MHSM 4310 HR final Exam second guide

MHSM 4310 HR final Exam second guide HR Final Second Guide Week 9 Chapters 13 & 14 1-The interviewing manager should always rely on the employment recruiter to address apparent gaps in an applicant’s employment history. -FALSE 2-The employment recruiter Human Resources should not send an application along with the applicant unless recruitment is urgent. -TRUE 3-All of today’s interviewing prohibitions concerning information that cannot legally requested came about with the passage of the Civil Right Act of 1964. -FALSE 4- The department manager should be the person who check references for whomever he or she whishes to hire, consistent with belief that the primary interviewer should do the reference checking. -FALSE 5-Through the overall course of an interview, the interviewer should on average do less talking than the applicant. -TRUE 6- All employees can be successfully taught how to leave their problems and their work problems at work. -FALSE 7-People-related problems and the frustrations accompanying them are a significant part of a first-line manager’s jobs. TRUE 8-Since the stated objective of disciplinary action is correction of behavior, all employee who violate personnel policies always get a least a second chance. TRUE 9-Performance related to employee performance should be addressed differently from behavior issues because: -Performance problems involve difficulty meeting the expectation or requirements of a job while behavior problems involve violations of 10-In appropriately addressing employee absenteeism, a department manager should: -Attempt to head off an employee’s developing pattern of absenteeism before it reaches the stage of disciplinary action 1-During the early minutes of an interview, the interviewing manager should: -Try some friendly