Question 1

Different circumstances call for customized questions, therefore, not all questions need to be objective.

Accepted Answer

A) True 
 B)False

Question 2

The management of human resources is the supervisor's most important activity.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is an example of on-the-job training?

Accepted Answer

A)  Learning technical skills from an experienced employee. 
B)  Completing a college course on Principles of Supervision. 
C)  Attending a tradeshow. 
D)  All of the above. 
A)  Learning technical skills from an experienced employee. 
B)  Completing a college course on Principles of Supervision. 
C)  Attending a tradeshow. 
D)  All of the above.

Question 4

The supervisor should always hire the individual who will get along best with the other employees in the department.

Accepted Answer

A) True 
 B)False

Question 5

After recruiting the qualified applicants, the human resource department weeds out the less qualified workers and then conducts the selection of the final candidate.

Accepted Answer

A) True 
 B)False

Question 6

Mentoring is the process of having a more experienced person provide guidance to a less experienced person.

Accepted Answer

A) True 
 B)False

Question 7

The purpose of an employee selection interview is to collect information and arrive at a decision concerning a job applicant.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following type of discrimination is NOT covered by EEOC laws:

Accepted Answer

A)  Discrimination based on race. 
B)  Discrimination based on mode of dress. 
C)  Discrimination based on gender. 
D)  Discrimination based on religion. 
A)  Discrimination based on race. 
B)  Discrimination based on mode of dress. 
C)  Discrimination based on gender. 
D)  Discrimination based on religion.

Question 9

Provide examples of interview questions that could be considered unlawful.

Accepted Answer

Are you married?
Who watches y

Question 10

Most organizations try to fill job openings above entry-level positions through promotions and transfers.

Accepted Answer

A) True 
 B)False

Question 11

Supervisors should study each job category in their department to determine how many employees are needed to get work done.

Accepted Answer

A) True 
 B)False

Question 12

The directive approach to interviewing differs from the nondirective in that:

Accepted Answer

A)  The length of the directive interview is always longer. 
B)  Supervisors are increasingly asking the same questions of all applicants in a directive interview. 
C)  The supervisor uses broad, open-ended questions in a directive interview. 
D)  The directive interview is more difficult but allows for more flexibility than the nondirective. 
A)  The length of the directive interview is always longer. 
B)  Supervisors are increasingly asking the same questions of all applicants in a directive interview. 
C)  The supervisor uses broad, open-ended questions in a directive interview. 
D)  The directive interview is more difficult but allows for more flexibility than the nondirective.

Question 13

Cross-trained employees are especially valuable to organizations that have experienced downsizings or reorganizations.

Accepted Answer

A) True 
 B)False

Question 14

Vijay asks a question of job applicants that seems to have a different impact on men versus women. The question does not pass the OUCH test based on the fact that it is NOT:

Accepted Answer

A)  Consistent in effect. 
B)  Harmless. 
C)  Uniform in application. 
D)  Objective. 
A)  Consistent in effect. 
B)  Harmless. 
C)  Uniform in application. 
D)  Objective.

Question 15

Education, prior work experience, and test scores are all examples of selection criteria.

Accepted Answer

A) True 
 B)False

Question 16

The supervisor should never be involved in on-the-job training. It should be done by the human resource department.

Accepted Answer

A) True 
 B)False

Question 17

The role of the human resource department in the staffing process includes all of the following EXCEPT:

Accepted Answer

A)  Writing the job description. 
B)  Conducting preliminary interviews. 
C)  Making reference checks on all applicants. 
D)  Making the final hiring decision. 
A)  Writing the job description. 
B)  Conducting preliminary interviews. 
C)  Making reference checks on all applicants. 
D)  Making the final hiring decision.

Question 18

There is no certainty that the best person for the job has been hired, but an applicant's sense of humor, extrovert personality, and literacy provide the greatest amount of comfort in the applicant selected.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following are methods of training employees?

Accepted Answer

A)  Meetings and seminars. 
B)  On-the-job training. 
C)  Education and training courses at educational institutions. 
D)  All of the above. 
A)  Meetings and seminars. 
B)  On-the-job training. 
C)  Education and training courses at educational institutions. 
D)  All of the above.

Question 20

College-campus-based training programs for employees is an example of on-the-job training

Accepted Answer

A) True 
 B)False

Different circumstances call for customized questions, therefore, not all questions need to be objective.

The management of human resources is the supervisor's most important activity.

Which of the following is an example of on-the-job training?

The supervisor should always hire the individual who will get along best with the other employees in the department.

After recruiting the qualified applicants, the human resource department weeds out the less qualified workers and then conducts the selection of the final candidate.

Mentoring is the process of having a more experienced person provide guidance to a less experienced person.

The purpose of an employee selection interview is to collect information and arrive at a decision concerning a job applicant.

Which of the following type of discrimination is NOT covered by EEOC laws:

Provide examples of interview questions that could be considered unlawful.

Most organizations try to fill job openings above entry-level positions through promotions and transfers.

Supervisors should study each job category in their department to determine how many employees are needed to get work done.

The directive approach to interviewing differs from the nondirective in that:

Cross-trained employees are especially valuable to organizations that have experienced downsizings or reorganizations.

Vijay asks a question of job applicants that seems to have a different impact on men versus women. The question does not pass the OUCH test based on the fact that it is NOT:

Education, prior work experience, and test scores are all examples of selection criteria.

The supervisor should never be involved in on-the-job training. It should be done by the human resource department.

The role of the human resource department in the staffing process includes all of the following EXCEPT:

There is no certainty that the best person for the job has been hired, but an applicant's sense of humor, extrovert personality, and literacy provide the greatest amount of comfort in the applicant selected.

Which of the following are methods of training employees?

College-campus-based training programs for employees is an example of on-the-job training

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

Different circumstances call for customized questions, therefore, not all questions need to be objective.

The management of human resources is the supervisor's most important activity.

Which of the following is an example of on-the-job training?

The supervisor should always hire the individual who will get along best with the other employees in the department.

After recruiting the qualified applicants, the human resource department weeds out the less qualified workers and then conducts the selection of the final candidate.

Mentoring is the process of having a more experienced person provide guidance to a less experienced person.

The purpose of an employee selection interview is to collect information and arrive at a decision concerning a job applicant.

Which of the following type of discrimination is NOT covered by EEOC laws:

Provide examples of interview questions that could be considered unlawful.

Most organizations try to fill job openings above entry-level positions through promotions and transfers.

Supervisors should study each job category in their department to determine how many employees are needed to get work done.

The directive approach to interviewing differs from the nondirective in that:

Cross-trained employees are especially valuable to organizations that have experienced downsizings or reorganizations.

Vijay asks a question of job applicants that seems to have a different impact on men versus women. The question does not pass the OUCH test based on the fact that it is NOT:

Education, prior work experience, and test scores are all examples of selection criteria.

The supervisor should never be involved in on-the-job training. It should be done by the human resource department.

The role of the human resource department in the staffing process includes all of the following EXCEPT:

There is no certainty that the best person for the job has been hired, but an applicant's sense of humor, extrovert personality, and literacy provide the greatest amount of comfort in the applicant selected.

Which of the following are methods of training employees?

College-campus-based training programs for employees is an example of on-the-job training

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