FREE Senior Professional in Human Resources MCQ Question and Answers
Which of the following alternative staffing strategies would be most suitable for a business that is having trouble filling full-time positions for jobs that require 40 hours per week but don't necessarily require continuity in employment?
In a job-sharing arrangement, two part-time workers are hired to fill the hours of one full-time position. Depending on the demands of the people involved, job sharing can have a variety of structural flexibility options, such as morning and afternoon shifts, three-day/two-day shifts, or alternating schedules. Job rotation can be used as a staffing alternative to help bridge a temporary skill gap until a new employee can be hired to fill the role. It can also be used as an employee experience enhancement to help cross-train personnel in different areas or functions. Independent contractors don't work as W2 workers, but they can be employed as a staffing substitute when highly specialized work is needed that is outside the skill set of the existing workforce. Temp-to-hire programs use temporary workers when a role is needed for a brief period of time; nevertheless, full- or permanent positions may become available after that time.
How do organizations develop their vacation pay policies?
Vacation pay regulations that apply to employees must be established by each organization.
In a hotel chain, Steve is in charge of conducting interviews with potential employees. He observes that he is fast to dismiss one young man in particular as he evaluates each contender. Although this application has a solid résumé and outstanding credentials, Steve determines that he just doesn't get along with him and is unwilling to accept him as a candidate for the job. Steve is exhibiting which of the following interview biases by doing this.
Steve is relying on the bias of his gut instinct by letting his intuition direct his preferences.
Which phase does the evidence-based decision-making (EBDM) process NOT include?
The idea of evidence-based decision-making (EBDM) is based purely on research and data, therefore opinions, even those of subject matter experts (SME), are typically not taken into account when making managerial decisions.
Which of the following best describes how employees' understanding of how their job behavior affects their pay?
Line of sight is the understanding that employees have of how their performance at work influences their pay. Employees with more seniority receive higher salaries under an entitlement mentality. A comprehensive rewards plan evaluates a company's options for attracting and keeping particular personnel. Line of sight and the entitlement mindset are under the larger topic of organizational culture, which is the general "culture" of a company and its management-employee relationship.
Patricia notes that a candidate's replies throughout the interview seem to be weirdly phrased, and she eventually realizes that the applicant is trying to give her the answers she wants rather than providing honest responses. What kind of interview bias is present here?
A form of bias known as "cultural noise" occurs when a candidate starts out by giving the interviewer's preferences his full attention. For a position that needs a lot of travel, a candidate might try to improve his chances by saying that he likes to travel, even if he has never traveled for work before (or maybe he doesn't actually like to travel but wants the job). The halo effect happens when a candidate is defined during an interview by a single positive trait. The horn effect is the exact reverse of this; it happens when the interviewer rates the candidate by emphasizing one bad feature over all other positive ones. When an interviewer cannot decide on a favored candidate and must average the results, the central tendency takes place.
What was the WARN Act intended to accomplish?
The Worker Adjustment and Retraining Notification Act, or WARN Act, was created with the goal of establishing some rights for fired employees.