Question 1

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

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

Question 2

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 exchange...

Question 3

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

Accepted Answer

Background checks could be used to uncover negative,job-related information about an applicant.

Question 4

What potential problem do résumés pose for companies?

Accepted Answer

Studies have found that as many as one-third of job applicants intentionally falsify some information.

Question 5

What is a key benefit derived from Internet recruiting?

Accepted Answer

It costs about half as much to use Internet recruiting.The norm is to receive hundreds of unqualified applicants.That is one primary drawback of Internet recruiting.

Question 6

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

Accepted Answer

The first selection devices most job applicants encounter are generally application forms and résumés, which are used to screen candidates before deciding whether to invite them for an interview or other selection procedures. While Internet sites and trade shows, recruitment centres, and job application letters may be helpful in finding job opportunities, they are generally not the first stage of the selection process.

Question 7

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 employment reference they provide contains false or harmful information about the applicant, leading to damage to their reputation or future employment opportunities. Additionally, employers may also face legal issues if they provide references that contain discriminatory or biased information about the applicant, leading to accusations of disparate treatment. Adverse impact lawsuits and product liability lawsuits are not relevant to the issue of providing employment references.

Question 8

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

Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Question 9

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

Validation is the process of determining how well a selection test or procedure predicts future job performance.

Question 10

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

Accepted Answer

Job specifications, job analyses, and job descriptions help companies ensure that their human resource decisions are job-related. A job analysis identifies the duties, tasks, and responsibilities associated with a particular job, job specifications outline the qualifications, skills, and competencies required to perform the job, and job descriptions provide an overview of the job's purpose, duties, and responsibilities. This information helps companies make hiring, promotion, and training decisions that are legally defensible, as these decisions are based on the requirements of the job.

Question 11

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, specifically assessing the current skills and education of the managers to determine if there is someone within the organization who can be promoted to the new position, or if they will need to look externally for a candidate.

Question 12

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

Accepted Answer

Job analysis typically includes collecting information about the tasks, duties, responsibilities, necessary skills, and working conditions of the job. It does not include information related to religion, gender, or age requirements, as these are discriminatory factors that should not be considered in hiring decisions.

Question 13

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

Accepted Answer

See Don't Ask!

Question 14

Which of the following is an external recruiting method?

Accepted Answer

External recruiting is the process of developing a pool of qualified applicants from outside the company.

Question 15

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 commonly 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. Other assessment methods such as integrity checks, recruitment evaluation procedures, and biographical data assessments may be helpful in the selection process, but they do not necessarily include the thorough investigation of an applicant's background.

Question 16

Which of the following is an internal recruiting method?

Accepted Answer

Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Question 17

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

Accepted Answer

Before beginning to recruit, organizations must conduct a job analysis to identify the tasks, duties, and responsibilities of the position. This will help them create a job description and job specification for the position, which will inform their recruiting efforts. Advertising for job candidates may come after the job analysis and creation of job description and specification.

Question 18

The United Kingdom issued a new recruitment publication for the nation's Fire Service.The publication,entitled Start a New Life-Save Someone Else's,lists all of the qualifications needed to become a firefighter.What is this recruitment pamphlet actually an example of?

Accepted Answer

A job specification is a written summary of the qualifications needed to perform a particular job.

Question 19

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 by a careful job analysis. This ensures that the recruitment, selection, training, performance appraisals, and employee separations are valid and effective.

Question 20

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

Validation would determine how well the background check predicted actual job performance.

Quiz 11: Managing Human Resource Systems