Question 1

Employee information systems (skills inventories)contain information on each employee's education,skills,work experience,and career aspirations.

Accepted Answer

Employee information systems are designed to store comprehensive data about employees, including their education, skills, work experience, and career aspirations, to help manage and utilize human resources effectively.

Question 2

Job analysis is the systematic analysis of jobs within an organization resulting in a job description and a replacement chart.

Accepted Answer

Job analysis results in a job description and job specification, not a replacement chart. A replacement chart is part of succession planning, not job analysis.

Question 3

In larger firms,replacement charts are likely to be computerized.

Accepted Answer

False

Question 4

Performance appraisals are designed to show workers how well they are doing their jobs.

Accepted Answer

Performance appraisals are assessments of an employee's job performance and provide feedback on strengths and areas for improvement. They are intended to help employees understand how well they are doing their jobs and identify opportunities for growth and development.

Question 5

Incentive programs are available to individuals,whereas merit salary systems are distributed on a company-wide basis.

Accepted Answer

Incentive programs can be given to individuals or groups, while merit salary systems are usually tied to performance evaluations and are distributed to employees based on their individual performance within the company.

Question 6

Merit salary systems link pay raises to performance levels in non-sales jobs.

Accepted Answer

Merit salary systems are designed to reward employees based on their individual performance levels, rather than simply giving everyone the same pay raise regardless of their contributions. This is common in non-sales jobs where productivity and job performance can vary greatly between employees.

Question 7

A job description is a document that outlines the duties of a job,working conditions,and the tools,materials,and equipment used to perform it.

Accepted Answer

This statement accurately describes the purpose and content of a job description.

Question 8

A job description describes the skills,education,and experience required by a job.

Accepted Answer

The answer of A job description describes the skills,education,and experience...

Question 9

Internal recruiting involves attracting people outside the organization to apply for jobs.

Accepted Answer

Internal recruiting involves attracting and promoting current employees within the organization for new job opportunities instead of seeking external candidates.

Question 10

On-the-job training takes place at locations away from a work site.

Accepted Answer

On-the-job training takes place at the actual work site. Therefore, the statement is false.

Question 11

"Walk-ins" are people who show up to apply for a job without being solicited.

Accepted Answer

"Walk-ins" are individuals who show up at a workplace or business without being invited or scheduled to apply for a job.

Question 12

Variable pay is also known as pay for performance.

Accepted Answer

Variable pay is a form of compensation that takes into account an employee's job performance, goals, or other metrics. It is also known as pay for performance because it links pay with individual or team performance.

Question 13

Overstaffing is expected to be a problem at A-1 Productions; therefore,the HR manager may decide to transfer the extra employees,not replace individuals who quit,encourage early retirement or lay off workers.

Accepted Answer

The statement mentions that overstaffing is expected to be a problem, which implies that there are more employees than necessary for the company's operations. The HR manager may implement different strategies to reduce the workforce, such as transferring employees to other departments or locations, not filling vacancies left by employees who resign, encouraging early retirement, or laying off workers. Therefore, option A is correct.

Question 14

A replacement chart is used to encourage employees to retire.

Accepted Answer

A replacement chart is not used to encourage employees to retire. It is a tool used to plan for and manage the transition of responsibilities and tasks when an employee leaves a position.

Question 15

In setting wage and salary levels,a firm may start by looking at competitors' levels.

Accepted Answer

The statement is true. A firm may benchmark its wage and salary levels against competitors in order to attract and retain employees.

Question 16

Benefits account for an increasing percentage of most compensation budgets.

Accepted Answer

With rising healthcare costs and a competitive job market, many employers are allocating a greater portion of their compensation budget towards benefits in order to attract and retain talent.

Question 17

The first step in the selection process is the interview.

Accepted Answer

The first step in the selection process is typically the job application or resume screening, not the interview.

Question 18

Recruiting is the process of attracting qualified persons to apply for jobs an organization is seeking to fill.

Accepted Answer

Recruiting involves actively seeking out and encouraging potential candidates to apply for job openings within an organization.

Question 19

Human resource management is sometimes called personnel management.

Accepted Answer

Human resource management and personnel management are often used interchangeably to refer to the management of an organization's staff and employees. However, there is some debate over whether the two terms have different connotations or meanings.

Question 20

Interviews are popular selection devices that are accurate predictors of job success.

Accepted Answer

Although interviews are commonly used in the selection process, studies have shown that they may not be the most accurate predictor of job success. Other selection devices, such as cognitive ability tests and work samples, have been found to be more reliable in predicting job performance.

Quiz 10: Human Resource Management and Labor Relations