Question 1

John received a raise as a result of his last performance appraisal. He is active on three teams and is given authority to make decisions regarding his job responsibilities. John's employer is using ________.
A) realistic job previews
B) human resource planning
C) high performance recruiting practices
D) high-performance work practices

Accepted Answer

John's employer is using high-performance work practices, which involve giving employees autonomy to make decisions and rewarding performance with incentives such as raises. Realistic job previews are used to provide a clear understanding of the job before an employee is hired. Human resource planning is the process of identifying the organization's future human resource needs and developing strategies to meet those needs. High-performance recruiting practices involve attracting and selecting candidates who have the potential to excel in the job. None of these options fit the scenario described in the question, so D is the best answer.

Question 2

Discuss three reasons managing human resources effectively is important.

Accepted Answer

a. Studies have concluded effective human resource management can be a significant source of competitive advantage. People-oriented HR gives an organization an edge in creating superior shareholder value. Human capital is the key source of sustained economic value.
b. HRM is an important part of organizational strategies. The HR function is no longer considered only an administrative or support function; it enables the business strategy.
c. The way the organization treats its people has been found to significantly impact organizational performance. Improving work practices could increase market share by as much as 30 percent. High-performance work practices increase an organization's ability to efficiently adapt to changing and challenging markets.

Question 3

Labor unions use ________ to protect the rights of their members.
A) work stops
B) commercial arbitration
C) collective bargaining
D) labor disputes

Accepted Answer

Labor unions use collective bargaining to negotiate with employers for better wages, benefits, and working conditions for their members. They do not always result in work stoppages or labor disputes, and commercial arbitration is a separate process for resolving legal disputes.

Question 4

________ is an example of a high-performance work practice.
A) Increasing employee access to information
B) Selective decruitment
C) Skill-based compensation
D) Detailed job descriptions

Accepted Answer

The answer of ________ is an example of a high-performance...

Question 5

Which of the following is true of high-performance work practices?
A) It is easier to implement in organizations with centralized structures.
B) It involves well-structured job responsibilities as opposed to flexible assignments.
C) In spite of its many benefits, research indicates that there is no direct link between high-performance work practices and a firm's market value.
D) It encourages extensive employee involvement and greater employee control on decision making.

Accepted Answer

High-performance work practices (HPWP) involve extensive employee involvement and greater employee control on decision making. It empowers employees, promotes open communication channels, and encourages teamwork, which collectively lead to increased organizational performance. HPWP is not dependent on the organizational structure, and research has indicated a direct link between HPWP and a firm's market value. Flexible job assignments are also a common component of HPWP, contributing to the overall adaptability and agility of organizations.

Question 6

During an economic recession, ________.
A) human resources managers find it more difficult to replace employees
B) more qualified candidates are available to fill fewer open positions
C) candidates face less competition for open positions
D) candidates expect better benefits and pensions

Accepted Answer

During an economic recession, there are often fewer job openings available. This can lead to more qualified candidates applying for the same positions, as they may be willing to take any job they can find. Therefore, employers have a larger pool of candidates to choose from compared to times of economic growth when job openings are more abundant.

Question 7

Explain high-performance work practices and list a few examples of such practices.

Accepted Answer

The answer of Explain high-performance work practices and list a...

Question 8

High-performance work practices involve a commitment by management to improve the knowledge, skills, and abilities of the organization's employees, increasing employee motivation, and enhancing the retention of quality employees.

Accepted Answer

High-performance work practices (HPWPs) aim to improve the overall performance of an organization by investing in the development and training of employees. This investment in employee growth leads to increased motivation and retention of quality employees. Therefore, the statement is true.

Question 9

Which of the following is an example of a high-performance work practice?
A) clearly defined job assignments
B) centralized decision making
C) skill-based compensation
D) self-managed teams

Accepted Answer

Self-managed teams are an example of a high-performance work practice as they involve empowering employees to work together to manage their own work processes and decision-making, leading to increased collaboration, flexibility, and innovation. Clearly defined job assignments may be important but do not necessarily lead to high performance. Centralized decision-making does not involve employee empowerment and may restrict innovation and flexibility. Skill-based compensation may incentivize individual performance but does not necessarily lead to teamwork and collaboration.

Question 10

Which one of the following Acts gives employees the legal right to examine personnel files and letters of reference?
A) Civil Rights Act, Title VII
B) Worker Adjustment and Retraining Notification Act
C) Privacy Act
D) Consolidated Omnibus Reconciliation Act

Accepted Answer

The Privacy Act is a federal law that gives employees the legal right to examine personnel files and letters of reference. It also requires employers to give notice to employees when their files are accessed or disclosed to third parties. The Civil Rights Act, Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin, but does not specifically address employee access to personnel files. The Worker Adjustment and Retraining Notification Act requires employers to provide notice to employees in advance of certain job loss events, but does not address personnel file access. The Consolidated Omnibus Reconciliation Act provides for continuation of health insurance coverage after certain qualifying events, but does not address personnel file access.

Question 11

Which one of the following would be considered a factor most directly influencing the human resource process?
A) offshoring of jobs
B) changes in consumer preferences
C) changes in technology
D) the economy

Accepted Answer

The economy directly affects the human resource process as it impacts the organization's budget for hiring, training, and benefit packages. Economic downturns can result in layoffs and downsizing, while economic booms can lead to increased hiring and expansion. The other options may indirectly affect the HR process, but the economy has the most direct impact.

Question 12

An organization that wants to have high-performance work practices should discourage self-managed teams and decentralized decision making.

Accepted Answer

Self-managed teams and decentralized decision making are key features of high-performance work practices, as they empower employees to take ownership of their work, collaborate more effectively, and drive innovation. Therefore, discouraging these practices would not be conducive to creating a high-performance work environment.

Question 13

Steve introduces in-house technical training programs for employees, as well as a provision to reimburse the tuition fees for employees who take college courses that benefit both the employee and the organization. Steve is using ________ to motivate and retain employees.
A) performance appraisal methods
B) high-performance work practices
C) mentoring
D) affirmative action

Accepted Answer

Steve is using high-performance work practices to motivate and retain employees by providing technical training programs and reimbursement of tuition fees for college courses that benefit both the employee and the organization. These practices are intended to develop employee skills and capabilities, increase employee engagement, and enhance organizational performance.

Question 14

High-performance work practices are those that lead to both high individual and high organizational performance.

Accepted Answer

High-performance work practices focus on enhancing both individual and organizational performance through various HR strategies such as training and development, fair compensation, employee involvement and autonomy, and performance evaluation and feedback.

Question 15

Explain why human resource management (HRM) is important to organizational success.

Accepted Answer

The answer of Explain why human resource management (HRM) is...

Question 16

Which one of the following Acts prohibits discrimination on the basis of physical or mental disabilities?
A) Vocational Rehabilitation Act
B) Civil Rights Act, Title VII
C) Equal Pay Act
D) Occupational Safety and Health Act

Accepted Answer

The Vocational Rehabilitation Act prohibits discrimination on the basis of physical or mental disabilities by any entity that receives federal financial assistance.

Question 17

Which of the following steps in human resource management helps retain competent and high-performing employees?
A) orientation
B) selecting
C) performance management
D) training

Accepted Answer

Performance management is a key step in retaining competent and high-performing employees as it involves setting clear goals, giving regular feedback, and offering development opportunities to employees. This helps them understand how their contributions are valued and how they can grow within the organization.

Question 18

Which of the following steps in the human resource management process identifies and selects competent employees?
A) orientation and training
B) human resource planning and recruitment
C) compensation and benefits
D) planning and performance management

Accepted Answer

Human resource planning and recruitment is the step in the HR management process that identifies and selects competent employees by forecasting the organization's future workforce needs and actively seeking out and attracting qualified candidates. Orientation and training, compensation and benefits, and planning and performance management are important steps in the HR process but do not directly involve identifying and selecting competent employees.

Question 19

The first three activities of the human resource management process involve ________.
A) providing employees with flexible job assignments
B) identifying and selecting competent employees
C) providing employees with up-to-date knowledge and skills
D) retaining competent and high-performing employees

Accepted Answer

The first three activities of the human resource management process are typically identified as:
1. Recruitment and selection - identifying and selecting competent employees
2. Training and development - providing employees with up-to-date knowledge and skills
3. Performance management - setting expectations and measuring, evaluating, and providing feedback on employee performance.

Providing employees with flexible job assignments and retaining competent and high-performing employees are also important aspects of the HRM process, but they are not typically considered the first three activities.

Question 20

The final three activities of the human resource management process ensure ________.
A) that the organization retains competent and high-performing employees
B) that the organization selects and trains competent employees
C) the best compensation packages for the new hires
D) that employees are continuously provided with up-to-date knowledge and skills

Accepted Answer

The final three activities of the human resource management process are performance evaluation, compensation and benefits, and career development. These activities ensure that the organization retains competent and high-performing employees by providing them with appropriate rewards, recognition, and opportunities for growth and advancement. Selection and training of competent employees (option B) are part of the earlier stages of the HR management process, while the best compensation packages for new hires (option C) only applies to new employees and is not necessarily related to the final stages of the process. Continuous learning and development of employees (option D) is an ongoing process that may involve various stages of HR management, but it is not explicitly linked to the final three activities. Therefore, option A is the best choice for this question.

Quiz 12: Managing Human Resources

John received a raise as a result of his last performance appraisal. He is active on three teams and is given authority to make decisions regarding his job responsibilities. John's employer is using ________.

Discuss three reasons managing human resources effectively is important.

Labor unions use ________ to protect the rights of their members.

________ is an example of a high-performance work practice.

Which of the following is true of high-performance work practices?

During an economic recession, ________.

Explain high-performance work practices and list a few examples of such practices.

High-performance work practices involve a commitment by management to improve the knowledge, skills, and abilities of the organization's employees, increasing employee motivation, and enhancing the retention of quality employees.

Which of the following is an example of a high-performance work practice?

Which one of the following Acts gives employees the legal right to examine personnel files and letters of reference?

Which one of the following would be considered a factor most directly influencing the human resource process?

An organization that wants to have high-performance work practices should discourage self-managed teams and decentralized decision making.

Steve introduces in-house technical training programs for employees, as well as a provision to reimburse the tuition fees for employees who take college courses that benefit both the employee and the organization. Steve is using ________ to motivate and retain employees.

High-performance work practices are those that lead to both high individual and high organizational performance.

Explain why human resource management (HRM) is important to organizational success.

Which one of the following Acts prohibits discrimination on the basis of physical or mental disabilities?

Which of the following steps in human resource management helps retain competent and high-performing employees?

Which of the following steps in the human resource management process identifies and selects competent employees?

The first three activities of the human resource management process involve ________.

The final three activities of the human resource management process ensure ________.