Reference no: EM13522606
1. A ______________ provides employees with opportunities to fill out interest inventories, explore career options, and discuss plans with counselors.
A. job-talk center
B. succession plan
C. lattice career path
D. career development center
2. Key metrics for evaluating an internal staffing system include:
A. cost
B. quantity
C. quality
D. all of the above
3. Which of the following are important components of ensuring sufficient quality in an internal recruiting system?
A. internal job posting systems
B. regular performance appraisals of all employees
C. systematic review of the employee value proposition
D. all of the above
4. Which of the following is true of realistic previews in internal recruiting?
A. they are even more important than for external recruiting
B. research suggests they can increase turnover
C. they are more necessary for newly created jobs or jobs in new locations
D. they cannot really be used for internal selection
5. Which of the following is true of recruiting messages in internal recruiting?
A. supervisors can describe mobility paths in detail to internal candidates
B. peers can give internal recruits a realistic idea of what happens in internal promotions and transfers
C. word of mouth among internal employees can lead to inaccurate information
D. all of the above are true
6. Formal policies for promotion and other internal recruiting activities can enhance:
A. interpretive justice
B. procedural justice
C. psychological contract violations
D. extrinsic discouragement
7. From a legal standpoint, it can be said that __________.
A. the EEOC is more concerned about external recruitment procedures than internal ones
B. revised Order No. 4 does not deal with seniority
C. promotions based on subjective assessments of who is more senior are not likely to be supported in court
D. existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters
8. A bona fide seniority system is _________________.
A. typically banned by the EEOC
B. permitted in most cases under EEOC law even if it results in adverse impact
C. carefully defined by the law
D. based on a mix of factors that include perceived loyalty, commitment, and KSAO sets in the workforce
9. The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed _________________.
A. res ipsa loquitor
B. Jacob's ladder
C. the broken elevator
D. the glass ceiling
10. Which of the following have contributed to the Glass Ceiling?
A. rising interest rates
B. lack of outreach recruitment practices
C. frequent updating of organizational records
D. legal definition contradictions