Human Resource Management Study Set 10

Business

Quiz 6 :

Selecting Employees and Placing Them in Jobs

Quiz 6 :

Selecting Employees and Placing Them in Jobs

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If a company tends to hire young engineers or programmers, is this necessarily age discrimination Is it necessarily unethical Why or why not
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The case depicts the issue of hiring foreign and young employees by keeping aside the talented and experienced employees. This is an observation shown in the case without any documented evidence.
If a company hires young engineers or programmers, this is not necessarily age discrimination. Companies hire young graduates as technology changes rapidly, the young graduates are more prone to technology in comparison the senior ones. Their work proves more productive for the company and so companies hire them. Besides this, the young graduates get ready to work with much less compensation than the amount senior employees are liable to get. The companies actually save their cost by doing so.
It can't be said that it is unethical always. If a senior employee is working well then to replace him/her with a new and young graduate is definitely unethical. If most of the new employees are hired from younger age group without hampering the growth of other senior employees who are already working with the company then it is not unethical in any way. Similarly, there can be a situation in which senior people are fired because of the increased compensation he/she is liable to get. This decision is unethical. Basically, it differs from situation to situation whether the decision is ethical or unethical. It can't be necessarily said that hiring young people is always unethical.

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How does this approach to selection contribute to making selection decisions that avoid illegal discrimination
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The best thing about questionnaire is it does not have right or wrong answers. Candidates are free to choose the alternatives they find suitable and sometimes a blank space is provided to them to answer the question as per their understanding.
When similar questionnaire is given to all the candidates who apply for the job in company A, there is no question of discrimination. It is quite possible that one candidate has earned the degree from a respectable university and another candidate has earned a degree from a local university; at this scenario normal recruitment process prefers to select the one with a degree from respectable university. This is an example of discrimination. Company G tries to remove all those barriers which can stand as examples of discrimination. It is providing each candidate equal opportunity to come and express their qualities in an indirect way.
Creativity and innovation are two things which should always be appreciated. Change is the law of nature. If some companies are trying to change the recruitment process, there will be specific reasons for that. In today's competitive world, overall performance counts more than only academics performance.

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Why does predictive validation provide better information than concurrent validation Why is this type of validation more difficult
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In Criteria-related activity, there is a determination of the measurement of validity, on the basis of the correlation that is established substantially between the test scores of a candidate during a selection process with that of the job performance scores. In this regard, there are two types of research undertaken to determine the same: Predictive validation and Concurrent validation.
In Predictive validation, the test scores of all the candidates are utilized in order to foresee the possible relationship that could be established between scores of such candidates and their performances in future. After the administration of the tests, a researcher is supposed to wait for a while before measuring the candidates' performances once they are hired.
In Concurrent validation, there is administration of the candidates who are already holding the job in the current scenario and a comparison is made to the existing job performance measures to that of their test scores. The validity of test is determined when the candidates perform well in their job as the test scores depict, if they stand to score highest in such tests. Predictive validation is better because it motivates the job applicants themselves to perform better than the existing employees of an Organization. It further gives a scope for the job applicants to be offered a room of benefit as they are not in the position to learn as much as the current employees have access to the learning, on the job that they hold. Moreover, the job applicants may be heterogeneous in nature and do not end up behaving similar as in case of the current employees.
However, this type of validation is more difficult because Predictive validation consumes a significant amount of time and the level of complexity is also higher than the concurrent one.

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The writer of this article expresses and opinion that the utility of background checks is high. Do you agree that employers should place more emphasis on background checks
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Suppose you are an HR manager at a company that needs to fill an important management position. In what situations would a candidate's educational background be important In what situations would a candidate's track record as a manager or a leader be important
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How do U.S. laws affect organizations' use of each of the employment tests Interviews
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Based on the information given, would you say that Google's use of questionnaires is a reliable, valid and generalizable way to select employees Why or why not
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Does it matter whether a company communicates with people it doesn't plan to hire Why or why not
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What activities are involved in the selection process Think of the last time you were hired for a job. Which of those activities were used in selecting you Should the organization that hired you have used other methods as well
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Since electronic recruiting is generating a flood of job applicants, how could technology also help employers communicate with these applicants
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Suppose you are an HR manager at a company that employs computer programmers. In light of the trends described in this article, consider whether you can identify a business opportunity in taking the ethical high road in regard to your recruiting and selection processes. Summarize your recommendations for how you would proceed.
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How can organizations improve the quality of their interviewing so that interviews provide valid information
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Suppose you are a human resource professional at a large retail chain. You want to improve the company's hiring process by creating standard designs for interviews, so that every time someone is interviewed for a particular job category, that person answers the same questions. You also want to make sure the questions asked are relevant to the job and maintain equal employment opportunity. Think of three questions to include in interviews for each of the following jobs. For each question, state why you think it should be included. A. Cashier at one of the company's stores B. Buyer of the stores' teen clothing line C. Accounts payable clerk at company headquarters
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Suppose your organization needs to hire several computer programmers and you are reviewing résumés you obtained from an online service. What kinds of information will you want to gather from the "work experience" portion of these résumés What kinds of information will you want to gather from the "education" portion of these résumés What methods would you use for verifying or exploring this information Why would you use those methods
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Besides the questionnaires, what other selection methods would you recommend that Google use How would these improve selection methods
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If you are considering a candidate whose management track record is good, would it matter whether the candidate described his or her educational background accurately Why or why not What if the misrepresentations involved the candidate's work history Would your opinion change
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Why should the selection process be adapted to fit the organization's job description
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Choose two of the selection methods identified in this chapter. Describe how you can compare them in terms of reliability, validity, ability to generalize, utility, and compliance with the law.
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For each of the following jobs, select the two kinds of tests you think would be most important to include in the selection process. Explain why you chose those tests. A. City bus driver B. Insurance salesperson C. Member of a team that sells complex high-tech equipment to manufacturers D. Member of a team that makes a component of the equipment in (c)
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Does an employer have an ethical obligation to recruit older workers Does it have an ethical obligation to retain technical workers as they grow older (and more experienced) Why or why not
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