Question 1

What is an example of a piece of information that would likely be found in one of a restaurant's employee induction programs?
A) Location of employee entrances
B) Location of employee dressing areas
C) Location of pot-washing chemicals storage
D) Location of designated employee parking areas

Accepted Answer

C

Question 2

What is true about the way most employees adjust to their new employment situations?
A) They adjust in similar ways.
B) Their adjustment varies based on age.
C) Their adjustment varies based on race.
D) Their adjustment varies based on gender.

Accepted Answer

Research shows that there tends to be a common pattern of adjustment that employees go through when starting a new job. This includes an initial period of excitement or anticipation, followed by a settling-in phase where the employee learns the ropes and becomes familiar with the job and workplace, and finally a period of full integration into the job and organization. While individual experiences may vary, there is a general similarity in the way most employees adjust to new employment situations.

Question 3

Which HR tool would best help employees know where they fit into the reporting relations that are in place at their new work sites?
A) Training plan
B) Mission statement
C) Organizational chart
D) Orientation checklist

Accepted Answer

An organizational chart visually displays the reporting relationships and structure of an organization, making it the best tool to help employees understand where they fit in the chain of command. The other choices (training plan, mission statement, and orientation checklist) do not provide information on reporting relationships within the organization.

Question 4

When should senior management personally greet new employees?
A) During the employee interview process
B) On the new employee's first day of work
C) When the new employee's supervisors requests it
D) On the day the new employee is selected to fill a vacant position

Accepted Answer

Senior management should personally greet new employees on their first day of work as a way to make them feel welcomed and valued within the company. This can also help set a positive tone for their overall experience with the company.

Question 5

What is the most likely result if a significant difference exists between what new employees perceive about an organization and what they actually experience?
A) Increased turnover
B) Decreased turnover
C) Increased wage rates
D) Decreased training costs

Accepted Answer

If new employees perceive an organization to be different from reality, they may feel misled or disappointed, resulting in lower job satisfaction and a higher likelihood of turnover. This can be costly for the organization in terms of recruitment and training costs.

Question 6

In a large hospitality organization, an effective orientation program requires coordination between HR specialists and
A) vendors.
B) employees.
C) business owners.
D) department heads.

Accepted Answer

Department heads play a critical role in the orientation process as they are directly responsible for new employees' on-the-job training and ensuring that new hires integrate smoothly into their respective departments. HR specialists can provide guidance and support, but without collaboration and coordination with department heads, an effective orientation program cannot be achieved. Vendors, employees, and business owners may also play a role in specific aspects of the orientation program, but they are not central to its coordination and implementation.

Question 7

At what step, in the four-step employee adaptation process, do employees have basic perceptions and attitudes about their new work and their new organization?
A) First
B) Second
C) Third
D) Fourth

Accepted Answer

In the first step of the four-step employee adaptation process, employees form their initial perceptions and attitudes about their new work environment and the organization they have joined. This stage is crucial for setting the tone of their overall experience and future engagement with the company.

Question 8

Who would be most responsible for developing an organization's mission statement?
A) Vendors
B) Customers
C) Hourly employees
D) Owners and managers

Accepted Answer

Owners and managers are most responsible for developing an organization's mission statement as they have the ultimate authority and responsibility for setting the direction and goals of the organization. Vendors, customers, and hourly employees may provide input or feedback, but the ultimate decision and drafting of the mission statement should be done by the leadership of the organization.

Question 9

Which topic would likely be addressed in detail in a new employee orientation program?
A) Pay rates
B) Dress codes
C) Career paths
D) Expansion plans

Accepted Answer

Dress codes are typically covered in detail during new employee orientation to ensure employees understand the company's expectations for professional appearance.

Question 10

Induction is the process of providing new employees with basic information that everyone in their department must know and that
A) must be written down.
B) is unique to their department.
C) must be shared only with management.
D) emphasizes high rates of worker productivity.

Accepted Answer

Induction involves providing new employees with essential information specific to their department, ensuring they understand their roles, responsibilities, and how their department operates within the organization.

Question 11

What is the first step in the employee training process?
A) Interviewing
B) Selection
C) Orientation
D) Promotion

Accepted Answer

The first step in the employee training process is orientation. This is when the employee is introduced to the company's culture, policies, procedures, and their job responsibilities. Without proper orientation, the employee may not understand their role in the company and may not be able to perform their job duties effectively. Orientation sets the foundation for a successful training program.

Question 12

How will new employees perceive managers who exhibit a lack of planning and preparation for the employee's first day at work?
A) Busy
B) Uncaring
C) Overwhelmed
D) Cost-conscious

Accepted Answer

New employees will perceive managers who exhibit a lack of planning and preparation for their first day at work as uncaring, which can create a negative first impression and impact employee morale and productivity.

Question 13

Which activity would include managers telling new employees about the benefits they qualify for in their new jobs?
A) Training
B) Coaching
C) Mentoring
D) Orientation

Accepted Answer

This activity is called orientation, which typically happens on the first day or week of a new job. During orientation, managers and HR representatives provide information about the company, policies, and benefits that new employees are eligible for.

Question 14

A mission statement explains what an organization seeks to accomplish and
A) the cost of doing it.
B) how it intends to do it.
C) why it is important to do it.
D) when it intends to begin doing it.

Accepted Answer

A mission statement typically outlines an organization's overall goal or purpose and how it plans to achieve it. It does not typically specify the cost, timing or reasons for doing so.

Question 15

Managers should solicit feedback about orientation and induction sessions so the sessions can be
A) improved in quality.
B) produced in less time.
C) delivered more frequently.
D) expanded in length and content.

Accepted Answer

Soliciting feedback about orientation and induction sessions is important as it can help identify areas for improvement and ways to enhance the quality of the sessions. This can ultimately lead to a better experience for new employees and more effective onboarding overall. The other options (B, C, D) are not necessarily the primary goals of soliciting feedback about orientation and induction sessions.

Question 16

What is the term used for the process of providing basic information about the hospitality organization that must be known by all staff members?
A) Training
B) Orientation
C) Adaptation
D) Interviewing

Accepted Answer

Orientation is the process of providing basic information about the organization that all staff members must know. Training is a more specialized process that provides specific knowledge and skills for a particular job. Adaptation refers to an employee's adjustment to a new job or work environment. Interviewing is the process of assessing a candidate's qualifications for a job.

Question 17

In most cases, who is the individual in a large hotel best qualified to develop an employee induction program?
A) Hotel owner
B) HR specialist
C) Department head
D) General manager

Accepted Answer

The answer of In most cases, who is the individual...

Question 18

In most cases, who would be the individual in a large hotel best qualified to develop an employee orientation program?
A) Hotel owner
B) HR specialist
C) Department head
D) General manager

Accepted Answer

HR specialists are typically responsible for developing employee orientation programs and have the expertise in training and development. While other individuals in a hotel may have knowledge about their specific department, they may not have the skills or knowledge necessary to develop a comprehensive orientation program for all employees. The general manager and hotel owner may provide input or approval but may not be the best qualified to develop the program on their own.

Question 19

What piece of information that is of interest to all new employees would likely be included in an orientation kit?
A) Pay scales
B) Succession plans
C) Organization charts
D) Results of background checks

Accepted Answer

Organization charts are typically included in orientation kits to provide new employees with a visual representation of the company's structure and reporting relationships.

Question 20

The two final orientation-related activities that take place after general new-employee orientation sessions are completed are
A) training and coaching.
B) career planning and promotion path development.
C) departmental induction and orientation follow-up.
D) performance assessment and productivity evaluation.

Accepted Answer

Departmental induction and orientation follow-up are the two final orientation-related activities that take place after general new-employee orientation sessions are completed. This helps new employees further understand the specific policies, procedures, and culture of their department, as well as providing an opportunity for any additional questions or concerns to be addressed.

Quiz 5: Employee On-Boarding: Orientation and Induction

What is an example of a piece of information that would likely be found in one of a restaurant's employee induction programs?

What is true about the way most employees adjust to their new employment situations?

Which HR tool would best help employees know where they fit into the reporting relations that are in place at their new work sites?

When should senior management personally greet new employees?

What is the most likely result if a significant difference exists between what new employees perceive about an organization and what they actually experience?

In a large hospitality organization, an effective orientation program requires coordination between HR specialists and

At what step, in the four-step employee adaptation process, do employees have basic perceptions and attitudes about their new work and their new organization?

Who would be most responsible for developing an organization's mission statement?

Which topic would likely be addressed in detail in a new employee orientation program?

Induction is the process of providing new employees with basic information that everyone in their department must know and that

What is the first step in the employee training process?

How will new employees perceive managers who exhibit a lack of planning and preparation for the employee's first day at work?

Which activity would include managers telling new employees about the benefits they qualify for in their new jobs?

A mission statement explains what an organization seeks to accomplish and

Managers should solicit feedback about orientation and induction sessions so the sessions can be

What is the term used for the process of providing basic information about the hospitality organization that must be known by all staff members?

In most cases, who is the individual in a large hotel best qualified to develop an employee induction program?

In most cases, who would be the individual in a large hotel best qualified to develop an employee orientation program?

What piece of information that is of interest to all new employees would likely be included in an orientation kit?

The two final orientation-related activities that take place after general new-employee orientation sessions are completed are