Question 1

Recall an orientation you experienced.Which elements did it include and exclude?
Briefly describe the orientation.

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Question 2

Have you or has anyone you know been asked discriminatory questions during the preemployment process?
If yes,please explain the situation in language acceptable to all.

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Question 3

Identify the types of questions you were asked during a job interview.

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Question 4

Identify the steps that were used when you were interviewed for a job.

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Question 5

Describe the compensation package offered by your present or past employer.

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Question 6

Complete a job analysis for a job you hold or held; write a simple job description and job specifications.

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Question 7

Identify which steps of JIT your trainer used to train you for a present or past job.Was the training conducted on or off the job?

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Question 8

Describe the kinds of interactions you have had with the human resources department of an organization you work for or have worked for.

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Question 9

Identify the recruiting source used to hire you for your current job or one of your previous jobs.

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Question 10

What types of job interviews have you experienced?

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Question 11

Harold is the chief financial officer and subsequently receives only written evaluation of his performance from the president of the company.Which of the following performance appraisal methods is being used in this situation?

Accepted Answer

The narrative method is being used in this situation, as Harold only receives written evaluations from the president of the company. The narrative method involves a written description of an employee's performance, typically in paragraph form or a short essay, and can be used to provide feedback or as a primary tool for evaluation.

Question 12

Identify which selection methods were used in the process of selecting you for a job you have now or one you held in the past.If a test was used,specify the type of test.

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Question 13

Explain the training methods used to teach you how to perform your present job or a past job.

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Question 14

What is your opinion of the use of bona fide occupational qualifications (BFOQs)?

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Question 15

A successful management training model at Delta has employees practice with fake problems and situations on their desk to see how they would handle these situations.This training method is known as:

Accepted Answer

The training method described in the question is an in-basket exercise, as it involves employees practicing with fake problems and situations that would typically be found in an in-basket or inbox. Demonstration involves showing someone how to perform a task or activity, programmed learning involves self-paced instruction, and job rotation involves moving employees through different positions or departments within the organization.

Question 16

Latoya likes to keep a running record of when her employees do something good and when they mess up.Which of the following performance appraisal methods is Latoya using?

Accepted Answer

Latoya is keeping a record of specific incidents where her employees did something good or messed up. This fits the definition of a critical incidents file, which is a performance appraisal method that involves documenting specific events or incidents of behavior that illustrate an employee's performance. The other answer choices (B) MBO, (C) BARS, and (D) rating scale do not involve keeping a record of specific incidents like Latoya is doing. MBO involves setting specific performance goals and objectives, BARS involves rating employee performance based on specific behavioral criteria, and rating scale involves assigning numerical ratings to overall job performance.

Question 17

James and his manager actually sit down together and set objectives for the next six months.Which of the following performance appraisal methods is being used in this situation?

Accepted Answer

MBO (Management by Objectives) is a performance appraisal method in which the manager and employee sit down together and set objectives for the coming period. This method emphasizes setting specific, measurable, achievable, relevant, and time-bound goals for the employee to work toward. The other options - critical incidents file, BARS, and ranking - do not involve the joint setting of objectives, and rely on other methods of evaluating performance.

Question 18

Why do you think that most organizations do not employ state-of-the-art human resources management (HRM)practices?

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Question 19

For the job considered in Work Application 3,were you given a realistic job preview?
Explain.

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Question 20

AT&T felt the best way to train employees on customer service was to have employees act as customers: sit back-to-back in chairs and simulate a customer calling the company.This training method is known as:

Accepted Answer

The training method described involves employees role-playing as customers, which is a form of simulation training. Therefore, the correct answer is role-playing. Programmed learning involves self-paced learning modules, job rotation involves rotating employees through different positions within a company, and behavior modeling involves observing and replicating behaviors demonstrated by others. None of these methods align with the training method described in the question.

Quiz 7: Human Resources Management

Recall an orientation you experienced.Which elements did it include and exclude? Briefly describe the orientation.

Have you or has anyone you know been asked discriminatory questions during the preemployment process? If yes,please explain the situation in language acceptable to all.