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. 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.

Exam 9: The Supervisors Role in Preparing Employees for Success

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?

(Multiple Choice)

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Question 21

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

(True/False)

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Question 22

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?

(Multiple Choice)

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Question 23

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

(Multiple Choice)

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Question 24

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.

(True/False)

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Question 25

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

(Multiple Choice)

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Question 26

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

(True/False)

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Question 27

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

(Multiple Choice)

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Question 28

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?

(Multiple Choice)

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Question 29

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

(Multiple Choice)

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Question 30

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

(True/False)

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Question 31

Nepotism is:

(Multiple Choice)

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Question 32

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

(True/False)

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Question 33

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:

(Multiple Choice)

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Question 34

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.

(True/False)

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Question 35

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

(True/False)

4.9/5

(77)

Question 36

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

(True/False)

4.9/5

(78)

Question 37

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

(True/False)

4.9/5

(91)

Question 38

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

(True/False)

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(78)

Question 39

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

(True/False)

4.8/5

(70)

Question 40

Showing 21 - 40 of 86

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?

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

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

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.

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

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

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

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?

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.

Nepotism is:

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

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:

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.

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

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

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

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

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

Supervising in Uncertain Times

The Managerial Functions

Communication: the Key to Effective Supervisory Management

Principles of Motivation

Solving Problems: Decision Making and the Supervisor

Positive Discipline

Supervisory Planning

Supervisory Principles for Organizing

Supervisory Leadership and the Management of Change

Managing Work Groups: Teamwork, Morale and Counseling

Supervising a Diverse Workforce

Fundamentals of Controlling

Performance Management

Resolving Conflicts in the Workplace

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