Deck 10: Human Resource Management

Question 1

The two forms of sexual harassment are

A) disparate impact and adverse impact.
B) quid pro quo and hostile environment.
C) hostile environment and BFOQ.
D) voluntary and adversarial.

Answer 1

B

Question 2

In the case of an adverse impact lawsuit, the EEOC has established the ________ for the protected class hiring rates as a percent of the majority group.

A) bona fide occupational qualification
B) four-fifths rule
C) affirmative action quota
D) all of the above

Answer 2

B

Question 3

Which of the following questions can be asked in the job interview?

A) Do you have children?
B) How old are you?
C) Are you a U.S. citizen?
D) Have you ever been convicted of a crime?

Answer 3

D

Question 4

A fashion designer that creates male apparel may hire male models for the fashion show and refuse to hire females as a result of

A) affirmative action.
B) adverse impact.
C) a BFOQ.
D) seniority.

Question 5

A minimum height requirement for police tends to automatically disqualify more women than men from the job. This is an example of

A) adverse impact.
B) disparate treatment.
C) bona fide occupational qualification.
D) affirmative action.

Question 6

A defense against discrimination in which a firm must show that a personal characteristic must be present to do the job is referred to as

A) job relatedness.
B) a BFOQ.
C) affirmative action.
D) adverse impact.

Question 7

The law considered to be the most important addressing discrimination is

A) the Occupational and Safety Act.
B) the Fair Labor Standards Act.
C) Title VII of the Civil Rights Act.
D) The Age Discrimination in Employment Act.

Question 8

The human resources department

A) supports managers in carrying out HR responsibilities.
B) determines a prospective employee's salary.
C) makes final hiring decisions.
D) assesses an employee's performance.

Question 9

Affirmative action

A) aims to accomplish the goal of fair employment by urging employers to make a conscious effort to hire members from protected classes.
B) aims to ensure that employment decisions are not made based on demographic characteristics such as race, sex, or age.
C) does not hurt people who are not members of a protected class.
D) has yet to be addressed in Supreme Court decisions.

Question 10

If John treats Mary differently because she is the only woman in the department of ten men, his actions may be considered

A) adverse impact.
B) disparate treatment.
C) bona fide occupational qualification.
D) affirmative action.

Question 11

The human resource department plays a crucial role by monitoring the legal environment and developing internal systems to respond to the changes. Most of the work-related legislation addresses

A) wage rates.
B) discrimination.
C) labor unions.
D) whistle blowing.

Question 12

To avoid liability against sexual harassment, a company must

A) develop an affirmative action program
B) develop an explicit policy against sexual harassment and a system to investigate allegations.
C) demonstrate job relatedness.
D) use the defense of a BFOQ.

Question 13

Union membership in the United States

A) has been declining to a low of approximately 10 percent in 2011.
B) has been increasing to a high of approximately 35 percent in 2011.
C) has been steadily increasing since 1945.
D) is not influential in any industries today.

Question 14

If Mary refuses to hire an applicant simply because she is in a wheelchair, she is in violation of the

A) Consolidated Omnibus Budget Reconciliation Act.
B) Worker Adjustment and Retraining Act.
C) Family and Medical Leave Act.
D) Americans with Disabilities Act.

Question 15

An indicator that signals something is wrong with HR practices is

A) the inability to recruit top talent.
B) the loss of key employees to competitors.
C) low innovation by employees afraid of taking risks or with outdated skills.
D) all of the above

Question 16

An old legal doctrine stating that unless there is an employment contract, both employer and employee are free to end the employment relationship whenever and for whatever reasons they choose is referred to as

A) employment at will.
B) affirmative action.
C) job relatedness.
D) BFOQ.

Question 17

Which of the following is not a defense that an employer can use once a plaintiff has established a prima facie case of discrimination?

A) Job relatedness
B) Affirmative action
C) Bona fide occupational qualification
D) Seniority

Question 18

Which of the following is not considered a protected class under discrimination legislation?

A) Women worker
B) Asian American workers
C) Native American workers
D) Young workers

Question 19

Which of the following is true of workforce diversity?

A) The U.S. workforce is becoming less diverse.
B) In large urban centers, the workforce is often 50% to 75% nonwhite.
C) The workforce includes a smaller proportion of disabled employees.
D) The workforce is becoming younger on average.

Question 20

Which of the following is a major environmental consideration for human resources?

A) Workforce diversity
B) Legislation
C) Globalization
D) all of the above

Question 21

________ means that the selection process represents the actual activities or knowledge required to successfully perform the job.

A) Reliability
B) Recruitment
C) Content validity
D) Empirical validity

Question 22

An HR consultant advised the local bakery to ensure that the hiring process was job-related in case of a legal challenge by recommending they conduct a

A) job analysis.
B) realistic job preview.
C) BFOQ.
D) all of the above

Question 23

Which of the following is not a phase of the training process?

A) Needs assessment
B) Development and delivery of training
C) Computer-assisted instruction
D) Evaluation

Question 24

Recruitment effectiveness can be increased by using

A) realistic job previews.
B) BFOQs.
C) job analysis.
D) skills inventories.

Question 25

The ultimate objective of SHRP is

A) nondiscrimination.
B) creating a sustained competitive advantage.
C) fit.
D) creating a vision.

Question 26

When the Acme Company ensures that they have the right number and the right kinds of people to meet their service goals, they have engaged in

A) human resource planning.
B) affirmative action.
C) employment at will.
D) recruitment.

Question 27

The development of a vision about where the company wants to be and how it can use human resources to get there is referred to as

A) HR tactics.
B) an affirmative action plan.
C) strategic HR planning.
D) contingency theory.

Question 28

The situational or behavioral interview

A) requires that the applicant role-play in a particular situation.
B) better predicts future performance than other selection methods.
C) can be rather expensive if conducted with the help of a consultant.
D) all of the above

Question 29

Which of the following statements is true of U.S. unions as compared to unions in most other countries?

A) U.S. unions tend to pursue political goals.
B) The government is closely involved in labor-management relations.
C) U.S. unions tend to be organized by the type of job.
D) In all countries, the labor relations system stresses competition rather than cooperation.

Question 30

If multiple interviewers reach entirely different conclusions about each job applicant, the method does not demonstrate

A) reliability.
B) recruitment.
C) content validity.
D) empirical validity.

Question 31

Mary's firm asks her to list her education, training, experience, and language abilities. A manager in another department called Mary when a promotion opportunity became available. Mary's company is most likely using a

A) job analysis.
B) job specification.
C) skills inventory.
D) needs assessment.

Question 32

A labor contract specifies

A) pay schedules.
B) fringe benefits
C) cost of living adjustment.
D) all of the above

Question 33

Which of the following is not a component of the staffing process?

A) Recruitment
B) Selection
C) Socialization
D) Compensation

Question 34

An important function of an orientation program is to

A) help employees reduce anxiety and cope with stress.
B) identify the best applicant pool.
C) select the best applicant for the job.
D) provide training.

Question 35

When Megan asks the applicant to describe a time when she had to fire an employee, she is using

A) an RJP.
B) a behavioral interview.
C) a personality test.
D) graphology.

Question 36

Which selection tool has declined in use?

A) Application forms
B) Personality tests
C) Physical exams
D) Honesty tests

Question 37

The first step in HRP is

A) conducting a skills inventory.
B) determining product demand.
C) forecasting labor demand.
D) forecasting labor supply.

Question 38

Which selection tool was rated lowest in effectiveness in a study of 150 U.S. respondents?

A) Resumes
B) Personality tests
C) Graphology
D) Interviews

Question 39

As the Baker Company works to generate a pool of qualified candidates for the telemarketing positions, they are engaged in which component of the staffing process?

A) Recruitment
B) Selection
C) Socialization
D) Compensation

Question 40

One disadvantage of beginning the recruitment process internally is that

A) referrals are not included.
B) the firm may not attract a diverse pool of applicants.
C) expenses are increased.
D) This is not a valid and reliable method of recruitment.

Question 41

If labor demand exceeds supply, the firm may invest in training workers, promoting from within, and actively recruiting employees to meet projected needs.

Question 42

Career development

A) is a one-shot training program.
B) is part of the evaluation phase of the training process.
C) requires a mentor.
D) is a long-term effort in which the organization helps employees realize their full potential.

Question 43

The complex job of airline pilot might best be approached with which of the following training approaches?

A) Slides and videotapes
B) Classroom lectures
C) Simulations
D) Computer-assisted instruction

Question 44

Which phase of the training process requires an examination of the organization's plans to expand, diversify into new products, establish joint ventures, or undertake other activities that may require employees with additional skills?

A) Needs assessment
B) Development and delivery of training
C) Off-the-job training
D) Evaluation

Question 45

Job evaluation can address

A) strategic compensation.
B) internal equity.
C) external equity.
D) job analysis.

Question 46

The HR department is responsible for facilitating the process of helping employees and managers to work effectively with people who are different from them.

Question 47

When Jennifer's manager presents the steps for advancement and the time frame for accomplishing them, she is presenting a

A) succession plan.
B) career path.
C) job rotation.
D) career assessment.

Question 48

The most important consideration in the evaluation of training is

A) monetary measures.
B) nonmonetary measures.
C) that the evaluation criteria reflect the needs that the training was supposed to address.
D) outlining the benefits.

Question 49

Which of the following is not an objective of performance appraisals?

A) They open two-way communication channels so that supervisors may convey to employees what is expected of them and employees have an opportunity to tell supervisors what is on their minds.
B) They provide constructive feedback to employees so that positive steps may be taken to capitalize on strengths and reduce weaknesses.
C) They help the manager decide who should be paid more based on individual contributions.
D) They determine internal equity.

Question 50

The Landrum-Griffin Act was enacted to address the corrupt leadership and misuse of union funds.

Question 51

Two commonly used forms of cross-functional training are

A) classroom lectures and simulations.
B) team training and brainstorming.
C) virtual reality and vestibule training.
D) CAI and simulations.

Question 52

A forced distribution requires managers to

A) determine compensation fairness.
B) rank subordinates from best to worst.
C) classify a given percentage of employees into various groups such as exceptional, standard, or not adequate.
D) determine how often a behavior occurs.

Question 53

When is on-the job training recommended?

A) When participatory learning is necessary
B) When only a small group of employees need training
C) If training involves sensitive information that must be kept in a secure environment
D) all of the above

Question 54

Human resource issues are crucial at all but entry-level supervisory positions in organizations.

Question 55

Disparate treatment occurs when one standard that is applied to all applicants negatively affects a protected class.

Question 56

When Ford executives' bonuses were tied to improving customer satisfaction more quickly than its rivals in the industry, based on consumer surveys and other data, they were practicing

A) pay incentives.
B) strategic compensation.
C) internal equity.
D) external equity.

Question 57

Which of the following programs is not used in the direction phase of career development?

A) Mentoring
B) Promotability forecasts
C) Job posting systems
D) Career resource centers

Question 58

Performance appraisal data from supervisors, psychological tests, assessment centers, interest inventories, and skill inventories are used in which phase of career development?

A) Direction
B) Development
C) Assessment
D) Mentoring

Question 59

The performance appraisal approach tool that assesses the effectiveness of the employee's performance using specific examples of good or bad behaviors at work is the

A) MBO.
B) absolute judgment approach.
C) behavioral anchored rating scale.
D) relative judgment approach.

Question 60

Which of the following is not an example of on-the-job training?

A) Job rotation
B) Apprenticeships
C) Role playing
D) Internships

Question 61

What is the role of the human resource department in organizations?

Question 62

Discuss the career development process.

Question 63

Reliability is the measurement of how well a technique used to assess candidates is related to performance on the job.

Question 64

How do U.S. labor unions differ from those in other countries?

Question 65

Effectiveness of training may be measured in monetary terms or nonmonetary terms.

Question 66

Explain the difference between relative and absolute judgment approaches to performance appraisal.

Question 67

What is considered the most important legislation on the subject of discrimination? What is the major provision of this legislation?

Question 68

In relative judgments employees are compared to one another, while in absolute judgments employees are compared against performance standards.

Question 69

When firms use realistic job previews, the likely result is a decrease in recruitment effectiveness since the negative aspects of the job are revealed.

Question 70

What is sexual harassment? Provide examples of the two types.

Question 71

Discuss the difference between external and internal equity.

Question 72

The perceived fairness of the compensation employees receive relative to what other companies pay for similar work is referred to as internal equity.

Question 73

What is the difference between disparate treatment and adverse impact?

Question 74

Discuss the importance of reliability and validity in the selection process.

Question 75

What is human resource planning? What are the steps involved in the HRP process?

Question 76

Discuss the importance of strategic compensation.

Question 77

How has workforce diversity impacted the human resource department?

Question 78

Describe the three components of the staffing process.

Question 79

How can an employer defend against allegations of adverse impact?

Question 80

What are the phases of the training process?