Question 1

Which of the following selection techniques is likely to offer the highest validity?
A) ABC 24/7, a news channel, is looking for an anchor to host a talk show on current affairs. Each candidate is asked a variety of questions depending on their personal work experience and areas of strength.
B) N&S is conducting campus interviews that attract a large number of applicants. To eliminate those who do not have the necessary skills, N&S makes applicants fill out a preliminary questionnaire. Based on the results, N&S then decides who qualifies to the next round.
C) Orangetree finds it more important that new employees fit in with the company culture and other employees. Thus, interviews are generally conducted individually by a number of top managers, who assess candidates' fit with the company.
D) Papercraft is a family firm and the CEO has the final say in all employee hires. Employees are often hired on the basis of a brief interview with the CEO, rather than the company's formal interview process.

Accepted Answer

Administering a preliminary questionnaire allows N&S to quickly eliminate candidates who do not have the necessary skills for the position, thus increasing the validity of the selection process.

Question 2

The practice of moving individuals to various types of jobs within the organization at the same level or next-immediate-higher level for periods of time from an hour or two to as long as a year is known as ________.
A) apprenticeship
B) mentoring
C) job rotation
D) job sharing

Accepted Answer

Job rotation involves moving individuals to various types of jobs within the organization at the same level or next-immediate-higher level for a period of time. This helps employees gain exposure to different roles and responsibilities within the company, develop new skills, and see how different parts of the organization function. Apprenticeship refers to a training program in which individuals learn a specific trade, while mentoring involves pairing an experienced employee with a newer employee for guidance and career development. Job sharing involves two employees sharing the responsibilities of one position.

Question 3

________ is a form of training in which a person works alongside someone who is skilled in a particular craft and is taught by that person.
A) Apprenticeship
B) Work simulation
C) Micro-schooling
D) Job sharing

Accepted Answer

Apprenticeship is a form of training in which a person works alongside someone who is skilled in a particular craft or trade and is taught by that person. This type of training is usually hands-on and can last several years, allowing the apprentice to acquire practical skills and knowledge that are not easily obtained through classroom learning or traditional educational programs.

Question 4

________ orientation sessions are generally designed to help the new employee get up to speed on the new job,co-workers,policies,procedures,and expectations.
A) Career path
B) Job rotation
C) Work-unit
D) Critical incident

Accepted Answer

Work-unit orientation sessions are focused specifically on introducing new employees to their work unit, providing information on policies and procedures that are specific to that unit, and helping the new employee get comfortable with their co-workers and the expectations of the work unit. Career path orientation sessions discuss opportunities for advancement within the organization, job rotation orientation sessions introduce new employees to different roles within the organization, and critical incident orientation sessions provide training on how to handle emergencies or unexpected situations.

Question 5

Which of the following is an off-the-job training method?
A) correspondence courses
B) mentoring
C) job rotation
D) apprenticeship

Accepted Answer

Correspondence courses are completed outside of the workplace, making them an off-the-job training method. Mentoring, job rotation, and apprenticeships are all on-the-job training methods.

Question 6

Which of the following is true regarding work sampling?
A) Work sampling is expensive and difficult to administer.
B) Work sampling tests only general aptitude and not specific skills.
C) A person who performs well in the work sample will not perform well on the job.
D) Work sampling is not an accurate predictor of how a candidate will do on the job.

Accepted Answer

Work sampling is considered a cost-effective and relatively easy method to administer for assessing specific job skills by observing individuals performing tasks that are representative of the actual job. It is designed to predict job performance accurately, contrary to options B, C, and D, which inaccurately describe the purpose and effectiveness of work sampling.

Question 7

Which of the following strategies should managers avoid when designing orientation programs?
A) reducing paperwork to minimize information overload
B) alternating heavy information with lighter presentations
C) scheduling informal meetings between new hires and immediate supervisors
D) matching each new employee with a "buddy" based on job similarity rather than personality compatibility

Accepted Answer

Matching new employees with a "buddy" based on job similarity rather than personality compatibility can lead to ineffective mentoring and support, as personal rapport and compatibility are crucial for such relationships to be successful.

Question 8

Which of the following is true for interviews?
A) In unstructured interviews, interviewers ask all candidates the same set of questions.
B) The validity of unstructured interviews is lower than that for structured interviews.
C) Structured interviews involve asking each candidate to answer different questions based on their individual qualifications.
D) Recording interview responses on a standardized form decreases the validity of the interview.

Accepted Answer

Research suggests that the validity of unstructured interviews is lower than that for structured interviews. Unstructured interviews allow for the interviewer's biases to influence their questioning and evaluation of candidates, making it difficult to compare candidates objectively. Structured interviews, on the other hand, are designed to ask all candidates a standardized set of questions and have predetermined criteria for evaluating responses.

Question 9

Orangetree has hired new employees following a campus recruitment drive.Tim and Sandy,the new employees,have the skills to do the job but lack experience in the work environment.Orangetree assigns two older employees in the same department to help Tim and Sandy get accustomed to the functioning of the organization.This is known as ________.
A) apprenticeship
B) mentoring
C) job rotation
D) job sharing

Accepted Answer

This scenario describes a mentoring relationship, where more experienced employees (the mentors) guide and support new employees (the mentees) in their transition into the organization. The mentors help the new employees understand the organizational culture, processes, and norms, and provide advice and feedback to help them grow and succeed in their roles. Apprenticeship typically involves a more formal training program, whereas job rotation and job sharing typically involve rotating employees through different roles and responsibilities within the organization.

Question 10

When a job has high physical demands,companies require physical examinations as part of the screening process.Information gathered from the examinations can be used in all of the following ways EXCEPT ________.
A) helping to reduce insurance claims
B) selecting physically qualified applicants
C) checking for issues unrelated to job performance
D) protecting against lawsuits by identifying high-risk applicants

Accepted Answer

Physical examinations for job screening are primarily focused on assessing an applicant's physical capabilities and identifying any potential health issues that could impact job performance or increase the risk of injury. Checking for issues unrelated to job performance would not be a relevant use of this information. The other options listed - reducing insurance claims, selecting physically qualified applicants, and protecting against lawsuits - are all common uses of physical exam results in the screening process.

Question 11

A(n)________ is an on-the-job training technique.
A) correspondence course
B) cross training program
C) online learning
D) critical incident

Accepted Answer

Cross training program is an on-the-job training technique in which an employee learns the skills and functions of another job in addition to their own. This can help them understand the bigger picture and increase their versatility within the company.

Question 12

________ skill development programs address skills such as effective listening,conflict resolution,negotiation,and coaching.
A) Technical
B) Conceptual
C) Interpersonal
D) Motor

Accepted Answer

Interpersonal skill development programs focus on improving communication, social awareness, and relationship management. Effective listening, conflict resolution, negotiation, and coaching are all examples of interpersonal skills. Technical skill development programs focus on improving specific job-related abilities, while conceptual skill development programs focus on improving strategic thinking and decision-making abilities. Motor skill development programs focus on improving physical abilities, such as hand-eye coordination and dexterity.

Question 13

Which of the following statements is true about using physical testing as a selection method?
A) Physical exams cannot be used as a method to reduce insurance claims.
B) Drug testing is not permissible unless the firm can demonstrate that it is a bona fide occupational qualification.
C) Physical tests cannot be used unless the requirements being screened relate to job performance.
D) Physical tests can only test current illnesses or capacity; they cannot be used to test for potential problems.

Accepted Answer

According to the Equal Employment Opportunity Commission (EEOC), physical tests can only be used if they are directly related to the job requirements and have been validated as job-related and consistent with business necessity. This means that physical tests must be used to measure a specific job performance requirement, such as the ability to lift a certain weight or perform a certain task. They cannot be used as a general screening tool for potential health issues or non-job-related factors. Choices A, B, and D are incorrect because they do not accurately reflect EEOC guidelines for physical testing.

Question 14

In which of the following cases will written tests be the most useful selection technique?
A) JEG needs an operator for the specialized machinery used on the shop floor and must decide from among ten candidates for the job.
B) N&S Corp. is conducting internal recruitment for a trainer for employees and needs a person who can interact well with others.
C) Orangetree is holding walk-in interviews and needs to eliminate at least half of the 200 candidates depending on their aptitude.
D) Papercraft Inc. is looking for artists who can design and produce specialized gift items and has placed ads on several job portals.

Accepted Answer

Written tests will be most useful in case C where Orangetree needs to eliminate at least half of the 200 candidates based on their aptitude. Written tests can help assess the aptitude and skill level of a large number of candidates in a fair and standardized manner. However, in cases A, B, and D, other selection techniques such as job simulations, interviews, and portfolio reviews may be more appropriate to assess the candidates' abilities and suitability for the job.

Question 15

________ provide new employees a broad overview of the industry,the company and its business activities; its key competitors; and general information about working for the company.
A) Orientation programs
B) On-the-job training
C) Problem-solving conferences
D) Staff development meetings

Accepted Answer

Orientation programs are specifically designed to provide new employees with an introduction to the company and its operations. This includes information about the industry, the company's business activities, competitors, and what it's like to work for the company. On-the-job training is more focused on specific job tasks and skills, while problem-solving conferences and staff development meetings are typically for current employees rather than new hires.

Question 16

Alison is a newly promoted manager at N&S.Though she has the requisite qualifications in terms of experience and process knowledge,her team told her supervisors that Alison's management style is abrasive and authoritarian.Which of the following sets of skills does Alison need to improve?
A) technical skills
B) conceptual skills
C) interpersonal skills
D) motor skills

Accepted Answer

Alison needs to improve her interpersonal skills to become a more effective manager. Interpersonal skills involve the ability to communicate, build relationships, and work effectively with others. If her team perceives her management style as abrasive and authoritarian, it suggests a lack of interpersonal skills. Technical skills refer to specific expertise in a particular field, conceptual skills involve the ability to think and understand complex ideas, and motor skills involve physical abilities.

Question 17

________ skill development programs include a variety of skills and abilities,such as problem solving,decision making,planning,and organizing.
A) Technical
B) Conceptual
C) Interpersonal
D) Motor

Accepted Answer

Conceptual skill development programs focus on developing skills that involve conceptualizing and abstract thinking, such as problem-solving, decision-making, planning, organizing. Technical skills pertain to specific knowledge and abilities related to a particular job or industry, while interpersonal skills refer to the ability to communicate and interact effectively with others. Motor skills involve physical abilities and coordination. Therefore, B is the best answer.

Question 18

Which of the following selection techniques is the least useful predictor of how a candidate will do in a particular job?
A) written tests
B) work simulation
C) work sampling
D) assessment centers

Accepted Answer

Written tests may not accurately assess a candidate's ability to perform job-related tasks or interact with others in a workplace setting. Other selection techniques, such as work simulation, work sampling, and assessment centers, may provide a more realistic evaluation of a candidate's skills and abilities.

Question 19

Candidates for university teaching positions are routinely required to teach a 50-minute class in their discipline while selection committee members observe both the candidate's work and students' responses.What is this selection technique called?
A) assessment center
B) physical examination
C) unstructured interview
D) work simulation

Accepted Answer

This selection technique is called work simulation as the candidate is required to perform an actual task that they would be expected to do if hired for the position.

Question 20

Which of the following is true for assessment centers?
A) They avoid using work sampling and simulation techniques.
B) They are time- and resource-intensive selection tools.
C) They focus on conducting personality tests of job candidates to find out if they work well with teammates.
D) They are a cost-effective selection method for employees moving up within a firm.

Accepted Answer

Assessment centers are known for being time- and resource-intensive selection tools that involve multiple assessment methods, such as group exercises, role plays, and interviews. They are often used for high-level positions and can be expensive to implement. Therefore, option B is the correct answer. Option A is incorrect because work sampling and simulation techniques are commonly used in assessment centers. Option C is incorrect because while personality tests may be included in the assessment process, they are not the sole focus of assessment centers. Option D is incorrect because assessment centers are typically used for external candidates, not for internal promotions.

Quiz 7: Managing Diverse Human Resources

Which of the following selection techniques is likely to offer the highest validity?

The practice of moving individuals to various types of jobs within the organization at the same level or next-immediate-higher level for periods of time from an hour or two to as long as a year is known as ________.

________ is a form of training in which a person works alongside someone who is skilled in a particular craft and is taught by that person.

________ orientation sessions are generally designed to help the new employee get up to speed on the new job,co-workers,policies,procedures,and expectations.

Which of the following is an off-the-job training method?

Which of the following is true regarding work sampling?

Which of the following strategies should managers avoid when designing orientation programs?

Which of the following is true for interviews?

When a job has high physical demands,companies require physical examinations as part of the screening process.Information gathered from the examinations can be used in all of the following ways EXCEPT ________.

A(n) ________ is an on-the-job training technique.

________ skill development programs address skills such as effective listening,conflict resolution,negotiation,and coaching.

Which of the following statements is true about using physical testing as a selection method?

In which of the following cases will written tests be the most useful selection technique?

________ provide new employees a broad overview of the industry,the company and its business activities; its key competitors; and general information about working for the company.

Alison is a newly promoted manager at N&S.Though she has the requisite qualifications in terms of experience and process knowledge,her team told her supervisors that Alison's management style is abrasive and authoritarian.Which of the following sets of skills does Alison need to improve?

________ skill development programs include a variety of skills and abilities,such as problem solving,decision making,planning,and organizing.

Which of the following selection techniques is the least useful predictor of how a candidate will do in a particular job?

Candidates for university teaching positions are routinely required to teach a 50-minute class in their discipline while selection committee members observe both the candidate's work and students' responses.What is this selection technique called?

Which of the following is true for assessment centers?