Question 1

The first step in establishing training and development programs is to

Accepted Answer

Before designing and implementing training and development programs, it is important to first assess the needs of the organization and the skills of the employees. This helps ensure that the programs are tailored to address specific areas of improvement and are effectively meeting the needs of the organization and its employees. Establishing simulation parameters and conducting pre-employment tests may be steps that come later in the process, but are not the first step in establishing training and development programs. Starting to design programs without assessing needs could result in providing training that is not effective or necessary for the organization.

Question 2

The purpose of ________ is to increase an employee's ability to perform productively.

Accepted Answer

Training and development programs are designed to equip employees with new skills and knowledge to perform their jobs more effectively, which ultimately leads to increased productivity. Employment tests are used to assess a candidate's skills and suitability for a job, not necessarily to improve their productivity. Contingency planning involves preparing for unforeseen events or scenarios that may disrupt productivity, but does not focus on improving an employee's performance. Job enrichment aims to increase an employee's job satisfaction by adding more challenging or meaningful tasks, but may not directly lead to increased productivity.

Question 3

A worker who successfully completes an apprenticeship program earns the title

Accepted Answer

A worker who successfully completes an apprenticeship program earns the title of journeyman. This means they have demonstrated competency in their trade and can work independently, although they may still work under the guidance of a master craftsman. Option A ("master craftsman") is a title given to someone who has achieved the highest level of skill and experience in their trade, typically after many years of practice beyond journeyman status. Options C and D ("senior artisan" and "probationary craftsman") are not commonly used titles in the apprenticeship system.

Question 4

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. The purpose of these exams is to ensure that candidates can perform the physical requirements of the job safely and effectively. However, it is important to note that these exams must comply with current employment legislation and cannot discriminate against any candidates based on their physical or medical conditions.

Question 5

Karen relies on her summer income to pay for her next year of college. When she tried to get her old high school summer job back at local Contemporary Clothiers, she learned that the manager no longer hires college students during the summer months. Which of the following strategies do you recommend that Karen pursue?

Accepted Answer

Karen should explore the option of contacting temporary staffing companies, as they often have a high demand for summer workers and may be able to connect her with job opportunities that fit her schedule and pay needs. While it may be worth staying in contact with the management at Contemporary Clothiers, there is no guarantee that they will change their policy, so Karen should not rely solely on that possibility. Pursuing a permanent position that she plans to quit later is not ethical and could harm her professional reputation. Paying for employment tests and a resume consultant may be helpful, but is not necessary in this situation.

Question 6

Jefferson's Department Store typically sells over a third of all its merchandise in November and December. Management has found that it must hire ________ workers during this period of increased business to supplement its permanent employees.

Accepted Answer

Contingent workers are temporary employees who are hired to supplement permanent employees during peak periods of business activity. They are usually hired on a short-term basis, without the expectation of long-term employment.

Question 7

In just a few short weeks, Jon would arrive back in the states after a semester abroad. He was already in a temp agency's database from the previous summer, when he spent 8 weeks working for an accounting firm. Jon will again try to hire on as a ________ during the summer months. The company that hired him last summer typically hires several college students each year, mainly because they have good computer skills, and the company does not need to offer college students benefits.

Accepted Answer

A contingent worker is someone who is hired on a temporary or part-time basis, usually for a specific project or time period. Jon is not looking for a permanent position, but rather a summer job, and he has already worked for this company on a temp basis before. Additionally, the fact that the company does not offer benefits indicates that they are likely hiring contingent workers rather than primary workers, who typically receive benefits. The other options are not suitable because Jon is not an intermediate worker, as he is not in a mid-level position between entry-level and managerial, and he is not an apprentice, as he already has experience in the field.

Question 8

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

Accepted Answer

The text lists six steps in the selection process, the fourth of which is conducting background investigations. Many firms investigate the backgrounds of potential employees much more carefully now than they did in the past.

Question 9

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

Accepted Answer

The goal of employment testing should be to assess an applicant's ability to perform the job, so Sarah should design tests that are directly related to job performance. This will help ensure that applicants who perform well on the test are also likely to perform well in the role. Writing tests that are too difficult (B) or that measure general aptitudes (C) can be counterproductive and may unfairly screen out capable candidates. Additionally, it is not stated or implied that such tests are illegal, so choice (D) would not be appropriate.

Question 10

Once the job description and job specifications were written for a new marketing assistant position in his department, Eric 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, the next step in the selection process would typically be the screening of resumes or applications, followed by conducting initial interviews and potentially follow-up interviews with top candidates. Background investigations and physical exams typically occur later in the process or after a job offer has been made, and trial and probationary periods would come after the candidate has been selected and hired.

Question 11

Employment testing

Accepted Answer

Employment testing should be directly related to the job in order to accurately predict worker performance and avoid discrimination against protected classes. While employment testing can still be used, it must meet certain legal regulations and standards to ensure fairness and relevance. Option A is incorrect as employment testing was not declared illegal by the EEOC, but certain types of tests were made illegal if found to be discriminatory. Option B is partially incorrect as some types of employment testing can be accurate predictors of worker performance, but it ultimately depends on the test and how it is used. Option D is incorrect as testing for basic and general skills may not accurately predict performance in a specific job.

Question 12

In a(n) ________ an inexperienced worker learns by working alongside an experienced employee to master the skills and procedures of a craft.

Accepted Answer

An apprenticeship program is a type of training in which an inexperienced worker (the apprentice) learns a craft by working alongside an experienced employee (the journeyman) to master the skills and procedures involved.

Question 13

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

Accepted Answer

This statement is valid because an increasing number of companies are utilizing highly skilled professionals, such as accountants, as part of their contingent workforce. This allows them to access expertise without committing to a long-term employment relationship. The other options are incorrect. A is false because contingent workers can be skilled professionals. B is false because there is no law that requires employers to provide contingent workers with the same benefits as permanent employees. D is false because there is no law prohibiting companies from hiring contingent workers for management positions.

Question 14

Online training courses are sometimes also called

Accepted Answer

Online training courses are sometimes also called distance training because they allow individuals to participate remotely without the need to physically attend a training facility. Contingency training is a type of training that prepares individuals for unforeseen events, synchronized training involves real-time, interactive training sessions, and vestibule training takes place in a simulated work environment.

Question 15

Which of the following workers would be the best example of a contingent worker?

Accepted Answer

A contingent worker is a temporary or part-time worker who is not considered a permanent employee of a company. Option B is the best example of a contingent worker as the accountant is hired only for the busy tax season and does not have a permanent position with the company. Option A is a permanent employee with seniority and union membership, option C just received tenure as a teacher, and option D is a full-time employee who travels frequently but is still a permanent employee.

Question 16

________ introduces new employees to the organization, their fellow workers, their supervisors, and to the policies, practices, and objectives of the firm.

Accepted Answer

Employee orientation is the process of introducing new employees to the organization, including its policies, practices, and objectives. Vestibule training is a type of training that is done off the job, usually in a simulated or replicated environment. Employee initiation is not a commonly used term in the context of employee onboarding or orientation. Job specification refers to a document that outlines the specific qualifications, skills, and experience required for a particular job.

Question 17

What is an advantage of hiring contingent workers?

Accepted Answer

Hiring contingent workers can be a good strategy if the economic climate is uncertain. This allows companies to be flexible with their workforce and adjust quickly to changes in demand or financial constraints. Contingent workers can also be cost-effective as they are often paid on a project or hourly basis rather than receiving benefits and a regular salary.

Question 18

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

Accepted Answer

Contingent workers are often hired on a temporary or part-time basis, making them a flexible and cost-effective option for companies in times of uncertainty or when there are fluctuations in demand. This has led to an increase in the use of contingent workers in recent years, rather than a decline (option B). While some contingent workers may be employed in office-clerical work (option A), this is not necessarily true for the majority. Lastly, while labor laws provide some protections for contingent workers, they do not typically require firms to offer the same wages and benefits as other employees (option C is incorrect).

Question 19

________ is the easiest kind of training to implement, when the job requires simple tasks and/or is repetitive.

Accepted Answer

On-the-job training is the easiest kind of training to implement when the job requires simple tasks and/or is repetitive as it involves training employees while they are actually performing their job. This type of training is usually more cost-effective and efficient compared to other types of training.

Question 20

Early Bird Enterprises conducts thorough background investigations of its prospective employees. The purpose of such investigations is to

Accepted Answer

The purpose of conducting thorough background investigations of prospective employees is to identify the applicants who are most likely to succeed in the organization. This includes assessing their skills, experience, and other relevant factors that will contribute to their potential success in the role. While federal reporting guidelines may require up-to-date work history, this is not the primary purpose of background investigations. Additionally, implementing the "employment at will" doctrine or discovering whether an employee has worked for a competitor may be factors considered in the hiring process, but they are not the main purpose of background investigations.

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