Question 1

What legal problem may employers encounter in seeking,providing,or using employment references as part of the selection process?

Accepted Answer

Employers may face defamation charges if the information provided in an employment reference is false or defamatory towards the former employee, damaging their reputation or job prospects. Therefore, employers should ensure that any information provided in an employment reference is accurate and objective.

Question 2

Laurie is hiring for a position in her department. She creates a notice that is included in the company's internal circular and posted on the general bulletin board for all employees to see. What did Laurie create?

Accepted Answer

Laurie created a job posting, which is a notice that informs employees about an open position in the company and provides information about the job requirements and responsibilities. A job advertisement is typically used to attract external candidates and is posted on job boards or in newspapers. A job review is an assessment of an employee's performance in their current role, while a job analysis involves breaking down a position's duties and responsibilities in order to identify key skills and qualifications needed for the job.

Question 3

Which of the following questions is deemed acceptable-that is,legal-for employers to ask applicants during the selection process?

Accepted Answer

Asking about criminal convictions is generally considered legal and relevant to the selection process, especially if the conviction is related to the job's responsibilities. Questions about citizenship, past lawsuits, or tobacco use can be discriminatory or violate privacy rights.

Question 4

Virginia works in the human resources department of a pharmaceutical company. Virginia is reviewing the skills of current managers to determine if any have both formal business and biochemistry education. Based on her findings,Virginia will know whether she can promote one of the current managers to a new position or will have to look outside of the company. What part of the human resources management process is Virginia involved with?

Accepted Answer

Virginia is involved in HR planning, as she is assessing the skills and qualifications of current managers to determine if there is someone within the organization who can fill a new position.

Question 5

Recruitment,selection,training,performance appraisals,and employee separations must be valid and directly related to the important aspects of the job as identified by a careful job analysis. What are these factors said to be,in other words?

Accepted Answer

The factors must be job related, meaning they are directly related to the important aspects of the job as identified through a job analysis. This ensures that the recruitment, selection, training, performance appraisals, and employee separations are relevant and effective for the job at hand. Choice A (employee related) is too broad and could encompass factors that are not necessarily relevant to the job. Choice B (reliable) and C (concrete) do not capture the idea of being directly related to the job.

Question 6

What is a key benefit derived from Internet recruiting?

Accepted Answer

The key benefit derived from Internet recruiting is that it allows companies to quickly reach large numbers of people. With the Internet, companies can post job openings on specialized job websites, social media platforms, or their own websites, and receive applications from interested candidates from around the world. This saves time and money compared to traditional recruiting methods such as newspaper ads or job fairs, and can help companies quickly fill positions with qualified candidates.

Question 7

Estimates of losses in the HAZMAT driver workforce could vary from 2 percent to 20 percent as a result of new federal regulations requiring that all drivers be fingerprinted and each set of fingerprints checked to see whether the driver has a criminal record. This new requirement will cause a worsening problem for the already over-extended workforce. What does this requirement call for?

Accepted Answer

The new federal regulation requires all drivers to undergo a background check, which involves fingerprinting and checking for any criminal record. This is a common procedure in many industries that require high levels of security and safety, such as transportation of hazardous materials. The other options, such as an integrity check, recruitment evaluation procedure, and biographical data assessment, are not specifically mentioned in the article and may not be relevant or appropriate for this context.

Question 8

Which of the following must organizations do before beginning to recruit?

Accepted Answer

Before beginning to recruit, organizations must conduct a job analysis to determine the skills, knowledge, and abilities required for the job. This information will then be used to create a job description and job specification, as well as to inform the recruitment process. Advertising for job candidates may come later in the recruitment process.

Question 9

Which type of information is typically collected as part of a job analysis?

Accepted Answer

Job context is typically collected as part of a job analysis, which includes information about the tasks, responsibilities, required skills and knowledge, working conditions, and relationships with others in the organization. Religious requirements, gender requirements, and ideal age for the job are not typically collected as part of a job analysis as they are illegal and discriminatory factors in the hiring process.

Question 10

What are the first selection devices most job applicants encounter when they seek a job?

Accepted Answer

The first selection devices that most job applicants encounter when seeking a job are typically application forms and résumés. These documents provide basic information about the applicant's qualifications and background, and are often used by employers to screen out candidates who do not meet their minimum requirements. While interviews and job application letters may come later in the hiring process, they are typically not the first selection devices used by employers. Internet sites and recruitment centers may also be used to attract job applicants, but they are not generally considered to be selection devices in and of themselves.

Question 11

From which type of selection information would employers receive the greatest benefit if their goal is to stop employee theft?

Accepted Answer

Background checks provide information on an applicant's criminal history, credit history, and prior employment verification, which can help prevent employee theft.

Question 12

Which procedures are used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative,job-related information not provided by applicants?

Accepted Answer

Background checks are specifically designed to verify the accuracy and truthfulness of the information provided by applicants and to uncover any negative, job-related information not provided by applicants. Integrity checks, recruitment evaluation procedures, and biographical data assessments do not necessarily focus on verifying the accuracy of information provided by applicants or uncovering negative information.

Question 13

A study in the construction industry found that when equipment is stolen from building sites,workers are the culprits 82 percent of the time. If background checks reduced employee thievery over time and throughout the industry,what could be said about this selection process?

Accepted Answer

The selection process is validated because the reduction in employee thievery over time and throughout the industry demonstrates that the background checks are effective in identifying potential thieves, thus proving the effectiveness of the selection process.

Question 14

Which of the following is an external recruiting method?

Accepted Answer

Advertising is an external recruiting method because it involves reaching out to individuals who may not already be part of the company or its network. The other options listed (career paths, job posting, and needs-assessment implementations) are internal recruiting methods.

Question 15

Which of the following helps companies meet the legal requirement that their human resource decisions be job related?

Accepted Answer

Job analyses, job specifications, and job descriptions help companies meet the legal requirement that their human resource decisions be job-related. Job analysis is the process of breaking down a job into its components to determine what tasks are required and what knowledge, skills, and abilities are necessary to perform those tasks. Job specifications specify the qualifications required for an employee to perform the job, while job descriptions outline the duties and responsibilities of the job. Together, these tools ensure that HR decisions are based on job-related factors.

Question 16

Which of the following is an internal recruiting method?

Accepted Answer

Career paths are an internal recruiting method as they involve promoting or transferring existing employees within the organization.

Question 17

References Etc. is a five-employee firm that,in exchange for a fee of roughly $80 to $90,will pose as a prospective employer,call a prior employer on an employee's behalf,and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information,which of the following should the job applicant do?

Accepted Answer

The answer of References Etc. is a five-employee firm that,in...

Question 18

When it recruits firefighters,the Calgary fire department identifies all the qualifications needed to become a firefighter. What is this recruitment advertising actually an example of?

Accepted Answer

The recruitment advertising is an example of a job specification as it identifies all the qualifications required for the position. A task inventory would list all the tasks and responsibilities associated with the job, a labour resource guide would provide information on available labor resources in a particular area, and a job description would provide an overview of the general duties and responsibilities associated with the job.

Question 19

Deirdre works in human resources. She is comparing past tests given to the operations workers when they were hired and comparing the test results to their actual performance. What activity is Deirdre engaged in?

Accepted Answer

Deirdre is engaged in the process of validating the tests that were given to operations workers. Validation involves comparing test scores to job performance to determine if the test is an accurate predictor of job success. This helps ensure that the selection process is fair and effective.

Question 20

What potential problem do résumés pose for companies?

Accepted Answer

The potential problem that résumés pose for companies is that applicants may put false or misleading information on their résumé. This can lead to hiring the wrong person for a job, wasting time and resources on someone who is not qualified, and even legal consequences if the false information is discovered later.

Quiz 10: Managing Human Resource Systems