Which of the following is NOT an advantage to pursuing an internal job?
A. You are a known commodity to the employer.
B. You are likely to be more willing to challenge the status quo than an external applicant.
C. You have a better idea of what the employer wants in an applicant than an external applicant.
D. All of the above are advantages
B. You are likely to be more willing to challenge the status quo than an external applicant.
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A prime example of an internal failure cost is the:
A) labor cost associated with inspecting every item produced. B) labor cost associated with repairing an item returned under warranty. C) material cost of a piece of stock metal that has had too large a hole drilled in it. D) material cost of the paint applied to the case of a finished unit.
Refer to Additional Case 5.2. What is your best choice of selection tool to assess your number one criterion?
Additional Case 5.2 You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire. The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs. An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first. A) Unstructured interview B) Cognitive ability testing C) An assessment center D) Reference checking