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Chapter 6

MHR 523 Chapter 6 Test Bank

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Ryerson University
Human Resources
MHR 523
Ted Mock

c6Student 1 The selection process begins A with a job vacancyB once the recruiting process has provided a pool of applicantsC as soon as the human resource department becomes involvedD between job analysis and recruitingE with the hiring of the best applicant 2 Proper selection processes are integral to a firms success because of all the following except A an organizations success depends on the calibre of its employeesB the skills and qualifications of new hires need to match the organizations cultureC improper hiring can cause legal problemsD poor selection can be expensiveE often it is necessary to utilize employment agencies to get the best employees 3 Rejecting immigrant applicants especially those with foreign qualifications because they are overqualified has resulted in A a breakdown of barriers against immigrantsB evidence that selection tools are validC systemic discriminationD evidence of the use of performancebased job descriptionsE selection board members being allowed to use assumptions to reject an applicant 4 An organizations selection decisions A are not usually based on job descriptionsB are generally made after the hiring decisionC must reflect job requirementsD are less important when the organization is in a dynamic expanding environmentE usually tend to be made randomly 5 The selection process A is a means for an organization to achieve its objectivesB will have no impact on internal realitiesC will have no impact on the external realities of the organizationD is unnecessary in smaller firmsE occurs prior to recruitment practices 6 Selection strategy should do all the following except A reflect job requirementsB be linked to the organizations stage in its life cycleC recognize organizational constraintsD recognize labour market realitiesE reflect the strategy of the competition 7 All of the following have an impact on the selection process except A human resource plansB organizational policiesC the labour marketD job descriptions and specificationsE the number of employees in the organization 8 A selection ratio is defined as A the number of applicants available to the number of applicants hiredB the number of applicants available to the number of jobs availableC the number of applicants hired to the number of applicants availableD the number of applicants hired to the number of jobs availableE the number of applicants hired to the number of permanent employees 9 A selection ratio of 125 would normally be considered A a sign that the company did not get enough applicantsB a sign that the company did not recruit from appropriate sourcesC a large selection ratioD impossible it could not existE irrelevant as selection ratios are not considered important to the selection process 10 Which one of the following would not be viewed as a challenge to the ethical standards of the selection process A hiring based on friendship or relationship rather than suitabilityB taking bribesC accepting gifts from a placement agencyD hiring on suitability and meritE taking age and gender information into consideration 11 There are a number of sequential steps in the selection process which are fairly generic to most organizations The following are five of these steps in sequence except for one that is out of sequence Select it A primary review of all applicationsB realistic job previewC employment interviewD medical evaluation if requiredE hiring decision 12 All the following are steps in the selection process except A screening interviewsB employment interviewsC reference verificationD building an applicant poolE realistic job preview 13 Some factors that define the type of selection procedure used by an organization include A the size of the organization and the stage in the organizations growthB the stage of organizational growth and the specific jobs involvedC the specific jobs involved onlyD the size of the organization the stage of organizational growth and the specific jobs involvedE both the size of the organization and the specific jobs involved 14 According to one study regardless of organizational size one of the most commonly used selection tools is A application blanksB personality testsC honesty testsD weighted application blanksE interests inventories
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