HM 482 exam 2 quizzes Questions and Complete Solutions Graded A+

HM 482 exam 2 quizzes Questions and Complete Solutions Graded A+ Which type of recruitment can sometimes lead to inbreeding and lack of new ideas: a. External recruitment b Unsolicited applications c Outsourced search d Internal recruitment - Answer: d When conducting an interview with a potential employee, questions related to _________________ are ALWAYS inappropriate. a.Age b. Race c Educational background d Former employment - Answer: b Which one is increasingly serving as a recruitment source for passive job candidates? a. Career Builder b You Tube c LinkedIn d Monster - Answer: c Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards? a employment malpractice b negligent hiring c improper hiring d invalid screening - Answer: b What is an advantage of using employee referral campaigns? a Local, hourly workers can be recruited quickly. b Applicants have received realistic job previews c Rewards and incentives are eliminated. d Applicants have community ties. - Answer: b Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test? a equivalency b reliability c expectancy d validity - Answer: b ________ involves increasing the number of tasks a worker performs, while maintaining the same level of difficulty and responsibility. a Job enlargement b Job enrichment c Job rotation d Job expansion - Answer: a Which of the following is not an internal recruiting tool? a outsourcing b job bidding c skills inventories d job posting - Answer: a The president of the 25-unit Family Fun Restaurant chain recently established a policy of filling open supervisory and managerial positions from applicants within the company. Implementing this policy will call for all of the following human resources activities except: a internal recruiting to fill open supervisory positions. b external recruiting to fill open line-level positions. c external recruiting to fill open managerial positions. d succession planning for current line-level employees. - Answer: c Which of the following is not regarded as a potential advantage of internal recruiting over external recruiting? a lower recruitment costs b infusion of "new blood" with new ideas c lower training costs d improved morale of staff - Answer: b Which of the following statements about training expenditures is true? a Return on investment (ROI) is the primary indicator used to evaluate training programs. b Cutting training budgets is one of the last measures an organization will take to cut costs during difficult economic times. c Training budgets have been steadily increasing since 2000. d Training budgets have been steadily declining since 2000. - Answer: d Which of the following analyses aims to identify employees' knowledge, skills, and abilities (KSAs)? a Individual analysis b Training analysis c Task and behavior analysis d Organizational analysis - Answer: c Which of the following is the most common type of training objective? a learning-acquired b results-oriented c knowledge generation d reaction-based - Answer: b A manager considered her training program unsuccessful due to the fact that a majority of the trainees said they did not like it. This manager was using a/an ______________ training objective. a on-the-job behavior b learning-acquired c critical-incident d reaction-based - Answer: d A training method that involves moving trainees from one job to another is called: a job rotation b cyclical training c work sampling d programmed instruction - Answer: a The primary purpose of training is to ________. a modify inappropriate behaviors b offer feedback about job performance c provide job-related knowledge and skills d supplement high school and college courses - Answer: c Learning that looks beyond today's job and has a more long-term focus is referred to as ________. a training b instruction c development d orientation - Answer: c Which of the following is LEAST likely to characterize a learning organization? a providing a supportive learning environment b offering specific learning processes and practices c supporting and reinforcing learning through leadership d requiring frequent examinations to ensure quick learning - Answer: d All of the following are analyses used to determine training and development needs EXCEPT a(n) ________. a organizational analysis b consumer analysis c person analysis d task analysis - Answer: b Ben is a mid-level manager at a hotel company, and he has difficulty interviewing job candidates. Which T&D method would most likely be used to help Ben improve his interviewing skills? a case study b role playing c business games d in-basket training - Answer: b A selection method that consistently leads all managers to hire employees who then fail is: a reliable and valid b reliable but invalid c unreliable but valid d unreliable and invalid - Answer: b A job posting for an open dining room server position requires that applicants (1) have experience with the restaurant's point-of-sale system, (2) work evenings, and (3) have a working knowledge of food and wine pairings. The manager's selection strategy is to first disqualify those applicants who have no experience with the operation's point-of-sale system, then to disqualify applicants who cannot work evenings, then to disqualify remaining applicants who lack working knowledge of food and wine pairings. This is an example of: a a discretionary selection strategy. b a work sample selection strategy. c a multiple hurdles selection strategy. d a compensatory selection strategy. - Answer: c Which of the following selection strategies relies most on desirable qualifications of applicants and allows managers the most discretion in selection decisions? a a discretionary selection strategy b a work sample selection strategy c a multiple hurdles selection strategy d a compensatory selection strategy - Answer: d Which of the following pre-employment testing techniques asks applicants to perform or simulate specific tasks they would do on the job? a validity tests b weighted application tests c work sample tests d reliability tests - Answer: c At a large downtown convention hotel, final candidates for open bell staff positions are asked to lift several bags and boxes as a test. This selection technique is an example of: a physical and motor ability testing. b weighted application testing. c pencil-and-paper testing. d eliability testing. - Answer: a Which of the following statements about checking references supplied by job applicants is false? a Waivers signed by job applicants that grant permission to contact references and to verify other credentials release the company from legal liability. b A company should notify job applicants before conducting credit reference checks on them. c Employers should obtain permission from former employees before releasing any information about them. d Written reference checks can be initiated either by the applicant or by the prospective employer. - Answer: a Which of the following types of information would a manager be least likely to obtain from former employers about job applicants? a dates of employment b salary information c eligibility for rehire d former position and responsibilities - Answer: c Carrie, the manager of a 150-seat theme restaurant, always interviews several applicants for an open position. She compares the applicants and selects the applicant who seems to stand out from the rest. Which of the following errors or biases does Carrie's selection technique potentially introduce? a devil's horns effect b similarity error c contrast error d halo effect - Answer: c Which one is increasingly serving as a recruitment source for passive job candidates? a Career Builder b You Tube c LinkedIn d Monster - Answer: b When conducting an interview with a potential employee, questions related to _________________ are ALWAYS inappropriate. a Age b Race c Educational background d Former employment - Answer: b advantages of internal recruiting methods - Answer: increased employee motivation, employee already familiar with company, access to applicants past performance, less costly disadvantages of internal recruiting methods - Answer: employee inbreeding- no new ideas, must fill position promoted employee previously had, jealousy risk of social media hiring - Answer: legal issues- mostly white people use social media hiring websites, creating a bias from looking at their social media accounts, not getting to know who the person actually is disadvantages of employee referral program - Answer: might be good friend but not good worker, adverse impact (legal issues w/race), possibility of friendship confused w/ job performance advantages of structured interviews - Answer: compare answers between candidates bc everyone is being asked same questions, no bias disadvantage of structured interviews - Answer: little flexibility, produce "narrow" or "shallow" answers, might not learn strengths and weaknesses advantage of unstructured interviews - Answer: learn strengths and weaknesses, better understanding of candidate, most common method disadvantage of unstructured interviews - Answer: everyone is not asked same questions, could result in illegal questions, little similarity between interviews advantages of on the job training - Answer: directly in context of job, most effective bc learning by experience, trainees are highly motivated, free from artificial classroom situations disadvantages of on the job training - Answer: trainer may not be experienced enough, not systematically organized, trainer may pass on bad habits