Need huge list of interview questions and answers for java selenium Web-driver.

Pina Corporation is preparing the comparative financial statements for the annual report to its shareholders for fiscal years ended May 31, 2020, and May 31, 2021. The income from operations for the fiscal year ended May 31, 2020, was $1,818,000 and income from continuing operations for the fiscal year ended May 31, 2021, was $2,424,000. In both years, the company incurred a 10% interest expense on $2,424,000 of debt, an obligation that requires interest-only payments for 5 years. The company experienced a loss from discontinued operations of $575,000 on February 2021. The company uses a 20% effective tax rate for income taxes.

The capital structure of Pina Corporation on June 1, 2019, consisted of 1,037,000 shares of common stock outstanding and 19,100 shares of $50 par value, 6%, cumulative preferred stock. There were no preferred dividends in arrears, and the company had not issued any convertible securities, options, or warrants.

On October 1, 2019, Pina sold an additional 511,000 shares of the common stock at $20 per share. Pina distributed a 20% stock dividend on the common shares outstanding on January 1, 2020. On December 1, 2020, Pina was able to sell an additional 785,000 shares of the common stock at $22 per share. These were the only common stock transactions that occurred during the two fiscal years.

New attempt is in progress. Some of the new entries may impact the last attempt grading.Your answer is incorrect.

Identify whether the capital structure at Pina Corporation is a simple or complex capital structure.

                                                                      Simple Capital StructureComplex Capital Structure

New attempt is in progress. Some of the new entries may impact the last attempt grading.Your answer is partially correct.

Determine the weighted-average number of shares that Pina Corporation would use in calculating earnings per share for the fiscal year ended:

New attempt is in progress. Some of the new entries may impact the last attempt grading.Your answer is partially correct.

Prepare, in good form, a comparative income statement, beginning with income from operations, for Pina Corporation for the fiscal years ended May 31, 2020, and May 31, 2021. This statement will be included in Pina’s annual report and should display the appropriate earnings per share presentations. (Round earnings per share to 2 decimal places, e.g. $1.55.)

Case Study 2: Employee Selection at Deloitte Australia

Deloitte is the brand name used for Deloitte Touche Tohmatsu Limited, a UK private company with more than 263,900 professionals worldwide in the service areas of audit, tax, consulting, financial advisory, risk management, and related services. The firm operates in more than 150 countries and had revenues in fiscal year 2018 of $43.2 billion. Deloitte is one of the “Big Four” accounting firms and the largest professional services firm in the world.

Deloitte Australia is recognized as the number one employer-of-choice for graduates by Gradconnection. Workplace Gender Equality Agency has recognized the firm as am employer-of-choice for women. Deloitte Australia is the only professional services firm on the Australia Center for Corporate Social Responsibility’s Top Ten list. Further, the firm has invested more than $20 million in their communities through pro bono work and donations, as well as through volunteer work.

Deloitte Australia, like the rest of Deloitte, is a highly progressive company that is often on the leading edge of human resource practices. The firm provides information on the company website that can serve as a guide for prospective employees. The website includes information about the company’s recruitment and selection processes for both new college graduates and experienced hires.

The application process for college students starts with completing an online application process. Applicants can also read information about Deloitte and about the members of the recruitment team on the website. Recruitment team members review applications, make an assessment of fit with skills, and determine if there is a match to key selection criteria. The company tries to contact applicants in seven days with a decision about continuation in the selection process.

The selection process includes multiple steps. The process starts with a first interview, usually by phone with a member of the recruitment team. The process continues with interviews with members of the relevant service team. The number of these interviews varies across service areas. The process ends with an in-depth interview addressing technical and motivational fit with the role, team and company. A Deloitte partner from the service line participates in the final interview.

The selection process for some roles may also include psychometric or skills-based tests. Other roles require an assessment in the form of a case study. These assessments take place either online or face-to-face, and within two weeks of the rest of the interviews.

Finally, if the firm is interested in making an offer, they will conduct a pre-employment check of references and work rights with the Australian Government Department of Immigration and Border Protection (DIBP).

Questions

1. Discuss the pros and cons of providing so much information about the selection process on the company website. Would this amount of information make you more or less likely to apply for a job with Deloitte Australia, or any other company for that matter that provided this much information? Discuss your response.
2. What concerns would you have about the process if you were an applicant?
3. Describe the selection process in terms of which parts are initial screening and which are final screening. Is Deloitte Australia using a compensatory, multiple hurdle, or multiple-cutoff approach to selection? Why do you think they have chosen this particular approach? Do you think it is logical given the nature of the firm?
4. Research Australian hiring guidelines and discuss how they differ from U.S. guidelines and how they are similar.

Suppose that for all Miami University STA 261 students, the average distance that they live from campus is 12.2 miles with a standard deviation of 8.0 miles. A random sample of 49 Miami university STA 261 students was taken, and the sample average distance that they live from campus was calculated.

a. what is the shape of the population distribution? Briefly explain your response

b. What is the probability that a randomly selected MU STA 261 student lives at least 10 miles from campus?

c. What is the probability that the sample average will have a value of at least 10 miles?

Assume you are planning to interview shoppers in a shopping mall about their views on increased food prices and what the Government should do about them.

1. In what different five ways might you try to motivate shoppers to cooperate in your survey?                                                                                          [10 Marks]
2. Distinguish among response error, interview error and nonresponse error.

                                                                                                                 [5 Marks]

3. How do environmental factors affect response rates in personal interviews?                                                                                           

                                                                                                               [10 Marks]

Discuss the differences, if any, in the way you would conduct a final interview with a 10-year corporate controller accused of embezzling funds and a new cashier accused of stealing cash. Include a comparison of 3 questions you would ask each of the suspects during this phase of the interview process. Include in your discussion the differences or similarities in the questions you selected and explain why you would ask those particular questions to those particular individuals.

Discuss the differences, if any, in the way you would conduct a final interview with a 10-year corporate controller accused of embezzling funds and a new cashier accused of stealing cash.  Include a comparison of 3 questions you would ask each of the suspects during this phase of the interview process. Include in your discussion the differences or similarities in the questions you selected and explain why you would ask those particular questions to those particular individuals.

Identify a large long-term care system within your community (this may be a nursing home, a home care and/or hospice agency, an assistive living organization or a continuum of care organization) and arrange to interview their senior leader or administrator.

Interview Questions:

1.     Tell me about your organization (who served, services provided). How long you have worked here and how you were drawn to the long-term care industry?

Stark Engineering Solutions Melbourneknew it had a problem with recruitment when it began to lose track of its job applicants’ Curriculum Vitae’s (CV’s or resume). It frequently called the same candidates for an interview twice and from time to time, sought to interview people it had already employed. HR staff would spend up to two hours looking for an individual CV’s for a given job.

The company had existed for around 4 years and had grown very rapidly. It had around 2000 employees but planned to expand this to 6000 over the next three years. The business, with 4 offices in major Australian cities, intended to take on approximately some extra 200 employees each quarter.

The Human Resources recruitment team had started with 2 members and had grown to 12 people across the four offices. The bigger it grew, the greater the chaos and confusion. The recruitment database was maintained in an MS Excel spreadsheet and was not coordinated between the 4 offices. They were receiving an average of1000 CV’s per month – via email or in the form of the hard copy sent by candidates or by recruitment firms – for an average of around 60 vacancies across all 4 offices at any given time.

An internal review demonstrated that the company had to standardise its recruitment processes and reduce duplication. The cost per hire needed to be cut and the overall quality of the talent hired by the business needed to rise.

The company felt that these improvements would help speed response times and promote a positive image. They could also help to improve the efficiency of the recruitment staff. Stark Engineering believed that the adoption of an online recruitment platform would improve the shortlisting process and boost candidate confidentiality. It could, in time, ensure a greater diversity of job applicants.

Source: Adapted from Instructor Resources-Nankervis, A., Compton, R., Baird, M. & Coffey, J. 2017. Human Resource Management, Strategy and Practice. (9th Ed.) Australia: Cengage Learning

Questions:

1. Explain and discuss how the new online system could improve talent management and encourage a greater diversity of job applicants?