Deck 9: Recruitment and Retaining the Best Employees

Question 1

HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specialises in helping small companies learn the proper ways of handling human resources issues and activities.The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organisation that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organisation.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc.When HRSI helps small companies with the development phase of human resource management, it is involved with which of the following activities?

A) Profit sharing
B) Training
C) Downsizing
D) Determining health benefits
E) Attrition

Answer 1

B

Question 2

Chevron Corporation is one of the largest integrated oil companies in the world.Its management is assessing the world marketplace and taking steps to sustain the company's competitive position.Chevron is studying external and internal factors that could influence its success.Faced with business competition on a global scale, Chevron is modifying its strategic business model to manage its resources more efficiently.At Chevron, as at competing companies, one of the most important resources is

A) financial resources.
B) human resources.
C) natural resources.
D) lobbyists.
E) computers.

Answer 2

B

Question 3

Generally, human resources management is a responsibility shared by line managers and

A) top management.
B) unions.
C) foremen.
D) HRM specialists.
E) vestibule centres.

Answer 3

D

Question 4

Jefferson, Inc.(JI)
Jefferson Inc.(JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits.The company understands that there are effective reward systems that will motivate employees.However, JI management is not sure which would be the best for the company.Compensation, another important area, must also be improved so that it will satisfy all employees effectively.In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated.Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished.The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc.The training of new employees at JI can be carried out through

A) appraisal errors.
B) judgmental methods.
C) turnovers.
D) seminars.
E) rating scales.

Question 5

Another name for human resources management is ____ management.

A) personnel
B) corporate
C) administrative
D) operations
E) marketing

Question 6

Activities that increase employee satisfaction such as satisfaction surveys, employee communication programmes, exit interviews, and fair treatment are all part of which phase of the human resources management process?

A) Benefits and compensation
B) Job analysis
C) Developing human resources
D) Maintaining human resources
E) Acquiring human resources

Question 7

HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specialises in helping small companies learn the proper ways of handling human resources issues and activities.The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organisation that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organisation.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc.Since HRSI puts a great deal of emphasis on cultural diversity, it needs to inform its clients about its advantages.These include all of the following except

A) profit sharing.
B) cost.
C) flexibility.
D) creativity.
E) problem solving.

Question 8

HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specialises in helping small companies learn the proper ways of handling human resources issues and activities.The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organisation that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organisation.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc.Maintaining human resources involves which of the following?

A) Selection
B) Recruiting
C) Compensation
D) Job analysis
E) Checking references

Question 9

John works for Texas Instruments.His tasks involve traveling to nearby colleges, interviewing students for hire after graduation, selecting certain ones to be invited for an office visit, and acquainting them with the facilities.He is in which phase of the HRM process?

A) Maintaining a certain level of human resources
B) Developing and training human resources
C) Human resources planning
D) Orientation and employee relations
E) Acquiring human resources

Question 10

Jefferson, Inc.(JI)
Jefferson Inc.(JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits.The company understands that there are effective reward systems that will motivate employees.However, JI management is not sure which would be the best for the company.Compensation, another important area, must also be improved so that it will satisfy all employees effectively.In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated.Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished.The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc.When JI management considers performance appraisal, various techniques and methods are either objective or ____ in nature.

A) measurable
B) marginal
C) judgmental
D) goal-oriented
E) personal

Question 11

Jefferson, Inc.(JI)
Jefferson Inc.(JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits.The company understands that there are effective reward systems that will motivate employees.However, JI management is not sure which would be the best for the company.Compensation, another important area, must also be improved so that it will satisfy all employees effectively.In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated.Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished.The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc.JI management must consider implementing the many different types of benefits.These include all of the following except

A) insurance packages.
B) pension and retirement programmes.
C) worker's compensation insurance.
D) Social Security.
E) profit sharing.

Question 12

Employee compensation systems are generally developed and administered by ____, and pay increases and promotions are usually recommended by ____.

A) top management; HRM specialists
B) unions; line managers
C) HRM specialists; line managers
D) top management; unions
E) professional HR consultants; HRM staff personnel

Question 13

Jefferson, Inc.(JI)
Jefferson Inc.(JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits.The company understands that there are effective reward systems that will motivate employees.However, JI management is not sure which would be the best for the company.Compensation, another important area, must also be improved so that it will satisfy all employees effectively.In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated.Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished.The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc.If JI management discovers that its female employees generally make less than its male employees, it may want to study the ____ of positions occupied by men and women.

A) job analysis
B) monthly salary
C) comparable worth
D) incentive payments
E) hourly wages

Question 14

HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specialises in helping small companies learn the proper ways of handling human resources issues and activities.The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organisation that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organisation.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc.HRSI hopes that all companies can downsize simply by attrition, a word that, in this context, refers to

A) increasing quality.
B) being dismissed from the workforce.
C) people leaving the company.
D) retiring early because employees are within a few years of retirement anyway.
E) an increasing amount of work per employee.

Question 15

Jefferson, Inc.(JI)
Jefferson Inc.(JI) is a relatively new company that wants to improve its employee rewards, compensation, and benefits.The company understands that there are effective reward systems that will motivate employees.However, JI management is not sure which would be the best for the company.Compensation, another important area, must also be improved so that it will satisfy all employees effectively.In addition, the company wants to create benefits to keep the employees not just satisfied, but also motivated.Yet another pressing issue is deciding on the training methods that are to be used to successfully teach the new employees.
JI believes that it will be on the right path if all of these changes can be successfully accomplished.The company plans to incorporate performance appraisals so it can be sure that the rewards, compensation, and benefits are effectively distributed.
Refer to Jefferson, Inc.JI management needs to know that effective reward systems must do which of the following?

A) Distinguish the best from the rest.
B) Enable employees to satisfy basic needs.
C) Provide noncomparable rewards to those offered by other firms so JI can be differentiated.
D) Distribute to the top performers only in the organisation.
E) Recognise that all people have the same needs, which can be satisfied with more money.

Question 16

At a large book publishing company like Cengage, we would expect human resources management to be handled by ____.At a small local print shop, human resources management would probably be ____.

A) a vice president; completely ignored
B) the owner; handled at the vice-presidential level
C) a specialist; assigned to the vice president for personnel management
D) a departmental secretary; completely ignored
E) the personnel manager; the responsibility of the owner

Question 17

HR Solutions, Inc.(HRSI)
HR Solutions, Inc.(HRSI) is a human resources management company that specialises in helping small companies learn the proper ways of handling human resources issues and activities.The company teaches the various activities that are involved in HR management, as well as teaching companies how to plan for the future.HRSI even helps companies downsize without having their reputations suffer.However, according to HRSI, an ideal situation would be one where all companies downsize simply by attrition.Another main objective of HRSI is to increase cultural diversity within every organisation that it helps.HRSI management believes that this diversity is the key to the introduction of successful new ideas into any organisation.
HRSI is in the process of hiring new employees.This is a critical decision for the company because it is supposed to be the expert on this issue.Once the selection is done, HRSI will need to train its employees effectively so that they will be able to maintain the good image of the company.
Refer to HR Solutions, Inc.When HRSI is going through the selection process, which of the following activities would it include?

A) Job analysis
B) Recruiting
C) Compensation
D) Checking references
E) Orientation

Question 18

Chevron's 60,000 employees work for thirteen major operating companies in fifty-eight countries.Each national unit does business according to the needs of its market.Effective management of human resources in such a complex environment is an awesome task, and the key to success is reliable, accurate management information.Thus, Chevron developed an online human resources information system, which is a critical tool in managing its human resources.As expected, one of the broad goals of the human resources information system is to help management

A) prepare specific job or position descriptions.
B) write a job specification for the computer programmer.
C) develop a replacement chart.
D) send greetings to employees on their birthdays.
E) utilise human resources efficiently to meet organisational goals.

Question 19

Periodically, employees at Southwest Airlines complete satisfaction surveys that management uses to improve employee job satisfaction.This is an example of

A) job analysis.
B) employee relations.
C) human resources planning.
D) performance appraisal.
E) employee communication programmes.

Question 20

The development phase of human resources management consists of two important activities: (1) training and development (2) and

A) job analysis.
B) recruiting.
C) motivating.
D) appraising performance.
E) orientation.

Question 21

Suppose HP's minorities work at a multicultural plant, which provides a comfortable learning environment before they are assigned to their permanent positions within the company.Such a diversity training programme will help HP develop a strong reputation for managing diversity, which is likely to lead to which of the following competitive advantages?

A) Cost
B) Resource acquisition
C) Marketing edge
D) Creativity
E) Problem solving

Question 22

A firm attempting to reduce the size of its workforce may use several approaches.The approach most likely to be saved as a last resort is

A) attrition.
B) early retirement.
C) firing.
D) hiring freeze.
E) layoff.

Question 23

The reduction in the workforce that normally occurs when employees leave a company is called

A) attrition.
B) retirement.
C) layoff.
D) termination.
E) reduction.

Question 24

Martin Enterprises wants to ensure that it thoroughly understands all of its jobs so that it can determine the qualifications each job demands.To do so, Martin would first

A) draft job descriptions.
B) write job specifications.
C) conduct job analysis.
D) set up job orientations.
E) prepare a skills inventory.

Question 25

The most humane form of workforce reduction is

A) attrition.
B) layoff.
C) early retirement.
D) termination.
E) employee strikes.

Question 26

For a cultural diversity programme to be successful, it is essential that

A) the employees themselves initiate the programme.
B) it be given a set time frame in which to show positive results.
C) those who participate get a pay bonus for taking time out of their normal work schedule to participate.
D) it has a strong, sustained commitment from top leadership.
E) it be unstructured and free-flowing so that employees feel free to say whatever is on their minds.

Question 27

If the Colgate-Palmolive Company were to develop a replacement chart, the chart would show

A) key personnel along with possible replacements within the firm.
B) those key personnel who are scheduled to be replaced because of poor performance reviews.
C) the skills and experience of key personnel.
D) the time between purchase and replacement of each Colgate product, such as toothpaste.
E) the key items of capital equipment due for replacement within the fiscal year.

Question 28

A computerised data bank containing information on the skills and experience of all employees is called

A) a replacement chart.
B) a skills inventory.
C) a compensation survey.
D) management development.
E) a human resources inventory.

Question 29

Two useful tools for estimating the supply of needed human resources are the

A) recruiting chart and skills inventory.
B) employee survey and skills chart.
C) performance appraisal and replacement chart.
D) replacement chart and skills inventory.
E) skills inventory and attrition graph.

Question 30

Gabriela wanted to know about the skills and experience needed to qualify for a management position with JCPenney.Thus, he called and asked the personnel specialist to send him a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 31

A list of key personnel as well as possible successors within a firm is called

A) a replacement chart.
B) a skills inventory.
C) management inventory.
D) a wage survey.
E) performance appraisal.

Question 32

Blowfish Fisheries is considering hiring Hispanics to ensure the success of its newest products, blowfish enchiladas.The company expects that the additional cultural viewpoints will provide it with

A) cost advantages.
B) a marketing edge.
C) minority recruitment advantage.
D) cultural diversity.
E) a human resource advantage.

Question 33

When Foot Locker, a retailer of athletic shoes, wanted to study the various elements and requirements of the positions needed to staff a store in a large mall, it most likely began by

A) instituting a job analysis procedure.
B) recruiting with ads in a local newspaper.
C) having prospective employees complete application forms.
D) asking its personnel department to provide a listing of all current salespeople.
E) analysing new applicants for their potential job skills.

Question 34

Leading Lady, a manufacturer of maternity wear, maintains a database of information that records the various skills and abilities of its employees.This database can be referred to as a

A) replacement record.
B) skill appraisal system.
C) skills inventory.
D) skills database.
E) replacement chart.

Question 35

Lois walked into ABC Company to pick up an application for a secretarial job.When she asked about the duties and working conditions, the busy receptionist handed her a document that gave her a clear picture of the position.The receptionist gave Lois a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 36

Workplace diversity refers to the differences among people in a workforce due to

A) social background, ethnicity, and race.
B) race, ethnicity, and gender.
C) gender, race, and education.
D) race, religion, and sexual orientation.
E) education, ethnicity, and gender.

Question 37

The HRM specialists at A&C Company took the opportunity to increase productivity and decrease manual data analysis by using their microcomputer along with a commercial database management system to develop a ____.Now the company can readily identify specific organisational skills, eliminating the need to comb personnel files manually.

A) compensation survey
B) management development programme
C) skills inventory
D) human resources inventory
E) replacement chart

Question 38

Information on evolving technologies, industry staffing practices, projected economic trends, the particular company's future business ventures, new products, and projected expansions or contractions of certain product lines can be helpful in predicting

A) human resources supply.
B) the level of industry unemployment.
C) human resources demand.
D) the quality of new applicants in the job market.
E) trends in the global market with regard to new skills.

Question 39

A county in the UK is facing budget cuts.The number of employees needs to be reduced over the next three years at all state agencies.The county decides to stop hiring new employees to fill vacated positions to comply with budgetary constraints.This approach is called

A) attrition.
B) natural turnover.
C) layoffs.
D) passive firing.
E) downsizing.

Question 40

When sales drop each summer at Vail Mountain Resorts, a high-quality destination ski area, the resort owners temporarily have too many employees to service the reduced number of tourists that enjoy the area during the warmer months.In this situation, the resorts most likely would

A) hire more workers.
B) lay off workers.
C) fire as many workers as possible.
D) allow production workers to relax more on the production line.
E) force all of the extra workers to seek early retirement.

Question 41

Whenever a new position becomes available at H&M, a retailer, the company requires current employees to be informed of the opening.H&M practices

A) job analysis.
B) internal recruiting.
C) job posting.
D) external recruiting.
E) promotion from within.

Question 42

All of the following are sources of external recruiting except

A) promotion of a current employee.
B) newspaper advertising.
C) recruiting on college campuses.
D) using employment agencies.
E) using recommendations of present employees.

Question 43

Atlas Company pays workers €500 for recommendations that result in a hiring.In two years, the company has hired at least forty people through this programme.Atlas Company is fulfilling its employment needs by using ____ as a recruiting source.

A) college campuses
B) employment agencies
C) newspaper ads
D) walk-in applicants
E) employee referrals

Question 44

All of the following are common methods of obtaining information about applicants except

A) employment applications.
B) tests.
C) private investigators.
D) interviews.
E) references.

Question 45

A list specifying qualifications necessary for a particular position is called a job

A) description.
B) specification.
C) analysis.
D) orientation.
E) inventory.

Question 46

Gathering information about applicants for a position and choosing the most appropriate applicant is called

A) recruitment.
B) selection.
C) orientation.
D) evaluation.
E) employing.

Question 47

Employment applications are used for two purposes: to familiarise interviewers with applicants' backgrounds and to

A) assess their aptitudes, skills, and abilities.
B) identify applicants who are worthy of further scrutiny.
C) get a better indication of the applicant's communication skills-both written and verbal.
D) determine whether they want to select the applicant for hire.
E) find out if the applicant knows anyone who currently works at the company.

Question 48

Chandler Corporation is interested in attracting managers who can contribute new perspectives to the managerial process.Chandler should concentrate on

A) a skills inventory.
B) external recruiting.
C) internal recruiting.
D) vestibule selection.
E) external replacement.

Question 49

One organisation carefully observes candidates' mannerisms, another uses gut feelings, and still another compares the candidates' grade point averages when making a ____ decision.

A) human resources planning
B) selection
C) recruiting
D) testing
E) retirement

Question 50

Some union agreements state that current employees must be informed of upcoming new openings.This practice is called job

A) posting.
B) advertising.
C) description.
D) announcement.
E) specification.

Question 51

The interview is part of

A) recruiting.
B) orientation.
C) selection.
D) training.
E) HRM development.

Question 52

When United Parcel Service (UPS) is looking for crews to fly its giant 747 cargo aircraft, it wants to hire the very best people to whom to entrust its extremely expensive equipment.Therefore, it looks for

A) only applicants from internal sources.
B) only applicants from external sources.
C) only pilots laid off from passenger carriers.
D) many more applicants than there are positions to be filled.
E) a very small number of applicants to reduce the time and costs required to examine the complex credentials of a larger number of applicants.

Question 53

All of the following are relevant areas for employment tests except

A) aptitudes.
B) skills.
C) abilities.
D) job-related knowledge.
E) all of the above are relevant areas for employment tests.

Question 54

For the past ten years, Savco has obtained its best employees from private employment agencies.Now that it has three additional jobs to fill, it will probably continue to use

A) a skills inventory.
B) external recruiting.
C) internal recruiting.
D) vestibule selection.
E) external replacement.

Question 55

Misumi wants to impress prospective employers with a summary of her background and qualifications for a management position.Her father, who is a businessperson, suggested sending a(n)

A) application.
B) interview form.
C) transcript.
D) résumé.
E) assessment sheet.

Question 56

The process of attracting qualified job applicants is called

A) development.
B) orientation.
C) selection.
D) training.
E) recruiting.

Question 57

The city government of St.Louis wants to be certain that its employment tests are legal.Therefore, it will be careful to use

A) only personality tests.
B) only OSHA-approved tests.
C) tests approved by the city council, the highest local law-making body.
D) tests that are valid predictors of personality.
E) tests that are valid predictors of on-the-job performance.

Question 58

As a human resources specialist, you were asked to briefly summarise the disadvantages of using internal recruiting.You have started your report by stating, "The main disadvantage of internal recruiting is that

A) there may be resentment among employees."
B) promotion leaves another position to be filled."
C) it helps hold on to quality personnel."
D) job posting may be required."
E) it brings in unfamiliar ideas and perspectives."

Question 59

If Jadena were moved from her management position in the men's department at Nordstrom to a management position in the women's department of the same store, this would be considered a(n)

A) job transfer.
B) promotion.
C) internal recruitment.
D) longitudinal move.
E) external recruitment.

Question 60

You were asked to write a report to management indicating the primary advantage of external recruiting.You chose to focus on external recruiting's ability to ____ as its primary advantage.

A) provide strong motivation for current employees
B) help retain quality employees
C) aid in reducing costs
D) bring in new perspectives and varied backgrounds
E) aid in motivating employees rather than causing resentment

Question 61

McCloud Company wants to avoid being unable to compare job candidates' qualifications after an interview because the applicants were asked different questions.Giving what type of interview might eliminate this problem?

A) Structured
B) Stress
C) Open-ended
D) Closed
E) In-depth

Question 62

The process of determining the relative worth of various jobs in a firm is called

A) job evaluation.
B) wage structure.
C) job analysis.
D) job specification.
E) a benefits plan.

Question 63

Suppose your state has enacted a law that demands equal compensation for jobs requiring about the same level of education, training, and skills.This concept is called

A) comparable worth.
B) profit sharing.
C) a golden parachute.
D) variable worth.
E) bonus sharing.

Question 64

____ is the pay that employees receive in return for their labour.

A) Merit pay
B) Incentive pay
C) Comparable worth
D) Commission
E) Compensation

Question 65

Lindley Company is interested in verifying previous job responsibilities held by its applicants.The selection technique that will be most helpful in obtaining this information is the

A) employment test.
B) interview.
C) assessment centre.
D) employment application.
E) reference check.

Question 66

Perhaps the most widely used selection technique is the

A) employment test.
B) interview.
C) assessment centre.
D) employment application.
E) reference check.

Question 67

At her interview, Andrea Wells is asked to provide three work-related references.What is the biggest drawback of this selection method?

A) The references are likely to be untruthful when contacted by Andrea's prospective employer.
B) The references are unlikely to be able to verify her reasons for leaving her previous employment.
C) This may give away information about Andrea's previous salary, which will unjustly influence the job offer.
D) Because Andrea provided these references, they are likely to make positive remarks about her.
E) This method can help to verify background information, but it is extremely expensive to use.

Question 68

As an HRM specialist, you are responsible for orienting a new group of employees.Your orientation topics will include all but of the following except

A) location of the company cafeteria.
B) introduction to coworkers.
C) interviewing skills.
D) career paths within the firm.
E) company benefits.

Question 69

Usually, the human resources department administers a(n) ____ programme to introduce new employees to the organisation.

A) job selection
B) Orientation
C) employee training
D) on-the-job training
E) job rotation

Question 70

A collection of data on prevailing wage rates in an industry or geographic area is called a(n)

A) wage survey.
B) job evaluation.
C) job analysis.
D) performance appraisal.
E) industry average.

Question 71

Whether or not secretaries are paid more than file clerks depends on the nature of a firm's ____ structure.

A) Promotion
B) Wage
C) organisational
D) evaluation
E) profit-sharing

Question 72

Which of the following is not a compensation decision?

A) The wage-level decision
B) The individual-wage decision
C) The wage-cut decision
D) The wage-structure decision
E) Both C and D

Question 73

If Regency Electronics, a maker of consumer electronic products such as stereos, wanted to determine the relative worth of jobs within its organisation, it would

A) develop job descriptions.
B) develop job specifications.
C) develop a job evaluation.
D) conduct a wage survey.
E) conduct a job analysis.

Question 74

You have been asked to develop an effective reward system for Kroger stores.In designing such a system, you should strive to meet all of the following objectives except

A) enabling employees to satisfy their basic needs.
B) providing rewards comparable to those offered by other firms.
C) distributing rewards fairly within the organisation.
D) recognising that different people have different needs.
E) maximising the amount spent on compensation.

Question 75

Job evaluation is almost always the basis for developing a

A) wage survey.
B) wage structure.
C) bonus system.
D) profit-sharing programme.
E) performance appraisal.

Question 76

New employees at Disney World in Orlando spend their first several days learning what it means to be a "cast member" by studying the traditions that are Disney.This is called

A) pre-employment testing.
B) recruitment.
C) internal recruitment.
D) an orientation process.
E) compensation.

Question 77

Senior management in your organisation wants you to explain to the board of directors the key concept that makes compensation systems work.It would be correct to tell them that the ideal compensation system must

A) keep labour costs as low as possible.
B) provide for employee needs while keeping labour costs within reasonable limits.
C) pay the highest wages in the industry.
D) encourage employees to work for as little as possible to keep company profits as high as possible.
E) focus attention on benefits rather than on salaries, which are kept low on purpose.

Question 78

People who can verify background information and provide personal evaluations of candidates are called

A) informants.
B) colleagues.
C) references.
D) assessors.
E) paraprofessionals.

Question 79

The policies and strategies pertaining to employee compensation comprise a

A) performance appraisal.
B) profit-sharing system.
C) compensation system.
D) wage survey.
E) job evaluation.

Question 80

All of the following are elements of an effective employee reward system except

A) enabling employees to satisfy basic needs.
B) providing competitive rewards.
C) distributing rewards fairly in the organisation.
D) recognising that different people have different needs.
E) maximising the amount of money spent on employee compensation.