31. (p. 237) Objections have been raised to the use of the polygraph in personnel selection for all.

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31. (p. 237) Objections
have been raised to the use of the polygraph in personnel selection for all of
the following reasons except:
A. It is an
invasion of the applicant’s privacy
B. Reliability
and validity haven’t been proven
C. The cost to yield ratio is too low
D. It’s use
can lead to self-incrimination

32. (p. 174) ________
is a work arrangement in which two or more employees divide a job’s
responsibilities, hours, and benefits among themselves.
A. Job
splitting
B. Job sharing
C. Job
enlargement
D. Job
augmentation

33. (p. 152) Information
from a job analysis may be used for _______.
A. EEO
compliance
B. planning
C. job
design
D. All of the above.

34. (p. 218) _______________
is the process by which an organization chooses from a list of applicants the
person who best meets the selection criteria for the position available.
A. Selection
B. Rotation
C. Definition
D. Filtering

35. (p. 199) _______________
tend to concentrate their efforts on higher-level managerial positions with
salaries in excess of $50,000.
A. Executive search firms
B. Employment
agencies
C. On-line
employment sites
D. College
recruiters

36. (p. 188) Before
an organization can fill a job vacancy, it must find people who are not only
qualified for the position, but who also _______________ the job.
A. need
B. have
performed
C. want
D. Both A
and C

37. (p. 154) Conducting
a job analysis with job incumbents may be advantageous for all of the following
reasons except:
A. they are
a good source of information about what work is actually being done rather than
what work is supposed to be done
B. involving
incumbents in the job analysis process might increase their acceptance of any
work changes stemming from the results of the analysis
C. they are typically more objective than
outsiders
D. None of
the above.

38. (p. 152) A
written explanation of the knowledge, skills, abilities, traits, and other
characteristics (KSAOs) necessary for effective performance on a given job is
called a ________.
A. job
analysis
B. job
description
C. job specification
D. position
analysis

39. (p. 190) The IRCA
specifies all of the following except:
A. The
employer’s duty not to recruit “unauthorized aliens”
B. The employer’s duty not to hire foreign
citizens
C. that the
employer has a duty not to continue to employee “unauthorized aliens”
D. The
employer’s to verify the identity and work authorization of every new employee.

40. (p. 224) An HR
specialist should be familiar with all of the following types of validity
except:
A. Constitutional
B. Content
C. Construct
D. Criterion-related

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