Question : 81) Refer to Case 5.1. The firm most likely made : 1346230

 

 

81) Refer to Case 5.1. The firm most likely made a poor selection decision because of an inability to:

A) agree on important job characteristics.

B) attract an adequate pool of qualified applicants.

C) decide who would make the selection decision.

D) decide what recruiting source was best to use.

82) Refer to Case 5.1.Which of the following is most likely true given the problems associated with Jeff?

A) HR should have administered a personality test as part of the selection process.

B) Line personnel should have been more involved in the final selection decision.

C) HR should have conducted more thorough reference and background checks.

D) The firm should have taken an applicant-centered approach to recruiting.

83) Refer to Case 5.1. Based on Jeff’s performance, it is most likely that the employer failed to properly assess Jeff’s:

A) abilities.

B) cognitive skills.

C) general knowledge of the publishing business.

D) motivation for doing the job for which he was hired.

 

84) Refer to Case 5.1. The best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge, would most likely be:

A) ability tests.

B) personality tests.

C) unstructured interviews.

D) assessment centers.

Case 5.2

You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.

 

The firm’s MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor’s degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.

 

An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. “Fit” with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.

 

85) Refer to Case 5.2. The best recruiting source of candidates for the newly created computer programming jobs would most likely be obtained through:

A) university job placement offices.

B) private employment agencies.

C) temporary employee agencies.

D) former employee networks.

 

86) Refer to Case 5.2. The first-line supervisor jobs would best be filled by:

A) current employees.

B) employee referrals.

C) employment agencies.

D) college recruiting.

 

87) Refer to Case 5.2. What is your best choice of selection tool to assess your number one criterion?

A) Unstructured interview

B) Cognitive ability testing

C) An assessment center

D) Reference checking

Case 5.3

You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.

 

The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm’s hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.

 

88) Refer to Case 5.3. The best way to combine predictors used in the selection process would be a:

A) statistical strategy.

B) clinical strategy.

C) multiple hurdle strategy.

D) differentiated strategy.

 

89) Refer to Case 5.3. The best selection tool for assessing your number one criterion is:

A) structured interviews.

B) psychological testing.

C) cognitive ability testing.

D) reference checking.

 

90) Refer to Case 5.3. To meet your second criterion, your best selection tool would be:

A) structured interviews.

B) psychological testing.

C) reference checking.

D) an assessment center.

91) Refer to Case 5.3. Given the nature of the firm, which of the following laws is most relevant at this time?

A) Vocational Rehabilitation Act

B) Americans with Disabilities Act

C) Equal Pay Act

D) Executive Order 11246

 

92) Refer to Case 5.3. Which of the following would most likely help the firm avoid liability for negligent hiring?

A) Instituting a sexual harassment policy

B) Strictly using structured interview methods

C) Administering personality tests to screen for violent personalities

D) Developing hiring policies that require employee background checks