Deck 11: Managing Human Resource Systems

Question 1

To which of the following aspects of the human resource management process does federal employment law apply?

A) selection decisions
B) compensation decisions
C) performance appraisals
D) training and development activities
E) all of these

Answer 1

E

Question 2

Human resource management (HRM) is the process of finding, developing, and keeping the right people to form a qualified work force.

Answer 2

True

Question 3

The only time that gender, age, religion, etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ).

Answer 3

True

Question 4

_{10. A is a performance appraisal process in which feedback is obtained from the boss, subordinates, peers}
And co-workers, and the employees themselves.

A) 360-degree feedback
B) performance appraisal iteration
C) reciprocal appraisal
D) grapevine appraisal
E) circular feedback program

Question 5

is the loss of high-performing employees who voluntarily choose to leave a company.

A) De-employment
B) Dysfunctional turnover
C) Reactive turnover
D) Regressive turnover
E) A "brain leak"

Question 6

_{8. The interview uses only standardized, job-related interview questions that are prepared ahead of time}
And asked of all candidates

A) formalized
B) structured
C) semi-structured
D) scripted
E) canned

Question 7

A of a job.
_{a. job analysis}
Is a purposeful, systematic process for collecting information on the important work-related aspects
B) task evaluation
C) job specification
D) job validation
E) job description

Question 8

Which of the following is an example of a subjective performance measure?

A) behavioral observation scales
B) sales quotas
C) production rate
D) revenues
E) customer complaints

Question 9

Functional turnover is the loss of high-performing employees who choose to leave the organization.

Question 10

_{8. The interview uses only standardized, job-related interview questions that are prepared ahead of time}
And asked of all candidates

A) formalized
B) structured
C) semi-structured
D) scripted
E) canned

Question 11

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Question 12

Which of the following type of tests accurately predicts job performance in almost all kinds of jobs?

A) specific ability tests
B) cognitive ability tests
C) personality tests
D) achievement tests
E) work sample tests

Question 13

An ESOP is an:

A) equitable stock ownership plan
B) employee stock ownership plan
C) employee salary option program
D) equity in salary organizational plan
E) employer/subordinate organizational profit

Question 14

Human resource management (HRM) is the process of finding, developing, and keeping the right people to form a qualified work force.

Question 15

Which of the following type of tests accurately predicts job performance in almost all kinds of jobs?

A) specific ability tests
B) cognitive ability tests
C) personality tests
D) achievement tests
E) work sample tests

Question 16

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Question 17

To which of the following aspects of the human resource management process does federal employment law apply?

A) selection decisions
B) compensation decisions
C) performance appraisals
D) training and development activities
E) all of these

Question 18

Functional turnover is the loss of high-performing employees who choose to leave the organization.

Question 19

A of a job.
_{a. job analysis}
Is a purposeful, systematic process for collecting information on the important work-related aspects
B) task evaluation
C) job specification
D) job validation
E) job description

Question 20

Which of the following is an internal recruiting method?

A) advertising
B) job fairs
C) job posting
D) Internet job sites
E) walk-ins

Question 21

Human resource management (HRM) is the process of finding, developing, and keeping the right people for the company.

Question 22

Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor Relations Board.

Question 23

Full compliance with federal law is enough to ensure that an organization cannot incur liability in sexual harassment complaints.

Question 24

Cognitive ability tests are also called aptitude tests.

Question 25

Training provides opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.

Question 26

Job analysis is a purposeful and systematic process of collecting information on the important work-related aspects of a job.

Question 27

Which training method is NOT used to practice, learn, or change job behaviors?

A) On-the-job training
B) Role-playing
C) Simulations and games
D) Lectures
E) Vestibule training

Question 28

The hostile work environment form of sexual harassment occurs when employment outcomes such as hiring, promotion, or simply keeping one's job depend on whether an individual submits to being sexually harassed.

Question 29

A job specification summarizes the basic tasks, duties, and responsibilities of a job, and a job description summarizes the qualifications needed to successfully perform the job.

Question 30

is the loss of high-performing employees who voluntarily choose to leave a company.

A) De-employment
B) Dysfunctional turnover
C) Reactive turnover
D) Regressive turnover
E) A "brain leak"

Question 31

The only time gender, age, religion, etc. can be used to make employment decisions is when they are considered a bona fide occupational qualification (BFOQ).

Question 32

To choose the best training method, a company should consider such factors as the number of people to be trained, the cost of training, and the objectives of the training.

Question 33

Which of the following is an example of a subjective performance measure?

A) behavioral observation scales
B) sales quotas
C) production rate
D) revenues
E) customer complaints

Question 34

If an HR manager were allowed to use just one selection test, cognitive ability tests would be the one to use.

Question 35

In legal terms, intentional discrimination by an employer is identified as adverse impact while unintentional discrimination is called disparate treatment.

Question 36

Since interviews are especially good at assessing applicants' interpersonal skills, they work especially well together with cognitive ability tests, where the combination leads to even better selection decisions than using either alone.

Question 37

Background checks can be used to verify the truthfulness and accuracy of information that applicants provide about themselves.

Question 38

Validation is the process of determining how well a selection test or procedure predicts future job performance.

Question 39

Job analyses, job descriptions, and job specifications help companies meet the legal requirement that their human resource decisions be job-related.

Question 40

In setting their pay structures, companies use a procedure known as performance assessment, which determines
the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.

Question 41

Which of the following statements about federal employment law is true?

A) This body of law has not changed during the last two decades.
B) The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions.
C) Federal law prohibits the use of gender, race, and age as the basis for employment decisions under all circumstances.
D) All federal laws are administered by the Department of Labor.
E) Federal employment laws do not deal with training and development activities.

Question 42

Employee turnover is always bad for an organization.

Question 43

Engineered Fabrics makes bladders for airplane gas tanks. In the event of a puncture, the bladder will prevent the tank from exploding. The bladders must be defect-free. To check the bladders, company employees must be able to crawl in an 18-inch diameter hole in the bladder side and look for light leaks. A limitation on weight and height of individuals working in quality control at this company would be legal because it is an example of .

A) the four-fifths rule
B) adverse impact rulings
C) bona fide occupational qualifications (BFOQs)
D) gender selectivity
E) benefits and features of occupational quality (BFOQs)

Question 44

Piecework, sales commission, profit sharing, employee stock ownership plans, and stock options are common pay- variability options.

Question 45

Once a company finishes the downsizing process, it should never need to downsize again.

Question 46

Dysfunctional turnover is the loss of high-performing employees due to unplanned downsizing.

Question 47

Former female employees of a national real estate brokerage firm claimed that they were subjected to lewd remarks, unwanted groping, and sexual propositions by male co-workers. According to their attorney, "The firm created a frat-house culture and then failed to do anything about it." Their suit claims the women were victims of ____.

A) disparate treatment
B) a hostile work environment
C) gender discrimination
D) quid pro quo sexual harassment
E) adverse treatment

Question 48

When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an example of ____.

A) an unwelcome sexual advance
B) adverse impact discrimination
C) demographic discrimination
D) sexual harassment
E) disparate treatment

Question 49

_{33. The is a rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse}
Impact. A violation of this rule occurs when the selection rate for a protected group is less than a specified level of the selection rate for a nonprotected group.

A) two-fifths rule
B) 80 percent rule
C) dysfunctional turnover rule
D) disparate treatment rule
E) principle of adverse impact

Question 50

The International Gay Rodeo Association (IGRA) began in 1976. By the end of the 1980s, gay rodeos were being held in more than a dozen states, and today there are 24 chapters that have raised millions for charity. But even the IGRA is not exempt from concerns about discrimination. To avoid claims of participate in all IGRA events.

A) bona fide discrimination
B) disparate treatment
C) gender selectivity
D) quid pro quo selectivity
E) hostile impact , straights are allowed to

Question 51

To which of the following aspects of the human resource management process does U.S. Federal employment law apply?

A) selection decisions
B) compensation decisions
C) performance appraisals
D) training and development activities
E) all of these

Question 52

Which of the following statements about sexual harassment is true?

A) Only people who have themselves been harassed can file complaints or lawsuits.
B) Nonemployees cannot be guilty of sexual harassment.
C) Sexual harassment can occur between people of the same sex.
D) The three kinds of sexual harassment are quid pro quo, bona fide, and disparate treatment.
E) None of these statements about sexual harassment is true.

Question 53

Darlene Jespersen worked in a sports bar. She was an outstanding employee, but she didn't wear makeup because she felt it "took away her credibility" and interfered with her ability to be an effective bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when the sports bar implemented a "beverage department image transformation" program. Female employees were told they would be fired if they did not wear makeup. Jespersen contended that it was an example of makeup.

A) disparate treatment
B) adverse harassment
C) the four-fifths rule
D) deliberate negative reinforcement _{e. inequitable discrimination}
Because male employees did not have to wear

Question 54

is the process of finding, developing, and keeping the right people for the company.

A) Functional resource planning
B) Human resource management
C) Work force forecasting
D) Recruiting
E) Human resource implementation

Question 55

Bona fide occupational qualifications would be most likely included in a(n) .

A) job specification
B) employee assignment list
C) labor resource guide
D) job description
E) task inventory

Question 56

To ensure that sexual harassment laws are followed and not violated, companies should .

A) respond immediately when sexual harassment is reported
B) write a clear, understandable, strongly worded policy that is well publicized within the company
C) make sure they are acting in compliance with not only federal but also local laws
D) respect the privacy of the accused and the accusers
E) do all of these

Question 57

A _job.
Is a purposeful, systematic process for collecting information on the important work-related aspects of a

A) job analysis
B) task evaluation
C) job specification
D) job validation
E) job description

Question 58

The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of produce is legal as a result of .

A) the four-fifths rule
B) adverse impact rulings
C) bona fide occupational qualifications (BFOQs)
D) gender selectivity
E) benefits and features for occupational quality (BFOQs)

Question 59

Wrongful discharge is a legal doctrine that requires a manager to have the approval of the human resource manager to terminate employees.

Question 60

From a legal perspective, there are two kinds of sexual harassment. They are .

A) quid pro quo and hostile work environment
B) hostile work environment and bona fide
C) adverse impact and bona fide
D) quid pro quo and bona fide
E) adverse impact and disparate treatment

Question 61

Which of the following statements about Internet recruiting is true?

A) Internet recruiting costs are considerably higher than traditional external recruiting methods.
B) The Internet allows companies to quickly reach large numbers of people.
C) The company will only receive applications from qualified people.
D) There are no drawbacks to Internet recruiting.
E) All of these are statements about Internet recruiting are true.

Question 62

is the process of gathering information about job applicants to decide who should be offered a job.

A) Job validation
B) Pool enrichment
C) Recruiting
D) Selection
E) Job inventorying

Question 63

Which of the following statements about job validation tests is true?

A) The Uniform Guidelines on Employee Selection Procedures recommend validation only for written tests used as selection procedures.
B) Validation refers to the process of determining how well a selection test or procedure predicts future job performance.
C) A test is said to be valid when it produces the same results every time it is used.
D) In terms of recruitment, validation is most important in identifying what training prospective employees need.
E) None of these statements about validation is true.

Question 64

help companies meet the legal requirement that their human resource decisions be job-related.

A) Job analyses, task evaluations, and employee-needs assessment
B) Job descriptions, external environments, and employee mapping
C) Job specifications, job analyses, and job descriptions
D) Job analyses, task specializations, and external environments
E) Internal environments, external environments, and job descriptions

Question 65

All job applicants for a position in an interior design company were given 10 swatches of fabrics of different colors and textures, 30 different paint chips, and 6 different floor treatments. They were then told to select the best fabric, paint, and floor treatment for an office. What type of selection test was used in this example?

A) biotesting
B) cognitive ability testing
C) environmental sensitivity testing
D) aptitude testing
E) personality testing

Question 66

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. If background checks reduced employee thievery over a period of time and throughout the industry, then this selection process would be .

A) validation
B) EEOC certified
C) legally authorized
D) corroborated
E) legally binding

Question 67

Which of the following is an internal recruiting method?

A) employee referrals
B) career paths
C) walk-ins
D) employment services
E) advertisements

Question 68

Aptitude tests are also called .

A) specific ability tests
B) cognitive ability tests
C) personality tests
D) work sample tests
E) job-related achievement tests

Question 69

Which of the following is a legal problem employers may encounter in seeking, providing, or using employment references as part of the selection process?

A) defamation lawsuits
B) adverse impact lawsuits
C) product liability lawsuits
D) accusations of disparate discrimination
E) accusations of reciprocity

Question 70

Estimates of from 2 percent to 20 percent of a taxicab company's driver workforce could result as new federal regulations requiring that all drivers be fingerprinted and the drivers checked to see if they have a criminal record. This new will cause a worsening problem for the already over-extended employer.

A) integrity check
B) background check
C) recruitment evaluation procedure
D) biographical data assessment
E) validation test

Question 71

Which of the following is an external recruiting method?

A) advertising
B) career paths
C) job posting
D) needs-assessment implementations
E) all of these

Question 72

Two of the most important results of a job analysis are .

A) recruiting guidelines and selection boundaries
B) job descriptions and job specifications
C) rater training and selection validation
D) employee-needs assessment and performance appraisal evaluation
E) employee-needs assessment and job mapping

Question 73

Which of the following types of information would typically be collected as part of a job analysis?

A) work activities
B) tools and equipment used
C) knowledge, skills, and abilities needed to do the job
D) job context
E) all of these

Question 74

Which of the following statements about résumés and job application forms is true?

A) Résumés and job application forms provide the employer with distinctly different information for each candidate.
B) It is nearly impossible to check the information provided on résumés.
C) Employee­related laws apply to job application forms and résumés.
D) Potential employees typically create résumés that honestly describe their work experiences.
E) There is international agreement on what type of information can be gathered on job application forms

Question 75

Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants during the selection process?

A) Are you a United States citizen?
B) Have you ever filed a lawsuit against an employer?
C) Have you ever been convicted of a crime?
D) Do you smoke or use tobacco products?
E) None of these

Question 76

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant .

A) should not use the employee as a reference
B) must not list references on the job application
C) can sue for defamation
D) must lie on the job application form
E) must hire an HR expert to check their résumés

Question 77

Which of the following is an internal recruiting method?

A) advertising
B) job fairs
C) job posting
D) Internet job sites
E) walk-ins

Question 78

The first selection device most job applicants encounter when they seek a job are .

A) Internet sites and trade shows
B) recruitment centers and Internet sites
C) interviews and job application letters
D) help wanted ads
E) application forms and résumés

Question 79

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. Which type of selection information would employers in the construction industry receive the greatest benefit from if their goal is to stop employee theft?

A) résumés
B) performance appraisals
C) job descriptions
D) background checks
E) connotative ability tests

Question 80

The United Kingdom issued a new recruitment publication for the nation's Fire Service. The publication lists all of the qualifications needed to become a fire fighter. This recruitment pamphlet is actually a(n) .

A) job specification
B) task inventory
C) labor resource guide
D) job description
E) organizational chart