Question 1

Documenting the reasons for a hiring decision is necessary to ensure that:

Accepted Answer

A)  The supervisor's decision is based on job-related factors and is not discriminatory. 
B)  The decision could be incorporated into company policy statements. 
C)  All other supervisors know why you hired the person you did. 
D)  Each and every applicant is informed about the reason for non-selection. 
A)  The supervisor's decision is based on job-related factors and is not discriminatory. 
B)  The decision could be incorporated into company policy statements. 
C)  All other supervisors know why you hired the person you did. 
D)  Each and every applicant is informed about the reason for non-selection. A

Question 2

The supervisor may find it helpful to ask departmental employees to write down the tasks they perform.

Accepted Answer

A) True 
 B)False  True

Question 3

Judy is the department supervisor at a two-year community college. She has recently hired a new faculty member who will be starting work on Monday. She knows that the new employee, Nguyen, has extensive work experience in the field, but relatively little teaching experience, especially at the community college level. She should:

Accepted Answer

A)  Assign an experienced qualified faculty member to serve as Nguyen's mentor. 
B)  Have Nguyen start teaching and encourage him to approach Judy with any questions or concerns. 
C)  Have Nguyen find effective teaching styles and strategies. 
D)  Have Nguyen take a communications course prior to having any classroom assignments. 
A)  Assign an experienced qualified faculty member to serve as Nguyen's mentor. 
B)  Have Nguyen start teaching and encourage him to approach Judy with any questions or concerns. 
C)  Have Nguyen find effective teaching styles and strategies. 
D)  Have Nguyen take a communications course prior to having any classroom assignments. A

Question 4

Describe the various components that are involved in the process of orientation, often referred to as onboarding.

Accepted Answer

Proper orientation, or onboarding, is cr

Question 5

Organizations usually promote from within the company for all of the following reasons EXCEPT:

Accepted Answer

A)  Applicants already know the organization. 
B)  It minimizes the cost and time it takes to recruit, orient, and train. 
C)  Most qualified applicants are usually already working for the company. 
D)  The employee fits into the company culture. 
A)  Applicants already know the organization. 
B)  It minimizes the cost and time it takes to recruit, orient, and train. 
C)  Most qualified applicants are usually already working for the company. 
D)  The employee fits into the company culture.

Question 6

The acronym O.U.C.H stands for Objective, Unique, Consistent, and Harmless.

Accepted Answer

A) True 
 B)False

Question 7

A supervisor should have considerable input in making the final decision to hire a candidate, but should not be the only one to make the decision.

Accepted Answer

A) True 
 B)False

Question 8

The staffing function is an ongoing process.

Accepted Answer

A) True 
 B)False

Question 9

The use of a directive interview makes it more difficult for supervisors to compare one applicant's background to another.

Accepted Answer

A) True 
 B)False

Question 10

Considering supervisors are short on free time, it might be in their best interest to:

Accepted Answer

A)  Join a professional association that meets monthly. 
B)  Meet with each employee daily. 
C)  Attend seminars weekly. 
D)  All of the above. 
A)  Join a professional association that meets monthly. 
B)  Meet with each employee daily. 
C)  Attend seminars weekly. 
D)  All of the above.

Question 11

Documentation of hiring decisions is necessary to ensure that a supervisor's decision was based upon job-related factors and was not discriminatory.

Accepted Answer

A) True 
 B)False

Question 12

Contrast the halo effect with the horns effect.

Accepted Answer

The halo effect is the tendency to allow

Question 13

The halo effect is the tendency to allow one favorable aspect of a person's behavior to positively influence judgment on all other aspects.

Accepted Answer

A) True 
 B)False

Question 14

It is fair to say that job applicants are "interviewing" a company just as much as the company "interviews" the applicants.

Accepted Answer

A) True 
 B)False

Question 15

What functions does the human resource department serve?

Accepted Answer

The human resource department provides o

Question 16

Which of the following would NOT be a legitimate selection criteria?

Accepted Answer

A)  Education. 
B)  Experience. 
C)  Test scores. 
D)  Age. 
A)  Education. 
B)  Experience. 
C)  Test scores. 
D)  Age.

Question 17

"Who cares for your children while you are at work?" is a potentially discriminatory question to ask.

Accepted Answer

A) True 
 B)False

Question 18

Supervisors should create a sense of informality in the interview process in order to relieve tension.

Accepted Answer

A) True 
 B)False

Question 19

The supervisor's subordinates should never be allowed to be involved in the hiring decision since this decision is a management right.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is NOT a serious pitfall to avoid when evaluating applicants?

Accepted Answer

A)  The halo effect. 
B)  Making judgments too quickly during the interview. 
C)  Asking job-related questions. 
D)  Asking probing personal questions and evaluating the response. 
A)  The halo effect. 
B)  Making judgments too quickly during the interview. 
C)  Asking job-related questions. 
D)  Asking probing personal questions and evaluating the response.

Documenting the reasons for a hiring decision is necessary to ensure that:

The supervisor may find it helpful to ask departmental employees to write down the tasks they perform.

Describe the various components that are involved in the process of orientation, often referred to as onboarding.

Organizations usually promote from within the company for all of the following reasons EXCEPT:

The acronym O.U.C.H stands for Objective, Unique, Consistent, and Harmless.

A supervisor should have considerable input in making the final decision to hire a candidate, but should not be the only one to make the decision.

The staffing function is an ongoing process.

The use of a directive interview makes it more difficult for supervisors to compare one applicant's background to another.

Considering supervisors are short on free time, it might be in their best interest to:

Documentation of hiring decisions is necessary to ensure that a supervisor's decision was based upon job-related factors and was not discriminatory.

Contrast the halo effect with the horns effect.

The halo effect is the tendency to allow one favorable aspect of a person's behavior to positively influence judgment on all other aspects.

It is fair to say that job applicants are "interviewing" a company just as much as the company "interviews" the applicants.

What functions does the human resource department serve?

Which of the following would NOT be a legitimate selection criteria?

"Who cares for your children while you are at work?" is a potentially discriminatory question to ask.

Supervisors should create a sense of informality in the interview process in order to relieve tension.

The supervisor's subordinates should never be allowed to be involved in the hiring decision since this decision is a management right.

Which of the following is NOT a serious pitfall to avoid when evaluating applicants?

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

Performance Management: Appraising, Coaching, Promoting, and Compensating

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Resolving Conflicts in the Workplace

Filters

Exam 9: The Supervisor and Employee Recruitment, Selection, Orientation and Training

Documenting the reasons for a hiring decision is necessary to ensure that:

The supervisor may find it helpful to ask departmental employees to write down the tasks they perform.

Describe the various components that are involved in the process of orientation, often referred to as onboarding.

Organizations usually promote from within the company for all of the following reasons EXCEPT:

The acronym O.U.C.H stands for Objective, Unique, Consistent, and Harmless.

A supervisor should have considerable input in making the final decision to hire a candidate, but should not be the only one to make the decision.

The staffing function is an ongoing process.

The use of a directive interview makes it more difficult for supervisors to compare one applicant's background to another.

Considering supervisors are short on free time, it might be in their best interest to:

Documentation of hiring decisions is necessary to ensure that a supervisor's decision was based upon job-related factors and was not discriminatory.

Contrast the halo effect with the horns effect.

The halo effect is the tendency to allow one favorable aspect of a person's behavior to positively influence judgment on all other aspects.

It is fair to say that job applicants are "interviewing" a company just as much as the company "interviews" the applicants.

What functions does the human resource department serve?

Which of the following would NOT be a legitimate selection criteria?

"Who cares for your children while you are at work?" is a potentially discriminatory question to ask.

Supervisors should create a sense of informality in the interview process in order to relieve tension.

The supervisor's subordinates should never be allowed to be involved in the hiring decision since this decision is a management right.

Which of the following is NOT a serious pitfall to avoid when evaluating applicants?

Supervising in Uncertain Times

The Managerial Functions

Communication: the Vital Link in Supervisory Management

Motivational Principles As Applied to Supervision

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Organizing at the Departmental Level

Performance Management: Appraising, Coaching, Promoting, and Compensating

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Resolving Conflicts in the Workplace

Filters