Pre- assessement Flashcards
(35 cards)
What is a best practice for internal recruitment?
Require the current manager to advertise and post the position
Hold both internal and external candidates to the same criteria
Communicate available positions internally rather than externally
Communicate who was selected for the position to internal applicants
Hold both internal and external candidates to the same criteria
An organization has several open positions that would require retraining and relocation of existing employees. The human resources manager is in the process of negotiating with union representatives who want to fill these positions with employee transfers. The manager needs to convince the union that employee transfers will not be in the best interest of the organization.
Which argument should the manager use to convince the union?
Transferring employees is a temporary solution to fill organizational needs.
Transferring employees is a temporary solution that reduces union membership.
Transferring employees based on seniority is not effective if the employee lacks the ability to perform the job.
Transferring employees to another job within the organization leads to employee insecurity causing low morale.
Transferring employees based on seniority is not effective if the employee lacks the ability to perform the job.
Which role requires a comprehensive view on how skill sets can be used within a firm?
Finance manager
Operation manager
Production line manager
Human resources manager
Human resources manager
A company wants to expand. It has established recruitment objectives of filling 10 new engineering jobs with high-performing college graduates from top engineering schools. The company also wants to maintain lower-than-average turnover. The research suggests the rural location may be a barrier to attracting and retaining talent, but the company is not in a position to move. The company wants to develop an appropriate recruitment strategy to accomplish the organization’s engineer hiring objectives.
How should the human resources manager proceed?
Find ways to identify types of graduates who perform at a high level and are likely to be content in the company’s setting
Focus on the organization’s strengths and leave out information about the location of the organization at all points in the recruitment process
Focus on alternative recruiting efforts as it is unlikely that an organization like this company could attract high-performing engineering students from top engineering schools
Propose paying a salary higher than the company’s compensation system deems appropriate to try to attract engineers who otherwise might not take or stay in the job to join the organization
Find ways to identify types of graduates who perform at a high level and are likely to be content in the company’s setting
A company wants to expand. They have established recruitment objectives of filling 10 new engineering jobs with high-performing college graduates from top engineering schools. They also want to maintain lower-than-average turnover. The research suggests the rural location may be a barrier to attracting and retaining talent, but the company is not in a position to move. The president has asked the human resources department to organize a communication plan to meet the organization’s strategic needs.
Why is this plan important to support this company’s expansion objective?
It provides a word-for-word script made for the company’s engineering candidates.
It promotes transparency and openness for the company’s engineering candidates.
It gives employees a chance to voice their concerns over the company hiring inexperienced engineers.
It streamlines the hiring process for the new engineers which lowers costs and improves productivity.
It promotes transparency and openness for the company’s engineering candidates.
Why should companies engage in internal recruitment?
It allows firms to create a deeper talent pool at their organization.
It helps organizations keep their trade secrets and other proprietary information.
It is more effective than external recruiting in finding the best candidate for the job.
It allows managers and human resources professionals to shape the culture of the organization.
It allows managers and human resources professionals to shape the culture of the organization.
Why should companies engage in external recruitment?
It brings in people with new perspectives.
It pushes low performers out of a company.
It leads to lower recruiting costs for the firm.
It is more effective in finding the best candidate
It brings in people with new perspectives.
A hotel has an open position. Several current employees are interested and qualified for promotion. The supervisor is also considering external applicants. The human resources manager prefers to promote from within.
Which argument would a human resources manager use to address the issue?
Internal applicants have a greater understanding of the competitive market.
Promoting from within will increase the amount of diversity within the organization.
Promoting internal employees will reduce the organization’s human resource needs.
Internal employees are more qualified because they are familiar with the organization.
Internal employees are more qualified because they are familiar with the organization.
Which two recruitment outcomes result from effectively communicating the firm’s employment brand?
Choose 2 answers
Increased employee benefits
Greater number of qualified candidates
Enhanced reputation as an employer of choice
More candidates from a wider geographical are
Greater number of qualified candidates
Enhanced reputation as an employer of choice
How should human resources management increase diversity in the workforce?
Provide employee training
Increase internal promotions
Develop external partnerships
Offer pay increases to employees
Develop external partnerships
Which type of information can be tracked using an applicant tracking system?
Payroll
Resumes
Attendance
Evaluations
Resumes
Which two pieces of information should a human resources manager initially have to make an effective employment decision about job applications?
Choose 2 answers
Past salary
Work experience
Job specifications
Date of graduation
Work experience
Job specifications
Which type of interview encourages the new hire’s acceptance into the organization?
Team
Patterned
Situational
Structured
Team
A company is looking to hire an applicant to fill a technical design position. The position requires a bachelor’s degree in a science, significant mathematical and computer skills, and ideally, several years of experience. The company also prefers to hire applicants who are team players who will fit within the culture of the company and will not disrupt the other employees by trying to make too many changes.
Which applicant would be a good person/job fit in this situation?
An English teacher with great people skills
An engineer who seems inclined to work alone
An applicant with a background in customer service
A writer who has been self-employed up to this point
An engineer who seems inclined to work alone
A human resources representative at a company is asked by a potential employer to provide a reference for a former employee. Because the former employer had previously been sued for making negative statements about employees, the human resources representative offers a positive but limited referral. However, the former employee was actually fired for physically assaulting his manager.
What is a possible consequence of the human resource representative’s actions, assuming the employee is hired at the new company and assaults his manager?
The former employer could be sued for libel, but not fraud.
The former employer could be sued for fraud, but not defamation.
The former employer could be sued for defamation, but not negligence.
The former employer could be sued for negligence, but not defamation.
The former employer could be sued for negligence, but not defamation.
An applicant is asked to take a technical exam to gauge his knowledge. The applicant scores poorly on the exam and is turned down for the position. Other applicants were given more time to complete the exam and were allowed to use reference materials.
Which criterion is a problem for the firm’s use of this exam as a means of choosing an appropriate applicant for the job?
Validity
Selection
Reliability
Standardization
Standardization
A company spent $40,000 on internal recruitment efforts last year, and $100,000 on external recruitment efforts. Last year at the start of the year the firm had 100 employees, while at the end of the year, the firm had 120 employees. During the year, 14 internal employees were promoted and their old jobs were taken by new external hires.
What was the firm’s cost per hire last year?
$1,400
$5,000
$7,000
$10,000
$7,000
Which situation is descriptive of negligent hiring?
A job applicant hiding risks from a potential employer
An employer failing to conduct a proper reference check on an applicant
An employer failing to inform an applicant about safety hazards on the job
A job applicant lying on an application about a past felony on their resum
An employer failing to conduct a proper reference check on an applicant
Whose role is it to provide coaching for employees to help them solve conflicts on their own?
Management
Peer review team
Human resources
Board of Directors
Management
Consultants, a peer review panel, and human resource staff met with the CFO and CEO. The brainstorming session was going well until it was time to determine how to establish an organizational environment wherein constructive conflict is allowed.
Why should the CEO and CFO make the final decision?
Management has fiduciary responsibility for the organization.
Management is responsible for performance within the organization.
Management is responsible for a strong employee relations strategy.
Management is responsible for hiring and firing within the organization.
Management is responsible for a strong employee relations strategy.
An employee has been causing stress and conflict among team members for a few weeks.
Which strategy should management use to address this conflict?
Terminate the employee
Separate the employees
Administer progressive discipline
Empower employees to resolve conflict
Empower employees to resolve conflict
A human resources team member explained to an employee who issued a complaint that while the average response time to complaints was 21 days, the department has received few complaints concerning the food in the cafeteria. The human resources team member shared that because most complaints were focused on performance, supervision, and fairness, it may take a little longer to respond to his complaint because new research was going to be needed.
Which employee relations metric would a human resources team member use in this situation?
Cost of grievances
Average close time
Return on investment
Root causes of grievances
Average close time
A newly appointed sales manager noticed a former peer’s attitude changed after the manager’s promotion. When confronted, the former peer admitted feeling uncomfortable answering to a woman and believed the manager had been promoted due to her gender. The CEO avoids conflicts between coworkers. The new manager has no support and feels increasingly isolated as the situation escalates.
Which change should the CEO support to help address this type of conflict in the future?
Institute a peer review panel
Introduce an open door policy
Provide psychological counseling
Develop a morale improvement program
Introduce an open door policy
What is the definition of employee privacy?
Freedom to have personal space in the workplace
Freedom from unauthorized allegiance requirements
Freedom from unauthorized intrusion from employers
Freedom from actions being monitored in the workplace
Freedom from unauthorized intrusion from employers
