Deck 9: The Supervisors Role in Preparing Employees for Success

Question 1

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

Answer 1

True

Question 2

Every organization needs a human resource department.

Answer 2

False

Question 3

Nondirective interviews provide the applicant latitude in responding.

Answer 3

True

Question 4

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

Question 5

Asking "Who will care for your children while you are at work?" during an interview is not a discriminatory question because you want to make sure the employee has this issue covered before starting work.

Question 6

If there isn't a job description of a position, the supervisor should request the human resource department draft one.

Question 7

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

Question 8

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

Question 9

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

Question 10

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

Question 11

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

Question 12

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.

Question 13

The staffing function is an ongoing process.

Question 14

Every five years a supervisor should compare each job description to what each employee does.

Question 15

Regardless of approach, the supervisor must develop relevant job-related questions.

Question 16

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

Question 17

Supervisors should strive to blend directive and nondirective techniques to obtain optimal information during the interview.

Question 18

Job posting creates a greater openness in an organization by making all employees aware of job opportunities.

Question 19

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

Question 20

When supervisors follow the human resource staff's advice, they are no longer accountable for the outcomes of their decisions.

Question 21

Employers need not verify any references or application form data, since it is very rare for any employee to falsify data.

Question 22

Training needs to be relevant, informational, interesting, applicable to the job, and actively involve the trainee.

Question 23

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

Question 24

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

Question 25

A checklist is a valuable supervisory tool to use when developing an orientation program.

Question 26

Orientation should be accomplished entirely on the employee's first day on the job.

Question 27

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

Question 28

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

Question 29

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

Question 30

More important than the actual techniques used to orient new employees are the attitudes and behaviors of the supervisor.

Question 31

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

Question 32

A selection criterion is uniform in application if it is applied consistently to all job candidates.

Question 33

Training programs should be provided for all employees.

Question 34

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

Question 35

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

Question 36

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

Question 37

The term competencies refers to the set of skills, knowledge, and personal attributes possessed by the superior performer.

Question 38

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.

Question 39

Part of the onboarding process involves shaping the new employee's behavior in a way that is conducive to the organization.

Question 40

An employer cannot be found liable for serious misconduct that might have been avoided by an investigation into the employee's background prior to being hired.

Question 41

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

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.

Question 42

Which managerial function involves recruiting, hiring, and training employees?

A) Planning
B) Leading
C) Staffing
D) Controlling

Question 43

Which of the following statements regarding a job applicant's references is NOT True?

A) An overwhelming majority of U.S. companies do not check applicants' references before hiring.
B) Many former employers are reluctant to provide either positive or negative information about job applicants.
C) Applicants generally provide only references they know will say positive things.
D) Organizations that fail to check employees' references can be charged with criminal negligence if those employees later commit crimes.

Question 44

All of the following are conditions of conducting a successful selection interview, EXCEPT:

A) Using the halo effect.
B) Taking notes.
C) Asking job-related questions.
D) Allowing time for the applicant to ask questions.

Question 45

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

Question 46

Nepotism is:

A) Hiring the applicant whose personality you like the best.
B) Hiring a relative.
C) Hiring from within the organization without knowing what external applicants might be interested.
D) None of the above.

Question 47

Supervisory training and developmental programs generally distract the supervisor from his/her daily tasks and will ultimately hinder professional advancement.

Question 48

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

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 49

The set of skills, knowledge, and personal attributes possessed by the superior performer are known as:

A) components.
B) mindsets.
C) clusters.
D) competencies.

Question 50

Which statement is most CORRECT regarding the staffing process and the supervisor?

A) The staffing function is an ongoing process for the supervisor.
B) Once the supervisor has the department fully staffed, the staffing function is over.
C) The staffing function is carried out only when the department is established.
D) Supervisors should concentrate only on running the department and not be overly concerned with how many people the department needs; that is the role of the human resources department.

Question 51

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:

A) consistent in effect.
B) harmless.
C) uniform in application.
D) objective.

Question 52

How often should a supervisor review the job descriptions for his/her department?

A) Monthly
B) Annually
C) Every time a new employee is hired
D) Never; this is a human resources task

Question 53

Human Resource Management includes all of the following EXCEPT:

A) philosophies.
B) perceptions.
C) policies.
D) practices.

Question 54

Over which of the following staffing decisions would the supervisor have the LEAST authority?

A) The initial decision to hire a candidate for a job within the department.
B) The final decision to hire or not to hire a particular candidate for a job within the department.
C) Determining whether a job position is open in his or her department.
D) The permanent removal of an employee due to corporate downsizing.

Question 55

The finance supervisor is in the process of creating a new job for the finance department. Who should NOT be involved in creating it?

A) The human resources department
B) The finance supervisor
C) Other employees in the finance department
D) Employees from a variety of departments

Question 56

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

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

Question 57

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

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 58

Which of the following approaches to orienting a new employee is CORRECT?

A) Only the supervisor should show the new employee around.
B) The supervisor can ask an experienced employee to orient the new employee.
C) The employee should be self-sufficient from day one.
D) Orientation of new employees is the job of the human-resources department.

Question 59

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

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

Question 60

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

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

Question 61

Wilson, an assistant VP at his company, has agreeed to help Caleb, a new employee in the same company, by guiding him and teaching him the tricks of the trade. This is an example of which of the following?

A) Onboarding
B) Rebounding
C) Coaching
D) Mentoring

Question 62

Kathy is a human resource manager who is constantly filling new positions at a rapidly expanding technology company. One of Kathy's biggest priorities is to show current employees that there is a long-term future for workers to work hard and grow within the company. What type of hiring policy should Kathy take part in to encourage this belief?

A) Fill all positions from within
B) Select the hardest working employees from within to fill open positions
C) Find new talent at college job fairs
D) Request current employees to provide referrals from family and friends

Question 63

What functions does the human resource department serve?

Question 64

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:

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.

Question 65

While interviewing final candidates for a new position, Terrence informs the candidates about the positive as well as negative aspects of the position. He is providing a:

A) Realistic culture assessment
B) Realistic task assessment
C) Realistic organizational preview
D) Realistic job preview

Question 66

At KT West Communications, supervisors meet with the employees at the beginning of employment and also on an annual basis to review the employees' roles and discuss their jobs, SKAs, and other critical success factors needed to be sucessful members of the team. This type of ongoing review relates to which process?

A) Orientation
B) Coaching
C) Onboarding
D) Mentoring

Question 67

Ramon is a distribution center manager who is looking to hire a few additional employees. He and his HR team have determined that two positions are needed, and they have identified the skills required for both of these positions. What is Ramon's next step?

A) Match the jobs with individuals
B) Match individuals with the jobs
C) Select someone internally
D) Select someone externally

Question 68

Which of the following involves sharing information by an interviewer with a job applicant concerning the mission, values, and direction of the organization?

A) Realistic oranizational preview
B) Realistic job preview
C) Subjective task assessment
D) Subjective cultural assessment

Question 69

In today's turbulent technological environment, jobs, careers, and the skills required for those jobs and careers are all experiencing rapid change. From the perspective of employee training needs, Fernando, as a supervisor, should:

A) Identify training that can be handled by the human resources department rather than by his department.
B) Identify jobs that will continue to remain important within the department, and new skills that could help employees assume additional responsibilities in the event of changes.
C) Reclassify all jobs in the current system and assign employees accordingly.
D) Wait for the changes to come and institute a new training approach.

Question 70

At CM Manufacturing, employees are first trained to do their primary jobs, but over the course of several months, are gradually trained to perform other duties. This has been helpful for the company to maintain production even when employees are out sick or leave unexpectedly. This is an example of which of the following?

A) Onboarding
B) Mentoring
C) On-the-job training
D) Cross-training

Question 71

While interviewing candidates for a new position, Samuel uses a set of predetermined questions. He takes notes during the interviews and then compares his notes for each question to make a selection on final candidates. Which interviewing technique does Samuel use?

A) Nondirective technique
B) Blended technique
C) Directive technique
D) Subjective technique

Question 72

Which of the following are methods of training employees?

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

Question 73

Samilla works in a human resource office as a training consultant. With each round of new employees, she develops and stages programs during the first few days of employment to help the new employees become acquainted with the organization and understand the organization's expectations. This process of bringing new employees on board is referred to as:

A) Orientation
B) Onboarding
C) Mentoring
D) Outsourcing

Question 74

When reviewing resumes for open positions at her company, Bridget always focuses on a candidate's work sample test scores, number of years of education, degrees, and length of service in previous positions. These are examples of which of the following criteria?

A) Job relatedness criteria
B) Uniform in application criteria
C) Subjective criteria
D) Objective criteria

Question 75

Denise is traveling out-of-state to attend a three-day training session for a new software program she will be using at work. This is an example of what type of training?

A) On-the-job training
B) Off-the-job training
C) Mentoring
D) Crosstraining

Question 76

_____ is a continuous process.

A) Orientation
B) Onboarding
C) Lay-off
D) Restructuring

Question 77

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

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 78

Name at least three situations that may require the hiring of additional employees.

Question 79

Jeff is a candidate for a position with a law firm. Although he has limited experience, the hiring manager at the law firm decides to take him on because of his superior interpersonal skills. Which interviewing pitfall should the manager be aware of?

A) Horns effect
B) Halo effect
C) Subjective evaluation effect
D) Nepotism

Question 80

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

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