d. enrichment.
The job analysis approach that considers how
KSAs are actually used on the job is called the
_____ approach to job analysis.
a. employee-centered
b. task-based
c. competency-based
d. performance-based
Which statement is true about job analysis?
a. Managers need not be concerned about
having their flexibility limited.
b. It can raise employee concerns about
restrictions on their creativity.
c. It produces job descriptions that make it
easier to deal with unions.
d. Jobs should be analyzed based on the
capabilities of the current incumbents.
Because job analysis information is used for
compensation purposes, both managers and
employees tend to _________ in order that
they may secure higher pay levels, greater
“status” for their resumes, and more
promotion opportunities.
a. complete job analysis before it was even
requested
b. document their job analysis in company
 records

c. “puff up” their jobs and titles

d. none of the above

Which of the following statements is TRUE?

a. A job description can be enforced in a court of

law.

b. A job description is not a contract if there is a

legal disclaimer.

c. An employee cannot be asked to perform any

task not specifically listed in the job description.

d. Present-day job descriptions look much the

same as they did 30 years ago, with the

exception of the technical competencies needed

for the job.

CHAPTER7
b. licensed and certified employees.

The group of persons who are evaluated for

c. independent contractors.
selection is the:

a. selection population. d. entry-level professional and technical

employees.
b. applicant population.
An executive search firm that charges 30% of
the executive's first year salary upon the
c. labor pool.
executive's hiring is a/an ________ firm.
d. applicant pool.
a. retainer
Which of the following is NOT a disadvantage
of internal recruitment? b. contingency

a. A management development program is c. open-ended

needed.
d. fee-based

b. The process may cause morale problems for The advantages of internal recruiting include
all the following EXCEPT:
internal candidates who are not selected.

a. the ability of the firm to hire only at the entry

c. “Inbreeding” occurs as a result.
level.
d. Those not promoted may experience morale
b. the inbreeding and strengthening of
problems
organizational culture.

The labor markets for hair stylists and

c. motivation of higher performance among
physical therapists are both affected by:
employees.
a. geographic area.
d. higher morale of the person promoted.
b. technological innovations.
"Promotion from within" is another term for:
c. the need for special licenses. a. job posting.

d. overseas competition. b. EEO compliance.

The labor markets for hair stylists and
physical therapists are both affected by: c. employee development.

a. geographic area. d. internal recruitment.

________ are most likely to generate high
b. technological innovations.
levels of "job lookers" who are not serious
about changing jobs.
c. the need for special licenses.
a. Internet job boards
d. overseas competition.
Organizations view colleges and universities b. Employer Web sites
as good sources of
c. Professional association Web sites
a. clerical and administrative employees.
d. On-line internal job posting systems
The advantages of Internet recruiting include
all of the following EXCEPT:
a. increased job security for HR staff.
b. time savings.
c. cost savings.
d. expanded pool of applicants.
If an organization wishes to fill job openings
rapidly, the most important metric would be
the
a. selection rate.
b. yield ratio.
c. average time from contact to hire.
d. success base rate.
The primary way to determine whether
recruiting efforts are cost-effective is to
discuss the outcomes informally with hiring
managers in the organization.
a. True
b. False
All of the following are methods of
outsourcing recruiting EXCEPT:
a. professional employment organizations.
b. Internet-based recruiting.
c. employee leasing companies.
d. employment agencies.
An organization that hires highly qualified
people even when the organization is in a
period of no growth is engaged in:
a. negative selection.
b. reverse hiring.
c. cyclical hiring.
d. strategic recruiting
Many employers turn to flexible staffing
because of the cost of maintaining a regular
workforce and the:
a. need for stable, dependable employees.
b. ability to avoid certain government
regulations.
c. willingness of temporary workers to take
dead-end jobs.
d. higher KSAs temporary workers and
independent contractors possess.
The group of persons who are evaluated for
selection is the:
a. labor pool.
b. applicant population.
c. selection population.
d. applicant pool.
The Tripartite Guidelines on Non-
Discriminatory Job Advertisement for
employers in Singapore is legally binding.
a. True
b. False
Which of the following is NOT classified as a
non-traditional worker?
a. Older workers
b. Stay-at-home moms
c. Single parents
d. None of the above
“Promotion from within" is another term for
internal recruitment.
a. True
b. False
The major means for recruiting employees
internally is:
 a. an organizational database. c. the yield ratio comparing formal applications

and offer recipients is high.

b. managerial selection.

d. the organization's recruiters are successful in

c. word-of-mouth.
"closing the deal" with applicants.
d. job posting.

Which statement is NOT true about

recruiting via employer websites?
a. Many employers have found them effective.

b. Many employers have found them efficient.

c. They are likely to miss "passive" job seekers.

d. They pull in a greater proportion of hires than

do on-line job boards.

Which is a disadvantage of Internet

recruiting?

a. Employers may get more unqualified

applicants.

b. Costs may be higher.

c. It provides a narrowed pool of applicants.

d. It requires more time than other methods.

An effective recruiting ad:

a. generates large numbers of protected class

applicants.

b. taps the largest applicant population.

c. attracts a high proportion of qualified

applicants.

d. brings in large numbers of applicants.

A low acceptance rate indicates that:

a. most applicants reject job offers from the

organization.

b. only a small proportion of applicants have

acceptable KSAs.

CHAPTER8
When applicants are interviewed by the team
members with whom they will work,
a. validity and effectiveness of the process may
suffer.
b. reliability of the process increases.
c. team success can be improved.
d. selection criteria tend to be excessively
stringent
Application forms, tests, interviews, and
educational requirements are all examples of
a. specifications.
b. selection criteria.
c. predictors.
d. KSAs.
The General Aptitude Test Battery (GATB) is a
type of ________ test.
a. cognitive ability
b. psychological
c. personality trait
d. integrity
An applicant for the job of bank loan officer
was given a test which provided a scenario
of someone applying for a second mortgage.
The applicant was given guidelines for
making the decision and a list of possible
solutions. The test was a:
a. cognitive ability test.
b. realistic job preview.
c. situational judgment test.
d. behavioral test.
Non-directive selection interviews tend to
have relatively low selection validity.
a. True
b. False
The idea that past behaviors are good
predictors of future actions is the basis for
________ interviews.
a. competency
b. behavioral
c. stress
d. situational
The situational interview is a highly
recommended approach to candidate
selection because of its predictive capabilities,
uniformity, and accuracy.
a. True
b. False
Which statement is true about an employer's
right to check the credit history of job
applicants?
a. It is permitted only in filling national security-
oriented positions.
b. It is not permitted under any circumstances.
c. It is permitted, but negative information
received must be kept secret from the applicant
to protect third-party investigators.
d. Under the Banking Act, executive officers,
employees, and directors of a bank are
automatically disqualified from holding their
offices if they are undischarged bankrupts.
Which is NOT one of the key competencies
of successful global employees?
a. Technical abilities
b. Cultural adaptability
 c. Emotional Distance b. ability tests.

d. Flexibility and risk taking c. the compensatory approach to selection.

d. the multiple hurdles approach to selection.

The following are key competencies for global
Which is NOT one of the Big Five personality
employees EXCEPT:
characteristics that tend to be good predictors
a. strong desire to "convert" foreign nationals to
of job performance?

the home country culture. a. Openness to experience

b. communications skills. b. Emotional stability

c. aptitude for cultural adjustment. c. Introversion

d. meeting organizational requirements. d. Conscientiousness

In Singapore, the soonest a prospective ________ is fitting the right person to the
employer can ask questions related to the right job.
applicant's medical history is: a. Testing

a. after the person has been hired and has

b. Selection
unsuccessfully attempted to perform the job.
c. Recruitment
b. once a job offer has been made.
d. Placement
c. anytime because there are no laws restricting
One type of cognitive ability test is the
drug testing.
General Aptitude Test Battery (GATB).
d. during the interview if the information sought
a. True
is job-related.

b. False
_________ intra-rater reliability can be The MMPI is what type of pre-employment
demonstrated, and _______ inter-rater test?
reliability is generally shown.
a. Cognitive
a. High, low
b. Integrity
b. High, high
c. Aptitude
c. Low, low
d. Personality
d. Low, high
Which of the following types of selection
A bill collector for a retail chain quit after interviews has the LEAST selection validity?
three months saying that he could not stand
the "negativity and hostility" involved in the a. Situational
job. The company has a high turnover among
bill collectors. The company might be able to b. Non-directive
reduce turnover if it used:
c. Competency
a. realistic job previews.
 d. Behavioral c. $100,000

When Jack interviewed for a position as

Dean of the College of Business, he was
interviewed by a committee of faculty
members. This is a type of ________
interview.
d. $1,000,000
Which of the following is NOT a type of Work
Visa for foreigners to work in Singapore?
a. Personalized Employment Pass

a. panel b. EntrePass

b. stress c. Q1 Pass

c. situational d. M1 pass

d. behavioral
When applicants are interviewed by the team
members they will work with, validity and
effectiveness of the process may suffer.
Amber left the job interview puzzled. The
interviewer hardly spoke at all except to ask a. True
her questions. And Amber left the interview
with no idea how she had performed because b. False
the interviewer did not make small talk. His
most encouraging response was "That's
interesting." This is an example of a/an:

a. snap judgment on the part of the interviewer.

b. realistic job preview aimed at showing the

existing corporate culture.

c. effective interview technique.

d. stress interview.
__________ occurs when an employer fails
to check an employee’s background, and the
employee injures someone on the job later.

a. Negligent retention

b. Malfit

c. Negligent fit

d. Negligent hiring
Establishing a business professional in
another country can run as high as
________ for a 3-year job assignment

a. $10,000

b. $1,000