MGT501 MCQs Solved
http://groups.google.com/group/vuZs
41. An employer who wishes to hire a recent immigrant should note the following related to U.S. immigration law:
a. a person must be a U.S. citizen, or have started the naturalization process, to be lawfully employed in the U.S.
b. employers must verify eligibility for employment prior to hiring foreign-born applicants.
c. EEOC regulations do not apply to foreign-born workers.
d. to be eligible for employment, immigrants must sign an oath of allegiance to the U.S.
42. A primary advantage of unstructured versus structured interviewing techniques is that:
a. unstructured interviews take less time.
b. in an unstructured interview, the interviewer can ask follow-up questions and pursue points of interest as they develop.
c. unstructured interviews are in compliance with EEOC regulations, whereas structured interviews are not.
d. unstructured interviews are more cost effective.
43. Which of the following types of interviews tend to be the most reliable and valid?
a. unstructured interviews
b. structured interviews
c. stress interviews
d. panel interviews
44. Factors that can undermine the usefulness of an interview include all of the following except:
a. not knowing the requirements of the job.
b. not knowing the job candidate.
c. being under pressure to hire.
d. the effect of the order in which candidates were interviewed.
45. Organizations wishing to ensure a suitable supply of employees for current and future senior or key jobs should consider implementing:
a. succession planning.
b. work-life initiatives.
c. higher compensation rates.
d. a stress interviewing process.
46. HR professionals should know the following about unemployment insurance benefits:
a. benefits are not paid unless the employee submits to an exit interview.
b. firms are required to pay benefits only for employees dismissed through no fault of their own.
c. unemployment insurance benefits are not available to exempt employees.
d. in most cases, unemployment insurance benefits expire in eight weeks.
47. The primary purpose of new employee orientation is to:
a. help the new employee feel comfortable in the organization.
b. reduce employee lawsuits.
c. provide new employees with basic information so that they can perform their jobs satisfactorily.
d. reduce turnover and absenteeism.
http://groups.google.com/group/vuZs
48. The best medium for recruiting blue-collar and entry-level workers is generally:
a. the local newspaper.
b. nationally distributed newspapers.
c. trade journals.
d. the Internet.
49. Employers may wish to utilize employment agencies in the recruiting process because:
a. it is generally less expensive to outsource recruiting than to do it in-house.
b. agencies can generally fill a particular opening more quickly than in-house HR departments.
c. agencies almost always provide higher quality candidates that those recruited by HR departments.
d. candidates, not the prospective employer, are responsible for paying the agency's fees.
50. With regard to flexible work arrangements such as compressed work week programs and flextime, HR professionals should note that:
a. flexible work schedules generally have a positive effect on employee productivity, but may increase worker fatigue.
b. in shift work, a change to 12-hour shifts from 8-hour shifts creates more confusion, since there are fewer shift changes.
c. flexible schedules are likely to increase absenteeism.
d. as programs become more flexible, they are easier to administer.
51. Which of the following job analysis methods offers the most quantifiable measures of job duties?
a. observation
b. the Position Analysis Questionnaire
c. a participant diary
d. an interview
52. Which of the following job analysis methods quantifies job duties in the three specific areas of data, people, and things?
a. the Department of Labor job analysis procedure
b. the Position Analysis Questionnaire
c. an unstructured interview
d. a participant diary
53. An advantage of job analysis methods that use quantitative measures is that:
a. HR professionals can group together, and assign similar pay to, all jobs with similar scores, even if the jobs are very different.
b. methods that use quantitative measures are much less expensive than non-quantitative methods.
c. quantitative measures never change, unlike non-quantitative measures.
d. it is much easier to plan employee training programs if quantitative measures are used.
54. HR professionals should use multiple sources of information when conducting job analysis because:
a. using only one source of information may lead to inaccurate conclusions.
b. it is less expensive to use multiple sources.
c. quantifiable information is frequently erroneous.
d. it is less time-consuming to use multiple sources.
55. With regard to writing job specifications, HR professionals should know that:
a. identifying the specifications for trained workers is much more complex than for untrained workers.
b. identifying the specifications for untrained workers is much more complex than for trained workers.
c. job specifications are not needed for trained workers.
d. job specifications are not needed for untrained workers.
56. HR professional who based job specifications on statistical analysis rather than judgment should note that:
a. basing job specifications on statistical analysis is a more defensible approach.
b. basing job specifications on judgment is a more defensible approach.
c. neither approach is defensible.
d. statistical analysis involves examination of qualitative, rather than quantitative, data.
57. Systematically moving workers from one job to another is known as:
a. job enlargement.
b. job enrichment.
c. job rotation.
d. dejobbing.
58. Which of the following would be LEAST likely used when selecting staff for assignments outside the U.S.?
a. an adaptability screening test
b. the Overseas Assignment Inventory
c. a test of foreign language speaking ability
d. an occupational preferences test
http://groups.google.com/group/vuZs
59. An HR staffing plan would likely include all of the following EXCEPT:
a. projected turnover.
b. employee skills and quality.
c. financial resources available to the HR department.
d. an analysis of the causes of absenteeism in the organization.
60. Personnel replacement charts are primarily used for:
a. forecasting the supply of internal job candidates.
b. forecasting the supply of external job candidates.
c. writing job descriptions.
d. conducting exit interviews.
