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Question
What is true about medical examinations of job candidates?
A) Medical examinations may not be related to job requirements.
B) Medical examinations are conducted upon the receipt of a candidate's rsum.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after a candidate has been given a job offer.
Answer
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Related questions
Q:
What is a disadvantage of using rsums as a source of information about job applicants?
A) It is a relatively expensive method of gathering information.
B) It does not allow applicants to highlight accomplishments.
C) Review of rsums is least valid when the content of the rsums is evaluated in terms of the elements of a job description.
D) A rsum is biased in favor of the employer.
E) The content of the rsum is controlled by the applicant.
Q:
Kelsey is filling out an application form for the position of an elementary school teacher. While she is filling it out, she comes across a section that asks for information about her high school and college courses and grades. Which section of the application form is being referred to here?
A) mailing address
B) work experience
C) racial details
D) educational background
E) declaration
Q:
Regal Inc., an investment bank, is in the final stage of its selection process for a business analyst. Donald is one of the desired candidates for the position. As part of background checks, the bank wants to look at his credit history. Which Act requires them to obtain Donald's consent before using a third party to check his credit history?
A) The Civil Rights Act of 1991
B) The Fair Credit Reporting Act
C) The Fair Labor Standards Act
D) The Labor-Management Reporting and Disclosure Act
E) The Consumer Credit Protection Act
Q:
Which of the following exemplifies the best use of utility for a selection procedure?
A) Tina's Treats, a suburban diner, spends a lot of time and money recruiting a server.
B) A local gas station has a recruitment procedure that spans four months for the position of a cashier.
C) Fritter Corp., an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO.
D) Car Care, a local car wash, employs a three-month-long selection procedure for hiring one of its operators.
E) Buffington High School conducts several rounds of interviews to recruit a maintenance worker.
Q:
Christian is the HR manager of Pryor's Printing, a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. This scenario suggests that he wants to know if this test is a(n) ________ method.
A) substitutable
B) evaluative
C) practical
D) generalizable
E) nondirective
Q:
Russell, the new human resource manager at RTL Inc., proposes using automated systems for screening rsums of applicants. Russell claims that automated systems are better than humans at picking the right profiles. Which statement weakens Russell's claim?
A) Automated systems might reject qualified people who didn't use the same keywords as the job description.
B) Automated systems reduce the pace of the selection process by a large margin.
C) Automated systems prevent candidates from knowing the status of their applications.
D) Automated systems do not help in matching rsums to the keywords in job requirements.
E) Automated systems refrain from replying to the candidates when their profiles are rejected.
Q:
In most organizations, the first step in the personnel selection process is
A) verifying the applicants' qualifications through reference and background checks.
B) negotiating with the employee regarding salary and benefits.
C) screening the applications to see which ones meet the basic requirements for the job.
D) administering tests and reviewing work samples to rate the candidates' abilities.
E) inviting candidates with the best abilities to the organization for one or more interviews.
Q:
In an organization, a supervisor usually makes the final employee selection decision.
Q:
Interviewing is considered the most accurate basis for making a selection decision.
Q:
In a nondirective interview, the interviewer always asks questions from an established set of questions.
Q:
Personality tests are more reliable than intelligence tests.
Q:
The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.
Q:
Jenny is the human resource manager for a machine job that produces custom parts. To make these products, production employees must be able to quickly learn new methods and machines. To identify job candidates who can quickly acquire new skills, Jenny could administer achievement tests.
Q:
The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her rsum from an online job site.
Q:
Tex Tools applies its in-depth understanding of the challenges facing manufacturers to design and build custom machine tools that are highly valued by business customers. To maintain its competitive advantage, Tex Tools also wants to avoid spending more than is necessary on administrative activities such as managing employee benefits. What would be the most effective way for Tex Tools to minimize administrative expenses without sacrificing quality?
A) hiring new employees with administrative skills
B) downsizing the workforce so fewer administrators are needed
C) moving to a location where raw materials are abundant
D) outsourcing administrative work to an organization that specializes in these services
E) hiring temporary workers to fill permanent job positions
Q:
Identify a disadvantage of using temporary and contract workers.
A) Revocability of this method is more difficult than other methods of avoiding labor shortage.
B) These kinds of workers cannot be hired through an agency.
C) These methods are a relatively slow solution to labor shortage.
D) These workers tend to be less committed to an organization.
E) These workers work well in key jobs, but not in those jobs that supplement permanent employees.
Q:
El Niro Inc. is automating processes so the company can meet its demand with a smaller workforce. The CEO asks Megan, the vice president of human resources, for advice on how to address the resulting labor surplus. Megan studies the workforce and observes that many employees are in their 50s and 60s. Furthermore, these employees are the highest-paid workers in every job category. Based on this information, what should Megan suggest as the most effective way of addressing El Niro's labor surplus?
A) The workforce should be downsized, with layoffs focusing on the older employees.
B) Retrain the older employees in order to make them work more productively.
C) Provide performance-based pay to increase production output by the employees.
D) Replace the employees with contract workers.
E) Offer early retirement incentives to the employees in their 50s and 60s.
Q:
Jacob, the CEO at Einstein Inc., learns that his company is perceived as low-value by customers. He plans to combat this by hiring highly skilled and knowledgeable employees in order to improve Einstein's competitive standing. In this scenario, Jacob will most likely be hiring
A) outsourced employees.
B) offshored employees.
C) employees with a core competency.
D) employees with a college degree.
E) temporary workers.
Q:
Solarn Inc. is a relatively new company that employs 23 workers. When it finished a major contract, the owner realized that there wasn't enough work left for all the remaining workers. The company is negotiating contracts that could provide future work in a few months, but it currently must address its labor surplus in order to remain financially sound. What is the best strategy to deal with this labor surplus?
A) an early retirement program
B) natural attrition
C) a hiring freeze
D) downsizing
E) work sharing
Q:
Rantly Corp. is eliminating its desktop computer repair center in Minnesota. Meanwhile, the demand for mobile device repaira service it provides in Florida and New Jerseyis growing rapidly. Betsy, a human resource specialist at the Rantly Corp. headquarters in Miami, must plan to avoid a labor surplus in Minnesota in a fast and effective way. She wishes to do so with minimal employee suffering in terms of layoffs and salary. Which strategy would best help Betsy accomplish her goal?
A) pay reductions
B) transfers
C) demotions
D) early retirement
E) hiring freeze
Q:
Which form of experiential training is a teamwork and leadership training program that uses challenging, structured outdoor activities?
A) behavior modeling
B) coordination training
C) adventure learning
D) cross-training
E) action learning
Q:
________ involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves.
A) Random testing
B) Benchmarking
C) Behavior modeling
D) Experiential training
E) Classroom learning
Q:
Identify the statement that accurately describes an avatar.
A) a computer-based technology that provides an interactive three-dimensional learning experience
B) a computer application that automates the administration and delivery of a training program
C) a computer depiction of employees that can be manipulated in an online role-play
D) a computer application that conducts needs assessments for an organization
E) a computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job
Q:
Enrique is hired as a seasonal firefighter by the Oregon Department of Forestry and Fire Protection. The training used to prepare Enrique for his firefighting job involves an online training module. In this game-like module, Enrique is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n)
A) apprenticeship.
B) cross-training.
C) action learning.
D) internship.
E) simulation.
Q:
What distinguishes an apprenticeship from an internship?
A) An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method.
B) An apprenticeship is an unstructured training method, whereas an internship is a structured training method.
C) An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions.
D) Most apprenticeship programs take place in white-collar professions, whereas most internship programs occur in blue-collar jobs.
E) An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.
Q:
Yvonne, a student at Carlitto College, is pursuing a degree in international business management. As part of her program at Carlitto College, she accepts an opportunity to work at Pullman Consulting for a period of six months, where she will gain experience related to her field. Yvonne's employment at Pullman Consulting is an example of a(n)
A) internship.
B) coordination training.
C) apprenticeship.
D) experiential training program.
E) simulation training program.
Q:
Which statement is true of an apprenticeship?
A) An apprenticeship does not include any classroom training methods.
B) An apprentice can earn an income while learning a trade.
C) An apprenticeship does not offer hands-on learning and practice.
D) An apprenticeship cannot be sponsored by groups outside the firm.
E) An apprenticeship is mostly used for teaching management and interpersonal skills.
Q:
Identify the occupation that would typically employ an apprentice.
A) accountant
B) doctor
C) carpenter
D) nurse
E) lawyer
Q:
Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training?
A) bumping
B) benchmarking
C) apprenticeship
D) co-employment
E) onboarding
Q:
Which statement accurately characterizes electronic performance support systems (EPSSs)?
A) EPSSs provide expert advice when a problem occurs on the job.
B) EPSSs automate the administration and delivery of a company's training programs.
C) EPSSs determine the appropriateness of training by evaluating the characteristics of the organization.
D) EPSSs determine an individual's readiness for training.
E) EPSSs identify the tasks that training should emphasize.