Human resources Chapter 4 Exercise answers

I. Glossary
1. Personnel Recruitment: refers to the development needs of enterprises. The whole process of the individual absorbing the labor ability outward. Specifically, employee recruitment is to obtain the qualified talents required by the enterprise through Information Release and scientific selection based on the requirements of the number and quality of human resources planning and job analysis, and arrange the activities and processes of the jobs they need in the enterprise. 2. personnel Selection: starts from the qualification review of candidates and passes the primary election, interview, examination, physical examination, and personal data verification by the employing department and the Human Resources Department, to select a suitable candidate. Personnel Selection is an important task in personnel recruitment, and it is also the most technical step in recruitment. Its purpose is to select candidates who are competent for the job and ensure the quality of recruitment.
3. Recruitment evaluation: it is a very important part of the recruitment process. Recruitment evaluation includes two aspects. (1) evaluation of the recruitment result, including cost, Benefit Evaluation, and the quality and quantity of hired employees. (2) Effectiveness evaluation of recruitment methods, including reliability evaluation and validity evaluation. Ii. Single-choice questions
1. Tat refers to (B ).
A. Luo Xia-He moji Test B. Subject perception test C. sentence completion table

2. loss of job vacancies belongs to (c ).
A. acquisition cost B. Development Cost C. Resignation cost D. Direct Cost

3. (B) It can be used for both internal recruitment and external recruitment.
A. Announcement Method B. Recommendation Method C. Archives method D. Advertisement

4. Among the four types of publishing information agencies, one of the advantages of (d) is to count the number of visitors.
A. Broadcasting and Television B. Newspapers C. Magazines D. Internet

5. (B) The stability and consistency of the results obtained by the series of evaluations.
A. Validity B. Reliability C. Validity coefficient D. Reliability Coefficient

6. From the perspective of (c), interviews can be classified into stress interviews, BD (behavior description) interviews, and competency interviews.
A. Interview results B. Participants in the interview process C. Interview organization D. interview question Structure

7. (d) It was developed based on the behavioral coherence principle.
A. ability interview B. Structure interview C. Non-structure interview D. behavior description interview

8.16pf belongs to ().
A. Self-statement Test B. Projection test C. Subject perception test D. EQ Test

3. Fill in blank questions
1. the resetting costs for recruitment includeAcquisition cost and Development CostHealth care costs,Resignation cost2. The recruitment plan is established inHuman Resource PlanningAndJob Analysis These two basic tasks are based on the needs of the company.Human Resource PlanningAnd determinedRecruitment application from the employing departmentDeveloped ,.Iv. Short answer
1. Briefly describe the significance of employee recruitment. A: It is a regular task of Human Resource Management. Effective recruitment is of great significance to enterprises and institutions. Competition in the modern market is ultimately a competition of talents, the recruitment of employees determines the cost of resetting. Recruitment is an effective way for enterprises to solve their urgent needs for talent. It ensures the high-quality human resources necessary for the development of the Organization. Recruitment is the main way for enterprises to add fresh blood, an important part of improving the quality of the workforce; recruitment is a prerequisite for improving labor productivity 2. compare internal recruitment with external recruitment. A: Do not use a form for the next answer

Internal and external recruitment	External recruitment
Advantages: A. Employees are familiar with the enterprise, B. Low recruitment and training costs, saving a lot of money for the Organization. C. They provide development opportunities for employees in the Organization ,...... It is conducive to stabilizing the workforce, maintaining internal stability, and mobilizing enthusiasm D. enterprises understand employees, improve recruitment quality, simplify recruitment procedures, and save time e. those who are forced to do jobs they are not interested in when they enter the Organization may choose jobs they are interested in.	Advantages: new ideas and methods are introduced. Employees are new in the enterprise and start over in all things, so they are easy to introduce the knowledge and technology they do not have.
Disadvantages: conflicts arise between employees for promotion. Employees who are not promoted will reduce their morale and narrow employee sources. This easily forms the internal structure of the enterprise.	Disadvantages: High talent acquisition costs, new employees need to adapt to the enterprise environment, reducing the morale and investment of current employees. Extended adaptation period between new and old employees

3. code for improving interview effectiveness answer:. specify the purpose and scope of the interview B. creating and maintaining a friendly atmosphere C. active and careful listening D. pay attention to body language E. honest response F. raise valid questions G. objective inference analysis H. avoid bias and qualitative mistakes I. avoid Appearance Effect J. watch out for the halo effect K. control the interview process L. problem standardization M. record carefully