Question 1

Mentoring is the process of having a more experienced person provide guidance to a less experienced person.

Accepted Answer

Mentoring is indeed the process of having a more experienced individual provide guidance, advice, and support to a less experienced person. The mentor shares their knowledge, skills, and expertise in a particular area, and helps the mentee to develop their own abilities and reach their personal and professional goals.

Question 2

A selection criterion is uniform in application if it is applied consistently to all job candidates.

Accepted Answer

A uniform selection criterion is one that is applied consistently and equally to all job candidates, without bias or discrimination. This ensures fairness and equality in the hiring process.

Question 3

Training needs to be relevant,informational,interesting,applicable to the job,and actively involve the trainee.

Accepted Answer

Training needs to be relevant to the job to ensure that the trainee gains the necessary knowledge and skills to perform their job effectively. It should also be informational, providing new and valuable information to the trainee. Additionally, it should be interesting to keep the trainee engaged and motivated during the training process. Moreover, the training should be applicable to the job, demonstrating how the trainee can apply what they have learned to their actual job responsibilities. Finally, active involvement of the trainee promotes engagement and encourages the application of the knowledge and skills learned during the training.

Question 4

The supervisor's subordinates should never be allowed to be involved in the hiring decision since this decision is a management right.

Accepted Answer

While the final decision may rest with management, it is important to involve subordinates in the hiring process to ensure a diverse range of perspectives and to make sure the new hire will work well with existing team members. However, the supervisor should still have the final say in the hiring decision.

Question 5

An employer cannot be found liable for serious misconduct that might have been avoided by an investigation intoan employee's background prior to being hired.

Accepted Answer

Employers can be found liable for negligent hiring if they fail to conduct a reasonable investigation into an applicant's background and the employee later engages in serious misconduct related to their job.

Question 6

The supervisor should never be involved in on-the-job training.It should be done by the human resource department.

Accepted Answer

While the human resource department can certainly play a role in developing and implementing training programs, supervisors should also be involved in on-the-job training as they have direct knowledge and experience with the day-to-day tasks and challenges of the job. They can also provide feedback and support to employees during the training process.

Question 7

The term competencies refers to the set of skills,knowledge,and personal attributes possessed by the superior performer.

Accepted Answer

Competencies are indeed the skills, knowledge, and personal attributes that superior performers possess, which set them apart from average or subpar performers.

Question 8

Part of the onboarding process involves shaping a new employee's behavior in a way that is conducive toan organization.

Accepted Answer

Part of the onboarding process is to familiarize the new hire with the organization's culture, values, norms, and expectations so that the employee's behavior aligns with the organization's goals and objectives. Proper onboarding helps new employees assimilate quickly into their roles, become productive and contribute to the organization's success.

Question 9

The acronym O.U.C.H stands for Objective,Unique,Consistent,and Harmless.

Accepted Answer

O.U.C.H. does not stand for Objective, Unique, Consistent, and Harmless; it is not a widely recognized acronym in this context.

Question 10

Documentation of hiring decisions is necessary to ensure that a supervisor's decision was based upon job-related factors and was not discriminatory.

Accepted Answer

Documentation of hiring decisions is necessary not only for record-keeping purposes but also to ensure that the decision was based on job-related factors such as knowledge, skills, and abilities of the candidates. It is also important in proving that the decision was not made based on discriminatory reasons such as race, gender, age, or disability.

Question 11

There is no certainty that the best person for the job has been hired,but an applicant's sense of humor,extrovert personality,and literacy provide the greatest amount of comfort in the applicant selected.

Accepted Answer

The statement suggests that qualities like sense of humor, extrovert personality, and literacy are prioritized over actual qualifications and experience, which is not a reliable criteria for determining the best person for the job. Therefore, there is no certainty that the best person for the job has been hired, making the statement false.

Question 12

Training programs should be provided for all employees.

Accepted Answer

Training programs should be provided for all employees to improve their knowledge, skills, and performance, which ultimately benefits the organization. It can help employees stay up-to-date with the latest technology, industry trends, and best practices. Moreover, training programs motivate the employees, increase their job satisfaction, and can reduce turnover rates. Therefore, it is essential to provide training programs for all employees.

Question 13

Orientation should be accomplished entirely on the employee's first day on the job.

Accepted Answer

Orientation should begin before the employee's start date and may continue beyond the first day to ensure that the employee has a strong understanding of the company's goals, policies, and procedures.

Question 14

More important than the actual techniques used to orient new employees are the attitudes and behaviors of the supervisor.

Accepted Answer

While techniques for orientation are important, the attitude and behavior of the supervisor can have a major impact on the success of the process. Supervisors who are welcoming, helpful, and communicative can make new employees feel valued and supported, while those who are distant or unresponsive can create a negative experience.

Question 15

A checklist is a valuable supervisory tool to use when developing an orientation program.

Accepted Answer

A checklist can help ensure that all necessary topics are covered during the orientation process, making it a useful tool for supervisors.

Question 16

The supervisor should always hire the individual who will get along best with the other employees in the department.

Accepted Answer

While getting along with other employees is important, it should not be the only factor in hiring a candidate. The supervisor should also consider the candidate's skills, experience, and qualifications for the job.

Question 17

The halo effect is the tendency to allow one favorable aspect of a person's behavior to positively influence judgment on all other aspects.

Accepted Answer

The halo effect is a real cognitive bias that can affect how people perceive others. It occurs when someone becomes overly impressed by one positive trait or quality in a person, which then colors their judgment of that person in other areas. For example, if someone is very physically attractive, others may assume they are also kind, intelligent, and successful, even if there is no evidence to support these assumptions.

Question 18

College-campus-based training programs for employees is an example of on-the-job training

Accepted Answer

College-campus-based training programs are considered off-the-job training because they occur away from the actual work environment and do not involve performing the job itself.

Question 19

Supervisors should create a sense of informality in the interview process in order to relieve tension.

Accepted Answer

Creating a sense of informality in the interview process can help to lower the stress levels of the interviewee, and can lead to a more productive and informative conversation.

Question 20

Employers need not verify any references or application form data,since it is very rare for any employee to falsify data.

Accepted Answer

Employers should always verify references and application form data to ensure that the information provided by the potential employee is accurate. It is not uncommon for job applicants to falsify their credentials, and failing to verify this information can result in hiring someone who is not suited for the job.

Quiz 10: Empowering Employees for Success