Explain the training records that may be helpful to show that the employee was adequately trained.|Strategic Staffing
Respond T/F questions and essay questions
1. At the first inference point, data collected from a job analysis are used to infer KSAs and other relevant employee specifications
2. The selection process must be linked to the strategic plan of the company.
3. Aptitude tests and achievement tests measure the same thing.
4. Managers intuitively believe that personality traits matter at work.
5. T & E evaluations can be used to determine if an individual is or is not minimally qualified for the job.
6. Mental ability tests actually measure several distinct abilities.
7. There is no one-to-one correspondence between the content of a BIB and the criterion being predicted
8. When considering undue hardship requirements for reasonable accommodation, the cost the employer may have to bear is not a consideration.
9. A potential difficulty with a voluntary AAP is that in order to increase the employment of minority groups, the company may bend over backward by discriminating against other groups and violate the parts of Title VII “race, color, religion, sex, or national origin.”
10. A ______________ is a physical or mental impairment that substantially limits one or more major life activities.
11. The ________ case states that the selection test must be job-related if disparate impact results.
12. If
and
data are not provided or are inappropriately calculated, the HR specialist should be wary of using the ability
13. _________ has three major purposes one of which is to develop an appropriate number of minimally acceptable applicants for each open position while keeping costs reasonable.
14. The ___________ analysis approach uses subject matter expert’s judgments concerning the KSAs required for the job.
15.
questions are questions that can be answered differently by protected classes.
16.
The purpose of ______________ is to measure the different KSAs necessary for job performance.
the preliminary interview
job analysis
assessment devices
validation
17. The predictor(s) used in HR selection:
Test
Interviews
Background
Information
All of the above
Norms
Nominal scale
Percentiles
Stand scores
18. Selection scores may be interpreted using all of the following except:
Norms
Nominal scale
Percentiles
Stand scores
19. What is the first response by the EEOC after a charge of discrimination has been filed?
attempt conciliation between the two parties
investigate
no-fault settlement attempt
issue a right-to-sue notice to the charging party
20. What is the most significant federal legislation that has focused attention on job analysis?
· Rehabilitation Act of 1973
· American with Disabilities Act
· Age Discrimination in Employment Act
· Title VII of the Civil Rights Act of 1964
21. Which of the following training and experience evaluation methods has exhibited the highest validity?
· the grouping method
· the behavioral consistency method
· the KSA-based method
· the point method
22. Which of the following is the most frequently sought reference information from applicants?
· salary history
· prospective hire’s qualifications for a specific job
· dates of employment
· eligibility for rehire
23. When are job knowledge questions appropriate for an interview?
· when there are a large number of such questions to be asked
· when interview questions refer to actual behaviors such as diagnosis of defects
· for jobs that require verbalization of technical information and work procedures
· they are appropriate for all situations
24. Why are the findings in the Watcon v. Ft. Worth Bank & Trust case so important for selection interviewing?
· Content validity is an inappropriate defense for measurement of mental processes.
· It is permissible to use subjective measures of certain applicant characteristics that cannot be fully measured with objective tests.
· When a selection interview is central to the charge of discrimination, the case could be heard as an adverse impact case.
·
Structured interviewing with formal scoring procedures is an acceptable legal defense in a discrimination case.
25. What is “structured” about a structured interview?
· Different questions are asked of each applicant, but they are determined before the interview takes place.
· The same information is collected about the same topics from all applicants.
· The tone of the interview is formal, thereby increasing the likelihood that job-related information will be exchanged
· The applicant is given a list of questions to prepare for before the interview
26. You are the owner of a temporary employment agency specializing in providing night security guards to local businesses. One of your recent placements was caught last night stealing property at his job site. The owner of the job site plans to sue you for “negligent hiring.”
1. 1. Explain the information on the application form that could be used to negate this lawsuit and discuss the evidence you should have to help you get you out of this unfortunate predicament.
2. 2. Outline the tracking devices your organization would have implemented to show this employee or other employees do not have a history of stealing.
Your response to the essay questions should be a minimum of 250 words and be supported by at least one reference from the readings or outside sources.
27.You are the owner of a temporary employment agency specializing in providing night security guards to local businesses. One of your recent placements was caught last night stealing property at his job site. The owner of the job site plans to sue you for “negligent hiring.”
1. Discuss the training records that may be helpful to show that the employee was adequately trained. Assuming you extricate yourself from the legal problems, analyze and explain how you would salvage your company’s reputation.
Your response to the essay questions should be a minimum of 250 words and be supported by at least one reference from the readings or outside sources.
