Deck 12: Human Resource Management

Question 1

International HRM strategies and programs appear to be most successful when:

A) local staff create and implement strategies and programs.
B) local managers develop strategies and programs.
C) international managers develop strategies and programs.
D) the international staff create and implement strategies and programs.
E) local staff are directly involved with their creation and implementation.

Answer 1

E

Question 2

Human resource management does all of the following EXCEPT:

A) supports organisational mission, objectives and strategies.
B) provides workers with relevant skills and enthusiasm to implement corporate, business and functional strategies.
C) ensures that the organisation minimises expenditures for wages and salaries, benefits and quality of work-life elements.
D) attracts, develops and maintains a talented and energetic workforce.
E) helps the organisation be ready to perform up to expectations.

Answer 2

C

Question 3

Stone believes that poor occupational health and safety performance equates with:

A) poor ethical responsibility.
B) poor social responsibility.
C) poor legal responsibility.
D) poor human resource management.
E) All of the options listed

Answer 3

E

Question 4

Which of the following statements provides the least accurate characterisation of establishing a diversity advantage?

A) Establishing a diversity advantage means finding the best talent available.
B) Establishing a diversity advantage means that organisations should make it a priority to create the kind of environment that will attract the best new talent and enable employees to make their fullest contribution.
C) Establishing a diversity advantage means finding ways to allow diversity to help create high performance organisations.
D) Establishing a diversity advantage helps organisations avoid pressures from an uncertain environment.
E) Establishing a diversity advantage helps provide a competitive edge where organisations face continuous pressures for change and performance success in conditions of great uncertainty.

Question 5

In Australia, __________ guarantee(s) people the right to employment and advancement without regard to race, colour, national origin, religion, gender, age or mental or physical ability.

A) equal employment opportunity
B) social justice options
C) the legal system
D) fairness in business
E) minority action programs

Question 6

__________ represent the interests of employees in an industry, occupation or organisation.

A) Unions
B) Politicians
C) Industrial relations
D) Business associations
E) All of the options listed

Question 7

Australian governments set occupational health and safety laws, which establish responsibilities, not including:

A) ensuring satisfactory profit margins.
B) providing and maintaining safe plant.
C) providing safe systems of work.
D) establishing health and safety representatives.
E) providing adequate welfare facilities.

Question 8

Dramatic structural changes and technological advantages have occurred in the new workplace. However, experts agree:

A) money is still most important.
B) governmental regulations still drive the system.
C) the stock market still drives the system.
D) people are still the most important organisational asset.
E) competition still drives the system.

Question 9

In recognising the importance of people to organisational success, increasingly companies offer:

A) good training and development.
B) good job design.
C) links between employee performance and remuneration.
D) flexible working hours.
E) All of the options listed

Question 10

__________ applies the HRM process to ensure the effective accomplishment of organisational mission and strategies.

A) Management by objectives
B) Strategic organisational design
C) Human portfolio analysis
D) Strategic management
E) Strategic human resource management

Question 11

The responsibility of __________ involves human resource planning, recruitment and selection.

A) planning for a quality workforce
B) developing a quality workforce
C) maintaining a quality workforce
D) attracting a quality workforce
E) staffing a quality workforce

Question 12

__________ occurs when someone is denied a job or a job assignment for reasons that are not job relevant.

A) Psychological denial
B) Employment discrimination
C) Job rationalisation
D) Affirmative action
E) A rational hiring decision

Question 13

The competitive challenges of the 21st century marketplace require business organisations to:

A) see people as intelligent, motivated, trustworthy individuals.
B) hire and retain talented people with appropriate abilities, knowledge and ideas.
C) be willing to unlock the potential of people and to provide them the freedom to work.
D) None of the options listed
E) All of the options listed

Question 14

__________ is the process of attracting, developing and maintaining a talented and energetic workforce to support organisational mission, objectives and strategies.

A) Human resource management
B) Human resource strategising
C) Strategic workforce management
D) Organisational workforce development
E) Human mission matching

Question 15

Laws protecting workers from discrimination in Australia do not include:

A) Sex Discrimination Act 1984
B) Age Discrimination Act 2004
C) Human Rights Act 1993
D) Equal Opportunity for Women in the Workplace Act 1999
E) Consumer Affairs Legislation Amendment Act 2013

Question 16

The major responsibilities of the human resource management process include:

A) attracting, developing and maintaining a talented and energetic workforce.
B) matching people with customers to promote a healthy economy.
C) developing social responsibility programs for a talented and energetic workforce.
D) managing a talented and energetic workforce.
E) evaluating a talented and energetic workforce.

Question 17

The best companies do NOT necessarily offer:

A) appropriate workplace culture.
B) accelerated career development and training.
C) the highest salaries.
D) compelling employment offer regarding remuneration and benefits.
E) strong people leadership.

Question 18

The pressure to support better human resource management has grown in the last twenty years because of:

A) de-regulation of the labour market.
B) outsourcing.
C) globalisation.
D) None of the options listed
E) All of the options listed

Question 19

Which of the following statements about employment discrimination is FALSE?

A) EEO does not restrict an employer's right to establish bona fide occupational qualifications.
B) An employer can use hiring criteria that can be clearly justified as being related to a person's capacity to perform a job.
C) EEO is designed to protect people from the use of criteria that are not job-relevant when hiring or promoting someone.
D) EEO means that employers must hire under-qualified people if necessary to achieve non-discrimination quotas.
E) Employers must focus on abilities and what a person can do.

Question 20

__________ is the process of analysing staffing needs and planning how to satisfy these needs in a way that best serves the organisational mission, objectives and strategies.

A) Placing new employees on the organisation chart
B) Identifying job factors for all positions
C) Strategic management
D) Human resource planning
E) Management by objectives

Question 21

The three steps in the typical recruitment process are:

A) searching, screening and interviewing.
B) planning, searching and screening.
C) advertising job vacancies, socialisation and screening.
D) searching, initial screening and socialisation.
E) advertising job vacancies, making preliminary contacts and initial screening.

Question 22

A ____________ details the duties and responsibilities of a job holder

A) job analysis
B) job evaluation
C) job description
D) job specification
E) job audit

Question 23

__________ is a set of activities designed to attract a qualified pool of job applicants to an organisation.

A) Human resource planning
B) Socialisation
C) Recruitment
D) Job promotion
E) Affirmation action

Question 24

The provisions of the Fair Work Act 2009:

A) abolished Australian workplace agreements.
B) established minimum conditions for all workplace agreements.
C) substantially restored the capacity of employees to pursue unfair dismissal claims.
D) None of the options listed
E) All of the options listed

Question 25

Which of the following represents the correct order of steps in strategic human resource planning?

A) Review organisation mission, objectives and strategies; assess current human resources; forecast human resource needs; review human resource objectives and strategies; develop and implement human resource plans
B) Review organisation mission, objectives and strategies; review human resource objectives and strategies; assess current human resources; forecast human resource needs; develop and implement human resource plans
C) Review human resource objectives and strategies; assess current human resources; forecast human resource needs; review organisation mission, objectives and strategies; develop and implement human resource plans
D) Review human resource objectives and strategies; review organisation mission, objectives and strategies; forecast human resource needs; assess current human resources; develop and implement human resource plans
E) None of the options listed

Question 26

The potential advantages of external recruitment include which of the following?

A) It brings in outsiders with fresh perspectives.
B) It provides access to specialised expertise not otherwise available from current employees.
C) It provides access to work experience not otherwise available from current employees.
D) None of the options listed
E) All of the options listed

Question 27

__________ often assist __________ in attracting, developing and maintaining a quality workforce.

A) Human resource specialists; line managers
B) Line managers; human resource specialists
C) First-level supervisors; team leaders
D) Team leaders; human resource specialists
E) Team leaders; team members

Question 28

Which of the following statements is FALSE?

A) Independent unions are not permitted in China.
B) The Japanese industrial relations system's emphasis is on maintaining harmonious relations within the organisation.
C) Company-based unions are very common in Japan.
D) Labour laws do not differ substantially between Chinese provinces.
E) Industrial relations processes are quite different in China, as compared to other countries in the Asia-Pacific region.

Question 29

A __________ is the orderly study of job facts to determine what is done, when, where, how, why and by whom in existing jobs or potential new jobs.

A) job description
B) job evaluation
C) job audit
D) job specification
E) job analysis

Question 30

Since the 1950s, the proportion of Australian employees who are members of unions has:

A) increased.
B) increased to almost all employees being a union member.
C) declined to almost nil.
D) remained the same.
E) declined.

Question 31

Human resource planning is a five-step process that begins with reviewing the organisation's mission, objectives and strategies. Which of the following is NOT one of the remaining four steps?

A) Developing and implementing human resource plans to match resources with needs
B) Forecasting human resource needs
C) Assessing current human resource needs
D) Designing and redesigning jobs to meet human resource needs
E) Reviewing human resource objectives and strategies

Question 32

One of the major goals of realistic job previews is to:

A) eliminate use of employment tests.
B) eliminate internal recruitment.
C) reduce salaries and wages.
D) decrease training costs.
E) reduce turnover.

Question 33

A job analysis provides useful information that can be used to develop __________ and _________.

A) job descriptions; job interviews
B) job descriptions; job specifications
C) reliability; performance appraisals
D) work-life balance; career plateauing
E) job specifications; paired comparisons

Question 34

The responsibility of __________ involves employee orientation, training and development, and career planning and development.

A) developing a quality workforce
B) attracting a quality workforce
C) planning for a quality workforce
D) maintaining a quality workforce
E) staffing a quality workforce

Question 35

Which statement concerning affirmative action (AA) programs is FALSE?

A) AA programs are non-controversial programs.
B) AA programs may be required of organisations to demonstrate that they are correcting previous patterns of discriminatory activity.
C) AA programs can raise the issue of positive discrimination for members of majority populations.
D) AA programs are criticised for focusing on group membership instead of individual performance in employment decisions.
E) AA programs are intended to ensure that women and other minorities are represented in the workforce in proportion to their actual availability in the relevant labour market.

Question 36

The major causes of workplace deaths in Australia and New Zealand are:

A) falls, trips and slips.
B) being hit by a moving object.
C) contamination by chemicals and other substances.
D) mechanical failure.
E) All of the options listed

Question 37

The qualifications required of any job applicant are called:

A) job specifications.
B) job audits.
C) job analyses.
D) performance standards.
E) job descriptions.

Question 38

__________ occurs when criteria that are not job-relevant are used in making hiring decisions or job assignments.

A) Equal employment opportunity
B) Managerial bias
C) Job prejudice
D) Employment discrimination
E) Affirmative action

Question 39

Australian and New Zealand industrial relations are controlled by:

A) state legislation only.
B) national legislation only.
C) mixture of local and national legislation.
D) provincial legislation only.
E) local legislation only.

Question 40

In international assignments the HR manager is responsible for:

A) employee retention.
B) orientation.
C) job satisfaction.
D) relocation.
E) All of the options listed

Question 41

Making employees in the hiring organisation aware of job vacancies through job posting and personal recommendations is known as:

A) realistic recruitment.
B) internal recruitment.
C) affirmative action.
D) traditional recruitment.
E) equal employment opportunity.

Question 42

Performance appraisal serves the purposes of:

A) coordination and discipline.
B) evaluation and development.
C) reform and restructuring.
D) leadership and counselling.
E) controlling and planning.

Question 43

Traditional recruitment and realistic job previews reflect different responses to the important recruitment issues of:

A) reliability and validity.
B) honesty and full information.
C) selecting job criteria and screening candidates.
D) choosing selection devices and measurement methods.
E) who to interview and when to interview.

Question 44

Good selection decisions are most likely made when responsibility for analysing all the data and making the final decision to hire or reject an applicant rests with:

A) the applicant's prospective manager or team leader, potential co-workers and the human resources staff.
B) the head of the human resources department.
C) the applicant's prospective manager or team leader.
D) the applicant's prospective co-workers.
E) the doctor giving the physical exam and drug test.

Question 45

Which of the following statements accurately describes the job application form?

A) It summarises the candidate's qualifications and personal history.
B) It declares the individual a formal candidate for the job vacancy.
C) It should only request job-relevant information about the applicant's potential for job success.
D) None of the options listed
E) All of the options listed

Question 46

Modern organisations use a range of employment tests to identify a candidate's:

A) aptitudes.
B) personality.
C) intelligence.
D) interests.
E) All of the options listed

Question 47

A set of activities that provides learning opportunities through which people acquire and improve job-related skills is called:

A) orientation.
B) training.
C) job analysis.
D) socialisation.
E) job specification.

Question 48

The intent of __________ in the human resource management process is to help achieve the best possible fit between the individual, the job and the organisation.

A) mentoring
B) orientation
C) socialisation
D) training
E) modelling

Question 49

Modern HR managers may supplement application forms and interviews with methods such as:

A) physical examinations.
B) assessment centre testing.
C) reference and background tests.
D) intelligence, aptitude and personality tests.
E) All of the options listed

Question 50

Which of the following is NOT a legitimate reason for rejecting a job applicant in the selection process?

A) Applicant has insufficient ability and ambition or poor interpersonal qualities.
B) Applicant's overall potential is low.
C) Interviewer dislikes the applicant.
D) Applicant has deficient qualifications.
E) Applicant is physically unfit for the job.

Question 51

Which of the following is not a potential advantage of internal recruitment?

A) Internal recruitment provides people who are not emotionally entangled in the organisation's policies and procedures.
B) Internal recruitment deals with people whose performance records are well established.
C) A history of serious internal recruitment can be encouraging to employees.
D) Internal recruitment is usually less expensive than external recruitment.
E) Serious internal recruitment shows employees they can advance by working hard.

Question 52

__________ is an employment test that evaluates a person's potential by observing his or her performance in exercises that simulate daily work activities.

A) Orientation
B) Modelling
C) Attending an assessment centre
D) Mentoring
E) Socialisation

Question 53

Modern organisations select from a pool of qualified job applicants by using:

A) reference checks.
B) interviews.
C) testing.
D) formal applications.
E) All of the options listed

Question 54

Before a company can begin the process of attracting a qualified workforce it should:

A) be clear on the job requirements.
B) know what talents are required to perform the jobs.
C) know exactly what it is looking for.
D) None of the options listed
E) All of the options listed

Question 55

Any selection device should:

A) be both reliable and valid.
B) be reliable but not necessarily valid.
C) be valid but not necessarily reliable.
D) give prospective employees reasons to question the hiring process.
E) be used only by highly trained professionals.

Question 56

Generally accepted advice regarding interviewing techniques for managers conducting a job interview includes all of the following EXCEPT:

A) create a positive interview climate.
B) write notes about the interview immediately following the interview.
C) avoid answering any questions.
D) avoid asking discriminatory questions.
E) conduct a goal-oriented interview.

Question 57

Seeking job candidates from sources outside the hiring organisation is known as:

A) realistic recruitment.
B) affirmative action.
C) external recruitment.
D) traditional recruitment.
E) equal employment opportunity.

Question 58

__________ is the six-step process that involves formal application, interview or site visit, testing, reference checks, physical exam, and analysis and decision.

A) Socialisation
B) Hiring
C) Orientation
D) Selection
E) Recruiting

Question 59

A selection device is said to be reliable when it:

A) yields the same results over time.
B) can be passed by at least 75 per cent of all applicants.
C) is administered by a qualified personnel specialist.
D) measures exactly what it intends to, relative to the job specification.
E) is sanctioned by the EEOC.

Question 60

In __________, the organisation seeks to 'sell' itself to job applicants.

A) traditional recruitment
B) external recruitment
C) socialisation
D) realistic recruitment
E) affirmative action

Question 61

The __________ is a performance appraisal method that uses a rank ordering, paired comparisons or a forced distribution to formally compare one person's performance with that of one or more others.

A) graphic rating scales method
B) critical-incident technique
C) 360-degree feedback method
D) multiperson comparisons method
E) behaviourally anchored rating scales method

Question 62

__________ will likely benefit from management development programs that sharpen decision-making and negotiating skills and expand awareness of corporate strategy and direction.

A) Top managers
B) Beginning managers
C) Middle managers
D) Non-supervisory workers
E) None of the options listed

Question 63

The appraisal process known as 360-degree feedback includes:

A) subordinates.
B) customers.
C) peer.
D) superiors.
E) All of the options listed

Question 64

Which one of the following statements does NOT accurately describe employee orientation?

A) The primary intent of orientation is to enable new employees to complete job-related paperwork.
B) Patterns for future employee-employer relationships tend to be set in the first few months of employment.
C) The first six months of employment in a given organisation is crucial because it is during this time that original performance expectations are set.
D) Effective orientation enhances a person's understanding of the organisation and adds purpose to his or her daily job activities.
E) When orientation is neglected, even well intentioned and capable people can learn inappropriate attitudes.

Question 65

A performance management system is used by HR managers to:

A) make plans for performance improvement.
B) sets work standards.
C) assesses work results.
D) None of the options listed
E) All of the options listed

Question 66

__________ is a set of activities designed to familiarise new employees with their jobs, their co-workers and the key aspects of the organisation.

A) Training
B) Mentoring
C) Orientation
D) Modelling
E) Socialisation

Question 67

A performance appraisal method that provides rating scales for actual behaviours that exemplify various performance levels is known as:

A) behaviourally anchored rating scales.
B) graphic rating scales.
C) the critical-incident technique.
D) multiperson comparisons.
E) 360-degree feedback.

Question 68

Which of the following is NOT a guideline to remember when dismissing an employee?

A) The dismissal should always be legally defensible.
B) The dismissal should always be done in complete compliance with organisational policies.
C) The dismissal interview should be long and extended.
D) The dismissal should not be delayed unnecessarily; it should be done as soon as the inevitability of the dismissal is known.
E) There should be an offer of assistance to help the dismissed employee re-enter the labour market.

Question 69

A training technique that demonstrates, through personal behaviour, what is expected of others is called:

A) modelling.
B) coaching.
C) apprenticeship.
D) role playing.
E) mentoring.

Question 70

A manager acts in a __________ when he or she focuses on a subordinate's developmental needs.

A) negotiating role
B) counselling role
C) testing role
D) judgemental role
C) reliable role

Question 71

Training specifically targeted to improve a person's knowledge and skills in management and leadership is referred to as:

A) executive modelling.
B) executive apprenticeship.
C) management orientation/socialisation.
D) executive coaching.
E) management development.

Question 72

The process of influencing the expectations, behaviour and attitudes of new employees in a manner considered desirable by the organisation is called:

A) socialisation.
B) training.
C) mentoring.
D) orientation.
E) modelling.

Question 73

__________ will likely benefit from management development programs that focus on developing a better understanding of multifunctional viewpoints. Middle managers may benefit from training to better understand multifunctional viewpoints.

A) Non-supervisory workers
B) Beginning managers
C) Middle managers
D) Top managers
E) None of the options listed

Question 74

Which of the following statements does NOT accurately describe performance appraisal?

A) Common performance appraisal methods include graphic rating scales, behaviourally anchored rating scales, the critical-incident technique and multiperson comparisons.
B) Managers should keep written documentation of performance appraisals in order to back up any contested evaluations.
C) Performance appraisal methods should be reliable and valid.
D) A record of consistent past actions can help back up contested performance evaluations.
E) Performance appraisal is intended for use in evaluation only.

Question 75

__________ is the process of formally assessing someone's work accomplishments and providing feedback.

A) Management by objectives
B) An informal review
C) Performance appraisal
D) Discipline management
E) A compensation review

Question 76

Australia Best Employers have been found to offer all these qualities EXCEPT:

A) clear performance expectations.
B) clear communication.
C) a range of reward and recognition practices.
D) unwavering commitment from senior leaders.
E) the best salaries in Australia.

Question 77

The act of sharing experiences and insights between a senior person and a new or early-career employee is known as:

A) modelling.
B) executive socialisation.
C) executive orientation.
D) mentoring.
E) coaching.

Question 78

A manager acts in a __________ when he or she gives a direct evaluation of another person's accomplishments.

A) judgemental role
B) reliable role
C) negotiating role
D) counselling role
E) testing role

Question 79

A(n) __________ program allows employees to choose a set of benefits within a certain dollar amount.

A) incentive
B) bonus
C) flexible benefits
D) employee benefits
E) employer-assisted benefits

Question 80

A customer at Valley State Bank approached Mary's window as she was counting and placing change in her drawer. The customer began to ask Mary questions regarding the bank's cheque clearance policy. Mary looked at the customer and responded: 'Can't you see I'm busy? Go to another window'. If Mary's supervisor records this as an example of ineffective job behaviour, the supervisor is using:

A) multiperson comparisons.
B) the critical-incident technique.
C) 360-degree feedback.
D) behaviourally anchored rating scales.
E) graphic rating scales.