TEST BANK - Human Resources
Management in Canada 20th Edition By
Gary Dessler, All Chapters 1-17
Complete Questions With Verified
Answers
Forecasting - CORRECT ANSWERS-The attempts to determine the supply of and
demand for various types of human resources to predict areas within the organization
where there will be labor shortages or surpluses.
Trend Analysis - CORRECT ANSWERS-constructing and applying statistical models
predict labor demand for the next year, given relatively objective statistics from the
previous years.
Leading Indicators - CORRECT ANSWERS-Objective measures that accurately predict
future labor demand.
Transitional Matrix - CORRECT ANSWERS-a chart that lists job categories held in one
period and shows the proportion of employees in each of those job categories in a
future period.
Core Competency - CORRECT ANSWERS-a set of knowledge and skills that make the
organization superior to competitors and create value for customers.
Downsizing - CORRECT ANSWERS-The planning elimination of large numbers of
personnel with the goal of enhancing the organization's competitiveness.
Outsourcing - CORRECT ANSWERS-Contracting with another organization to perform
a broad set of services.
Workforce Utilization Review - CORRECT ANSWERS-A comparison of the proportion
of employees in protected groups with proportion that each group of represents in the
relevant labor market.
Recruiting - CORRECT ANSWERS-Any activity carried on by the organization with the
primary purpose of identifying and attracting potential employees.
,Employment at Will - CORRECT ANSWERS-Employment principle that if there is no
specific employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause.
Due Process Policies - CORRECT ANSWERS-Policies that formally lay out the steps
an employee may take to appeal the employer's decision to terminate that employee.
Job Posting - CORRECT ANSWERS-The process of communicating information about
a job vacancy on company bulletin boards, in employees publications, on corporate
intranets, and anywhere else that organization communicates with employees.
Direct Applicants - CORRECT ANSWERS-People who apply for a vacancy without
prompting from the organization.
Referrals - CORRECT ANSWERS-people who apply for a vacancy because someone
in the organization prompted them to do so.
Nepotism - CORRECT ANSWERS-The practice of hiring relatives.
Yield Ratio - CORRECT ANSWERS-A ratio that expresses the percentage of applicants
who successfully move from one stage of the recruitment and selection process to the
next.
Cost per Hire - CORRECT ANSWERS-The total amount of money spent to fill a job
vacancy. The number is computed by finding the cost of using a particular recruitment
source and dividing that cost by the number of people hired to fill that type of vacancy.
Realistic Job Preview - CORRECT ANSWERS-Background information about a jobs
positive and negative qualities.
Personal Selection - CORRECT ANSWERS-The process through which organizations
which make decisions about who will or will not be allowed to join the organization.
Reliability - CORRECT ANSWERS-The extent to which a measurement is free from the
random error.
Validity - CORRECT ANSWERS-The extent to which performance on a measure (such
as a test score) is related to what the measure is designed to assess (such as job
performance).
Criterion Related Validity - CORRECT ANSWERS-A measure of Validity based on
showing a substantial correlation between test score and job performance scores.
Predictive Validation - CORRECT ANSWERS-Research that uses the test scores of all
applicants and looks for a relationship between the scores and future performance of
the applicants who were hired.
,Concurrent Validation - CORRECT ANSWERS-Research that consists of administering
a test of people who currently hold a job, then comparing their scores to existing
measures of job performance.
Contest Validity - CORRECT ANSWERS-Consistency between the test items or
problems and the kinds of situations or problems that occur on the job.
Construct Validity - CORRECT ANSWERS-Consistency between a high score on a test
and high level of a construct such as intelligence or leadership ability, as well as
between mastery of construct and successful performance of the job.
Generalizable - CORRECT ANSWERS-Valid in other contests beyond the context in
which the selection method was developed.
Utility - CORRECT ANSWERS-The extent to which something provides economic value
greater than its cost.
Immigration Reform and Control Act of 1986 - CORRECT ANSWERS-Federal Law
Requiring employers to verify and maintain records on applicants' legal rights to work in
the united states.
Aptitude Test - CORRECT ANSWERS-Tests that assess how well a person can learn
or acquire skills and abilities.
Achievement Tests - CORRECT ANSWERS-Tests that measure a person's existing
knowledge and skills.
Cognitive Ability Tests - CORRECT ANSWERS-Tests designed to measure such
mental abilities ar verbal skills, quantitative skills, and reasoning ability.
NonDirective Interview - CORRECT ANSWERS-a selection interview in which the
interviewer has great discretion in choosing questions to ask each candidate.
Structured Interview - CORRECT ANSWERS-a selection interview that consists of a
predetermined set of questions for the interviewer to ask.
Situational Interview - CORRECT ANSWERS-a Structured interview in which the
interviewer describes a situation likely to arise on the job, then asks the candidate what
her or she would do in that situation.
Behavior Description Interview (BDI) - CORRECT ANSWERS-A structured interview in
which the interviewer asks the candidate to describe how he or she handled a type of
situation in the past.
, Panel Interview - CORRECT ANSWERS-Selection interview in which several members
of the organization meet to interview each candidate.
Multiple Hurdle Model - CORRECT ANSWERS-Process of arriving at a selection
decision by eliminating some candidates at each stage of the selection process.
Compensatory Model - CORRECT ANSWERS-Process of arriving a selection decision
in which a very high score on the one type of assessment can make up for a low score
on another.
Training - CORRECT ANSWERS-An organization's planned efforts to help employees
acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying
these on the job.
Instructional Design - CORRECT ANSWERS-A process of systematically developing
training to meet specific needs.
Learning Management System (LMS) - CORRECT ANSWERS-a computer application
that automates the administration, development, and delivery of training programs.
Needs Assessment - CORRECT ANSWERS-the process of evaluating the organization,
individual employees, and employees' tasks to determine what kinds of training, if any,
are necessary.
Organization Analysis - CORRECT ANSWERS-a process for determining the
appropriateness pf training by evaluating the characteristics of the organization.
Person Analysis - CORRECT ANSWERS-A process of determining individuals' needs
and readiness for training.
Task Analysis - CORRECT ANSWERS-the process of identifying and analyzing tasks to
be trained for.
Readiness for Training - CORRECT ANSWERS-A combination of employee
characteristics and positive work environment that permit training.
E Learning - CORRECT ANSWERS-Receiving training via the internet or the
organization's intranet.
Electronic Performance Support System (EPSS) - CORRECT ANSWERS-Computer
application that provides access to skills training, information, and expert advice as
needed.
On The Job Training (OJT) - CORRECT ANSWERS-Training methods in which a
person with job experience and skill guides trainees in practicing job skills at the
workplace.
Management in Canada 20th Edition By
Gary Dessler, All Chapters 1-17
Complete Questions With Verified
Answers
Forecasting - CORRECT ANSWERS-The attempts to determine the supply of and
demand for various types of human resources to predict areas within the organization
where there will be labor shortages or surpluses.
Trend Analysis - CORRECT ANSWERS-constructing and applying statistical models
predict labor demand for the next year, given relatively objective statistics from the
previous years.
Leading Indicators - CORRECT ANSWERS-Objective measures that accurately predict
future labor demand.
Transitional Matrix - CORRECT ANSWERS-a chart that lists job categories held in one
period and shows the proportion of employees in each of those job categories in a
future period.
Core Competency - CORRECT ANSWERS-a set of knowledge and skills that make the
organization superior to competitors and create value for customers.
Downsizing - CORRECT ANSWERS-The planning elimination of large numbers of
personnel with the goal of enhancing the organization's competitiveness.
Outsourcing - CORRECT ANSWERS-Contracting with another organization to perform
a broad set of services.
Workforce Utilization Review - CORRECT ANSWERS-A comparison of the proportion
of employees in protected groups with proportion that each group of represents in the
relevant labor market.
Recruiting - CORRECT ANSWERS-Any activity carried on by the organization with the
primary purpose of identifying and attracting potential employees.
,Employment at Will - CORRECT ANSWERS-Employment principle that if there is no
specific employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause.
Due Process Policies - CORRECT ANSWERS-Policies that formally lay out the steps
an employee may take to appeal the employer's decision to terminate that employee.
Job Posting - CORRECT ANSWERS-The process of communicating information about
a job vacancy on company bulletin boards, in employees publications, on corporate
intranets, and anywhere else that organization communicates with employees.
Direct Applicants - CORRECT ANSWERS-People who apply for a vacancy without
prompting from the organization.
Referrals - CORRECT ANSWERS-people who apply for a vacancy because someone
in the organization prompted them to do so.
Nepotism - CORRECT ANSWERS-The practice of hiring relatives.
Yield Ratio - CORRECT ANSWERS-A ratio that expresses the percentage of applicants
who successfully move from one stage of the recruitment and selection process to the
next.
Cost per Hire - CORRECT ANSWERS-The total amount of money spent to fill a job
vacancy. The number is computed by finding the cost of using a particular recruitment
source and dividing that cost by the number of people hired to fill that type of vacancy.
Realistic Job Preview - CORRECT ANSWERS-Background information about a jobs
positive and negative qualities.
Personal Selection - CORRECT ANSWERS-The process through which organizations
which make decisions about who will or will not be allowed to join the organization.
Reliability - CORRECT ANSWERS-The extent to which a measurement is free from the
random error.
Validity - CORRECT ANSWERS-The extent to which performance on a measure (such
as a test score) is related to what the measure is designed to assess (such as job
performance).
Criterion Related Validity - CORRECT ANSWERS-A measure of Validity based on
showing a substantial correlation between test score and job performance scores.
Predictive Validation - CORRECT ANSWERS-Research that uses the test scores of all
applicants and looks for a relationship between the scores and future performance of
the applicants who were hired.
,Concurrent Validation - CORRECT ANSWERS-Research that consists of administering
a test of people who currently hold a job, then comparing their scores to existing
measures of job performance.
Contest Validity - CORRECT ANSWERS-Consistency between the test items or
problems and the kinds of situations or problems that occur on the job.
Construct Validity - CORRECT ANSWERS-Consistency between a high score on a test
and high level of a construct such as intelligence or leadership ability, as well as
between mastery of construct and successful performance of the job.
Generalizable - CORRECT ANSWERS-Valid in other contests beyond the context in
which the selection method was developed.
Utility - CORRECT ANSWERS-The extent to which something provides economic value
greater than its cost.
Immigration Reform and Control Act of 1986 - CORRECT ANSWERS-Federal Law
Requiring employers to verify and maintain records on applicants' legal rights to work in
the united states.
Aptitude Test - CORRECT ANSWERS-Tests that assess how well a person can learn
or acquire skills and abilities.
Achievement Tests - CORRECT ANSWERS-Tests that measure a person's existing
knowledge and skills.
Cognitive Ability Tests - CORRECT ANSWERS-Tests designed to measure such
mental abilities ar verbal skills, quantitative skills, and reasoning ability.
NonDirective Interview - CORRECT ANSWERS-a selection interview in which the
interviewer has great discretion in choosing questions to ask each candidate.
Structured Interview - CORRECT ANSWERS-a selection interview that consists of a
predetermined set of questions for the interviewer to ask.
Situational Interview - CORRECT ANSWERS-a Structured interview in which the
interviewer describes a situation likely to arise on the job, then asks the candidate what
her or she would do in that situation.
Behavior Description Interview (BDI) - CORRECT ANSWERS-A structured interview in
which the interviewer asks the candidate to describe how he or she handled a type of
situation in the past.
, Panel Interview - CORRECT ANSWERS-Selection interview in which several members
of the organization meet to interview each candidate.
Multiple Hurdle Model - CORRECT ANSWERS-Process of arriving at a selection
decision by eliminating some candidates at each stage of the selection process.
Compensatory Model - CORRECT ANSWERS-Process of arriving a selection decision
in which a very high score on the one type of assessment can make up for a low score
on another.
Training - CORRECT ANSWERS-An organization's planned efforts to help employees
acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying
these on the job.
Instructional Design - CORRECT ANSWERS-A process of systematically developing
training to meet specific needs.
Learning Management System (LMS) - CORRECT ANSWERS-a computer application
that automates the administration, development, and delivery of training programs.
Needs Assessment - CORRECT ANSWERS-the process of evaluating the organization,
individual employees, and employees' tasks to determine what kinds of training, if any,
are necessary.
Organization Analysis - CORRECT ANSWERS-a process for determining the
appropriateness pf training by evaluating the characteristics of the organization.
Person Analysis - CORRECT ANSWERS-A process of determining individuals' needs
and readiness for training.
Task Analysis - CORRECT ANSWERS-the process of identifying and analyzing tasks to
be trained for.
Readiness for Training - CORRECT ANSWERS-A combination of employee
characteristics and positive work environment that permit training.
E Learning - CORRECT ANSWERS-Receiving training via the internet or the
organization's intranet.
Electronic Performance Support System (EPSS) - CORRECT ANSWERS-Computer
application that provides access to skills training, information, and expert advice as
needed.
On The Job Training (OJT) - CORRECT ANSWERS-Training methods in which a
person with job experience and skill guides trainees in practicing job skills at the
workplace.
