Chapter 1 When we refer to selection in HRM, we mean a. b. c. 1. the process of

Question

Chapter 1 When we refer to selection in HRM, we mean a. b. c. 1. the process of hiring people to fill vacancies. obtaining information about the applicants' lives so we can pick the best. the process of collecting and evaluating information about an individual in order to extend an offer of employment. eliminating from the applicant pool those people who are not qualified to perform the job. d. 2. Hiring refers to a. offers of employment that are given with no evaluation of the applicant's job-related qualifications. b. identifying KSAs. c. negotiations that take place simultaneously with selection. d. the whole selection process Why are promotion decisions often viewed as a different SHRM function than selection? a. b. c. 3. Entirely different procedures are used for promotion than for selection. Different people make selection decisions than those making promotion decisions. Promotion decisions are often reached without using the formal testing devices that characterize external selection. More information is available about applicants in selection decisions than is available about candidates for promotion decisions. d. Which of the following is a purpose of recruitment? a. b. c. d. 4. to measure characteristics of jobs and individuals to examine other organizational systems to provide evidence of validity to increase the probability that job applicants will accept a position if it is offered. 5. Which of the following is NOT a method of external recruitment? a. media ads b. posting jobs on bulletin boards throughout the workplace c. Internet job postings d. employment agencies

Explanation / Answer

1) (c) is correct answer... it is hiring people by evaluating information.

2) (d) It is whole selection process

3) (a) It is totalllu different procedure, and totally dofferent task.

4) (d) to increase probability that job applicants will accept a position if it is offered.

5) (c) Internal job postings... it is done by project managers internally.

6) (b) It is depend on hr team .. having grater amount of requirements accurate data.

7) (a) group pplicants by KSAs

8) (c) assesment devices

9) (b) the selection interview

chapter 2

10) (b) workers OCBs influence managers judgements of their job performance.

11) (b) CARS

12) (d)BARS

13) (c) a subordinate is rated differntly on different performance scale beacuse of a general impression of worker.

14) (a) To be favourable.

15) (b) Enviromental characterstics.. no one will discuss about Enviromental of the working place.

16) (a) normally it is 9.5%

Questions:
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1)
HR selection:-- It is processing of selecting the persons from the pool with good skills and opted for the requirements.
It is process of selecting right person.

Factors influence on HRMS are:
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* objectives of organizations.
* personal policies
* Government policies on reservations.
* sources of recruitment
* Organizational needs.
* financial crisis.

If we take first one ... if we in selection process, they dont select correct person, then they
dont get an right person, any work will be in pending.. which not fullfilled objectives of organization.

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2)
Yes task performance is important. This shows ones theor own capability, how they adopt to this job
and how fast they are delivering.
Others factors are commitment, employee evaluations, motivations and managerial standards.

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