Pre- assessement

Question 1

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

Answer 1

Hold both internal and external candidates to the same criteria

Question 2

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.

Answer 2

Transferring employees based on seniority is not effective if the employee lacks the ability to perform the job.

Question 3

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

Answer 3

Human resources manager

Question 4

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

Answer 4

Find ways to identify types of graduates who perform at a high level and are likely to be content in the company’s setting

Question 5

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.

Answer 5

It promotes transparency and openness for the company’s engineering candidates.

Question 6

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.

Answer 6

It allows managers and human resources professionals to shape the culture of the organization.

Question 7

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

Answer 7

It brings in people with new perspectives.

Question 8

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.

Answer 8

Internal employees are more qualified because they are familiar with the organization.

Question 9

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

Answer 9

Greater number of qualified candidates

Enhanced reputation as an employer of choice

Question 10

How should human resources management increase diversity in the workforce?

Provide employee training

Increase internal promotions

Develop external partnerships

Offer pay increases to employees

Answer 10

Develop external partnerships

Question 11

Which type of information can be tracked using an applicant tracking system?

Payroll

Resumes

Attendance

Evaluations

Answer 11

Resumes

Question 12

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

Answer 12

Work experience

Job specifications

Question 13

Which type of interview encourages the new hire’s acceptance into the organization?

Team

Patterned

Situational

Structured

Answer 13

Team

Question 14

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

Answer 14

An engineer who seems inclined to work alone

Question 15

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.

Answer 15

The former employer could be sued for negligence, but not defamation.

Question 16

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

Answer 16

Standardization

Question 17

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

Answer 17

$7,000

Question 18

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

Answer 18

An employer failing to conduct a proper reference check on an applicant

Question 19

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

Answer 19

Management

Question 20

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.

Answer 20

Management is responsible for a strong employee relations strategy.

Question 21

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

Answer 21

Empower employees to resolve conflict

Question 22

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

Answer 22

Average close time

Question 23

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

Answer 23

Introduce an open door policy

Question 24

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

Answer 24

Freedom from unauthorized intrusion from employers

Question 25

A sales representative attends a family function while on a travel assignment. He submits the time and mileage on his expense report.

Which monitoring method should the organization use to verify the employee’s expense report?

Location monitoring

Voicemail monitoring

Monitoring email usage

Monitoring cellphone usage

Answer 25

Location monitoring

Question 26

Which step should an organization follow when conducting a workplace investigation in the event an employee files a formal or informal complaint?

Conduct interviews

Hold a staff meeting

Move the employee to a new position

Assign both employees to conflict mediation

Answer 26

Conduct interviews

Question 27

What is a primary reason that organizations adopt diversity programs?

Improved internal pay equity

Higher retention of employees

Lower employee benefit costs

Better employee-manager relationships

Answer 27

Higher retention of employees

Question 28

What is the key role of senior management in managing diversity?

To create stronger employee safety programs

To reduce the majority population in the workforce

To sustain involvement in developing the workforce

To generate new ideas on how to recruit diverse talent

To contain knowledge flow to the top organizational level

Answer 28

To sustain involvement in developing the workforce

Question 29

Individual departments are encouraged to develop individual diversity plans specific to their needs.

Which best practice in diversity management is described in this scenario?

Mentoring

Ownership

Diversity training

Review committee

Answer 29

Ownership

Question 30

Which trend in business suggests an increase in the importance of work/life balance policies?

Increase in telecommuting and the mobile nature of work

Decrease in the age of the average employee

Increase in employer’s certainty about varying cultures’ values

Decrease in governmental involvement in benefit

Answer 30

Increase in telecommuting and the mobile nature of work

Question 31

An employee in his late 50s approaches a supervisor and complains that a 25-year-old co-worker is criticizing senior management too frequently. The older employee thinks the co-worker should be written up for this behavior.

Which strategy should the supervisor used to address the issue?

Discourage the younger employee from offering feedback

Educate the older employee about generational differences

Separate the two employees so they do not have to work together

Send both employees to a six-week course on conflict resolution training

Answer 31

Educate the older employee about generational differences

Question 32

The human resource manager asks an HR team member to shred all documents containing the personal information of former employees. The HR team member is aware that shredding the documents is a viable security measure but also knows that the law does not require the shredding of old documents. The HR member inquires as to why the company will use valuable staff time to do something the law does not require.

What is an explanation of the manager’s request based on the company’s ethics policy?

The company maintains procedures that go beyond legal requirements due to the requirements of labor unions.

The company maintains procedures that go beyond legal requirements because it reduces the need for legal counsel.

The company maintains procedures that go beyond legal requirements because of the company’s policy to take all steps to secure the safety of employees.

The company maintains procedures that go beyond legal requirements because the legal regulations do not consider the safety of individual workers in the workplace

Answer 32

The company maintains procedures that go beyond legal requirements because of the company’s policy to take all steps to secure the safety of employees.

Question 33

How do organizations benefit directly from ethical behavior?

Lower training costs

Less questionable conduct

Improved total reward systems

Enhanced succession planning

Answer 33

Less questionable conduct

Question 34

What can human resource professionals implement to encourage ethical actions?

Principles used in deciding what is right or wrong

Organizational code of ethics used to guide behavior

Legal standards used to set promotion policies or procedures

Positive work ethic used in determining how much effort to exert

Answer 34

Organizational code of ethics used to guide behavior