Deck 10: Human Resource Management and Labor Relations

Question 1

Employee information systems (skills inventories)contain information on each employee's education,skills,work experience,and career aspirations.

Answer 1

True

Question 2

Job analysis is the systematic analysis of jobs within an organization resulting in a job description and a replacement chart.

Answer 2

False

Question 3

In larger firms,replacement charts are likely to be computerized.

Answer 3

False

Question 4

Performance appraisals are designed to show workers how well they are doing their jobs.

Question 5

Incentive programs are available to individuals,whereas merit salary systems are distributed on a company-wide basis.

Question 6

Merit salary systems link pay raises to performance levels in non-sales jobs.

Question 7

A job description is a document that outlines the duties of a job,working conditions,and the tools,materials,and equipment used to perform it.

Question 8

A job description describes the skills,education,and experience required by a job.

Question 9

Internal recruiting involves attracting people outside the organization to apply for jobs.

Question 10

On-the-job training takes place at locations away from a work site.

Question 11

"Walk-ins" are people who show up to apply for a job without being solicited.

Question 12

Variable pay is also known as pay for performance.

Question 13

Overstaffing is expected to be a problem at A-1 Productions; therefore,the HR manager may decide to transfer the extra employees,not replace individuals who quit,encourage early retirement or lay off workers.

Question 14

A replacement chart is used to encourage employees to retire.

Question 15

In setting wage and salary levels,a firm may start by looking at competitors' levels.

Question 16

Benefits account for an increasing percentage of most compensation budgets.

Question 17

The first step in the selection process is the interview.

Question 18

Recruiting is the process of attracting qualified persons to apply for jobs an organization is seeking to fill.

Question 19

Human resource management is sometimes called personnel management.

Question 20

Interviews are popular selection devices that are accurate predictors of job success.

Question 21

The concept of employment at will holds that both employer and employee have the mutual right to terminate an employment relationship at any time for any reason,with or without advance notice to the other.

Question 22

A solution to a long-term contract based solely on COLA is called a wage reopener clause that does not allow wage rates to be renegotiated.

Question 23

In mediation,a neutral third party dictates a settlement between the government and public employees,such as firefighters and police officers.

Question 24

The Occupational Safety and Health Act of 1970 protects employees from discrimination.

Question 25

Labor relations refers to the process of dealing with employees who are not represented by a union.

Question 26

When forecasting the internal supply of labor,planners must rely on information from sources,such as government reports and figures supplied by colleges on the number of students in major fields.

Question 27

The Patriot Act is in response to the terrorist attacks of September 11,2001.

Question 28

Workforce diversity helps everyone to think and behave in similar ways.

Question 29

Employees who add value because of what they know are usually called contingent workers.

Question 30

When internally recruiting for higher-level positions,a skills inventory system may be used to identify internal candidates,or managers may be asked to recommend individuals to be considered.

Question 31

Cost-of-living adjustment (COLA)tie future raises to the Consumer Price Index (CPI).

Question 32

OSHA is the single most comprehensive piece of legislation ever passed regarding worker safety and health.

Question 33

Workers' compensation insurance is insurance for compensating workers injured at home.

Question 34

Human resource managers need to forecast the internal and external supply of employees.

Question 35

Collective bargaining is the process through which a union is chosen to represent a group of employees.

Question 36

Companies often use internal recruitment to build morale and keep high-quality employees from leaving.

Question 37

A boycott occurs when employees temporarily walk off the job.

Question 38

A protected class consists of all individuals who share one or more common characteristics as indicated by a given law.

Question 39

Cafeteria benefits plans consist of businesses having food services for employees as a job benefit.

Question 40

A labor union is a group of individuals working together to achieve shared job-related goals.

Question 41

Problems arise when distinctions among people are not job related.This is not illegal,however.

Question 42

The number of variable pay programs in the United States has been consistently falling for the last decade,and it is predicted that they will continue to decline in popularity.

Question 43

Although two employees may do exactly the same job,the employee with more experience may earn more.

Question 44

In recent years,many employers have stopped contributing to employee retirement accounts.

Question 45

Money motivates employees only if it is tied directly to performance.

Question 46

When selecting someone to hire,the first step in selection is usually asking the candidate to take a test.

Question 47

In recent years,some companies have run into problems because they have not set aside enough money to cover the retirement funds they have agreed to provide.

Question 48

The Fair Labor Standards Act sets standards by which companies must manage pension funds,whereas the Employee Retirement Income Security Act of 1974 established a minimum hourly wage.

Question 49

One increasingly popular approach to cut benefit costs is for organizations to create their own networks of health care providers.

Question 50

Many firms say that merit raises are a better motivator than variable pay.

Question 51

Wages refer to compensation usually expressed as an amount paid per year.

Question 52

The Americans with Disabilities Act of 1990 has specific responsibility for enforcing Title VII,the Equal Pay Act.

Question 53

According to the text,polygraph tests are still a very popular technique used to gather information that will predict job success.

Question 54

Application forms are seldom used for upper-level jobs.Candidates for such positions usually provide the same information on their resume.

Question 55

In a company-sponsored pension plan,employees are not allowed or required to make contributions.

Question 56

The most common criteria for defining protected classes include race,color,religion,gender,age,national origin,disability status,and status as a military veteran.

Question 57

The enforcement of equal opportunity legislation is handled by two agencies,the EEOC and OFCCP.

Question 58

Off-the-job training takes place at the work site to allow focused study without interruptions.

Question 59

The performance appraisal process is complete when the manager gives the employee a written evaluation of his/her work performance.

Question 60

The OFCCP is responsible for enforcing executive orders that apply to companies doing business with health departments.

Question 61

By 2050 the U.S.Department of Labor estimates that nearly a quarter of the workforce will be African American.

Question 62

The concept of harassment has been expanded to encompass unwelcome or inappropriate behaviors regarding ethnicity,religion,and age.

Question 63

The Occupational Safety and Health Act of 1970 is the single most comprehensive piece of legislation regarding workplace safety and health.

Question 64

Employers can legally require a medical examination as a condition for making an offer of employment.

Question 65

In some disputes,such as those between the government and fire fighters or police officers,arbitration is compulsory,or required by law.

Question 66

In quid pro quo harassment,comments or actions of coworkers create a hostile work environment.

Question 67

AIDS is considered a disability under the Americans with Disabilities Act Of 1990.

Question 68

A variation of work slowdown is called a sickout,during which large numbers of workers call in sick.

Question 69

Lawsuits against former employers on the grounds of wrongful discharge have put limits on employment-at-will provisions in certain circumstances.

Question 70

Employers may require an AIDS test as a condition of an offer of employment.

Question 71

In the information age,many employees add value because of what they do for physical labor.

Question 72

OSHA holds that every employer has an obligation to furnish each employee with a place of employment that is free from hazards that cause or are likely to cause death or physical harm.

Question 73

An alternative to striking is a slowdown,where workers perform their jobs at a much slower pace than normal.

Question 74

One category of contingent workers is temporary employees.

Question 75

Organizations do not have to accommodate or make a good-faith effort to accommodate individuals with HIV,nor maintain the confidentiality of all medical records,but they do have to try to educate coworkers about AIDS.

Question 76

The Office of Federal Contract Compliance Programs enforces affirmative action regulation.

Question 77

Using the concept of employment at will,the courts have ruled that employees may be fired for exercising rights protected by law.

Question 78

According to the doctrine of employment at will,employers are forbidden from firing employees without legally documenting misconduct.

Question 79

The collective bargaining process begins when the union is recognized as the exclusive negotiator for its members and union leaders meet with management representatives to agree on a contract.

Question 80

The number of white Americans as a percentage of the total workforce is declining steadily,offset by increases in every other racial group.