*********

********

* * * 2 ******* *****

**

***** ********** ** most ******** ********** **** *** ********** ***** ** *** ******** ********* ** *********

***

applications
** ******** **

*********

for * job
** *********** a ***

********

** ********** *** ******* of

a

*** aptitude ***** Question 2 2 * * points

*****

** *** ********* ********** ** ****

*********

********** a) *** organization is the only ****** ******

**

the staffing ******** ** The ******** process ** ******** ** a series

**

************ parts ********* recruitment selection ******** ****** and *** ******* ** *** ******** process ****** only be ****** **** ***

***********

of *** individual ****** ******** d) None of the ****** Question * * 2 ******* *****

**

*** ********* ********** ** *****

*********

********** match?
** **** are

*************

** their requirements *** ******** ******** ** *********** are *************

**

their ***** ** ************** ** *********** can ** ************* **

*****

********** levels
d) ************** ******* ** ** ********* ******

**

********** match
******** * * / * ******* *********

**

*** overall ******** ************* ***** ** ******* ** a(n) ****

********

******** is ******** ** ** ********

and

planning
** *** analysis
** ******** recruitment
** none ** the ****** Question * * *

*

******* ********* ** *** staffing

********

model ** ************

****

** ********** ****

**************

****** ************* ** ***** ********

b)

************* c) ************ ** **** **

***

above
Chapter * Question ***** Question * * * ******* The essence ** * ****

**

**** __________
**

**

** always

********

** **

*******

discrimination
** ** ********* **************

*****

on ********** ********* **

***

**** ** it ********* *********

*******

use ** a ********* ************** *** ******** ********

*

* * * ******* *********

treatment

focuses ** ********** **

***********

*** ******** ***** *** ******* ** ************** ******** b) *********** and

********

***** ********** ** ************* c) adverse ******* ** ******* ******** 8 *

*

2 ******* ********* the *** **

tests

** ******** ** can **

****

**** ******** ** **** are permitted ** **** b) ****

***

illegal
c) **** should ** adjusted by *********

***************

** be fair

d)

**** should

**

********** normed” for fairness
******** *

*

* 2 ******* In **** ***** a ******* ****** ** ********** ** ********

by

**** ** ***** approved
c) limited

to

************ ******* d) *******

**

affirmative ****** ********* ******** ** * * 2 ******* ***** of

***

********* ** **** ********* *** laws?
** *****

****

*** ****** government ********* *** immune

from

lawsuits ** ********* who ****** ********* ** ***

**

***** b) ****** ****

******

*** and disability

**************

****** ***** ********** state *****

c)

* ******* ******* ***** ** *****

**

********** ** ** ******** ******** ***

**

***** ******** ******** ********* **** **** ****** **** *****

***

*** *** *** *** ADEA
** All of *** ****** Question 11 2 * * points
*** ******* ****** of

common

law ** ________
** The ************* b) ******* ********* c) **** ***** **********

**

Federal ****** guidelines
******** ** * * ******* The *** to * ********** rebuttal ** * disparate ********* **** is ********** ** to prove ******* impact
** ** ******* *****************

*******

*** *** *********** ** *********

**

** **** the presence of *

***********

motive”
** ** ***** *************** Chapter 3 ********

*****

Question ** *

*

* points
A

*******

has ********* data **

*****

*** economy *** *****

****

a number ** ***** ***

*************

********* ** ******** **** ********* *** **** ** ***** predictors *** ******** ********

******

** the past **** ********

**

**** to ******* future ******** ****** **** ** an *******

**

______________:
a) ********** ********* b) ***** analysis
** trend

*********

** ****** analysis
********

**

2 * * *******

*****

** *** ********* is * likely

effect

** ********** ** employment ******** ** ******* ** *** ***** ************ ** *** ********** ** *********** ** some ***** c) Creation ** new ***** ** *** ** *** ****** ******** 15 2 * * points
A ******* has ********* **** ** the ****** value of sales *** *** divided this

**

*** ****** **

FTE

******** **** ************

will

hold ** ***

future

and ***** projected

*****

*** manager estimates *** ****** of

employees

required **** is ** example ** **************** ** ********** analysis
** ***** analysis

**

trend ********* d) ****** ********* Question ** * *

*

******* ***** of *** following

creates

* ******* *** Markov analysis?

a)

***** ****** sizes
** ****

of

employee ****** c) poor ******** conditions

d)

***** ****** ****** ******** ** * * 2 ******* ***** of *** ********* are ****** ********* ** ***** shortages *** surpluses?
** ********* ********* ********* ** *********** ** immigrants
** ********* ** hiring standards
** ********* hours ** ********** Question ** * * ******* ***** **

***

following *** likely

**

***** during job

*********

********* ** ***

****

rates ******** ***

*****

***** **** *** decrease *** ******

*****

***** b) ********* ** **** employees ** **** ************* **

other

firms
** ********** **

movement

******* ******** ***** ******** **

**********

** ******** ****** ********

**

2 * 2 *******

*****

******** *********** ******* provide ***** **

the

********* ********* *** ********** ********** a) ******** ***** ** ********* *** ***

ready

** move **** ********

**********

** ******* out *******

**********

****** *** ************* ** ********

candidates

****** * ******* of locations

**

*** ** *** ****** Chapter

*

******** ***** ******** 20 * * * points
***** of *** *********

**

*** *** ** *** *********** *********** competencies?
a) Mechanical ********** ** ********* ** *********** **

***********

******** ** * / * points
* ********** is ******* a)

*

type ** ******** **** is ******** ** ***

job

** ** underlying characteristic **

**

********** **** contributes ** *** or

role

************ ** * latent ********* of *** *** *************** ******* ** * ***********

**

the ***** ****** *** **************** **** **** ** * job
******** 22 *

2

points
***** of *** ********* are unique properties

**

teams from * ******** ***** of ****** a)

************

*** *** ********* ****** ***

*********

** teams ******* **

***

division ** ************** ** ****** b)

*****

for ***** ******* job-spanning ****** ******* members perform ******** roles
** ****

********

***** intelligence **

*********

** team

********

** ****

*

and C

********

** 2 * * ******* **

****************

*** *** ******** formally

then

********** a) *** *** description *** ** ****** ** ** **************

will

result
** *** **************** *** ******** as ******* ********* ** ******** ** *** ******

cannot

** developed
******** ** * / * ******* Which

of

*** following **** ********** the ***** of ******* ********* *** job ************ ********** **

*******

**** **** ****** ** least

valued?

a) variety ** **** relationship with ********** ************ *** *********** b) ************ **** ********** **********

*******

** **** *** ************* ** ************ ************ **** ********** variety of **** *** *********** ** ********** ******* **

****

************ **** supervisor and compensation
******** 25 2 * * ******* What

**

*** “employee value proposition?”
** *** total ***** ** **

employee’s

KSAOs
** the organization’s *******

of

******* provided ** ********** ** the

****

***** ** *** ** ****************** ********** d) ****

**

the ****** ******** ** * * 2

points

Which ** the following **

an

********* ** using *** task questionnaires?
a) *** with *****

*******

** people
** ****** diverse ***

content

*** ******** c) Working **** top

management

********** ** ******* **** ***** created ***** ******* * Question ***** ******** ** * * ******* ***** ** *** following ** ** *********

of

targeted recruiting?
** ** ** seen ** more fair
b)

**

******* * ******* *** ** *********** ** * ***** ***

**

********* applicants ** *********** ** **** a and b
********

**

* 2 ******* ***** of the ********* ** not a

****

*** ** ****** *** ********** *******

***

******* legal ********* a) ******* *

*******

*********** **** all *** **** to ** considered

**

******* **** the ********* ******** *** precise ******** applied

****

c) **** ************ ** **** ** ** **** for

******

************** ** keep ***** **

applicants

who **** out ** the ********

Question

** * * 2 points
******** ***** *** ***** when organizations form

***********

********* *** *********** purposes **** ************ ***

****

often precluded ** ************* ** **** ********

**

*********** ******** ** ********** ** **********

cooperative

******** ** **** *** ************ Question

30

* * ******* *****

method

** ********** ** most effective

at

reducing ********** ** ********** b) ********* ** ************ ** ********

Question

** * * * ******* ***** *********

*******

*** *** recruitment process ******* *************** a) *********

white

male employees to refer *** *********** ** ********* ******

***

***** *** personnel included in

staffing

** ********* *** *** **

***

************* d) **** ** *** ****** ******** ** * * ******* ***** ** the following does *** ****

to

** ***** ** a plaintiff ** fraud *** misrepresentation ******* ******* **

************

a) **** * ***************** ********* ** **** *** ********* relied **

***

*********** to make * ********* ** that the plaintiff *** *******

*********

regarding *** ****************** ** **** *** ********* *** ******* ******* of

********

** *** ************ ******** ** *

*

* ******* ***** ** *** following ** *** a common ********* to ******** diversity ** ************ ** *********** ** ************

*****

at women ***

********

******* b) *******

specific

quotas for *** ****** of non-minorities

***

can apply
** *********

women

and ********** in ********** **********

**

***** *** *** ****** *********** ******* 6 ******** ***** Question

**

* 2

*******

**** *

*****

********** **

can

be ****

that

************ a) *** EEOC ** ****

*********

***** external *********** ********** **** ******** ones
** *******

Order

** 4 **** not deal **** ********** ** **********

*****

** subjective assessments ** *** is **** senior *** ***

******

to ** supported ** ****** ** *********

of

“bona fide” seniority systems ***********

compliance

** ****** ******** ******** **

*

/ * ******* * bona **** ********* ****** is __________________
** typically ****** ** *** ***** ** permitted ** **** *****

*****

**** *** **** ** **

results

** ******* impact
** carefully ******* by *** **** ** ***** on

*

*** ** ******* ******* ********* loyalty ********** *** **** ****

**

*** ********** ******** 36 * 2 points
***** ***** are **** **

******

*********** decisions *** stored in ***********

**

job ************* ** job specifications
c) ****** management ******** ** ability ************ ******** 37

*

/ * ******* ***** ** *** ********* statements ********* ******

management

******* is ***** ** **** *** ******* ***** ** paper ****** **

****

*** **** ** * ********** **** **** **

***

used **** *** more
** ****

***

increasingly ********** **** all

of

an ****************** human ********* information

systems

** they are almost always cheap and **** to *********

Question

** * * * ******* *** *********** ** factors **** tend ** *****

*****

and ********** ** ***** top ********** ********* *** ************ ******

*******************

** *** ************* b) *********** ladder
c) the broken ********* d) the ***** ceiling
Question 39 * * points

*****

* ****** ******** *********** system ***** ** the ********* ** *** ******

to

******* ** ***** of ********* **

******

**** **** open ******** ** ********* *********

are

immediately ***** preference ***** **** *

system

** ******** **** **** ********* **** *** ******** decision
** ******* effectiveness of *** ******

**

*********** ********* applicants **** ***** ********

**

* * * points
****** ******** *** promotion and ***** ******** ********** activities can ********* ** ************

********

** procedural justice
c) psychological

contract

*********** ** extrinsic discouragement
Chapter 7 Question ***** ******** ** * *

*

******* ********* *****

statistics

*** groups under

********

******* *********** ** ***********

***

__________
** **********

workers

b) measures ** ******* ********* c)

availability

** *** *********** d) *** *********** ** a ******** ******** 42

*

* * ******* ********* **** ********** require ***

***********

of ********** a) ********* rates *** the ****** ***** ********* ** ********* ***** for ***

******

***** analysis
** ********* rates *** *** ****** ***** ********* ** ***** ****** ***

the

****** ***** ********* ******** ** * * * ******* Which

**

*** ********* ** * **** of

**********

** ************ ** *********** ****** ** ********** ** parallel forms
******** 44 / 2 points
Which ** *** ********* **********

*****

*********** ** ***

*********

** ** assigns

*******

to ******** b) it

is

based ** ***** **********

in

******** c) ** ******** the

******

not *** attribute
** it measures *********** ******** ** * * * points
******** of

*

******* ** **** ******* as ********** ** the upper *****

of

************ b) *** ****** ** ***** *** ******* **** indeed measure

****

** is ******** to ******** c) *** ***** *****

**

reliability
d) *** consistency ** ************ ******* * ******** ***** Question 46

*

* * ******* When considering the

***

** extracurricular ********** ** * job *********** ********* one ****** ***********

**

use extracurricular activities

whenever

********* b) ************

***

use of extracurricular ***********

**

*** *************** activities

******

*** ********* ** **********

**********

** *** *************** activities **** ****

*********

with KSAOs ******** by the **** Question 47 * * 2 points
The

*******

**** ***** *****

***

hiring ******** ** **** ****

very

poor applicants cannot ****** *****

***

*** ****** is *************** ** ***************

**

******* ****** ** ******* of ***************

**

***** ******** ** 2 * * ******* **

*******

** ** assessment ****** which *** ********** ***

reliability

** ********** a) ************ ************ b) ******* interviews

**

application blanks
** resumes
******** 49 2 /

*

******* ***** of *** ********* ** **** regarding

pre-employment

********* ****** ** They **** ******

*********

*** ***** **** *** ************** ******** ** the assessment

********

** Organizations

rarely

**** ************* ***

*******

PIs
**

**

is critical ***

*********

** understand *** **** ***

***********

********* **** ** *** emphasis ** *** is ** ***

illegal

collection ** ************ Question 50 *

*

* points
*** ******* estimate ** ******** ************ **

unweighted

applicant banks ** predictors of *** *********** ***

__________

** 100
b) ***

c)

20
d) *** ** **