Question 1

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 2

The first step in establishing training and development programs is to:

Accepted Answer

Before designing any training and development programs, it is essential to assess the needs of the organization and the skills of the employees. This ensures that the programs are tailored to address specific gaps and are effective in meeting the organization's objectives. Establishing appropriate simulation parameters and conducting preemployment tests are specific steps that may be taken as part of program design, but they are not the first step in the process. Therefore, the best answer is B.

Question 3

Charlie is the director for a small non-profit company that provides jobs for disabled Americans. One of his most time consuming responsibilities is finding companies that are willing to hire his company to perform tasks such as bulk mailings and other small jobs that his employees can do in a reasonable amount of time. He needs to recruit an outside sales representative who can dedicate time to meeting with other firms and selling the services of the non-profit operation. Under the circumstances that Charlie's non- profit is similar to a small business with a small amount of funds dedicated toward the sales position, which of the following strategies may be a suitable approach to finding a good sales person?

Accepted Answer

Partnering with the local community college and testing out students who may want to intern with the company can be a cost-effective way to find a suitable candidate. The company can provide valuable experience to the student, and the student can bring new insights and energy to the company. Additionally, if the student performs well, they may be a good candidate for a full-time position in the future. Option A is unethical and can damage the company's reputation. Option B may not yield candidates with the necessary qualifications or dedication. Option D may be too expensive for a small non-profit company.

Question 4

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 as they are specialized in conducting interviews and have the expertise to assess the applicant's skills and qualifications against the job requirements. Current workers in the applicant's department may not have the necessary training to conduct a proper screening interview. A selection committee consisting of managers from all departments may be involved in the final stages of the selection process, but not in the initial screening interview. The company's affirmative action officer has a different role, focusing on ensuring compliance with diversity and equal employment opportunity requirements rather than conducting interviews.

Question 5

Crocker 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 those applicants who are most likely to succeed. This includes verifying their education, work history, criminal record, and other relevant information to assess their qualifications, skills, and character. Identifying successful candidates can help organizations to reduce employee turnover, increase productivity, and improve overall performance. Meeting federal reporting guidelines, implementing the "employment at will" doctrine, and discovering whether the employee has ever worked for a competitor may be important but are not the primary purpose of background investigations.

Question 6

The selection process may include a(n) , 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

The option B, probationary period is the correct answer. This is a period when the employee's performance is assessed to determine if they are suitable for permanent employment. During the probationary period, the employer can terminate the employee if the performance is not up to the required standard. Once the employee passes the probationary period, their employment becomes permanent.

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

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, fidelity appraisal, or character review typically focus on different aspects of the employee's background or personality.

Question 9

As indicated in the Making Ethical Decisions box, "Motivating Temporary Employees",

Accepted Answer

Providing temporary employees with the impression that full-time positions will be available in the near future can be misleading and ethically questionable if there is no intention or possibility of offering such positions.

Question 10

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 deciding who should be hired, under legal guidelines, to serve the best interests of the individual and the organization. The other options listed are also important aspects of managing human resources, but they are not specifically focused on the hiring decision-making process.

Question 11

The first step in the selection process is:

Accepted Answer

Obtaining complete application forms allows the employer to gather basic information about the candidate's qualifications and experience before moving onto the next steps in the selection process. This step helps filter out any candidates who do not meet the minimum qualifications for the position.

Question 12

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, their coworkers, supervisors, and the company policies and practices. Vestibule training refers to training that is conducted in a simulated work environment, not specifically focused on introducing new employees to the company. Employee initiation is not a commonly used term in relation to onboarding new employees, and job specification refers to a document that outlines the responsibilities and requirements of a particular job, not the process of introducing new employees to the organization.

Question 13

Danielle relies on summer earnings to fund her next year at the university. When she tried to get her old high school summer job back at local Cool Rags Clothier, she learned that the manager no longer hires college students during the summer months. Which of the following strategies do you recommend that Danielle pursue?

Accepted Answer

Contacting temporary staffing companies can help Danielle find other job opportunities that are seasonal or temporary in nature, which fits her need for summer earnings to fund her next year at university. It is a proactive step in finding alternative job options instead of waiting for the unlikely chance that Cool Rags will change its hiring policy. She can also explore other options such as internships, freelancing, or online part-time jobs that can give her the financial support she needs during the summer.

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 will expedite the process of conducting background investigations and promises to get suitable results. It is a more efficient and reliable method compared to dedicating one human resource expert to make personal calls and do all the background checks. Minimalizing the types of questions asked at this juncture may not provide enough information for the company to make an informed decision, and skipping this important step in the selection process can lead to serious consequences such as hiring individuals with criminal records or false qualifications.

Question 15

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

As a human resource manager, Betty's goal should be to design tests that are directly related to an applicant's ability to perform the job. This will help ensure that the company hires the most qualified and capable employees. Writing tests that are unnecessarily difficult or measuring general aptitudes may not accurately assess the skills needed for the job and may even result in discrimination. Additionally, informing superiors that tests are now illegal is not a relevant response to the task at hand.

Question 16

Internet-based training courses are sometimes also called:

Accepted Answer

Internet-based training courses are commonly referred to as distance learning because they allow individuals to learn from a remote location without physically attending a classroom or training center. The other options, contingency training, synchronized training, and vestibule training, do not accurately describe internet-based training courses.

Question 17

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

Accepted Answer

Critics argue that employment tests may discriminate against certain groups, such as minorities or individuals with disabilities, if the tests are biased or do not accurately measure job-related skills. Tests that only measure cognitive abilities may not take into account the diverse backgrounds and experiences that individuals bring to a job, and could thus unfairly disadvantage certain groups.

Question 18

Mallard's Department Store typically sells over a third of all its merchandise in the last two months of the year. Management has found that it must hire workers during this period of increased business to supplement its permanent employees.

Accepted Answer

Contingent workers are hired on a temporary basis and in this case, Mallard's Department Store hires additional workers during the last two months of the year to supplement its permanent employees.

Question 19

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

Accepted Answer

Contingent workers are those who are hired on a temporary or part-time basis, and do not have the guarantee of regular, full-time employment. This includes independent contractors, freelancers, and temporary workers. Apprenticed workers are those who are undergoing training in a particular trade or profession, and are typically expected to become full-time employees once their apprenticeship is complete. Indentured workers are those who have signed a contract or agreement to work for a specific employer for a set period of time. Underemployed workers are those who are employed, but are not fully utilizing their skills or abilities in their current job.

Question 20

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

Accepted Answer

Training and development programs are designed to improve an employee's skills, knowledge, and abilities, which in turn boosts their performance and productivity on the job. Employment tests assess a candidate's suitability for a job, contingency planning focuses on preparing for potential problems, and job enrichment aims to provide employees with more challenging and meaningful work. While all of these strategies can be useful in improving employee performance, training and development programs are specifically designed to build skills and enhance productivity.

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