Deck 9: Human Resource Management: Getting the Right People for Managerial Success

Question 1

Social capital is the economic or productive potential of employee knowledge and actions.

Answer 1

False

Question 2

A 1947 law, the Taft-Hartley Act, allows the President of the United States to prevent or end a strike that threatens national security.

Answer 2

True

Question 3

Studies show that when companies have high-quality human resource practices and programs, those companies have higher levels of employee satisfaction, financial performance, and service performance.

Answer 3

True

Question 4

The process of writing job analyses, descriptions, and specifications often helps you to avoid hiring people who are underqualified.

Question 5

The Equal Pay Act requires an extension of health insurance benefits after termination.

Question 6

A job specification describes the minimum qualifications a person must have to perform the job successfully.

Question 7

Products from child labor were banned under the Taft-Hartley Act.

Question 8

Establishing the mission and vision is the first step in the strategic human resource process.

Question 9

The 2010 health care reform legislation requires employers with less than 50 employees to provide health insurance.

Question 10

Collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.

Question 11

Antidiscrimination laws require employers to extend preferential treatment because of race, color, or religion.

Question 12

Reports from the U.S. Census Bureau are a good source of information to assess internal candidates for promotion.

Question 13

A report that lists an organization's employees by name, education, training, languages, and other important information is called a human resource inventory.

Question 14

Social capital is the economic or productive potential of strong, trusting, and cooperative relationships.

Question 15

Understanding current employee needs is the sole purpose of strategic human resource planning.

Question 16

Human resource (HR) management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.

Question 17

The Family and Medical Leave Act requires employers to provide 12 weeks of unpaid leave for medical and family reasons, including for childbirth, adoption, or family emergency.

Question 18

The sole purpose of the human resource management process is to recruit and select people.

Question 19

Google's treatment of its employees is indicative of its belief that its biggest competitive advantage lies in its personnel department.

Question 20

Interviews with people who currently hold a job is part of a job analysis for that position.

Question 21

LinkedIn, a business-oriented social network, accounts for 94% of the people hired via social media.

Question 22

Performance tests are a more direct measure of how well the employee will perform in the job on actual job tasks than personality tests.

Question 23

To protect their own reputations, employees are fairly careful about whom they recommend and provide a good source of employee referrals.

Question 24

Validity means that the test measures what it purports to measure and is free of bias.

Question 25

Tiffany is an architect for the building of a large office complex downtown. Frequently a group of steel workers whistle at her as she climbs a ladder or interacts with staff. The men's actions create a hostile work environment.

Question 26

There are fewer risks with internal recruiting because internal candidates are already known and are familiar with the organization.

Question 27

Structured interviews are more accurate than unstructured interviews in assessing an applicant's job-related personality traits.

Question 28

An assessment center is typically used to assess physical capabilities of skilled labor candidates.

Question 29

An example of a behavioral-description interview question is "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?"

Question 30

Structured interviews involve asking each applicant different questions and comparing their responses to a standardized set of answers.

Question 31

Interviewing is the most commonly used employee-selection technique.

Question 32

Programs that try to make up for past discrimination in employment by actively finding, hiring, and developing the talents of people from groups traditionally discriminated against are known as Title VII.

Question 33

Hostile environment occurs when the person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or opportunities unless he or she implicitly or explicitly acquiesces.

Question 34

Most jobs are filled through external recruiting, mainly through job postings.

Question 35

References are an ineffective way to obtain reliable information about a prospective job candidate.

Question 36

Application forms, interviews, and educational requirements are not legally considered employment tests.

Question 37

Recruiting is the process of screening job applicants to hire the best candidate.

Question 38

Internal recruitment, hiring from the inside, means making people already employed by the organization aware of job openings.

Question 39

A job analysis gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired.

Question 40

In a behavioral-description interview, the interviewer explores how applicants might respond to situations in the future.

Question 41

Subjective appraisals are harder to challenge legally than objective appraisals.

Question 42

The type of appraisal in which employees are evaluated by their managers, peers, and subordinates is called the 360-degree assessment.

Question 43

A company that evaluates its truckers based on miles of freight hauled is using subjective appraisals.

Question 44

When doing a performance appraisal, the manager will assess the employee's performance and provide feedback.

Question 45

Every year 10% of GE's managers are assigned the bottom grade, and if they don't improve, they are asked to leave the company. This is an example of a forced ranking performance review system.

Question 46

Factors such as what the individual's level is in the organization or how much experience he or she has do not determine basic compensation.

Question 47

Computer-assisted instruction is often a type of off-the-job training.

Question 48

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement is called performance management.

Question 49

The first step in the training process is an assessment of what training is needed.

Question 50

Depending on preparation, the forced ranking performance review system may have negative effects on morale, productivity, and loyalty or it may encourage managers to identify and remove poor performers.

Question 51

Formal appraisals are conducted on an unscheduled basis and consist of less rigorous indications of employee performance.

Question 52

An orientation helps a newcomer fit smoothly into the job and the organization.

Question 53

Understanding the organization's mission and operations, the job routine and the organization's work rules and benefits should be considered an integral part of employee orientation.

Question 54

Stock options are found not to induce employees to be more productive or to attract or retain top performers.

Question 55

Designed to enrich the lives of all employees in the organization, who are paid all or in part by the organization, benefits are additional nonmonetary forms of compensation.

Question 56

Incentives are not considered a part of compensation.

Question 57

A behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors.

Question 58

Because the evaluator's personal bias can affect the ratings, trait appraisals' validity may be questionable.

Question 59

In the United States, private industry spends an average of $31.93 per hour worked in employment compensation, of which wages and salaries accounted for 69.9% and benefits 30.1%.

Question 60

HR professionals distinguish between training and development.

Question 61

A specialist at UPS who rides with couriers to learn about delivery time measurements and potential service problems is conducting a job __________________.

A) analysis
B) specification
C) posting
D) description
E) rotation

Question 62

Simplicity is one of the keys to a successful incentive-pay plan.

Question 63

The "closed shop," in which an employer may hire for a job only workers who are already in the union, is legal in the United States.

Question 64

____________ includes the activities managers perform to plan for, attract, develop, and retain an effective workforce.

A) Personnel development
B) Contingency planning
C) Job analysis
D) Human resource management
E) Performance appraisal

Question 65

If there is a problem such as an employee who has personal differences with his or her boss, a transfer may be used to solve the problem.

Question 66

________________ is the purpose of the strategic human resource process.

A) Maintaining a stable workforce for minimum expense
B) Informing the grand strategy
C) Formulating human resource-sensitive strategic plans
D) Getting optimal work performance to help realize company's mission and vision
E) Finding the human resources needed in a timely fashion

Question 67

Changing the name from personnel department to the human resource department is intended to suggest the importance of staffing to a company's success.

Question 68

__________________ includes aspects such as goodwill, mutual respect, trust, cooperation, and teamwork.

A) Relational capital
B) Social capital
C) Personal capital
D) Productivity capital
E) Human capital

Question 69

Which of the following is not part of the strategic human resource management process?

A) Plan human resources needed.
B) Establish grand strategy.
C) Recruit and select people.
D) Orient, train and develop.
E) Negotiate employment contract.

Question 70

Mediation is the process in which a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.

Question 71

The great majority of union workers are in the public-sector.

Question 72

In considering the staffing an organization might need in the future, human resource managers should __________.

A) focus efforts on replacing those who retire or resign
B) assume that the organization will not change much
C) assume that there will be radical changes in the supply of labor and the nature of the organization's jobs, so defer planning
D) hire 10% more people than were needed last year to cover possible growth
E) understand the organization's vision and strategy and hire to support them

Question 73

Which of the following is not one of the soft skills employers often find lacking in many Millennial applicants?

A) professional appearance
B) familiarity with social media
C) manners
D) punctuality
E) ability to communicate

Question 74

______________ is the economic or productive potential of employee knowledge and actions.

A) Human capital
B) Labor capital
C) Social capital
D) Potential capital
E) Productivity capital

Question 75

A ______ summarizes what the holder of the job does and how and why he or she does it.

A) job analysis
B) realistic job preview
C) job specification
D) job description
E) performance appraisal

Question 76

A(n) ___________ is a report listing your organization's employees by name, education, training, languages, and other important information.

A) performance appraisal
B) skills record
C) human resource inventory
D) job analysis
E) employee database

Question 77

Michele had been working as an executive assistant to the president for nearly 25 years, so when she retired no one had a good idea of all that her job entailed. Before she left, Sharon sat with her for two weeks to observe her duties and ask her the details of all functions. Sharon was performing a(n) __________.

A) behavioral-description interview
B) performance appraisal
C) informal appraisal
D) job rotation
E) job analysis

Question 78

What is the final step in the strategic human resource management process?

A) Plan future human resources needs.
B) Recruit and select people.
C) Assess success of recruitment process.
D) Perform appraisals of people.
E) Orient, train, and develop people.

Question 79

An employee can be dismissed permanently "for cause" for absenteeism.

Question 80

Recreation options, country club memberships, and discounts on merchandise are not considered examples of benefits.