dessler 4ce tif ch05
Chapter 05: Selection
1. Which of the following are considered to be "hidden" costs of a poor selection process?
a. the cost of beginning the selection process over again when an unsuccessful employee is terminated
b. the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated
c. strategic objectives will not be met
d. customer alienation and internal disorganization when an unsuccessful employee is terminated
e. customer alienation only
Difficulty: 2
QuestionID: 05-01
Page-Reference: 115
Topic: Analyzes position and competency requirements to establish selection criteria
Skill: Applied
Objective: LO-1 Define selection and discuss its strategic importance.
Answer: d. customer alienation and internal disorganization when an unsuccessful employee is terminated
2. Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information, she has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?
a. ensuring selection criteria are based on job descriptions
b. ensuring selection criteria are based on job specifications
c. carefully scrutinizing application forms and checking references
d. obtaining consent to check references
e. adequately assessing the applicant's ability to meet performance standards
Difficulty: 3
QuestionID: 05-02
Page-Reference: 134-135
Topic: Analyzes position and competency requirements to establish selection criteria
Skill: Applied
Objective: LO-1 Define selection and discuss its strategic importance.
Answer: c. carefully scrutinizing application forms and checking references
3. A selection ratio of 1:3 generally means that
a. there are many applicants from whom to select.
b. there are high quality recruits and many applicants from whom to select.
c. there are low quality recruits, but many applicants, from whom to
1. Which of the following are considered to be "hidden" costs of a poor selection process?
a. the cost of beginning the selection process over again when an unsuccessful employee is terminated
b. the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated
c. strategic objectives will not be met
d. customer alienation and internal disorganization when an unsuccessful employee is terminated
e. customer alienation only
Difficulty: 2
QuestionID: 05-01
Page-Reference: 115
Topic: Analyzes position and competency requirements to establish selection criteria
Skill: Applied
Objective: LO-1 Define selection and discuss its strategic importance.
Answer: d. customer alienation and internal disorganization when an unsuccessful employee is terminated
2. Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information, she has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?
a. ensuring selection criteria are based on job descriptions
b. ensuring selection criteria are based on job specifications
c. carefully scrutinizing application forms and checking references
d. obtaining consent to check references
e. adequately assessing the applicant's ability to meet performance standards
Difficulty: 3
QuestionID: 05-02
Page-Reference: 134-135
Topic: Analyzes position and competency requirements to establish selection criteria
Skill: Applied
Objective: LO-1 Define selection and discuss its strategic importance.
Answer: c. carefully scrutinizing application forms and checking references
3. A selection ratio of 1:3 generally means that
a. there are many applicants from whom to select.
b. there are high quality recruits and many applicants from whom to select.
c. there are low quality recruits, but many applicants, from whom to