Human Resources Management, 13e (Dessler)
Chapter 7 Interviewing Candidates
1) Which of the following is the most commonly used selection tool?
A) telephone reference
B) reference letter
D) personality test
Explanation: C) Interviews are the most widely used selection procedure. Not all managers use tests, reference checks, or situational tests, but most interview a person before hiring.
Learning Outcome: Describe effective interviewing techniques
2) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries?
A) work sample simulation
C) reference check
Answer: B …show more content…
A) higher potential for bias
B) limited validity and reliability
C) inconsistency across candidates
D) reduced opportunities for asking follow-up questions
Explanation: D) Structured interviews when followed blindly limit the interviewer 's chance to ask follow-up questions. Structured interviews are typically reliable, valid, consistent, and have a lower potential for bias. As a result, they have a greater ability to withstand legal challenges.
Learning Outcome: Describe effective interviewing techniques
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9) How do situational interviews differ from behavioral interviews?
A) situational interviews are based on an applicant 's responses to actual past situations
B) situational interviews are based on how an applicant might behave in a hypothetical situation
C) situational interviews ask applicants job-related questions to assess their knowledge and skills
D) behavioral interviews ask applicants to describe their emotions in different hypothetical situations Answer: B
Explanation: B) Situational interviews ask applicants to describe how they would react to a hypothetical situation today or tomorrow, and behavioral interviews ask applicants to describe how they reacted to actual situations in the past. Job-related interviews ask job-related
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expected to help manage change. Look at what it has been through. With Justice for All
HRSA – Health Resources and Services Administration (HRSA) is an agency of the U.S. Department of Health and Human Services. The mission of HRSA is “to improve health and achieve health equity through access to quality services, a skilled health workforce and innovative programs” (About HRSA, 2017). HRSA programs provide high-quality primary healthcare to pregnant women, people with HIV/AIDS and to those who are geographically isolated or medically vulnerable. Also, it provides training to the healthcare professionals and maintains databases that protect against healthcare malpractice, waste and fraud. In addition, to assist an organization with its quality improvement (QI) efforts, HRSA apprehends the need for a toolkit of objective educational tools and resources” (“HRSA Clinical…”, n.d.). This toolkit consists of practical and convenient tools which support an organization’s new or existing QI program by implementing proven strategies and performance measurement techniques. The major goals of HRSA include “improving access to quality care and services, strengthening the health workforce, building
The H.R. 1171, also known as the bill “to amend title II of the Social Security Act to eliminate the five month waiting period for disability insurance benefits for individuals with amyotrophic lateral sclerosis (ALS)”, is a plan to reduce the waiting time for disability benefits for those with ALS. ALS is a neurodegenerative disease which weakens the muscles and hurts mobility. The life expectancy is 3-5 years, but as ability to function decreases, medical bills skyrocket and work is impossible. H.R. 1171 was introduced by Rep. Seth Moulton with co-sponsors Peter King, Gus Bilirakis, Earl Blumenauer, David Cicilline, Katherine Clark, Steve Cohen, John Conyers Jr., Peter DeFazio, Suzan DelBene, Eliot Engel, John Garamendi, Denny Heck, Walter Jones Jr., William Keating, Derek Kilmer, Michelle Lujan Grisham, Thomas MacArthur, James McGovern, Scott Peters, Chellie Pingree, Mark Pocan, Kathleen Rice, Cedric Richmond, C.A. Dutch Ruppersberger, Tim Ryan, Pete Sessions, Paul Tonko, Timothy Walz, and Eric Swalwell.
As the clock strikes 6PM panic invades my mind. This panic is not due to the fact that I must complete an assignment on time because I already finished today’s assignments, but because I just realized that another day will cease to exist without me reading a Stephen King novel, playing video games, watching a movie, or going for a run to take in the sweet spring scented air. Although I am a very organized person, with my calendar and highly detailed to do lists, I still can’t seem to find a way to make my day fit everything I want to do. After writing and editing two sentences it is 6:15PM and I know not much time has passed but the highly predictable anxiety starts to set in every time I look to the clock on my left.
SUBJECT: Information Paper 1. Purpose: To provide facts and overview of the HR Information Systems 2. Facts: a. The Enlisted Distribution and Assignment System (EDAS) is used to manage enlisted assignments, promotions, and personnel information. This system is also used to assist managers when conducting strength accounting, Unit Status Reporting (USR), and personnel readiness management. The EDAS system is used to provide interactive updates capability to post information directly to the Total Army Personnel Data Base (TAPDB) to those authorized users including field users to delete or defer Soldiers.
Employees tend to hate Human Resource Managers for a variety of reasons. Human Resource Managers are vital to organizations because they have the proper training and skills which are necessary in order to help the organization function as a whole. In the article, “Why we hate HR”, by Keith K. Hammonds, Keith goes into a high depth analysis as to why himself, and others, tend to hate human resources. This article takes on the perspective that Human resources just aren’t cut out for the positions they acquire as they have to many responsibilities which they just aren’t trained to do. Although I disagree the article that Keith has written for several reasons, it has clearly left a mark to this day which has many executives dissecting it and debating the topic. Some key point that Keith points out in his article include, HR executives aren’t financially savvy enough, they are too focused on delivering programs rather than enhancing value, and they are unable to conduct themselves as the equals of the traditional power players in the organization. One reason why people dislike HR is Lack of knowledge and this is a main reason as to why people disagree or become frustrated with what they do. Someone without the proper understanding of how an organization runs will have a difficult time understanding why Human Resource Managers do what they do. Another reason why employees hate HR is due to a bad experience in the past. Whatever the reason may be, it is difficult to win back
Brenda McCain, Human Resource Manager at the Westpark store, views her position as the primary contact for all human resource related topics and issues. She has developed policies and procedures as a guideline for the hiring process and spends a lot of time managing the human resource staff. Brenda’s primary responsibilities are interviewing and hiring applicants, assisting the trainer with the new employee training classes, and administering the performance evaluation and career planning processes. She is also the sole person responsible for all disciplinary actions, which include gathering the initial
Netcare participates in employer surveys, internal surveys gets feedback from patients with patient feedback forms. These results help identify employment issues and are also used to reward and recognise individuals. Managers are even required to wear their name badges, thus enforcing them to lead by example.