Chat with AIExam 9: Attracting and Retaining the Best Employees
The process of preparing managers and other professionals to assume increased responsibility in present and future positions is called employee training.
(47) 
VerifiedFalse
A computerized data bank containing information on the skills and experience of all present employees is called ______.
(27) VerifiedB
Why does the selection process focus not on choosing the applicant with the most qualifications but on choosing the applicant who is most appropriate for the job?
(33) 
Answered by Examlex AI CopilotThe selection process in hiring often focuses on choosing the applicant who is most appropriate for the job rather than the one with the most qualifications for several reasons:
1. **Fit with Company Culture**: An applicant who aligns with the company's values, work environment, and team dynamics is more likely to be successful in the role. Cultural fit can lead to better teamwork, higher job satisfaction, and lower turnover rates.
2. **Role-Specific Competencies**: The most qualified candidate on paper may not possess the specific skill set or competencies required for the job at hand. Employers look for candidates who have the right mix of technical skills, experience, and problem-solving abilities tailored to the specific role.
3. **Potential for Growth**: Sometimes, a candidate with fewer qualifications may show greater potential for growth and adaptability. Employers may prefer to invest in someone who demonstrates a strong willingness to learn and develop within the company.
4. **Team Balance**: A new hire needs to complement the existing team. If a team is already full of highly experienced specialists, it might benefit more from someone who brings a fresh perspective or a different set of skills that fills a gap in the team.
5. **Motivation and Enthusiasm**: A candidate who shows genuine enthusiasm for the role and the company can be more valuable than one with a stellar resume but less interest. Motivated employees are often more productive and engaged.
6. **Long-Term Retention**: Hiring someone who is overqualified for a position can sometimes lead to dissatisfaction and a higher likelihood of them leaving the company for more challenging opportunities. Employers aim to select candidates who are likely to stay and grow with the company.
7. **Cost Considerations**: Highly qualified candidates often command higher salaries. If a less qualified candidate can perform the job effectively at a lower cost, it may be a more economically sound decision for the company.
8. **Adaptability and Learning Curve**: Candidates who are most appropriate for the job are often those who can adapt quickly to new environments and learn the necessary skills efficiently. Overqualified candidates might struggle with adapting to a role that doesn't fully utilize their skills or may become bored quickly.
9. **Diversity of Thought**: Employers may seek candidates who can bring diverse perspectives and backgrounds to the team, which can foster innovation and creativity.
In summary, the selection process is about finding the right match between the job requirements, the company culture, and the candidate's skills, personality, and potential. It's a holistic approach that considers various factors to ensure that the new hire will be successful and contribute positively to the organization's goals.
____ is the pay that employees receive in return for their labor.
(37) Sprint employees who sell cellular phones and calling plans are evaluated based on their total sales per hour worked.This is a(n) ____ appraisal method.
(38) You have been charged with finding out whether your company has violated the concept of comparable worth.After gathering all the facts, you find the company guilty because
(29) If the superior's job with a particular employee during a performance appraisal is simply to sit and listen and then have open dialogue about all that the employee has shared, what type of performance appraisal interview is this?
(38) You were asked to write a report to management indicating the primary advantage of external recruiting.You chose to focus on external recruiting's ability to ____ as its primary advantage.
(33) The Employee Retirement Income Security Act of 1974 provides federal insurance for bankrupt retirement plans.It also
(30) HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specializes in helping small companies learn the right ways of handling human resources issues and activities.The company teaches the different activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organization that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
-Refer to HR Solutions, Inc.HRSI hopes that all companies can downsize simply by attrition, a word that, in this context, refers to
(32) Sally earned a 10 percent increase in her salary and received the entire increase at the beginning of the year, with the stipulation that she would not leave the company in that year.Five months later, she quit her job and went to work for a competitor.She had to return the 10 percent payment she had received.Sally had opted for _____.
(39) Breakfast cereal maker General Mills periodically gives lump-sum payments to employees.The amount depends on job performance, with more productive employees receiving a larger sum than less productive employees.This motivational tool is
(41) If Regency Electronics, a maker of consumer electronic products such as stereos, wanted to determine the relative worth of jobs within its organization, it would
(39) HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specializes in helping small companies learn the right ways of handling human resources issues and activities.The company teaches the different activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organization that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organization.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
-Refer to HR Solutions, Inc.When HRSI helps small companies with the development phase of human resource management, it is involved with which of the following activities?
(32) The average cost of employee benefits is about ____ percent of total compensation.
(35) A government agency has assigned a staff member to investigate complaints about employment discrimination at XYZ Corporation.The staff person probably works for the _____.
(36) Lindley Company is interested in verifying previous job responsibilities held by its applicants.The selection technique that will be most helpful in obtaining this information is the _____.
(38) Another name for human resources management is ____ management.
(36) A union contract states that current employees must be informed of upcoming new openings.This practice is called job _____.
(30) Job analysis provides a job description and a job specification for a particular position.
(38) 
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