University of Miami Human Resource Management in Public Service Exam Practice

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Human Resource Management in Public Service

  • Chapter 3, “Recruitment: From Passive Posting to Social Media Networking”
  • Chapter 4, “Selection: From Civil Service Commissions to Decentralized Decision Making” (pp. 131–175)

Berman, E. M., Bowman, J. S., West, J., & Van Wart, M. R. (2020).

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Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 Study Questions Chapter 3: Recruitment: From Passive Posting to Social Media Networking 1. What are key paradoxes of recruiting? (99–100) 2. Which decades were the high water mark for prestige of the public service? (100) 3. What five factors affect finding talented workers? (102) 4. Which is often the first factor that potential applicants review and consider? How do the private, public, and nonprofit sectors compare in this respect? (103) 5. What is your experience with recruitment from an applicant’s perspective? (101) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 6. What are the three steps in recruitment or staffing? (105) 7. What is proceduralism? (105) 8. What are three ways government reform initiatives have changed staffing? 106–107) 9. What is a labor-market survey? (107) 10. Why do a needs assessment? (107) 11. What are examples of important issues that can be found by a needs assessment? (104) 12. What are some forms planning can take? (107–108) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 13. What are some red flags for managers? (109) 14. What is the point about hiring underqualified, but high-potential candidates? (109) 15. What is “pool hiring?” What are its advantages? (110) 16. What are three options concerning the breadth of involvement in recruiting? (110) 17. What are some advantages of generalists? (110) 18. What are some advantages of specialists? (111) 19. What are three key considerations in drafting job announcements? (111 and following) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 20. What are the pros and cons of job posting? (111) 21. What are the pros and cons of electronic postings? (111) 22. What is electronic job posting? (114) 23. What are the pros and cons of personal contact recruitment? (116) 24. What are the pros and cons of newspaper recruitment? (117) 25. What are the pros and cons of trade journals? (117) 26. What are the pros and cons recruiting through internships? (117) 27. What are the pros and cons of external recruitment (headhunting)? (118) 28. What are the pros and cons of noncompetitive recruitment? (118) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 29. What is talent management? (119) 30. What is a major recruiting strength for many government and not-for-profit organizations? What are some of the typical areas of involvement for these organizations? (120) 31. What are three factors to consider in recruiting for diversity? (120–121) 32. Which of the recruitment tips are most useful? Why? (122–123) 33. Which of the career planning tips are most useful? Why? (124–125) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 Study Questions Chapter 4: Selection: From Civil Service Commissions to Decentralized Decision Making 1. What are three paradoxes related to selection? (131–132) 2. What are some similarities in recruitment between the United States and other countries? (133) 3. What are seven criteria used in selection? (133) 4. What are the limitations of electoral popularity as a criterion? (134) 5. What is the status of social class as a criterion? (134) 6. What is implied by the patronage criterion? (135) 7. What are the three criteria used in patronage selection? (135) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 8. What is emphasized in merit systems? (135) 9. What justifications are used to support seniority? (137) 10. What are the pros and cons of seniority? (137) 11. What are some types of representativeness? (137) 12. What is fit as a selection principle? (138) 13. What is the spoils system? (140) 14. What are four features of the Pendleton Act? (141) 15. What are four complaints made against civil service systems? (142) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 16. What is the Federal excepted service and is it really noncompetitve? (143) 17. What is a temporary employee? (144) 18. What is a term worker? (144) 19. Why has there been an increasing interest in finding opportunities for older workers? (144) 20. Explain the use of technology in selection. (144) 21. What three areas can potentially share responsibilities for selection? (144) 22. What is the newer 1990s model? (144) 23. What are the pros and cons of the newer 1990s model? (145) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 24. What dominant values are associated with each of the six historical time periods? (146) 25. What are three acceptable test validation strategies? (146) 26. What is content validity? (147) 27. What is criterion validity? (147) 28. What is construct validity? (147) 29. Where is construct validity often used? (147) 30. What are the four phases of screening? (148–149) 31. What is an unassembled exam? (148) 32. What are examples of jobs requiring licensure? (150) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 33. What are some examples of general aptitude and trait tests? (152) 34. What are examples of performance tests? (153) 35. How are work samples used? (153) 36. What three screening criteria are viewed as the most important information sources for predicting performance “to a great extent?” (Exhibit 4.5) (154) 37. What is the trend regarding testing? (153) 38. What are some issues to clarify regarding interviews? (155) 39. What are some errors to avoid concerning interviewing? (155) 40. What is the current status of the rule of three? (156) 41. Which three tips on preparing for an interview are most helpful? (155) 42. What are five ways to assess applicant’s critical thinking and applied ability? (157) Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition SAGE Publishing, 2020 43. What can give rise to negligent-hiring lawsuits? (162) 44. What should be addressed in telephone reference checks? (162) 45. What are some unacceptable questions to ask applicants? (159) 46. What are some factors in contingent hiring? (163)
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Explanation & Answer

Answer.

Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020

Study Questions
Chapter 3: Recruitment: From Passive Posting to Social Media Networking
1. What are the key paradoxes of recruiting? (99–100)
One essential paradox of recruiting is balancing competing values. Another paradox is what to
emphasize during the recruitment process between motivation, abilities, skills, knowledge, or even
diversity. Another critical paradox is that staffing practices do not continually produce the brightest
and the best. Another central paradox is whether recruitment should get based on future potential or
current skills. The next paradox is what responsibility the company has to the applicants.
2. Which decades were the high water mark for prestige of the public service? (100)
The 1940’s and 1930’s
3. What five factors affect finding talented workers? (102)
They are five significant factors affecting the recruitment's effectiveness. These include benefits and
pay, the labor pool's size and the job's location, corporate image, benefits and pay, and the process's
quality and breadth.
4. Which is often the first factor that potential applicants review and consider? How do the
private, public, and nonprofit sectors compare in this respect? (103)
The first factor that potential applicants consider and review is benefits and pay. The nonprofit sector
usually suffers substantially from more limited benefits and lower pay scales. On the other hand, the
private sector typically has worse benefits and pay than the public one, although it has better
recruiting strength. While in the public sector has better healthcare and pension while its ay usually
varies from moderately competitive to uncompetitive depending on the position, location, and agency.
5. What is your experience with recruitment from an applicant’s perspective? (101)

Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020

In my experience, recruitment was done in a timely fashion, and I have no negative feelings about the
process.
6. What are the three steps in recruitment or staffing? (105)
The three steps involved in staffing include planning and approval of a position, post or position
announcements, and recruitment strategies.
7. What is proceduralism? (105)
Proceduralism or red tape gets characterized by processes that became excessively protracted,
complicated, impersonal, and detailed such as going for interviews in several locations.
8. What are the three ways government reform initiatives have changed staffing? 106–107)
With legislative approval, most human offices are now showing a willingness to utilize flexibility and
technological innovations, including fully online applications, on-spot hiring, and electronic
applications scaling. Further, the government seems to be making a sincere effort to invigorate and
simplify intake functions. Better agencies are inputting more effort in selling themselves to future
workers to ease new workers onboarding into the workforce. Further, there has been an enhanced
drive to decentralize staffing activities within the organizations where historically, extreme
centralization was the norm.
9. What is a labor-market survey? (107)
Specific position parity or labor market surveys are studies that compare organization job groups.
These surveys investigate the trends in terms of education levels, salaries, as well as availability.
10. Why do a needs assessment? (107)
A needs assessment usually helps identify what an organization expects its requirements will be or
eliminated positions, restructured positions, and new ones.
11. What are examples of important issues that can be found by a needs assessment? (104)

Berman, Bowman, West, & Wart, Human Resource Management in Public Service, Sixth Edition
SAGE Publishing, 2020

There are several examples of important issues that get established through a needs assessment,
including housing boom, mass retiring, responsibilities evolution preparations, hiring public safety
personnel, and strengthening facilitative or educative role.
12. What are some forms planning can take? (107–108)
Organizations can work their image to impact recruitment positively. Another form of planning is
organizations can enhance their job quality. Further, the organization can also ensure that the staff
recruitment function gets appropriately funded.
13. What are some red flags for managers? (109)
A major red flag for managers is recent positions’ applicants are poorly qualified, and the best
potential candidates do not apply for a job. Further, another red flag is supervisors complaining that
new employees do not fit in their department perfectly. Additionally, the other red flag is the most
desired applicants having found work before a post gets offered.
14. What is the point about hiring underqualified, but high-potential candidates? (109)
Hiring high potential but unqualified applicants are usually worth the costs since the class's size can
justify the work training offered to single appoints. Additionally, furnishing a trainer can reduce the
demand on the current and already overworked employees within the organizations for who training
new hire gets considered a distraction.
15. What is “pool hiring?” What are its advantages? (110)
Entry-level and broad classifications utilize Pool-hiring within reasonably large organizations. There
are several advantages of pool-hiring, including enhanced efficiency, multiple qualified applicants’
considerations, and low cost.
16. What are the three options concerning the breadth of involvement in recruiting? (110)
With entry-level positions, a supervisor is the single decision-maker and works with the personal
authority exclusively. With professional and senior-level positions, the option is to use search
committees that select interviews' finalists while recommen...


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