Deck 12: Managing Human Resources

Question 1

Sexual harassment is a violation of Title VII of the Civil Rights Act.

Answer 1

True

Question 2

Human resource specialists, with the matching model, exploit the newly hired employees.

Answer 2

False

Question 3

Research shows that realistic job previews lower employee satisfaction and increase turnover.

Answer 3

False

Question 4

Fortunately, today, part-time and temporary workers are not often used by most companies.

Question 5

Recruiting activities can be divided into (1) internal recruiting including "promote from within" policies, and (2) external recruiting including the use of headhunters.

Question 6

Hiring and keeping quality employees is one of the most urgent concerns for today's organizations.

Question 7

The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.

Question 8

The set of activities that are undertaken to attract, develop, and maintain an effective work force refers to human resource management.

Question 9

The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and maintain the workforce over a long term.

Question 10

The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.

Question 11

Affirmative action requires that an employer take positive steps to guarantee promotion from within.

Question 12

Structured interviews allow the applicant a great deal of freedom in determining the course of the conversation, with the interviewer taking care not to influence the person's remarks.

Question 13

Human resource planning refers to the forecasting of human resource needs and the projected matching of individuals with expected job vacancies.

Question 14

The first three steps involved in attracting an effective work force are HR planning, choosing recruiting sources, and selecting the candidate.

Question 15

People who work for an organization, but not on a permanent or full-time basis are called "employees of choice."

Question 16

A key element of the strategic approach to human resource management argues that human resource management is NOT a matching process and managers should avoid attempts to match or integrate employees to organization's strategy and goals.

Question 17

Finding the right people to apply new information technology for e-business is a current strategic issue of particular concern for HR managers.

Question 18

The economic value of the knowledge, experience, skills, and capabilities of employees refers to personal capital.

Question 19

One of the questions that human resource planning should consider includes "what is the profit margin and inventory turnover rate?"

Question 20

A systematic process of gathering and interpreting information about the essential duties refers to job design.

Question 21

A process that uses multiple raters, including self-rating, to appraise employee performance and guide development refers to 180-degree feedback.

Question 22

Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.

Question 23

Job evaluation comprises the steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee.

Question 24

The process of determining the value of jobs within an organization through an examination of job content refers to job evaluation.

Question 25

An in-house training and education facility that offers broad-based learning opportunities for employees refers to on-the-job training.

Question 26

Assessment centers are normally located in a firm's accounting department and have the responsibility of assessing other departments for the costs involved with human resource management.

Question 27

A written test designed to measure a particular attribute such as intelligence or aptitude is called an employment test.

Question 28

Job description is the process of determining the skills, abilities, and other attributes a person needs to perform a particular job.

Question 29

Skill-based pay means linking compensation to the specific tasks an employee performs.

Question 30

An exit interview is an interview conducted with departing employees to determine the reasons for their termination.

Question 31

_____ refers to the activities undertaken to attract, develop, and maintain an effective workforce within an organization.

A) Human resource management
B) Recruitment
C) Talent search
D) Strategic management
E) Operations management

Question 32

All managers are involved in human resource management.

Question 33

BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.

Question 34

A type of rating error that occurs when an employee receives the same rating on all dimensions regardless of his or her performance on individual ones refers to the halo effect.

Question 35

Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook.

Question 36

Competency-based pay systems are also called skill-based pay systems.

Question 37

A type of training in which an experienced employee "adopts" a new employee to teach him or her how to perform job duties is known as on-the-job training.

Question 38

An example of an in-basket simulation would require the applicant to play the role of a manager who must decide how to respond to ten memos in his or her in-basket within a two-hour period.

Question 39

Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.

Question 40

Training is typically used to refer to teaching people how to perform tasks related to their present jobs, while development means teaching people broader skills that are not only useful in their present jobs but also prepare them for greater responsibilities in future jobs.

Question 41

The hiring of applicants based on criteria that are not job-related is called:

A) affirmative action.
B) equal employment opportunity.
C) discrimination.
D) reverse discrimination.
E) employment-at-will.

Question 42

Which of the following is a key performance driver that is tied to human capital investments?

A) Revenue growth
B) Innovation
C) Workforce planning
D) Career development
E) Recruiting

Question 43

____ is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their organization.

A) Equal employment opportunity
B) Discrimination
C) Reverse discrimination
D) Affirmative action
E) Employment-at-will

Question 44

_____ is the first step in attracting an effective work force.

A) Selecting the candidate
B) Choosing recruiting sources
C) Applying the matching model
D) Human resource planning
E) Initiating change

Question 45

Which of the following created the Equal Employment Opportunity Commission?

A) Americans with Disabilities Act
B) Civil Rights Act
C) Equal Pay Act
D) Vocational Rehabilitation Act
E) Immigration Reform and Control Act

Question 46

In the new workplace, _____ are people who work for an organization, but not on a permanent or full-time basis.

A) upper-level employees
B) direct-related workers
C) temporary employees
D) contingent workers
E) low-level employees

Question 47

_____ is part of the new social contract for employees.

A) Traditional compensation package
B) Limited information
C) Standard training programs
D) Personal responsibility
E) Routine jobs

Question 48

Recruiting and selecting employees involves which human resource management goal?

A) Implementing strategies
B) Managing talent
C) Maintaining an effective workforce
D) Finding the right people
E) Controlling strategies

Question 49

Which of the following means using computers and telecommunications equipment to do work without going to an office?

A) Telecommuting
B) Social Loafing
C) New social contract
D) Outsourcing
E) Realistic Job Preview

Question 50

All of the following are goals of human resource management EXCEPT :

A) finding the right people for the job.
B) managing talent so people achieve their potential.
C) maintaining an effective work force.
D) turning over an effective workforce.
E) both attracting an effective work force and maintaining an effective work force.

Question 51

_____ has led to the elimination of many positions in organizations.

A) Globalization
B) Insourcing
C) Differentiation
D) Restructuring
E) All of these

Question 52

A(n) _____ is a company that is highly attractive to potential employees because of human resources practices that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems.

A) Fortune 500 company
B) employer of choice
C) socially responsible firm
D) rural firm
E) family-owned corporation

Question 53

Today, more than ever, strategic decisions are related to human resource considerations. Which of the following refers to the economic value of the knowledge, experience, skills, and capabilities of employees?

A) Human capital
B) Economic capital
C) Contingency assets
D) Capital assets
E) Economic assets

Question 54

Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of _____.

A) discrimination
B) affirmative action
C) equal employment opportunity
D) employment-at-will
E) termination-at-will

Question 55

Artie's Pretzels is a small but well-known company that receives thousands of job applications every year, though it only fills about 50 positions annually. Company managers have learned that Artie's human resource practices are one of the driving factors that attract potential employees. Artie's Pretzels is an example of a(n) _____.

A) contingency employer
B) employer of options
C) employer of choice
D) Employer of necessity
E) telecommuter-friendly employer

Question 56

Family and Medical Leave Act require employers to provide up to _____ weeks unpaid leave for childbirth, adoption, or family emergencies.

A) 8
B) 12
C) 16
D) 24
E) 52

Question 57

Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of:

A) equal employment opportunity.
B) affirmative action.
C) cultural bias.
D) employment-at-will.
E) sexual harassment.

Question 58

The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management?

A) All managers are human resource managers.
B) Employees are viewed as assets.
C) Human resource management is a matching process.
D) Only top-line managers are predominantly human resource managers.
E) All of these are examples of key ingredients in human resource management.

Question 59

All of the following are current strategic issues of particular concern to managers EXCEPT:

A) right people to become more competitive on a global basis.
B) right people for improving quality, innovation, and customer service.
C) right people to become more competitive on a local basis.
D) right people to retain during mergers and acquisitions.
E) right people to apply new information technology for e-business.

Question 60

Which of the following is tied to the goal of managing talent in organizations?

A) Labor relations
B) Job analysis
C) Wages and salary
D) HRM planning
E) Training and development

Question 61

The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as human resource _____.

A) development
B) organizing
C) planning
D) selection
E) downsizing

Question 62

Which of the following is a device for collecting information about an applicant's education, previous job experience, and other background characteristics?

A) An employment test
B) An assessment center
C) An application form
D) An affirmative action form
E) A privacy form

Question 63

While interviews are _____, they are generally _____ predictors of subsequent job performance.

A) rarely used, not valid
B) widely used, not valid
C) rarely used, excellent
D) widely used, valid
E) painful, excellent

Question 64

_____ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied.

A) Selection
B) Recruiting
C) Training
D) Developing
E) Planning

Question 65

Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next ten years. He is most likely to perform which of the following activities?

A) Choosing a recruiting source
B) Selecting an employment candidate
C) Human resource planning
D) Welcoming new employees
E) Downsizing

Question 66

Conolly Company uses internal recruiting whenever possible. This practice:

A) costs more than external recruiting.
B) decreases employee satisfaction.
C) generates increased employee commitment.
D) demotivates existing employee given limited socializing opportunities.
E) gives employees an upper hand in negotiations.

Question 67

Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that unmet expectations were the primary reason these people were leaving so soon. RBI can begin to solve this problem by emphasizing:

A) external recruiting.
B) affirmative action.
C) better training and development.
D) the use of realistic job previews.
E) employment-at-will.

Question 68

All of the following are questions relevant to human resource planning EXCEPT:

A) "What is the current turnover rate?"
B) "What is the volume of business expected to be over the next five years?"
C) "What was the volume of business over the past five years?"
D) "How will new technology affect the organization?"
E) All of these are relevant questions for human resource planning.

Question 69

Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task?

A) How many tellers are expected to retire over the next five years?
B) What new technologies (e.g., automated teller machines) will be introduced over the next five years?
C) How many new branches does the bank expect to open over the next five years?
D) All of these are relevant.
E) All of these are irrelevant.

Question 70

At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who subsequently accept employment with the company. This is an example of which innovation in recruiting?

A) Trade group networking
B) Social networking
C) Employee referral
D) Cold call recruiting
E) Geographic networking

Question 71

_____ is a systematic process of gathering and interpreting information about the essential duties.

A) A job analysis
B) A job listing
C) A job requirement
D) A job description
E) A realistic job preview

Question 72

_____ is a listing of job duties and desirable qualifications for a particular job.

A) A job analysis
B) A job listing
C) A job requirement
D) A job description
E) A realistic job previews

Question 73

_____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied employees.

A) Selecting the candidate
B) Choosing recruiting procedures
C) Applying the matching model
D) Human resource planning
E) Initiating change

Question 74

Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are examples of:

A) equal employment opportunity.
B) affirmative action.
C) illegal discrimination.
D) unfair labor practices.
E) nepotism.

Question 75

An example of _____ is when current employees are given preference when a position opens in their organization.

A) discrimination
B) internal recruiting
C) nepotism
D) external recruiting
E) cannibalizing

Question 76

_____ generates higher employee commitment, development, and satisfaction than does _____.

A) External recruiting, internal recruiting
B) External selection, internal selection
C) Internal recruiting, external recruiting
D) Internal recruiting, internal selection
E) Downsizing, monetary rewards

Question 77

Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job?

A) Recruiting
B) Training
C) Selection
D) Development
E) Orientation

Question 78

A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.

A) job description
B) application form
C) assessment test
D) paper-and-pencil test
E) OJT

Question 79

Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization?

A) Reality check
B) Affirmative action
C) Realistic job preview
D) Employment-at-will
E) Chart selection approach

Question 80

Which of the following is NOT a method used in external recruiting?

A) Private employment agencies
B) Employee referrals
C) Newspaper advertising
D) Employee resource chart
E) State employment services