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1. The contingent work force generally includes all of the following except: a. part-time workers b. employees working overtime c. workers on fixed term contracts d. all female employees e. all of the above 2. Turnover can be expensive. Which of the following are costs that should be included in estimating the cost of turnover? a. exit interviews and severance pay b. recruiting and selection costs for replacement employees c. training costs d. lost performance due to disruption and inexperienced employees e. all of the above 3. When trying to anticipate the general availability of a work force in a particular community, human resource planning borrows which of the following concepts from labour economics to talk about the potential size of the applicant population? a. marginal propensity to consume b. derived demand for labour c. elasticity of demand d. labour force participation rates e. equilibrium wage rate 4. Job analysis is the basis for which of the following? a. job descriptions b. job specifications c. job evaluation d. training needs assessments e. all of the above 5. Selection procedures need to be both reliable and valid. Which of the following statements about reliability and validity is true? a. A selection procedure can be reliable without being valid. b. A selection procedure can be valid without being reliable. c. Validity and reliability are really two interchangeable terms for the same concept. d. A selection procedure must be valid in order to be reliable. e. None of the preceding four statements (a-d) are true. 6. If selection is the prediction of which applicants would be successful on the job, selection errors can be classified as either Ã¢â‚¬Ëœfalse positivesÃ¢â‚¬â„¢ or Ã¢â‚¬Ëœfalse negativesÃ¢â‚¬â„¢. Which of the following is true about false negative and false positive errors. a. Both are equally costly. b. Employers are generally much more aware of and sensitive to Ã¢â‚¬Ëœfalse negativesÃ¢â‚¬â„¢ than to Ã¢â‚¬Ëœfalse positivesÃ¢â‚¬â„¢. c. Employers are generally much more aware of and sensitive to Ã¢â‚¬Ëœfalse positivesÃ¢â‚¬â„¢ than to Ã¢â‚¬Ëœfalse negativesÃ¢â‚¬â„¢. d. Unless there is a real applicant shortage (a Ã¢â‚¬ËœtightÃ¢â‚¬â„¢ labour market), employers would rather endure false positive errors than false negative errors. e. None of the above (a-d) are true. 7. Broad-banding refers to: a. compensation systems with relatively few (but broader) classes of employees, compared to tradition compensation structures. b. a recruiting strategy using multiple forms of media (newspaper ads, Ã¢â‚¬ËœheadhuntersÃ¢â‚¬â„¢, etc.) to build a pool of applicants. c. a training regime in which employees are trained to do more than one job, to provide back-up flexibility. d. An illegal management practice designed to prevent union organizers from gaining access to employees. e. none of the above Ã¢â‚¬â€œ the term has no particular HR meaning. 8. Ã¢â‚¬Å“Cafeteria benefitsÃ¢â‚¬Â are given that name because: a. they refer to subsidized meals provided by employers. b. they are generally inferior to standard benefits. c. they allow employees to choose their benefits rather than having a Ã¢â‚¬Å“fixed menuÃ¢â‚¬Â. d. they are available only for a limited period, and are cut off during the last few years before retirement age. e. they give workers the entire responsibility for choosing benefits without any help or guidance from the employer. 9. Compensable factors are central to: a. selection validity b. training needs analysis c. job evaluation d. job descriptions e. career planning 10. Discrimination in a selection or promotion decision: a. is an issue, but only because of the human rights legislation now in force. b. is always illegal. c. violates the law only if the basis for discrimination is gender or race. d. is unavoidable, and only is a legal problem if the basis for discrimination is on a legally prohibited attribute.
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