Deck 10: Empowering Employees for Success

Question 1

Education,prior work experience,and test scores are all examples of selection criteria.

Answer 1

True

Question 2

The use of a directive interview makes it more difficult for supervisors to compare one applicant's background to another.

Answer 2

False

Question 3

The purpose of an employee selection interview is to collect information and arrive at a decision concerning a job applicant.

Answer 3

True

Question 4

The management of human resources is the supervisor's most important activity.

Question 5

Asking "Who will care for your children while you are at work?" during an interview is not a discriminatory question because you want to make sure the employee has this issue covered before starting work.

Question 6

It is fair to say that job applicants are "interviewing" a company just as much as the company "interviews" the applicants.

Question 7

The staffing function is an ongoing process.

Question 8

Most organizations try to fill job openings above entry-level positions through promotions and transfers.

Question 9

A supervisor should have considerable input in making the final decision to hire a candidate,but should not be the only one to make the decision.

Question 10

Regardless of approach,the supervisor must develop relevant job-related questions.

Question 11

Every five years a supervisor should compare each job description to what each employee does.

Question 12

After recruiting the qualified applicants,the human resource department weeds out the less qualified workers and then conducts the selection of the final candidate.

Question 13

If there isn't a job description of a position,the supervisor should request the human resource department draft one.

Question 14

Nondirective interviews provide the applicant latitude in responding.

Question 15

Every organization needs a human resource department.

Question 16

Job posting creates a greater openness in an organization by making all employees aware of job opportunities.

Question 17

When supervisors follow the human resource staff's advice,they are no longer accountable for the outcomes of their decisions.

Question 18

Supervisors should study each job category in their department to determine how many employees are needed to get work done.

Question 19

The supervisor may find it helpful to ask departmental employees to write down the tasks they perform.

Question 20

Supervisors should strive to blend directive and nondirective techniques to obtain optimal information during the interview.

Question 21

Mentoring is the process of having a more experienced person provide guidance to a less experienced person.

Question 22

A selection criterion is uniform in application if it is applied consistently to all job candidates.

Question 23

Training needs to be relevant,informational,interesting,applicable to the job,and actively involve the trainee.

Question 24

The supervisor's subordinates should never be allowed to be involved in the hiring decision since this decision is a management right.

Question 25

An employer cannot be found liable for serious misconduct that might have been avoided by an investigation intoan employee's background prior to being hired.

Question 26

The supervisor should never be involved in on-the-job training.It should be done by the human resource department.

Question 27

The term competencies refers to the set of skills,knowledge,and personal attributes possessed by the superior performer.

Question 28

Part of the onboarding process involves shaping a new employee's behavior in a way that is conducive toan organization.

Question 29

The acronym O.U.C.H stands for Objective,Unique,Consistent,and Harmless.

Question 30

Documentation of hiring decisions is necessary to ensure that a supervisor's decision was based upon job-related factors and was not discriminatory.

Question 31

There is no certainty that the best person for the job has been hired,but an applicant's sense of humor,extrovert personality,and literacy provide the greatest amount of comfort in the applicant selected.

Question 32

Training programs should be provided for all employees.

Question 33

Orientation should be accomplished entirely on the employee's first day on the job.

Question 34

More important than the actual techniques used to orient new employees are the attitudes and behaviors of the supervisor.

Question 35

A checklist is a valuable supervisory tool to use when developing an orientation program.

Question 36

The supervisor should always hire the individual who will get along best with the other employees in the department.

Question 37

The halo effect is the tendency to allow one favorable aspect of a person's behavior to positively influence judgment on all other aspects.

Question 38

College-campus-based training programs for employees is an example of on-the-job training

Question 39

Supervisors should create a sense of informality in the interview process in order to relieve tension.

Question 40

Employers need not verify any references or application form data,since it is very rare for any employee to falsify data.

Question 41

Harry asks a question to both male and femalejob applicants regarding their willingness to work in night shiftsthat generates varying responses from the two genders.This question does not pass the OUCH test based on the fact that it is NOT:

A)consistent in effect.
B)related to the job.
C)differential in application.
D)subjective.

Question 42

The level of emotionalcommitment an employeehas to an organization and itsgoals is known as _____.

A)efficacy
B)engagement
C)synergy
D)orientation

Question 43

In the context of management of peoplein an organization,human resource management encompasses all of the following EXCEPT:

A)philosophies.
B)perceptions.
C)policies.
D)practices.

Question 44

The role of the human resource department in the staffing process includes all of the following EXCEPT:

A)writing the job description.
B)conducting preliminary interviews.
C)making reference checks on all applicants.
D)making the final hiring decision.

Question 45

Which of the following would NOT be a legitimate selection criteria?

A)Education
B)Experience
C)Test scores
D)Maiden name

Question 46

Which of the followingstatements is true regarding the staffing process and the supervisor?

A)The staffing function is an ongoing process for the supervisor.
B)Once the supervisor has a department fully staffed, the staffing function is over.
C)The staffing function is carried out only when a department is established.
D)A supervisor has a nominal role in the staffing function.

Question 47

Which of the following managerial functions involves the recruitment,selection,placement,orientation,and training of employees?

A)Planning
B)Leading
C)Staffing
D)Controlling

Question 48

Over which of the following staffing decisions would the supervisor have the LEAST authority?

A)The initial decision to hire a candidate for a job within a department
B)The final decision to hire or not to hire a particular candidate for a job within a department
C)Determining whether a job position is open in his or her department
D)The permanent removal of an employee due to corporate downsizing

Question 49

While interviewing candidates for a new position,Samuel uses a set of predetermined questions.He takes notes during the interviews and then compares his notes for each question to make a selection of final candidates.Which interviewing technique does Samuel use?

A)Nondirective technique
B)A blended approach
C)Directive technique
D)Subjective technique

Question 50

The directive approach to interviewing differs from the nondirective in that:

A)the length of the directive interviews is always longer.
B)supervisors increasingly ask the same questions to all applicants in directive interviews.
C)supervisors use broad, open-ended questions in directive interviews.
D)directive interviews are more difficult but allow for more flexibility than nondirective interviews.

Question 51

Cross-trained employees are especially valuable to organizations that have experienced downsizings or reorganizations.

Question 52

When reviewing resumes for open positions at her company,Bridget always focuses on a candidate's work sample test scores,number of years of education,degrees,and length of service in previous positions.These are examples of _____.

A)consistent criteria
B)illicit criteria
C)subjective criteria
D)objective criteria

Question 53

Kathy is a human resource manager who is constantly filling new positions at a rapidly expanding technology company.One of Kathy's biggest priorities is to show current employees that there is a long-term career growthwithin the company.Which type of hiring policy should Kathy take part in to encourage this belief?

A)Fill all positions from within.
B)Select the hardest working employees from within to fill open positions.
C)Find new talent at college job fairs.
D)Request current employees to provide referrals from family and friends.

Question 54

All of the following are conditions of conducting a successful selection interview,EXCEPT:

A)using the halo effect.
B)taking notes.
C)asking job-related questions.
D)opening the interview on an informal note.

Question 55

A supervisor need NOT hire a replacement when _____.

A)a regular employee leaves a department due to promotion
B)a regular employee leaves a department due to retirement
C)a major technological change or downsizing is anticipated
D)new functions are to be added to a department

Question 56

Ramon is a distribution center manager who is looking to hire a few additional employees.He and his HR team have determined that two positions are needed,and they have identified the skills required for both of these positions.What is Ramon's next step?

A)Match the jobs with individuals.
B)Indulge in job enrichment.
C)Select someone internally.
D)Select someone externally.

Question 57

The set of skills,knowledge,and personal attributes possessed by a superior performer are known as _____.

A)components
B)mindsets
C)clusters
D)competencies

Question 58

Which of the following statements regarding a job applicant's references is NOT true?

A)Social media screening is a fairly new practice some employers use to learn more about applicants' backgrounds and activities.
B)Employers conduct excessive background checks for low-level, large-scale hiring positions, such as retail clerks.
C)Applicants tend to list only people who will give them good references.
D)Organizations that fail to check employees' references can be charged with criminal negligence if those employees later commit crimes.

Question 59

Which of the following is NOT a recruiting tool?

A)Reductions in force
B)Employee referrals
C)Social networks
D)Temporary-help agencies

Question 60

Supervisory training and developmental programs generally distract the supervisor from his/her daily tasks and will ultimately hinder professional advancement.

Question 61

Name at least three situations that may require the hiring of additional employees.

Question 62

Which of the following approaches tobringing new employeesonboard is correct?

A)Only the supervisor should show the new employee around.
B)The supervisor can ask an experienced employee to orient the new employee.
C)The employee should be self-sufficient from day one.
D)Orientation of new employees is the job of the human resources department.

Question 63

Denise is traveling out-of-state to attend a three-day training session on a new software program that she will be using at work.This is an example of _____.

A)on-the-job training
B)off-the-job training
C)mentoring
D)cross-training

Question 64

Which of the following statements best describes nepotism?

A)The practice of hiring an applicant with the most pleasant personality
B)The practice of hiring relatives that may eliminate other applicants from consideration
C)The practice of hiring from within an organization without assessing external applicants who might be interested in an open position
D)The tendency of being biased and promoting employees even though they do not meet expectations​

Question 65

College-campus-based programs for employee training are an example of _____.

A)on-the-job training
B)off-the-job training
C)realistic organizational preview
D)realistic job preview

Question 66

Jeff is a candidate for a position ina law firm.Although he has limited experience,the hiring manager at the law firm decides to hire him because of his superior interpersonal skills.In this scenario,which of the following interviewing and evaluation pitfalls is the manager subjected to?

A)The horns effect
B)The halo effect
C)The subjective evaluation effect
D)Nepotism

Question 67

Which of the following is NOT a serious pitfall to avoid when evaluating applicants?

A)Applying the halo effect
B)Making judgments too quickly during the interview
C)Asking job-related questions
D)Asking probing personal questions and evaluating the response

Question 68

Wilson,an assistant sales manager at his company,has agreed to help Caleb,a new employee in the same company,by guiding him and counseling him on his duties and responsibilities.This is an example of _____.

A)onboarding
B)rebounding
C)orientation
D)mentoring

Question 69

Documenting the reasons for a hiring decision is necessary to ensure that:

A)the supervisor's decision is based on job-related factors and is not discriminatory.
B)the decision is incorporated into company policy statements.
C)the practice of nNepotism has been pursued in selecting the candidate.
D)each and every applicant is informed about the reason for non-selection.

Question 70

At C.M.Manufacturing,employees are first trained to do their primary jobs.However over the course of several months,they are gradually trained to perform other duties.This has been helpful for the company in maintaining production even when employees are sick or when they leave unexpectedly.This is an example of _____.

A)onboarding
B)mentoring
C)on-the-job training
D)cross-training

Question 71

Which of the following is true of the development of supervisors?

A)The need for training and development is limited to departmental employees.
B)By expanding their perspectives, supervisors are more likely to encourage employees to improve their knowledge and abilities.
C)An organization and its policies are responsible for supervisors' destinies.
D)Supervisors need not give thought to long-term career development as they are already on their way up the organizational ladder.

Question 72

_____ is a continuous process.

A)Orientation
B)Onboarding
C)Lay-off
D)Restructuring

Question 73

At K.T.West Communications,supervisors meet with employees at the beginning of their employment and also on an annual basis to review the employees' roles and discuss their jobs,skills,knowledge,abilities (SKAs),and other critical success factors needed to be successful members of the team.This type of ongoing review relates to the process of _____.

A)orientation
B)coaching
C)onboarding
D)mentoring

Question 74

While interviewing final candidates for a new position,Terrence informs the candidates about the positive as well as negative aspects of the position.He is providing a _____.

A)realistic culture assessment
B)realistic task assessment
C)realistic organizational preview
D)realistic job preview

Question 75

What functions does the human resource department serve?

Question 76

The advantage of on-the-job training is that it _____.

A)increases employees' chances of promotions
B)ensures uniform training, because the same person is training everyone
C)eliminates bias by supervisors as they have minimum interactions withnew employees
D)increases the chances of nepotism being exhibited by supervisors during the training

Question 77

Samilla works in the human resources department of Pentagon Inc.as a training consultant.For each batch of new employees,she develops and stages programs during the first few days of its employment to familiarize the employees with the organization and help them understand the organization's values and goals.This process of bringing new employees on board is referred to as _____.

A)orientation
B)nepotism
C)insourcing
D)outsourcing

Question 78

Which of the following involves sharing information by an interviewer with a job applicant concerning the mission,values,and direction of an organization?

A)Realistic organizational preview
B)Realistic job preview
C)Subjective task assessment
D)Subjective cultural assessment

Question 79

Which of the following is an example of on-the-job training?

A)Learning technical skills from an experienced employee
B)Completing a college course on principles of supervision
C)Attending a trade show
D)Undertaking an e-learning program

Question 80

Judy is the department supervisor at a two-year old community college.She has recently hired a new faculty member who will be starting work on Monday.She knows that the new employee,Nguyen,has extensive work experience in the field,but relatively little teaching experience,especially at the community college level.Therefore,Judy should:

A)assign an experienced qualified faculty member to serve as Nguyen's mentor.
B)have Nguyen start teaching and encourage him to approach her with any questions or concerns.
C)help Nguyen develop an effective teaching style and strategy on his own.
D)have Nguyen take a communications course prior to any classroom assignment.