Question 1

Hamid is a professional engineer.He is not permanently in a management role,but is paid at management rate,and can choose to take up management roles without sacrificing his engineering role.How would you describe his career path?

Accepted Answer

Hamid's career path can be described as a dual career path. This is because he is able to pursue both engineering and management roles without sacrificing one for the other. The two paths can run simultaneously and he has the flexibility to switch between the two as he desires.

Question 2

Which recruitment method is more likely than the others to result in discrimination against members of protected groups?

Accepted Answer

Employee referrals are more likely to result in discrimination against members of protected groups because employees tend to refer individuals who are similar to themselves in terms of demographics and background, potentially perpetuating a lack of diversity.

Question 3

Luba is developing a mentoring program for her organization.She has put a great deal of effort into making sure that all protégés are matched demographically with their mentor (gender,race,etc.),educating participants about facts such as the reciprocal nature of the relationship,and that the relationship can be used for personal and professional development.In her plans,which myth about mentors has Luba fallen victim to?

Accepted Answer

Luba has fallen victim to the myth that a mentor has to be the same gender and race as the protégé, which is not always necessary for an effective mentoring relationship. While some people may feel more comfortable with someone who shares similar demographic characteristics, it is more important to find a mentor who has relevant experience and expertise.

Question 4

When Mary was recruited for her position,she was evaluated in a series of situations that resembled what she would likely experience on the job.Which recruitment method was the employer using?

Accepted Answer

Assessment centre is a recruitment method where candidates are evaluated in a series of simulated work situations to determine their suitability for a particular job. This method is often used for managerial positions or positions where the job requires specific skills or competencies. Other options such as skills inventory, management talent inventory, and performance appraisal do not involve simulating work situations for evaluating candidates.

Question 5

Which of the following positions would most likely be filled by external candidates?

Accepted Answer

Head coaches of professional sports teams are most likely to be filled by external candidates as the industry highly values experience and success in similar roles. The other positions listed are more likely to be filled by internal candidates or those with prior experience within the company or industry.

Question 6

Which of the following best captures the "Peter Principle"?

Accepted Answer

The Peter Principle states that employees tend to be promoted based on their past performance and seniority until they reach a position where they are no longer competent. This happens because the skills required for success in one position may not necessarily translate to success in another position with different responsibilities and requirements. As a result, the employee becomes stuck in a job they cannot handle well, leading to decreased morale, productivity, and job satisfaction.

Question 7

Sukhi is an excellent engineer and has been promoted three times within her current organization-she is now at the top level of engineering.She loves being an engineer,but the organization has now offered her a very lucrative position as a manager.If she wants to continue to be promoted,the only way is to move into management,since there are no higher engineering jobs for her.Which of the following programs would benefit Sukhi?

Accepted Answer

Dual career tracking would benefit Sukhi because it allows her to pursue advancement in her area of expertise (engineering) without having to move into management, which aligns with her desire to continue being an engineer.

Question 8

Which of the following is NOT a factor included in a self-evaluation for successful career development?

Accepted Answer

Organizational opportunities for advancement are not a factor included in a self-evaluation for successful career development because they are dependent on external factors outside of one's control. Instead, a self-evaluation should focus on factors such as interests, academic achievement, and academic aptitude, which are within one's control and can be developed and improved upon.

Question 9

What is the most likely outcome of hiring an external candidate for a position in an organization?

Accepted Answer

Hiring an external candidate can bring new perspectives, ideas and experiences to the organization, leading to revitalization and growth. The candidate may have experience in other companies or industries that can bring valuable insights into the organization's operations and strategies. However, this does not necessarily mean that creativity would decrease or that morale among executives would increase. The outcome of hiring an external candidate would depend on various factors such as the candidate's qualifications, fit with the organizational culture, and the support provided by the organization to adapt to the changes.

Question 10

Organization W has had an opening in a key managerial role for three weeks,which is viewed as a long time.In situations like this in the past,Organization W has had to resort to hiring external to the organization,which is less preferable to the company,in order to fill the position in question.What is Organization W likely suffering from?

Accepted Answer

The fact that Organization W has had to resort to hiring externally in the past suggests that they do not have a strong talent bench, or a pipeline of potential candidates within the organization that are being groomed and developed for key roles. This lack of internal talent can lead to longer vacancy periods and the need to bring in external candidates, which is less preferable for the organization.

Question 11

Which of the following is NOT a service generally offered by public employment agencies?

Accepted Answer

Compensation surveys are typically conducted by private firms or industry-specific organizations rather than public employment agencies. Public employment agencies focus on services like job matching, employment testing, and apprenticeship programs.

Question 12

Linda has advanced through several roles with increasing responsibilities at ABC Corporation,including HR assistant,HR generalist,and HR manager.What is the term for this line of advancement?

Accepted Answer

This line of advancement is commonly referred to as a career path. A career path is a series of job roles and positions within a specific field or industry that an individual progresses through over time, often with increasing levels of responsibility and compensation.

Question 13

Trade schools can be a good source for recruits for what types of positions?

Accepted Answer

Trade schools typically offer education and training in specific skilled trades such as welding, plumbing, electrical work, and automotive repair. As a result, graduates of trade schools are often well-suited for entry-level positions that require technical skills and hands-on experience. They may also possess specialized skills that make them highly desirable for certain industries.

Question 14

What is a key factor in the success of any employee referral program?

Accepted Answer

Measuring results is key to the success of any employee referral program because it allows the company to track the effectiveness of the program and make any necessary adjustments to improve it. This includes tracking the number of referrals, the quality of referrals, and the number of hires made from referrals. By measuring results, the company can also identify and reward top-performing employees who are making successful referrals.

Question 15

What determines the effectiveness of a computerized record system (such as SAP and PeopleSoft)for locating qualified internal job candidates?

Accepted Answer

The effectiveness of a computerized record system for locating qualified internal job candidates depends on the extent to which data in the system is kept current. If the system is not updated regularly to reflect changes in employee skills, experience, and qualifications, it will not be effective in identifying qualified candidates for open positions. User-friendliness and availability are important factors, but they are secondary to the accuracy and currency of the data in the system. Cost is also a consideration, but it is not as important as data quality.

Question 16

In identifying career opportunities and requirements within an organization,what is the vital first step?

Accepted Answer

The vital first step in identifying career opportunities and requirements within an organization is preparing a competency or job analysis. This involves identifying the specific skills, knowledge, and experience required for each position within the organization, which can then be used to determine potential career paths and opportunities for employees. Without a clear understanding of the requirements for each position, it is difficult to accurately identify career opportunities and paths within the organization.

Question 17

Company A sometimes recruits employees from its network of past employees/alumni.What is this process called?

Accepted Answer

Re-recruiting refers to the process of hiring individuals who have previously worked for the organization, also known as "boomerang employees." This approach leverages the familiarity and proven track record of former employees.

Question 18

What is the key reason why the quality of employee-referred applicants tends to be high?

Accepted Answer

Employees are more likely to recommend candidates who they believe will perform well because their own reputation and credibility is at stake. Therefore, they are hesitant to recommend candidates who they think might not be a good fit for the position. This results in a higher quality pool of applicants.

Question 19

Which organizational situation is most likely to benefit from using realistic job previews?

Accepted Answer

Realistic job previews are most useful in situations where the job is likely to have high turnover due to mismatches in expectations and reality. In a situation such as a meat-processing plant where the work environment and training requirements are challenging, providing a realistic job preview can help potential employees make an informed decision about whether the job is a good fit for them. In situations where the work may be seen as glamorous or creative, such as symphony orchestras or high-tech organizations, providing a realistic job preview may not be as necessary as the benefits of the job may be more apparent.

Question 20

Which of the following refers to those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions?

Accepted Answer

The term "glass ceiling" refers to artificial barriers that prevent qualified individuals from advancing upward in their organizations into management positions, based on attitudinal or organizational bias.

Quiz 5: Expanding the Talent Pool: Recruitment and Careers