Deck 10: Human Resource Management

Question 1

Reference checks are very important since, in one study, 41 percent of job applicants lied about their work history.

Answer 1

True

Question 2

Staffing is a traditional management function.

Answer 2

True

Question 3

According to Jeffrey Pfeffer, only about 12 percent of today's organizations qualify as being systematically people-centered.

Answer 3

True

Question 4

Over the past 60 years, the way employees should be perceived and managed has evolved from proactive to reactive.

Question 5

Social networking via the Web is not an effective tool for recruiters or job seekers.

Question 6

A "big picture" approach to managing people and staying competitive is the human capital perspective.

Question 7

One of the current trends in HR is that its functions are being decentralized throughout the enterprise and being outsourced.

Question 8

According to research, employees who are treated with dignity and respect, tend to return the favor in the form of higher productivity and lower turnover.

Question 9

Performance appraisal and training are included in the human resource management process.

Question 10

Based on research, there is no correlation between people-centered practices and higher profits and lower employee turnover.

Question 11

Job seekers today do not have to worry about what is posted on the Web about them as recruiters may not use any online tools for evaluating candidates during the selection process.

Question 12

Google's vice president of people operations, Laszlo Bock shared during a recent interview that employee retention is largely due to the company perks such as free lunch.

Question 13

When comparing "control" and "commitment" human resource systems, no differences in productivity and turnover were found by researchers.

Question 14

Job analysis is the process of identifying basic task and skill requirements for specific jobs by studying superior performers.

Question 15

Google's People and Innovation Lab (PiLab) determined what backgrounds and capabilities are associated with high performance and what factors lead to attrition.

Question 16

Determining the match between the candidate and the job involves the "organize" step in the PROCEED Model.

Question 17

The ultimate goal of recruiting is generating a pool of qualified applicants for new and existing jobs.

Question 18

The primary focus of human resource management is hiring people for vacant positions.

Question 19

The human resource management process begins with employee selection.

Question 20

Central to the human capital perspective is that every employee is a productivity resource and expense item.

Question 21

To avoid lawsuits, employers should hire disabled individuals for a job even if the disabled individual cannot safely perform the basic duties of the job.

Question 22

Since 1992, Recreational Equipment Inc (REI) has had an anti-discrimination policy that includes sexual orientation creating an environment that is welcoming to lesbian, gay, bisexual, and transgender people.

Question 23

The Americans with Disabilities Act of 1990 requires employers to make all requested accommodations for employees with physical and mental disabilities.

Question 24

According to equal employment opportunity (EEO) Law, all personnel decisions including selection must be made solely on the basis of subjective criteria.

Question 25

Only pencil-and-paper tests legally qualify as employment selection tests.

Question 26

Today, polygraphs (lie detectors) are frequently used in the U.S. because of their reliability and validity.

Question 27

Unstructured interviews are preferable because of their systematic scoring and they give the interviewer room for adjusting to the interviewee's personality.

Question 28

Pencil and paper integrity tests have grown in popularity in recent years, and women tend to score more highly than men.

Question 29

The landmark equal employment opportunity (EEO) law in the U.S. is Title VII of the Civil Rights Act of 1964.

Question 30

According to a 2010 survey, more than half of the disabled adults surveyed said the Americans with Disabilities Act of 1990 (ADA) has made no difference in their lives.

Question 31

A structured interview may include job sample simulation questions.

Question 32

According to research, it is mainly Latino employees who complain about reverse discrimination caused by affirmative action.

Question 33

Historically, minorities and women have been victimized by invalid, unreliable, and prejudicial employment selection procedures.

Question 34

It is illegal to refuse to hire, promote, or train someone in the U.S. because the person is a military veteran.

Question 35

More than 70 percent of people in the U.S. between 18 and 55 years old who have a disability are unemployed.

Question 36

People with disabilities experience the same rate of unemployment as the rest of the working age population in America.

Question 37

Researchers have found that affirmative action programs carry a stigma of incompetence, no matter how qualified a person is for a job.

Question 38

Structured interviews are constructed, conducted, and scored on an individual basis to avoid groupthink.

Question 39

The ultimate goal of managing diversity programs is appreciation of interpersonal differences.

Question 40

The aim of affirmative action programs is preventing future discrimination.

Question 41

Verbal misconduct (the use of offensive language) cannot be considered sexual harassment.

Question 42

According to Donald L. Kirkpatrick, there are four training program evaluation models that can be used to assess training effectiveness and answer the question, "Did anyone really learn anything?".

Question 43

Under Title VII of the Civil Rights Act of 1964, both women and men in the U.S. are protected from sexual harassment.

Question 44

Employee assistance programs for substance abusers can end up saving companies money.

Question 45

Compared with non-abusers, alcoholic employees and drug abusers are less productive, more likely to be absent, and three times more likely to have or cause an accident.

Question 46

A major shortcoming of the rankings/comparisons performance appraisal technique is the fact that the absolute distance between ratees is unknown.

Question 47

Behaviorally anchored rating scales (BARS) are a strong performance appraisal technique.

Question 48

Behavior-based interview questions can be a good indicator of future work performance if the questions are structured and job related.

Question 49

Performance appraisal is the process of evaluating individual job performance as a basis for making objective personnel decisions.

Question 50

The strength of an appraisal technique is gauged by its conformity to the criteria for legal defensibility.

Question 51

Trait-oriented performance appraisals, from a legal viewpoint, are more defensible than behavior-oriented ones.

Question 52

The controversial use of employer drug testing to curb the costly erosion of human resources has been effective as the rate of positive test results declined by more than 72 percent over an 18 year period.

Question 53

For both skill and factual learning, the ingredients of a good training program are identical.

Question 54

Goal setting is a comparatively strong performance appraisal technique if desired outcomes are clearly linked to specific behavior.

Question 55

Training focuses strictly on changing employees' behavior, not changing their attitudes.

Question 56

Only the immediate supervisor should perform 360-degree appraisals if they are to be successful.

Question 57

The vast bulk of today's training is remarkably low-tech, despite what is published about computer-based training and e-learning via the Internet.

Question 58

Alcoholism is considered to be a disease, not a character disorder.

Question 59

Goal setting is an essential ingredient of effective skill learning.

Question 60

General dissatisfaction with performance appraisals is expressed by both appraisers and subjects.

Question 61

Google's ________________, so named because it keeps the company alive, was established to determine the attributes of successful managers.

A) Project Oxygen
B) PiLab Project
C) PiLive
D) PiO2
E) Oxygen Lab

Question 62

Which of the following is not one of the seven people-centered practices identified by Pfeffer?

A) Protection of job security
B) Compensation linked to performance
C) Sharing of key information
D) Rigorous hiring process
E) Emphasize status differences

Question 63

Herb Kelleher co-founder and former CEO of Southwest Airlines established a people-centered corporate culture based on, ________________,a value driven philosophy he learned from his mother.

A) "customers first"
B) "profit first"
C) "employees first"
D) "shareholders first"
E) "executives first"

Question 64

____ is(are) becoming the tool of choice for both recruiters and job seekers.

A) Social networking via the Web
B) Internal job posting
C) Television advertisements
D) Job fairs
E) Newspaper advertisements

Question 65

Which of the following encompasses all present and future workforce participants and emphasizes the need to develop their fullest potential for the benefit of the global economy?

A) Knowledge workers
B) Job analysis
C) In-group socialization
D) High-tech selection
E) Human capital

Question 66

Alcoholics and drug addicts are protected from employment discrimination by the Vocational Rehabilitation Act of 1973.

Question 67

While comparing control and commitment human resource systems, what did researchers find?

A) Employees preferred control systems over commitment systems
B) Productivity was high and employee turnover was low with commitment systems
C) Employee turnover was much higher with commitment systems
D) Productivity was identical under both systems
E) Productivity and turnover were significantly lower with control systems

Question 68

What is the ultimate goal of recruiting?

A) Fill positions regardless of qualification
B) Bring in low-wage employees who will mesh well with the company's culture
C) Retain high diversification levels.
D) Generate a pool of qualified applicants for new and existing jobs
E) Hire candidates away from competitors

Question 69

___________ management involves the acquisition, evaluation, retention of people necessary for organizational success.

A) Contingency
B) Performance
C) Strategic
D) Human resource
E) Staffing

Question 70

According to Jeffrey Pfeffer, there is a strong connection between

A) people-centered practices and higher profits and lower employee turnover.
B) business-centered practices and lower profits and higher employee turnover.
C) socially responsible practices and higher profits and higher employee turnover.
D) people-centered practices and lower profits and higher employee turnover.
E) greed and higher profits and lower employee turnover.

Question 71

Google employees indicate that the three reasons they stay are: the mission, the chance to build the skill set of a better leader or entrepreneur and _________________________.

A) the free lunch
B) the quality of the people
C) technology centered management practices
D) PiLab
E) project oxygen

Question 72

Intel, the maker of computer microprocessors, provides primary and secondary schools with computers and money. It also matches employees' donations to their college alma maters up to $10,000 per year. These practices are examples of Intel's commitment to

A) promoting diversity.
B) making a profit.
C) developing human capital.
D) public relations.
E) promoting the liberal arts.

Question 73

A "big picture" approach to managing people and staying competitive is

A) an open perspective.
B) knowledge management.
C) corporate leveraging.
D) human capital.
E) employee profiling.

Question 74

According to the model in Chapter 11, ____ is not a key part of the human resource management process.

A) Technology
B) Performance appraisal
C) Recruiting and selection
D) Training
E) Human resource strategy

Question 75

Staffing historically was defined primarily in terms of what?

A) Developing employee talents
B) Hiring people for vacant positions
C) Planning, acquisition, and development of people
D) Treating people as valuable resources in need of nurturing
E) Hiring minorities to meet legal requirements

Question 76

Elise is the manager of a tire manufacturer, and she is trying to convince top management to enact a no-layoff policy. Such a policy would be an example of which people-centered practice identified by Pfeffer?

A) Employee empowerment
B) Sharing of key information
C) Rigorous hiring process
D) Protection of job security
E) Compensation linked to performance

Question 77

Zack Livingood just accepted a job at a health clinic. The president of the clinic told him that his responsibilities would include planning and acquiring necessary people including nurses, clerical, and maintenance staff. He will also be assisting department managers in evaluating their employees' performance and providing training where necessary. Which of the following will best describe Zack?

A) Finance manager
B) Jack of all trades
C) Human resource manager
D) Personal assistant to the President
E) Clinical manager

Question 78

According to the author, ____, is one piece of advice for job hunters today.

A) let your parents network for you to help you find a job
B) don't post anything on the Web that you wouldn't want a prospective employer to see
C) embellish your resume' to stand out
D) give your Facebook password to the interviewer
E) use a temporary-help agency to land your first job

Question 79

In the past, Human Resources (HR) was treated as a ____ function with only an indirect link to corporate strategy. Today, HR is being embedded in organizational strategy.

A) line
B) support-staff
C) top-management
D) training-only
E) technical

Question 80

____ encourages managers to take a systems perspective, all the way from preparation to the final hiring decision.

A) PROCEED
B) AARP
C) EEO legislation
D) ADA
E) ESOP