Question 1

The selection process may include an)_______________,where employment is only guaranteed for a specified period of time,until either a permanent offer is extended or the employee is discharged.

Accepted Answer

A probationary period is a common practice in the selection process where new employees are hired for a trial period to see if they are a good fit for the organization. Employment during this period is not guaranteed, and the employee's performance is evaluated to determine if a permanent offer will be extended. The other options (A, C, D) are not commonly used terms in the selection process.

Question 2

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

Accepted Answer

Contingent workers are those who do not have an expectation of regular, full-time employment. They may be employed on a temporary or contract basis, have part-time hours, or work as freelancers or independent contractors. Apprenticed and indentured workers generally have a specific job and employer, while underemployed workers may have full-time employment but feel that it does not adequately utilize their skills or education.

Question 3

What is an advantage of hiring contingent workers?

Accepted Answer

Hiring contingent workers is a good strategy when the economic climate is uncertain because it allows companies to have more flexibility in their workforce and avoid long-term commitments. Contingent workers can also help companies adjust to changes in demand and workload without the risk of layoffs or permanent staff reductions.

Question 4

Betty Roosevelt is a human resource manager with Avondale Industries.Her current assignment is to revise and update Avondale'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 valid and reliable measures of an applicant's potential success in the position. Writing tests that are too difficult or measuring general aptitudes may not accurately capture an applicant's ability to do the job, and informing her superiors that such tests are now illegal is not a proactive approach to revising and updating employment testing procedures.

Question 5

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

Accepted Answer

A background investigation is a comprehensive check of a potential employee's work record, academic record, credit history, and recommendations. A personality profile is focused on analyzing a person's character traits and behavior, not their work history or academic achievements. Fidelity appraisal and character review are not commonly used terms in the hiring process.

Question 6

Employment testing:

Accepted Answer

Employment testing is legal as long as it is directly related to the job. In fact, testing that is not related to the job can be considered discriminatory. The goal of employment testing is to assess a candidate’s ability to perform specific job-related tasks and skills, so it is important that the test be tailored to the job in question.

Question 7

Jolie is a human resource manager who is currently involved in selecting employees.Which of the following activities is Jolie most likely to be working on in her present assignment?

Accepted Answer

The answer of Jolie is a human resource manager who...

Question 8

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

Accepted Answer

Companies often rely on contingent workers in uncertain economic times as a way to control labor costs and adjust their workforce quickly based on demand. The other statements are not accurate. While a significant portion of contingent workers may be employed in office-clerical work, it is not over 75 percent (A). The number of contingent workers has actually been increasing over the past decade (B). While there may be some requirements for equal pay and benefits under certain circumstances, there is no broad mandate that contingent workers receive the same compensation as regular employees (C).

Question 9

Once the job description and job specifications were written for a new marketing assistant position in his department,Lance called his HR specialist to proceed with the next step in the process of making a successful hire.After providing a timeframe for qualified persons to apply for the job,the next step in the selection process is best described as:

Accepted Answer

After providing a timeframe for qualified persons to apply for the job, the next step in the selection process would typically involve conducting initial and follow-up interviews with candidates who meet the job qualifications. Conducting background investigations and obtaining results from physical exams would typically occur later in the selection process, if at all, and establishing trial and probationary periods would typically occur after a candidate has been selected and offered the job.

Question 10

According to the American with Disabilities Act,which of the following is not an appropriate screening tool?

Accepted Answer

According to the Americans with Disabilities Act (ADA), medical exams cannot be used as a pre-employment screening tool. Employers are prohibited from asking about a candidate's disability or requiring medical examinations until after a job offer has been made.

Question 11

Part-time workers,temporary workers,and seasonal workers are defined by the HR department as ____________________.

Accepted Answer

Part-time workers, temporary workers, and seasonal workers are all examples of contingent workers. Contingent workers are hired on a non-permanent basis and do not have the same job security or benefits as full-time employees. Therefore, A- Contingent is the best choice for this definition.

Question 12

One way firms have made the application process more efficient and effective is by:

Accepted Answer

Using an artificial intelligence program such as Workforce Acquisition™ can help to quickly assess qualifications and improve the efficiency and effectiveness of the application process. This technology can analyze resumes and applications for key qualifications, experience, and other factors that are relevant to the job opening. This saves time and helps managers make better decisions about which candidates to invite for interviews. Additionally, it can reduce bias and increase diversity in the hiring process.

Question 13

The first step in the selection process is:

Accepted Answer

Obtaining complete application forms allows employers to gather basic information about candidates such as work experience, education, and skills. This information can help an employer decide which candidates are worth taking to the next step in the hiring process.

Question 14

As an important step in the human resource selection process,which of the following will expedite the process of conducting background investigations and promises to get suitable results?

Accepted Answer

Hiring services such as LexisNexis to conduct criminal checks and driving records can expedite the process of conducting background investigations and promises to get suitable results. This ensures that the background checks are comprehensive and thorough. Dedication of one human resource expert to making personal calls and doing all the background checks is time-consuming and may not be effective in terms of getting accurate results. Minimalizing the types of questions asked can compromise the quality of the background checks, whereas skipping this step can lead to potential risks and liabilities.

Question 15

One of the main complaints made by critics of employment tests is that these tests:

Accepted Answer

Critics of employment tests argue that these tests may discriminate against certain groups, such as minorities or individuals with disabilities, if the test questions are culturally biased or if the accommodations are not provided for individuals with disabilities. The other options are not major complaints of employment tests typically raised by critics.

Question 16

Crocker Enterprises conducts thorough background investigations of its prospective employees.The purpose of such investigations is to:

Accepted Answer

The answer of Crocker Enterprises conducts thorough background investigations of...

Question 17

Pre-employment physical examinations are:

Accepted Answer

Pre-employment physical examinations are legal in some states, but only if given to everyone applying for the position to avoid discrimination. It is not an excellent way to screen out employees since it can only identify certain medical conditions and does not measure a person's ability to perform the job. It is also not illegal under current employment legislation in all 50 states, and it is commonly used by employers.

Question 18

Which of the following is a valid statement about contingent workers?

Accepted Answer

An increasing number of companies are hiring skilled professionals such as accountants as part of their contingent workforce. This is because contingent workers, including skilled professionals, offer flexibility and cost-effectiveness to organizations, as companies can hire them for specific projects or tasks without committing to long-term employment contracts. Therefore, statement C is valid, while statements A, B, and D are incorrect.

Question 19

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

Accepted Answer

The screening interview is typically conducted by a member of the human resources department staff who has been trained in conducting interviews and evaluating candidates. Current workers in the applicant's department may have biases or conflicts of interest that could affect their ability to conduct a fair interview. A selection committee consisting of managers from all departments may become difficult to schedule for an interview and may be more appropriate for final interviews or offers. The company's affirmative action officer may be involved in ensuring compliance with EEO laws but may not have the necessary interviewing skills to screen candidates.

Question 20

When managing your human resources,_____________ is the process of deciding who should be hired,under legal guidelines,to serve the best interests of the individual and the organization.

Accepted Answer

Selection is the process of assessing candidates through various methods like interviews, testing, reference checks, etc. Legal guidelines must be followed during this process to ensure that decisions regarding hiring are made fairly and without discrimination. The goal is to select the best candidate who can serve the interests of both the individual (meeting their skills, experience, and aspirations) and the organization (meeting job requirements and contributing to the goals of the organization).

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees

The selection process may include an) _______________,where employment is only guaranteed for a specified period of time,until either a permanent offer is extended or the employee is discharged.