BUS 1201 Chp. 9

The______is concerned with dealings between business firms and labor unions.

National Labor Relations Act

_____refers to the activity of trying to attract qualified applicants for a job.

Recruiting

Which of the following is not a purpose for management undertaking performance appraisals of employees? a. To let other employees see that there are rewards for good performance b. To provide an effective basis for distributing rewards c. To let workers know how well they are doing and how they can improve d. To help the organization monitor its employee selection, training, and development

a. To let other employees see that there are rewards for good performance

Which of the following is NOT a type of compensation? a. Comparable worth b. Hourly wage c. Commissions d. Profit-sharing e. Monthly salary

a. comparable worth

One of the first steps in hiring new employees is to prepare a job forecast to anticipate the company's employment needs. Which of the following is not part of the hiring process? a. Evaluating current employees b. Preparing job specifications c. Drafting a job description d. Doing a job analysis

a. Evaluating current employees

Which of the following federal legislation established a minimum wage and an overtime pay rate for employees working more than 40 hours per week? a. Fair Labor Standards Act (1938) b. Worker Adjustment and Retraining Notification (WARN) Act (1988) c. Labor-Management Relations Act (1947) d. Equal Pay Act (1963) e. National Labor Relations Act (1935)

a. Fair Labor Standards Act (1938)

Firms use many techniques for determining the wage structure for positions within the firm. Which of the following is not normally used by firms to determine their wage structures? a. International standards b. Comparable worth c. Job evaluation d. Wage surveys

a. International standards

Only 3% of those who apply get jobs at the Container Store. Of which of the following selection tools does the company make heavy use according to the video? a.Interviews b.Employment tests c.References d.Employment applications

a. Interviews

Which federal legislation regulates the degree to which employees can be exposed to hazardous substances and specifies the safety equipment that the employer must provide? a. Occupational Safety and Health Act (1970) b. Title VII of the Civil Rights Act (1964) c. Americans with Disabilities Act (1990) d. Labor-Management Relations Act (1947) e. Worker Adjustment and Retraining Notification (WARN) Act (1988)

a. Occupational Safety and Health Act (1970)

Employers engage in recruiting to find qualified applicants for open positions within the firm. Recruiting can be external—seeking candidates outside the business, or internal—seeking applicants from within the firm. Which of the following is not part of internal recruitment? a. Selecting the candidate with the most qualifications for the position b. Transferring employees from one position to another at the same level c. Promoting employees to a higher-level position within the firm d. Posting the job on internal job boards

a. Selecting the candidate with the most qualifications for the position

Which federal legislation prohibits discrimination in employment practices based on sex, race, color, religion, or national origin? a. Equal Pay Act (1963) b. Occupational Safety and Health Act (1970) c. Americans with Disabilities Act (1990) d. Worker Adjustment and Retraining Notification (WARN) Act (1988) e. Title VII of the Civil Rights Act (1964)

a. Title VII of the Civil Rights Act (1964)

A study of what employees do in a particular job is called a(n): a. orientation. b. job analysis. c. job specification. d. job description. e. performance appraisal.

b, job analysis

Which of the following provides anonymous feedback from an employee's peers, subordinates, and supervisors? a. Tell-and-listen evaluation b. A 360-degree evaluation c. Comparative evaluation d. Balanced evaluation e. Problem-solving evaluation

b. A 360-degree evaluation

What are the three phases of human resources management? a. Hiring, evaluating, and terminating b. Acquiring, maintaining, and developing c. Recruiting, selecting, and developing d. Planning, training, and maintaining e. Staffing, training, and evaluating

b. Acquiring, maintaining, and developing

For recruiters, what does it mean to have a goal of attracting the "right number" of applicants? a. It means to attract the same amount of internal candidates as external candidates for each open position. b. It means to attract enough to allow a good match between applicants and open positions but not so many that matching requires a lot of time and effort. c. It means to attract the amount of candidates that management has specified for each open position. d. It means to attract an average of five candidates for every open position.

b. It means to attract enough to allow a good match between applicants and open positions but not so many that matching requires a lot of time and effort.

Which of the following involves the trainee learning by doing while under the supervision of an experienced employee? a. Role-playing b. On-the-job methods c. Conference and seminars d. Classroom teaching and lectures e. Simulations

b. On-the-job methods

Which of the following is not one of the primary tasks of human resources management? a. Developing b. Terminating c. Acquiring d. Maintaining

b. Terminating

Performance appraisals are used for all of the following purposes, except: a. to provide an effective basis for distributing rewards. b. for the final selection process of new employees. c. to let an employee know how they can improve in the future. d. to help an organization monitor its employee selection, training, and development activities. e. to let an employee know how well they are doing.

b. for the final selection process of new employees

A performance appraisal based on the number of cars sold or percentage of defects on an assembly line is an example of a(n) _____ since it is quantifiable. a. philosophical method b. objective method c. mathematical method d. judgmental method e. subjective method

b. objective method

Which federal legislation prohibits discrimination against qualified individuals with disabilities in all employment practices? a. Worker Adjustment and Retraining Notification (WARN) Act (1988) b. Labor-Management Relations Act (1947) c. Americans with Disabilities Act (1990) d. Title VII of the Civil Rights Act (1964) e. Occupational Safety and Health Act (1970)

c. Americans with Disabilities Act (1990)

Which of the following is a negative aspect of hiring from within for a company? a. It is relatively more expensive than outside hires. b. Hiring from within the company helps the firm retain qualified employees. c. It leaves another job vacancy to fill. d. It typically decreases employee morale. e. The cost of advertising is often more than for external hires.

c. It leaves another job vacancy to fill.

What is/are the main difference(s) between employee training and management development? a. There is no difference. b. The only difference is the type of employees being taught. c. The main differences are the type of employee being taught and the purpose of the instruction. d. The main differences are whether the training is conducted on-site or conducted off-site. e. The only difference is the purpose of the training.

c. The main differences are the type of employee being taught and the purpose of the instruction.

In this type of compensation plan, an employee receives a predetermined amount of benefit dollars to spend on a package of benefits that he or she has selected to meet individual needs. This type of benefit is known as a(n): a. lump-sum benefits package. b. pension and retirement plan. c. flexible benefit plan. d. static benefits plan. e. incentive payments package.

c. flexible benefit plan

There are many reasons for encouraging cultural diversity within the workplace, which of the following is not a good reason to engage in hiring for cultural diversity? a. Companies that are culturally diverse develop a good reputation as favoring women and minorities. b. Cultural diversity strengthens the organization. c. It reduces payroll expenses. d. Employees from diverse backgrounds and cultures bring new perspectives to the workplace.

c. it reduces payroll expenses

After the Container Store forecasts human resources demand and supply, the firm is likely to engage in a systematic procedure for studying positions to determine their various elements and requirements. This is known as: a.job specification. b.job description. c.job analysis. d.job posting.

c. job analysis

The duties to be performed, the working conditions, the responsibilities, and the tools and equipment that must be used on the job are reflected in the list known as the: a. orientation schedule. b. job analysis. c. job description. d. job specification. e. performance appraisal.

c. job description

It is now being recommended that companies list personality characteristics needed within this list of qualifications required to perform a particular job. These personality characteristics are contained within the list known as the: a. recruiting requirements. b. selection requirements. c. job specification. d. job description. e. job analysis.

c. job specification

The Container Store provides 260 hours of training for its employees, thirty times the national average. Which of the following best describes training? a.It is the evaluation of employees' current and potential levels of performance to allow managers to make unbiased human resources decisions. b.It is the process of acquainting new employees with the organization. c.It is the process of teaching operations and technical employees how to do their jobs more effectively and efficiently. d.It is the process of preparing managers and others to assume increased responsibility in both present and future positions.

c.It is the process of teaching operations and technical employees how to do their jobs more effectively and efficiently.

______refers to the differences among people in a workforce owing to race, ethnicity, and gender.

cultural diversity

The Age Discrimination in Employment Act was passed in 1967 and amended in 1986. It prohibits discrimination against employees who have reached a certain age in companies with 20 or more employees and prohibits mandatory retirement based on the retiree's age. What is the age referenced in the act at which it is illegal for a company to discriminate based on age? a. 70 years or older b. 60 years or older c. 50 years or older d. 40 years or older

d. 40 years or older

Why are many companies hiring employees representing a diverse background? a. The law requires it. b. They are hired because there is a decrease in the size of the hiring pool. c. Diverse employees can be paid less. d. Employees with diverse backgrounds better serve their diverse customers. e. Labor unions require it.

d. Employees with diverse backgrounds better serve their diverse customers.

As a firm grows in size how do the responsibilities of HRM change? a. HRM activities are unaffected by firm growth. b. Line managers are responsible for more HRM activities. c. HRM activities become more generalized. d. HRM activities become more specialized. e. Top executives are responsible for more HRM activities.

d. HRM activities become more specialized

Firms use a wide variety of methods for training employees—both for initial job skill training and for continual job performance improvement. Which of the following is not important for an effective training and development program? a. Developing measurable objectives b. Setting benchmarks c. Gauging program effectiveness d. Surveying potential participants

d. Surveying potential participants

Which of the following is NOT necessary for a company to have a successful employee reward system? a. Fair distribution throughout the organization b. Comparability to rewards offered by other firms c. Satisfaction of employee needs d. Tailoring to individual recipients

d. Tailoring to individual recipients

During the Great Recession, the Container Store did not resort to eliminating positions or personnel, although many other retailers did. This human resources tool of dealing with the problem of having too many employees is known as: a.attrition. b.early retirement. c.firing. d.a layoff.

d. a layoff

The gradual reduction of the size of a workforce by not replacing personnel lost due to resignation is known as: a. fired. b. deselected. c. laid off. d. attrition. e. early retirement.

d. attrition

Which phase of human resources management is responsible for encouraging employees to remain with the firm? a. Staffing b. Acquiring c. Developing d. Maintaining e. Planning

d. maintaining

When a human resource department is considering available talent within the company, which of the following will it use to determine successors for key personnel? a. Skills inventory b. Demand inventory c. Human resource forecast d. Replacement chart

d. replacement chart

___ is the process of collecting information about applicants and using that information to make hiring decisions. a. Recruiting b. Job analysis c. Interviewing d. Selection e. Assessment centers

d. selection

Some benefits are required by law; which of the following benefits is required by law for an employer to provide for his/her employee? a. Life insurance b. Child-care services c. Holiday pay d. Workers' compensation insurance e. Tuition-reimbursement

d. worker's compensation insurance

The participation of different ages, genders, races, ethnicities, nationalities, and abilities in the workplace is referred to as: a. ethics. b. affirmative action. c. legal compliance. d. workplace diversity. e. culture.

d. workplace diversity

A list of key personnel and their possible replacements within a firm is known as a(n): a. orientation. b. job analysis. c. skills inventory. d. attrition table. e. replacement chart.

e. replacement chart

What is the order in which the three separate management decisions should be completed for HRM managers that design effective compensation systems? a. Individual wages, wage structure, and wage level b. Wage structure, individual wages, and wage level c. Individual wages, wage level, and wage structure d. Wage structure, wage level, and individual wages e. Wage level, wage structure, and individual wages

e. wage level, wage structure, and individual wages

The purpose of job analysis is to systematically study positions to determine_____.

elements and requirements

______is the process of teaching operations and technical employees how to do their present jobs more effectively and efficiently.

employee training

Supply and demand are important in human resources planning because the planners must_____then determine if they are available.

forecast future demand for human resources

A(n)_______of appraisal is used when a manager estimates the employee's performance level using a ranking.

judgmental method

Human resources management (HRM) is all activities involved in acquiring,_____, and developing an organization's human resources.

maintaining

A compensation system is a firm's_____that determine employee compensation.

policies and strategies

The goal of a diversity training program is_______.

to improve workplace attitudes and behaviors

The purpose of job analysis is to help a manager____.

understand the nature of a job