Question 1

_____________ workers do not have the expectation of regular,full time employment.

Accepted Answer

Contingent workers refer to those who are hired on a temporary or part-time basis without the expectation of regular, full-time employment. They may be freelancers, independent contractors, or temporary workers. Apprenticed and indentured workers refer to individuals who are learning a skilled trade through a formal training program. Underemployed workers are those who are employed but not in a job that utilizes their full skills and abilities.

Question 2

Which of the following is the most important advantage of using internal sources to hire from within? Hiring from within:

Accepted Answer

Hiring from within helps maintain employee morale as it shows employees that there are opportunities for advancement, which can increase motivation and loyalty.

Question 3

Which of the following would be used by a manager who wanted to fill a position using an internal source?

Accepted Answer

Promotion of a current employee is an internal source of recruitment, which means that the manager looks for candidates within the organization. The other options listed are external sources of recruitment.

Question 4

Promotions and transfers are __________ sources available to human resource managers in their recruiting efforts.

Accepted Answer

Promotions and transfers refer to internal sources of recruitment, where managers look for suitable candidates within their own organization to fill job openings. Internal sources are often preferred by companies since it can increase employee morale and satisfaction, and minimize the costs and risks of external recruitment. Therefore, option A is the correct answer.

Question 5

A ____ is a study of what is done by employees who hold various job titles.

Accepted Answer

A job analysis is a systematic process of identifying, analyzing, and documenting the duties, responsibilities, skills, and abilities required for a particular job. It involves gathering information about the job and the employees who currently perform it. This information can be used to create job descriptions and job specifications, as well as to evaluate and improve job performance. Pre-selection refers to the process of screening job applicants before they are hired, while job description and job specification are documents created based on the information gathered during the job analysis process.

Question 6

In human resource management,_____________ is the process of deciding who should be hired,under legal guidelines,for the best interests of the individual and the organization.

Accepted Answer

Selection is the process of choosing the best candidate/s from the pool of applicants based on their qualifications, skills, and experience, while adhering to legal requirements and ensuring that the organization's goals are met. This process includes various steps such as screening, testing, interviewing, reference checks, and decision-making. Therefore, the correct answer is D-Selection.

Question 7

Help wanted ads,public and private employment agencies,and college placement bureaus are all ________ sources that human resource managers can use in their recruiting efforts.

Accepted Answer

These sources are all external to the organization, meaning that they are not direct employees of the company. They are used to help HR managers find potential candidates for job openings.

Question 8

All of the following are external recruitment sources except:

Accepted Answer

Recommendations of employees are considered an internal recruitment source because they involve current employees referring potential candidates.

Question 9

Workopolis and Monster are:

Accepted Answer

Workopolis and Monster are both well-known job search websites where employers can post job openings and applicants can submit resumes and apply for jobs. These websites are commonly used by companies as a means of recruitment.

Question 10

Which of the following statements about recruiting is most accurate?

Accepted Answer

Recruiting and hiring individuals who fit in with a company's culture and leadership style can lead to higher levels of job satisfaction, retention, and overall performance. While internal recruiting can be beneficial in some cases, it may limit the pool of applicants and potentially lead to stagnation in innovation and ideas. Small firms may face challenges in recruiting due to limited resources and visibility in the job market. Using external sources can bring fresh perspectives and ideas to a company but may not necessarily result in higher morale among current employees.

Question 11

Frank is a human resource manager at a major corporation.If Frank's company is like most firms today,which of the following statements about Frank's job is likely to be the most accurate?

Accepted Answer

Government laws and regulations concerning hiring, worker safety, pay, and unionization are constantly changing and are a major concern for human resource managers today. This makes Frank's job complex and challenging as he has to stay up-to-date with the latest laws and regulations to ensure compliance by the company.

Question 12

Which of the following statements about contingent workers is most accurate?

Accepted Answer

According to the article, "the most common reason firms hire contingent workers is a variation in their need for employees." Therefore, option D is the most accurate statement about contingent workers. Option A is incorrect because while many contingent workers are indeed in office-clerical work, the article does not provide a specific percentage. Option B is also incorrect as the article states that "the proportion of contingent workers in Canada has grown considerably over the past few decades." Option C is partially true but not entirely accurate as while Canadian labour laws do require firms to offer comparable wages and benefits to contingent employees, the specifics may vary based on the type of work being performed.

Question 13

Al is a human resource manager who recently has spent much of his time trying to obtain a sufficient number of the right types of people at the right time to allow the company to select those who best meet its needs.Al has been involved in:

Accepted Answer

Al has been involved in recruiting, which involves identifying and attracting potential employees who possess the required skills and qualifications for the vacant positions within the company.

Question 14

A _________________ is a check of a potential employee's work record,academic record,credit history and recommendations.

Accepted Answer

A background investigation checks an individual's work record, academic record, credit history, and recommendations as part of the pre-employment screening process. Personality profile, fidelity appraisal, and character review are all types of assessments that focus on different aspects of an individual's personality or behavior.

Question 15

The first step in the selection process is usually:

Accepted Answer

The first step in the selection process is typically obtaining complete application forms to gather basic information about the candidates.

Question 16

Sally is a human resource manager with ABC Cooking Supplies who needs to recruit people to fill several positions within her company.Sally is most likely to rely on external recruiting sources if she:

Accepted Answer

If Sally believes that the current employees do not have the necessary qualifications for the open positions, she will need to look outside of the company for qualified candidates. This would require her to rely on external recruiting sources such as job postings, job fairs, and recruitment agencies. The other options do not necessarily require external recruiting sources.

Question 17

During the employee selection process,the initial interview is often conducted by:

Accepted Answer

The initial interview is usually conducted by a member of the human resources department staff, as they are responsible for managing the recruitment and selection process for the organization. They have the expertise to identify qualified candidates based on the job requirements and company culture. Current workers in the applicant's department may potentially have biases or conflicts of interest, the selection committee consisting of managers from all departments may not have the expertise to assess candidates in a specific department, and the affirmative action officer may only be involved in ensuring compliance with affirmative action policies.

Question 18

_________ is the set of activities used to legally obtain a sufficient number of the right people at the right time and to select those who best meet the needs of the organization.

Accepted Answer

Recruitment is the set of activities that organizations use to legally and strategically find, attract, and select the right people to fill job openings. This involves identifying potential candidates, advertising job openings, reviewing resumes and applications, conducting interviews, and making job offers. Pre-selection (A) may refer to the initial screening of candidates, but is not comprehensive enough to describe the entire process. Networking (C) is a valuable tool for recruitment, but it is not the same as recruitment itself. Preemptive hiring (D) refers to hiring in anticipation of future needs, and is not necessarily part of the formal recruitment process.

Question 19

Betty is a human resource manager with ABC Industries.Her current assignment is to revise and update ABC's employment testing procedures.Betty should:

Accepted Answer

Betty should design tests that are directly related to an applicant's ability to perform the job. This will ensure that the tests are relevant and useful in predicting an applicant's job performance. Writing tests that are too difficult or measure general aptitudes may not accurately reflect an applicant's ability to perform the job. It is also not relevant to inform her superiors that such tests are now illegal as that is not related to the task at hand.

Question 20

Employment testing:

Accepted Answer

Employment testing should be directly related to the job. This means that the test should measure skills, abilities, and knowledge that are specifically required for the job in question. This can help ensure that the test is valid and that it does not unfairly discriminate against certain groups of people.

Quiz 12: Human Resource Management: Finding and Keeping the Best Employees