Question 1

Flodrivec, a chemical manufacturing company, is moving its administrative office to larger premises; therefore, it currently has various job openings. Due to paucity of time, the recruitment manager of Flodrivec wants to conduct a common interview test for all the candidates. The work at Flodrivec demands its staff to be good at critical thinking, math, verbal reasoning, and quantitative concepts. In this scenario, which of the following selection tests should Flodrivec conduct to hire the right candidates?
A) A specific ability test
B) A work sample test
C) A personality test
D) A cognitive ability test

Accepted Answer

Flodrivec should conduct a cognitive ability test to assess candidates' critical thinking, math, verbal reasoning, and quantitative concepts skills. This test will help the recruitment manager to identify the candidates who have the necessary skills and abilities to succeed in the job. A cognitive ability test is a good predictor of job performance and is widely used by employers for hiring decisions. A specific ability test may not cover all the skills needed for the job. A work sample test assesses how candidates perform specific tasks, which may not cover all the skills needed for the job. A personality test assesses candidates' personality traits, which may not be related to job performance.

Question 2

The junior accountants at Stejings, a textile manufacturing company, are being interviewed to fill a vacancy for the position of senior accountant in the company. In this scenario, Stejings is engaged in_____.
A) internal recruiting
B) validation
C) structural accommodation
D) downsizing

Accepted Answer

Stejings is engaging in internal recruiting, which involves considering current employees for job openings before looking externally.

Question 3

Fatimah has been hired for the post of a secretary at Mauve Corp. The company conducts a routine background check based on information provided by Fatimah. Unfortunately, her previous employer declines to provide meaningful references or details about her job history. However, Mauve Corp. ignores this lack of data and assumes that she is a credible employee. Mauve is at the risk of _____ lawsuits.
A) disparate treatment
B) class action
C) negligent hiring
D) adverse impact

Accepted Answer

Mauve Corp. is at the risk of negligent hiring lawsuits because they hired Fatimah without conducting a thorough background check and assuming her credibility without proper references. If something goes wrong in the future with her employment, Mauve Corp. could be held liable for any damages resulting from their negligent hiring practices.

Question 4

It is a violation to ask a female applicant for her__________in an application form.
A) maiden name
B) educational qualification
C) work experience
D) career objective

Accepted Answer

Asking for a female applicant's maiden name in an application form could potentially lead to discrimination, as it reveals her marital status and could result in bias based on gender or family status. It is important to focus on relevant job qualifications and avoid invasive personal questions.

Question 5

Stacy is uncomfortable at work because the office is poorly lit and her male colleagues occasionally make lewd remarks. In the context of employment legislation, this scenario best illustrates _____.
A) disparate treatment
B) a hostile work environment
C) a cognitive bias
D) adverse impact

Accepted Answer

The situation described in the scenario is an example of a hostile work environment, in which an employee is subjected to unwelcome or offensive behavior that creates a hostile or intimidating work environment, such as harassment or discrimination. The poor lighting and lewd remarks made by her male colleagues contribute to this hostile work environment.

Question 6

When a new chemist is hired at Praganost, a pharmaceutical manufacturing company, he or she is given rejected samples to work with until his or her supervisor is convinced that he or she can be part of the team involved in the actual manufacture of medicines. This is a cost-efficient training method because the actual expensive and critical ingredients are not used. In the context of training methods, this scenario best illustrates _____.
A) refresher training
B) sensitivity training
C) vestibule training
D) on-the-job training

Accepted Answer

The scenario best illustrates vestibule training, also known as simulated training or near-the-job training. The new chemist is given rejected samples to work with, which simulate real-world conditions, but with less expensive and critical ingredients. This type of training is cost-efficient and reduces the risk of errors or accidents during actual manufacturing. Refresher training is provided to employees who already have experience and need to update their skills or knowledge. Sensitivity training aims to develop interpersonal skills and increase empathy among employees. On-the-job training involves learning and working while performing actual tasks.

Question 7

Mathrans, a textile firm, wants to hire two costume designers for a new movie project. To precisely determine the future job performance of the job applicants, the company makes them take a test that assesses their sense of color and design, expertise in distressing techniques and fabric qualities, skills in machining and bead work, and knowledge of millinery and wig work. This scenario best illustrates the process of _____.
A) retrenchment
B) validation
C) performance appraisal
D) background verification

Accepted Answer

This scenario illustrates the process of validation, which involves assessing the job-relatedness and effectiveness of selection procedures such as tests, interviews, and job simulations. Validation helps ensure that the hiring process accurately predicts job performance and avoids discrimination. Performance appraisal, on the other hand, is a process of evaluating employees' job performance after they have been hired, whereas retrenchment involves reducing the workforce due to financial or strategic reasons, and background verification refers to the process of checking the candidate's history, educational qualifications, and work experience.

Question 8

Roadling Inc., a private bus company, has set minimum and maximum age limits for the recruitment of bus drivers. This is because younger bus drivers may not understand the seriousness of safeguarding the life and safety of passengers, and older bus drivers may not be able to work for long hours and night shifts. In the context of federal employment laws, this scenario exemplifies a(n) _____.
A) employment regulation order
B) registered employment agreement
C) bona fide occupational qualification
D) critical skills employment permit

Accepted Answer

The scenario exemplifies the concept of bona fide occupational qualification (BFOQ), which allows employers to set discriminatory criteria based on age, gender, or any other protected class if it can be proven that such criteria are essential to the specific job role. In this case, Roadling Inc. has set age limits based on the safety and efficiency concerns of the job of a bus driver, which can be considered a BFOQ.

Question 9

Which of the following is a difference between structured interviews and unstructured interviews?
A) In structured interviews, interviewers prepare standardized interview questions ahead of time; whereas, in unstructured interviews, interviewers are free to ask applicants anything they want.
B) In structured interviews, interviewers tend to ask applicants personal questions; whereas, in unstructured interviews, interviewers ask only for important, job-related information.
C) In structured interviews, interviewers often disagree about which questions should be asked; whereas, in unstructured interviews, interviewers strongly agree that the same questions must be asked to all applicants.
D) In structured interviews, it is difficult for employers to compare applicants; whereas, in unstructured interviews, employers can easily compare applicants since all applicants are asked the same questions.

Accepted Answer

The main difference between structured and unstructured interviews is that in structured interviews, interviewers follow a standardized set of questions, while in unstructured interviews, interviewers are free to ask anything they want. This makes structured interviews more reliable and valid, as all applicants are being asked the same questions and evaluated on the same criteria. Unstructured interviews, on the other hand, may be more subjective and difficult to compare across candidates.

Question 10

Companies use early retirement incentive programs (ERIPs) to:
A) increase the number of experienced employees.
B) create job opportunities for people inside the companies.
C) add new job positions after employees retire.
D) replace less-experienced employees with retirees.

Accepted Answer

ERIPs are used to encourage older employees to retire early, creating job opportunities for other employees within the company to advance or fill those positions.

Question 11

The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.
A) adverse impact
B) disparate treatment
C) affirmative action
D) minority domination

Accepted Answer

This scenario best illustrates disparate treatment, which is when an employer discriminates against an individual based on their protected characteristics, such as gender. In this case, Annette was rejected solely because of her gender, regardless of her qualifications or abilities to do the job.

Question 12

__________is a purposeful, systematic process for collecting information on the important work-related aspects of a job.
A) Job validation
B) Job rotation
C) Job enrichment
D) Job analysis

Accepted Answer

Job analysis is a purposeful, systematic process of collecting and analyzing information about the important work-related aspects of a job. This includes the duties and responsibilities of the job, necessary skills and knowledge, required education and experience, and other specifications needed for the job. Job analysis is crucial for developing job descriptions, determining the pay for a job, and identifying job-related training needs.

Question 13

Plebbon, a public relations firm, is an organization where hard work is greatly valued. The management of Plebbon makes sure that it hires and retains genuinely sincere and hardworking employees. Given this information, which of the following selection tests does Plebbon most likely conduct to hire the right candidates?
A) Validation tests
B) Cognitive ability tests
C) Personality tests
D) Work sample tests

Accepted Answer

Personality tests are most likely conducted by Plebbon to ensure that they hire and retain genuinely sincere and hardworking employees, as mentioned in the information provided. Personality tests can provide insight into a candidate's work ethic, emotional stability, and other traits that are important for success in a role requiring hard work and sincerity. Validation tests measure the effectiveness and accuracy of a selection test. Cognitive ability tests measure a candidate's mental capabilities such as problem-solving and reasoning abilities. Work sample tests assess a candidate's skills and abilities through a simulation of the tasks that they will perform in the job. While these tests may also be useful, they do not directly measure a candidate's level of sincerity or work ethic.

Question 14

Flagon Inc., a bottle manufacturing company, pays its employees 50 cents for every bottle that is produced in addition to the production rate of 200 bottles per day. Which of the following compensation systems has Flagon adopted?
A) Stock options
B) Profit sharing
C) Commission
D) Piecework

Accepted Answer

Flagon Inc. has adopted a piecework compensation system. This means that the employees are paid based on the number of bottles they produce, with an additional 50 cents per bottle.

Question 15

Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?
A) Equal rights
B) Disparate treatment
C) Unbiased recruitment
D) Opportunistic behavior

Accepted Answer

Disparate treatment is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices. Disparate treatment refers to the practice of treating individuals differently on the basis of race, sex, religion, or other protected characteristics. Companies are required to provide evidence to prove that their selection procedures do not result in disparate treatment.

Question 16

Bryan was hired as a minilab operator at a photographic laboratory because he possessed excellent customer service skills, good communication skills, the aptitude to pay close attention to detail, and an ability to follow customer instructions accurately. Given this information, Bryan's employer most likely conducted a _____ before hiring him.
A) cognitive ability test
B) specific ability test
C) biographical test
D) work sample test

Accepted Answer

The answer of Bryan was hired as a minilab operator...

Question 17

When Aaron was called for an interview at a graphic designing company, his first interview test assessed his creativity and his skill in developing visual concepts. Given this information, which of the following selection tests did Aaron most likely undergo?
A) A specific ability test
B) A validation test
C) A personality test
D) A work sample test

Accepted Answer

The answer of When Aaron was called for an interview...

Question 18

__________means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.
A) Forecasting
B) Training
C) Screening
D) Brainstorming

Accepted Answer

Training is the process of providing employees with specific skills or knowledge related to their job responsibilities. Through training, employees can improve their performance, become more efficient, and acquire new skills that will help them advance in their careers. Therefore, providing opportunities for training is an essential aspect of employee development.

Question 19

Dana's application for the post of marketing manager was rejected because she turned down the interviewer's repeated requests to go out on a date with him. In the context of employment legislation, this scenario best illustrates _____.
A) adverse impact
B) disparate treatment
C) quid pro quo sexual harassment
D) structural accommodation

Accepted Answer

This scenario best illustrates quid pro quo sexual harassment, which occurs when a job benefit is explicitly or implicitly offered in exchange for sexual favors or when an employment decision, such as hiring or promotion, is based on the acceptance or rejection of such conduct. In this case, the interviewer is conditioning Dana's job application on her willingness to go out on a date with him, which is a form of quid pro quo harassment. Adverse impact refers to a neutral employment practice that disproportionately affects a protected group, while disparate treatment is intentional discrimination against an individual based on a protected characteristic. Structural accommodation refers to the modification of work procedures or practices to ensure the inclusion of individuals with disabilities or other life circumstances.

Question 20

Crepogip, a publishing company, wants to hire copy editors. In order to accurately predict future job performance of the candidates, it makes the candidates undergo a test that assesses their language skills. In this scenario, Crepogip is engaged in the process of _____.
A) retrenchment
B) validation
C) performance appraisal
D) background verification

Accepted Answer

Crepogip is engaged in the process of validating the language skills of the candidates through a test. Validation refers to the process of using evidence to support the use of a selection tool or procedure for predicting job performance.

Quiz 11: Managing Human Resource Systems

The junior accountants at Stejings, a textile manufacturing company, are being interviewed to fill a vacancy for the position of senior accountant in the company. In this scenario, Stejings is engaged in_____.

It is a violation to ask a female applicant for her__________in an application form.

Stacy is uncomfortable at work because the office is poorly lit and her male colleagues occasionally make lewd remarks. In the context of employment legislation, this scenario best illustrates _____.

Which of the following is a difference between structured interviews and unstructured interviews?

Companies use early retirement incentive programs (ERIPs) to:

The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.

__________is a purposeful, systematic process for collecting information on the important work-related aspects of a job.

Flagon Inc., a bottle manufacturing company, pays its employees 50 cents for every bottle that is produced in addition to the production rate of 200 bottles per day. Which of the following compensation systems has Flagon adopted?

Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?

When Aaron was called for an interview at a graphic designing company, his first interview test assessed his creativity and his skill in developing visual concepts. Given this information, which of the following selection tests did Aaron most likely undergo?

__________means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

Dana's application for the post of marketing manager was rejected because she turned down the interviewer's repeated requests to go out on a date with him. In the context of employment legislation, this scenario best illustrates _____.

Crepogip, a publishing company, wants to hire copy editors. In order to accurately predict future job performance of the candidates, it makes the candidates undergo a test that assesses their language skills. In this scenario, Crepogip is engaged in the process of _____.