Question 1

The management inventory card,the position replacement form,and the management manpower replacement chart are three separate recordkeeping devices for a human resource inventory.

Accepted Answer

These three recordkeeping devices are all used for tracking human resource inventory in an organization.

Question 2

In a lecture,trainees participate primarily through listening and note taking.

Accepted Answer

In a lecture, the primary mode of participation for trainees is usually through listening to the speaker and taking notes. Discussion and other forms of active participation may be limited or occur in smaller groups.

Question 3

Typing and keyboarding tests are examples of aptitude tests.

Accepted Answer

False

Question 4

A job description refers to the characteristics of the individual who should be hired for the job.

Accepted Answer

A job description outlines the duties, responsibilities, and qualifications required for the job itself, not the characteristics of the individual to be hired.

Question 5

Wikstrom's human resource inventory forms are meant to be used exclusively for filling managerial positions and cannot be used for filling nonmanagerial positions.

Accepted Answer

Wikstrom's human resource inventory forms can be used for both managerial and nonmanagerial positions.

Question 6

In the area of equal employment opportunity,the basic purpose of positive movement is to eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals.

Accepted Answer

Positive movement, also known as affirmative action, aims to eliminate barriers and increase opportunities for underutilized and/or disadvantaged individuals in the area of equal employment opportunity.

Question 7

To be considered as effective,test results should not be used as the sole determinant of a hiring decision.

Accepted Answer

Test results should be used as one factor among many in making a hiring decision, taking into account other factors such as experience, education, and personal qualities. Relying solely on test results can potentially lead to biased and unfair hiring practices.

Question 8

EEOC has the authority to prosecute organizations that use discriminatory testing practices.

Accepted Answer

The EEOC has the authority to prosecute organizations that use discriminatory testing practices under Title VII of the Civil Rights Act.

Question 9

Wikstrom's position replacement form focuses on position-centered information rather than the people-centered information maintained on the management inventory card.

Accepted Answer

Wikstrom's position replacement form is designed to capture position-centered information such as job duties, skills required, and qualifications needed for the position rather than people-centered information like individual employee performance and behavior, which is typically found on a management inventory card. Therefore, the statement is true.

Question 10

Performance appraisal is not applicable to the newcomers in the organization as they need orientation time.

Accepted Answer

Performance appraisal can be applicable to newcomers as well, as their progress and development can be evaluated based on their work during the orientation period. It is important to provide regular feedback during this time to ensure that they are meeting expectations and growing within their role.

Question 11

The phrase "appropriate human resources" refers to the individuals within the organization who make a valuable contribution to management system goal attainment.

Accepted Answer

The phrase "appropriate human resources" does indeed refer to individuals who contribute to the attainment of management system goals.

Question 12

Although conceptually separate,performance and objectives should be distinct and independent topics of discussion during performance appraisals.

Accepted Answer

Performance and objectives are interconnected topics during performance appraisals, as objectives provide a framework for evaluating performance and setting future goals.

Question 13

Sources of human resources available to fill a position can be generally categorized in two ways: sources inside the organization and sources outside the organization.

Accepted Answer

This statement is true. Human resources can come from within the organization, such as through promotions or transfers, or from outside the organization, such as through recruiting or hiring new employees.

Question 14

When employees' performance is appraised using a rating scale,only one employee can occupy a particular ranking.

Accepted Answer

Rating scales allow multiple employees to receive the same score based on their performance, as they assess individuals against predefined criteria rather than against each other.

Question 15

One of the weaknesses of performance appraisals is that the emphasis is on completing paperwork rather than on critiquing individual performance.

Accepted Answer

Performance appraisals often involve a lot of paperwork and administrative tasks, which can divert the focus away from actually evaluating and providing feedback on individual performance. This can lead to a superficial or incomplete assessment of an employee's strengths and weaknesses.

Question 16

Private employment agencies collect a fee from either the person hired or the organization doing the hiring,once the hire has been finalized.

Accepted Answer

Private employment agencies typically charge a fee to either the person who is hired or the organization doing the hiring, often based on a percentage of the salary or hourly wage. This fee is typically paid once the hire has been finalized and the candidate has started working.

Question 17

An assessment center is a place in which participants engage in a number of individual and group exercises constructed to simulate important activities at the organizational levels to which they aspire.

Accepted Answer

The answer of An assessment center is a place in...

Question 18

Performance appraisals should emphasize how well the individual is doing the job,not the evaluator's impression of the individual's work habits.

Accepted Answer

Performance appraisals should focus on objective criteria such as job responsibilities and performance standards, rather than subjective opinions or personal impressions about work habits. The emphasis should be on the quality of work and its impact on organizational goals.

Question 19

Equal opportunity legislation protects the right of a citizen to work and obtain a fair wage based primarily on race and ethnicity.

Accepted Answer

Equal opportunity legislation protects the right of a citizen to work and obtain a fair wage based on factors such as skills, qualifications, and experience, not primarily on race and ethnicity. It prohibits employers from discriminating against employees or job applicants based on characteristics such as race, ethnicity, gender, age, religion, disability, or sexual orientation.

Question 20

Recruitment is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.

Accepted Answer

Recruitment is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. It does not involve developing qualities in human resources but rather identifying and hiring individuals who already possess the necessary qualities.

Quiz 12: Human Resource Management