Deck 11: Human Resource Management: Finding and Keeping the Best Employees

Question 1

Underemployed workers present a challenge for human resources managers.These are people who are working beyond their capabilities.

Answer 1

False

Question 2

Today's workers place a lower priority on leisure time than they did in the past.

Answer 2

False

Question 3

According to the Thinking Green box,"Green Eggs and Green Ham",contemporary firms do not see a cost benefit to providing healthy snacks for employees.
Companies find that a healthy workforce saves money on insurance premiums.A physically fit workforce is usually a more productive workforce.The leftovers from healthier,greener foods can be used for compost.

Answer 3

False

Question 4

Today's workers have an increased demand for benefits tailored to their individual needs.

Question 5

The human resource manager's job is easier today than it was in the past because a growing percentage of the work force is highly educated and well-prepared for jobs in the contemporary business environment.

Question 6

The reason industries such as robotics and biotechnology have grown rapidly in recent years is that the United States has a surplus of highly educated and experienced workers available for employment in these fields.

Question 7

Today,human resource management is viewed as a clerical function of keeping personnel records and processing payroll.

Question 8

One challenge faced by today's human resource managers is the fact that workers overseas often work for lower wages and are subject to fewer laws and regulations.

Question 9

The appropriate term for employees whose skills and knowledge go beyond their current work environment and work responsibilities are underemployed workers.

Question 10

One of the challenges facing today's human resource managers is a shift in the age distribution of the labor force,including aging baby boomers,many of whom are deferring retirement.

Question 11

The growing importance of human resource issues has led most firms to expect only its human resource specialists to tackle HR issues.
Human resource management has become so important that it is now a function of all managers.Most human resource functions are shared by professional human resource managers and other managers.

Question 12

According to the Thinking Green box titled,"Green Eggs and Green Ham",your firm stands to benefit more by encouraging employees to eat healthier.
Companies such as Google have started offering only a healthy assortment of fruit,vegetables,and grains in their employee cafeteria.They find that a fitter employee is also a more productive employee,and the company benefits with reduced insurance premiums.

Question 13

Human resource management is receiving increased attention because the shift from traditional manufacturing industries to service and high-tech manufacturing industries requires workers to have more technical job skills.

Question 14

Today's workers tend to be very loyal,as evidenced by declining turnover rates in most industries.

Question 15

Very few experienced employees have skill and knowledge that is considered a higher level than what they use at their jobs.
Managers are challenged to utilize workers whose skill and knowledge are superior to what they actually use at work.The term that we use to describe this group of employees is underemployed workers.

Question 16

Recruiting is relatively easy today because qualified labor is so plentiful.

Question 17

Human Resources Management is the process of deciding the number and types of people your business needs,and then,recruiting,selecting,developing,motivating,evaluating,compensating,and scheduling employees to achieve organizational goals.

Question 18

It is challenging for HR managers to deal with a declining economy that results in a short-term preference for part-time and/or temporary employees;and,a trend to outsource jobs,even though there are skilled employees who are willing to work.
Today's HR managers are faced with a declining economy where cost-saving measures such as hiring part-time and/or temporary employees have become a short-term solution.Due to the fact that employees in developing nations are willing to work for lower wages,companies have elected to outsource many jobs.

Question 19

Contemporary firms such as Google who care about their employees also care about what their employees eat,as well as what is offered in the company cafeteria.
According to the Thinking Green box titled,"Green Eggs and Green Ham",there are cost benefits associated with making certain that your employees stay fit.Stocking an assortment of healthy choices of food in the company cafeteria shows employees that the firm cares about the employee beyond the work that they provide the company.In the long run,by being proactive in the types of foods that employees eat during the workday,the firm expects to increase overall productivity.

Question 20

The human resource function has become so critical that it is now a concern of all managers.

Question 21

Reverse discrimination is the term the EEOC uses to refer to activities designed to "right past wrongs" that resulted from discrimination against women and minorities.

Question 22

Recent federal law clearly and strongly supports the notion that companies must use strict employment quotas to correct for past discriminatory actions.

Question 23

The concept of "reasonable accommodations" means that all workers should be treated in the same manner.

Question 24

Rick is in his early sixties.A few years ago he had planned to retire by the time he was sixty,but when the time came,he decided to continue working.In fact,not only is Rick still working,he has no intention of retiring or setting a time when retirement might occur.Rick's decision to keep working into his late sixties is unusual in today's labor market.
One of the trends affecting human resource management has been a shift in the age composition of the labor force,part of which is due to the increasing number of aging baby boomers that have decided to defer retirement.

Question 25

Affirmative action programs are the least controversial method of correcting job inequities created by past discrimination.

Question 26

The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from the firms that discriminated against them.

Question 27

The federal government has to minimize its role in human resource management.

Question 28

Although the purpose of affirmative action was to "right past wrongs" against minorities,subsequent laws were passed to reverse earlier decisions that required some industries to maintain employment quotas when it came to the hiring of minorities.

Question 29

The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in the workplace.

Question 30

Elise is the manager in the finance department for a company that competes in a service industry.If her company is like most contemporary firms,Elise will leave almost all aspects of human resource functions to specialists in the human resource department.
Human resource management has become so important that it is no longer the responsibility of just one department.Most human resource management functions are now shared by professional human resource managers and the other managers within the organization.

Question 31

Congress has given the Equal Employment Opportunity Commission broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities.

Question 32

Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring,firing,or compensation,based on race,religion,creed,sex,or national origin.

Question 33

Robotek International is a rapidly growing firm specializing in the production of sophisticated robots.One of the major problems Robotek is likely to face is a shortage of qualified workers.
One of the major problems faced by firms in growth industries such as robotics,computers,and biotechnology is a shortage of workers with the necessary skills to work in these areas.

Question 34

HR is focused on issues directly related to a person's job and with things that happen at work,as opposed to concerns that may affect one's work such as elder care and child care,but are not directly related to work.
HR is very involved with issues that affect employees whether they are directly work related or whether they are outside of one's work area but affect the ability for employees to work effectively and productively.

Question 35

The EEOC sets guidelines that human resource managers follow in the process of hiring and dismissing employees.

Question 36

The effectiveness of the EEOC has been limited because Congress never gave it any authority to enforce its mandates.

Question 37

In one year's time,James developed gall bladder problems and needed surgery;he became a single parent;he willingly moved his older mom in to live with him in order to avoid placing her in a nursing home;and,he unexpectedly tore his rotator cuff playing softball during the summer.Overall,these are not considered circumstances that impact job performance because they fall outside of the workplace.HR managers need only be concerned with how James performs when he is at work.
Health issues and social issues affect job performance.HR managers must create strategies for addressing these challenges.HR managers cannot compartmentalize these as issues that fall outside of the work environment,because they directly impact workers' abilities to perform well at work.

Question 38

Most firms have trouble implementing the structural changes required by the Americans with Disabilities Act.

Question 39

San Diego State University continues to serve its employees fatty meats and dairy products in its cafeteria and vending machines because it's cheaper;it does not want to promote one choice over another;and,it can convert any waste from these products to compost.
According to the Thinking Green box,"Green Eggs and Green Ham" companies can provide healthier alternative foods for employees,save money in insurance premiums,increase productivity,and benefit the environment at the same time.

Question 40

Last year Adam lost his job as a skilled welder at an automobile assembly plant.After looking for work for several months,he finally accepted a job as an unskilled laborer at a local nursery.Although he is pleased to have work,Adam feels that his new job doesn't use his skills to their full potential.Adam is an example of an underemployed worker.
Underemployed workers have higher-level skills than their current job requires.

Question 41

The Age Discrimination in Employment Act permits age limits in professions where it can be established that ability to perform the job declines significantly with age.

Question 42

When it comes to human resource management issues,the federal government generally has taken a "hands off" approach since the early 1960s.
Title VII of the Civil Rights Act of 1964 brought the federal government directly into the operations of human resource management.Additional legislation such as the Equal Employment Opportunity Act of 1972,the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991 extended the government's influence into human resource management even further.

Question 43

Ramona is a recent HR hire for a security firm that hires retired law enforcement officers to provide security for retail malls across the nation.Her supervisor was impressed with Ramona's knowledge of current laws with respect to hiring practices,but asked her to quickly get up to speed on compensation and training laws.This is a reasonable request if Ramona plans to stay in the HR field.
HR management requires experts to stay current in all laws that apply to human resource management.This includes hiring,firing,compensation practices and training practices.

Question 44

The result of a job analysis is a written document called a human resource inventory.

Question 45

Zorn Enterprises hired several qualified soldiers returning from the war with hearing impairment to rehab its recently acquired apartment complexes.As a growing business,it is abiding by the law as currently stated.It is not required to adapt the work site to help these soldiers hear and communicate better with each other.
According to the American with Disabilities Act of 1990,businesses must provide equal consideration to qualified persons with disabilities in the hiring process.Businesses should not discriminate against hiring persons with physical or mental disabilities who are qualified to do the job,and the businesses must also adapt the work environment to accommodate employees with disabilities.

Question 46

Introduction to Business students know that the creation of laws are the first step that a society takes in order to act in an ethical manner.The U.S.government learned that unless it stepped in and created business laws,many firms would not concern themselves with fair practices when it comes to hiring,firing,and non-discriminatory actions.
Business laws are passed as the first step toward behaving ethically.Without these laws,many businesses would not be concerned with fair labor practices.

Question 47

One purpose of a human resource inventory is to determine whether the labor force is technically up-to-date and well trained.

Question 48

The Americans with Disabilities Act protects qualified persons from discriminatory hiring practices,but does not require employers to provide suitable accommodations in the workplace,or opportunities for promotion.This is left to occupational safety laws.
In 1991,the American with Disabilities Act was amended to include provisions for hiring and promoting,and also provisions for adapting the work environment to provide for persons with disabilities.

Question 49

The Americans with Disabilities Act protects people who are born with physical disabilities,exclusively,but not those who acquire disabilities later in life.
As recent as 2008,the American Disabilities Act has been amended to include protection for persons with epilepsy and cancer.

Question 50

Sonny Skies is in his late fifties and loves his work as a pilot for a major airline.He wants to continue working for many more years.The Age Discrimination in Employment Act provides Sonny with the right to keep his job as long as his company is financially sound and he does not commit a felony.
Although the Age Discrimination in Employment Act makes it unlawful to discriminate against a person because of age with respect to hiring,firing,promotion,layoff,compensation,and job assignments,it makes certain exceptions.In particular,it allows age limits to be set for certain professions where it has been shown that the ability to perform the job declines significantly with age.One profession where age limits are allowed is airline pilot.

Question 51

Like all management,human resource management begins with planning.

Question 52

The Age Discrimination in Employment Act only prevents discrimination against employees who are over the age of 65.

Question 53

Mario and Marla are web development professionals for a popular high tech company.Due to injuries Mario sustained while serving in the Army Reserves,upon his return the company provided him and other returning soldiers with ergonomic desks and chairs that accommodates wheel chairs and bad backs.Although Marla is hearing impaired,the company does not need to consider providing her with a headset that magnifies sound because she is the only employee out of 200 requiring this accommodation.
The Americans with Disabilities Act of 1990 (1992 implementation)prohibits employers from discriminating against qualified individuals with disabilities in hiring,advancement,or compensation and requires employers to adapt the work environment to accommodate a variety of employee needs.

Question 54

In their efforts to accommodate disabled workers,most firms experience difficulties with cultural changes,more so than with structural changes.

Question 55

Ruth Gray is a manager who takes pride in her ability to be fair and impartial.She treats all workers the same way,and evaluates them all using the same standards.Ruth is likely to have difficulty with the adjustments needed to accommodate disabled workers.
Accommodation of disabled workers requires managers to treat people in accordance with each person's needs.Managers who feel that fairness means treating everyone the same way often have a difficult time adapting to the need for accommodation.

Question 56

Chip Dodson is a middle-aged white male employed by a large company.Recently,he was passed over for a promotion,despite receiving an excellent performance appraisal.The promotion went to a woman Chip felt was less qualified.His supervisor told him the woman got the promotion because the business was trying to comply with affirmative action guidelines.Critics of affirmative action would cite this situation as a case of reverse discrimination.
Reverse discrimination is defined as discrimination against whites or males.Charges of reverse discrimination are likely when a firm is perceived as giving unfair preference to women or members of minority groups.

Question 57

One way human resource managers can keep current on human resource legislation and rulings is to read current business literature such as The Wall Street Journal and Business Week.

Question 58

Sean works for a large discount retailer.His wife works for a large bank with several branches.After recently adopting a child,the couple agreed that each would take six-weeks of leave from work in order to care for the newborn.According to the Family and Medical Leave Act,one,but not both are eligible for leave.
According to the Family and Medical Leave Act,each employee is eligible to take 12 weeks of unpaid leave to care for their newly adopted child.

Question 59

The first step in the human resource planning process is to prepare a job analysis for each available position within the firm.

Question 60

There are laws that protect employees from undo harm due to hazardous work conditions.
According to the Legal Briefcase and the EEOC,the Occupational Safety and Health Act of 1970 regulates the degree to which employees can be exposed to hazardous substances and specifies the safety equipment the employer must provide.

Question 61

A job specification is a statement of the job itself,while a job description is a statement about the person who does the job.

Question 62

Union rules and company policies can make the recruitment process more difficult.

Question 63

Toni Matthews is interested in a position that has opened up at her firm,but she wants to find out more about the type of work and responsibilities involved in the job.A document that would have the information she wants is the job specification.
A job specification is concerned with the person who fills the job rather than the nature of the job itself.The information Toni wants is more likely to be in a job description than in a job specification.

Question 64

develops a human resource strategic plan.
The five steps of the human resource plan includes: (1)Preparing a human resource inventory; (2)Performing job analyses,including writing job descriptions and job specifications; (3)Forecasting the demand for these jobs within the company; (4)Assessing the future supply of labor; (5)Preparing a human resource strategic plan.

Question 65

When you collect information about a particular job title,including how the job is performed and what it takes to perform the job,you are conducting a job analysis.

Question 66

A job specification identifies the minimum qualifications a person must have to fill a particular job.

Question 67

Chris Schubert is a human resource manager with the Night Owl Publishing Company.He just finished creating a document that describes what editors do at their jobs.The study Chris has completed is known as a human resource inventory.
A document that describes what editors do at their jobs would be a job description.

Question 68

Helen Caldwell is a human resource manager for a firm that is planning to switch to a more sophisticated production method.As a human resource manager,one of Helen's duties will be to forecast the demand for the type of labor needed to implement the new method.
Assessing the future demand for various types of labor is one of the functions of a human resource manager.A proactive human resource manager anticipates the future needs of the organization and takes action to make sure that qualified workers are available when they are needed.

Question 69

A job description identifies and describes the type of person who should perform the job,including important qualifications such as deduction,skills,and experience.

Question 70

Human resource planning involves the assessment of both the future demand and the future supply of the various types of labor needed by the organization.

Question 71

Recruitment is a set of activities undertaken for attracting qualified people,at the right time.

Question 72

A job analysis consists of creating two documents called a job inventory and a performance appraisal.

Question 73

As an HR manager,Erin is assigned to updating all job descriptions and job specifications for her company.Erin will begin by collecting information about each job title,as well as learning about the kinds of activities and responsibilities that go with each job.After she thoroughly analyzes a job,she will write the job description and job specifications for that job.
The results of job analysis are two written statements: job descriptions and job specifications.

Question 74

Career Builders.com has posted a variety of sales management positions.Some require the manager to have five to ten years of experience and preferably a Master's Degree in a field of science.These requirements are part of the job specification.
The job specification provides details on the minimum educational requirements and years of experience required for the position.

Question 75

Lani wants to know how many workers in her company have certain specialized skills and have received training to update their qualifications within the past year.She could use a human resource inventory to help her find this type of information.
A human resource inventory includes the names,ages,education,training,specialized skills and other capabilities and relevant characteristics of a firm's employees.

Question 76

The Administrative Assistant II position at Idle Time Gaming,Inc.performs word processing and spreadsheet development for two vice-presidents,and other secretarial duties as needed.Other job responsibilities include maintaining the office operations budget,receiving guests,and supervising two clerical positions.These tasks are part of the job description for this position.
A job description outlines the specific tasks and responsibilities of each job title.It describes the objectives of the position and how it relates to other functions at the business.

Question 77

The second step in human resource planning consists of conducting job analyses.Through observation and research,the manager will collect information on the kinds of things that each job title performs and how they are performed,as well as the skill and knowledge requirements for doing the job.
A job analysis is a study of the types of things that each job title does and how they do them,as well as what it takes to perform the job.Through this information,the manager can proceed with writing the job description and the job specifications.

Question 78

The first four steps in human resource planning all lead to the final step,which is the development of a strategic human resource plan.

Question 79

Job analysis helps a manager answer the question: "How many workers in my organization have this particular skill"?
Job analysis is a study of what is done by workers who fill a particular job title.A human resource inventory would be more likely to answer a question about how many workers in the organization have a particular skill.

Question 80

Because of the continuous flow of potential employees into the labor market,recruiting usually is the easiest task for a human resource manager to accomplish.