sevi ch. 9
wage survey
A collection of data on prevailing wage rates within an industry or a geographic area
______ is one of the common errors made by managers appraising employees.
Overusing one portion of an evaluation instrument
Workplace diversity refers to differences among people in a workforce owing to all of the following factors except _____.
experiences
_____ are the most widely used selection technique.
interviews
____ is the process of attracting qualified job applicants.
recruiting
Kito has been diagnosed by his treating psychiatrist as clinically depressed. Kito plans to notify his work supervisor of this diagnosis, and he expects his employer to accommodate his mental disorder by allowing him some time off for therapy sessions, recovery, etc. Which of the following laws arguably entitles Kito to reasonable employment accommodation based on his clinical depression?
The Americans with Disabilities Act of 1990
The ______ establishes minimum wages and overtime pay rates.
Fair Labor Standards Act (1938)
Riya is a human resources manager at a large marketing firm in Chicago, Illinois. Which of the following is correct regarding human resources management?
It is also known as staffing and personnel management.
As chief operations officer of an office supply company, Alba would like to learn more about workplace diversity. Which of the following is correct regarding workplace diversity?
It presents a challenge to human resource managers and their organizations.
As a newly promoted front-line supervisor in a solar panel manufacturing firm, Riko has been asked to conduct year-end performance appraisals of her non-supervisory employees. Which of the following is correct regarding the performance-appraisal process?
It provides an effective basis for distributing rewards.
Age Discrimination in Employment Act (1967-1986)
Prohibits personnel practices that discriminate against people aged 40 years and older; The 1986 amendment eliminated a mandatory retirement age
If supply is expected to exceed demand, HR planners would likely ______.
reduce the size of its workforce
A ______ is a list of key personnel and the people who may succeed them within a firm.
replacement chart
The Martinez family owns a large company in your town. There are several members of the family on the executive team. The Martinez family has compiled a list of key personnel and the people who may succeed them within the company. The family has created a ______.
replacement chart
Choosing and hiring the most qualified applicants is called _____.
selection
Donald is responsible for maintaining his company's database of skills and experience of all employees which is known as the company's _____.
skills inventory
In the _______ of a performance feedback interview, the manager tells the employee what the employee has done right and wrong and then gives them a chance to respond.
tell-and-listen approach
A disadvantage of internal recruiting is _____.
that promoting internally leaves another position in the company open
As an experienced human resources management assistant for a community college, Ricardo has accepted hundreds of employment applications from candidates over the years. Which of the following is correct regarding employment applications?
The data from applications are used for two purposes: to identify applicants who are worthy of further scrutiny, and to familiarize interviewers with applicant backgrounds.
management development
The process of preparing managers and other professionals to assume increased responsibility in both present and future positions
employee training
The process of teaching operations and technical employees how to do their present jobs more effectively and efficiently
______ prohibits discrimination in employment practices based on sex, race, color, religion, or national origin.
Title VII of the Civil Rights Act (1964)
firing
Unnecessary employees are sometimes simply fired if cause can be found, such as failure to measure up to a specified performance standard or the terms of an employment contract
turnover
When employees leave their jobs
In _____ employees are offered a severance package in order to leave their jobs.
a buyout
Nahim works in human resources at his company. Management has determined that they need to reduce the workforce. The company decides to use _____ and offer employees a number of weeks pay for every year they have worked plus a specified period of benefits.
a buyout
A type of compensation that is a payment that is a percentage of sales revenue is called ______.
a commission
Dismissing employees from the workforce until they are needed again is referred to as _____.
a layoff
downsizing
eliminating positons
An example of ______ would be an employer asking its employees to complete satisfaction surveys that management uses to improve employee job satisfaction.
employee relations
Finally, the company must determine the specific payments individual...
employees will receive.
selection steps
employment applications, employment tests, interviews, references, assessment centers
The job analysis is also used in other areas of HRM...
including evaluation and the determination of equitable compensation levels.
terminations
involuntary separations
When the supply of employees is predicted to be greater than the demand...
the firm must take steps to reduce the size of its workforce (known as rightsizing).
As a longtime human resources management professional, Lachlan understands the importance of employee training and management development. Which of the following is correct regarding employee training and management development?
Employee training is the process of teaching operations and technical employees how to do their present jobs more effectively and efficiently.
As a fast-food worker for the past three months, Vanessa is alarmed at the number of employees at her restaurant who quit their jobs. Some leave their jobs after giving the required two-week notice, while many leave immediately upon deciding that the fast-food industry is not for them. Vanessa almost feels sorry for her manager Ana, who seems constantly occupied with seemingly never-ending process of filling vacant positions. Vanessa is surprised by which of the following?
Employee turnover
Ethan, a middle manager for a manufacturing firm, is scheduling several industry training sessions for his non-supervisory employees. All but which of the following are recognized training methods Ethan can offer them?
Factoring
The Board of Directors at Macy's is considered to be very diverse. Five of the 12 board members are female and four members are from underrepresented groups. Former Macy's CEO, Terry Lundgren, purposely filled the board with diverse members because he said, "They help our business to reflect our very diverse marketplace of customers, of whom about 70 percent are women." In addition, the company strives to hire employees of all genders and races. This example illustrates which benefit of workplace diversity?
Improved understanding of the marketplace
After having just graduated with an undergraduate degree in human resources management, Anasa has accepted a new position as a human resource assistant for a senior care facility. In her new job, Anasa will be learning quite a lot about the employee recruitment process. Which of the following is correct regarding employee recruitment?
It needs to be systematic.
In a large home improvement warehouse, there are numerous kinds of positions, which may all differ in terms of activities performed, the level of proficiency required for each activity, and the set of qualifications demanded. These distinctions are the focus of which of the following?
Job analysis
Miguel, a human resources manager who works for a trucking company, is conducting a job analysis of a loading dock position. What are the components of the job analysis Miguel is performing?
Job description and job specification
As a human resources manager for a medium-sized accounting firm, Imani has been asked to chair a committee to assess, for the purpose of employee compensation, the relative worth of the various jobs within the firm. In which of the following human resource management tasks will Imani and the committee be engaged?
Job evaluation
A type of turnover that is generally thought of as positive is ____.
a promotion
A type of compensation that is a specific amount of money paid for an employee's work during a set calendar period, regardless of the actual number of hours worked is called ______.
a salary
A type of training and development in which the work situation is simulated in a separate area so that learning takes place away from the day-to-day pressures of work is called _____.
a simulation
Marco is required to attend a gathering where he will listen to a speech from one of the industry's leaders who has been in the business for 40 years. This form of training and development is called ____.
conferences and seminars
The first step in human resources planning is to _____.
forecast human resources demand
A _______ lists the education and experience required for a particular job.
job specification
Nancy sees a listing on LinkedIn for a job she is interested in and wants to know if she is qualified for the position. To find this information, she will look at the _____ on LinkedIn.
job specification
___ require a manager to estimate the employee's performance level, while ___ use some measurable quantity as the basis for assessing performance.
judgmental methods, objective methods
________ is the process of preparing managers and other professionals to assume increased responsibility in both present and future positions.
management development
The process of integrating new employees into the organization is called _____.
onboarding
When a manager reviews the results of an employee's performance with the employee soon after completion of the employee's performance review, this is known as a(n) ____.
performance feedback interview
Quality Used Cars will hire a new sales agent but wants to ensure the agent is honest. The most common methods of obtaining information about applicants are all of the following except ____.
private investigators
In the _______ of a performance feedback interview, employees evaluate their own performance and set their own goals for future performance.
problem-solving approach
At a recent training seminar of ClearView Corp., employees were given slips of paper with job titles on them and were then given a scenario and told to act out the role represented by the job title they were given to better understand those roles. This kind of training is called ____.
role-playing
Diversity programs are successful if ______.
they are systematic, ongoing, and have strong, sustained commitment from top leadership
Management first must position the firm's general pay level relative...
to pay levels of comparable firms.
The results of training evaluations should be made known to all those involved in the program—including ____ and____
trainees, upper management
The three phases of human resources management (HRM) include all of the following except _____.
training
selection
•The process of gathering information about applicants for a position and then using that information to choose the most appropriate applicant −The idea is to hire the applicant who is most appropriate for the job at hand—and also satisfies the firm's goals and fits into its overall culture.
Equal Pay Act (1963)
Specifies that men and women who do equal jobs must be paid the same wage
Job analysis is part of the _____ phase of HRM.
aquiring
Fair Labor Standards Act (1938)
Established a minimum wage and an overtime pay rate for employees working more than 40 hours per week
Human resources management (HRM)
All the activities involved in acquiring, maintaining, and developing an organization's human resources
Erica was in a car accident as a child and lost her sight. In spite of being blind, she has excelled in school, worked with the low-income individuals and people without housing, and was the student body president. She graduated with highest honors. She applied for a job at a call center, was interviewed, and received good reports from several people who worked for the company and had heard about the interview. In spite of her qualifications and favorable reports, she was not hired for the position. Later she heard that an individual who could barely spell, had a very slovenly office appearance, and no education was hired for the position. She was also told "off the record" that she was not hired due to her blindness. She is considering filing a lawsuit against the call center company. What would be the most likely employment act she would cite as the basis for her claim?
Americans with Disabilities Act (1990)
______ prohibits discrimination against qualified individuals with disabilities in all employment practices.
Americans with Disabilities Act (1990)
______ empowers employees to sue employers for sexual discrimination and collect punitive damages.
Civil Rights Act (1991)
Daiki is experiencing a very bad Monday at the automobile parts manufacturing plant where he has worked for the past seven years. Management has just announced that due to a downturn in business, the company will be implementing a comprehensive human resources plan consisting of a hiring freeze, a reduction in employee hours and benefits, and a layoff of some employees. Daiki is very concerned that the plan will negatively affect him and his family, and making matters even worse, he is the only income earner in his family. Miguel's concern relates to which of the following?
Downsizing
buyouts
Employees are offered a severance package in order to leave their jobs
Henry is the owner of a furniture manufacturing plant. After attending a recent employment law seminar, Henry has decided that he would like to implement an affirmative action plan within his company. Which of the following is correct regarding affirmative action?
Federal affirmative action is not one law.
Reduced costs associated with high turnover, absenteeism, and lawsuits
Flexible workplaces that satisfy and motivate employees with a variety of needs and wants help companies retain and advance the best talent.
Yuvaan is a front-line supervisor at an automobile manufacturing plant, and he plans to schedule performance feedback interviews with his non-supervisory employees. Which of the following is not a major approach to performance feedback interviews Yuvaan can use for the interviews?
Good cop/bad cop
When demand is predicted to be greater than supply....
HR planners must make plans to recruit new employees.
Beatriz is a new Yale Law School graduate. She would like to work for a large firm in Los Angeles, and the company has indicated in on its web page that to be considered for a new associate attorney position, the applicant must be proficient in legal writing, have outstanding public speaking skills, have graduated from an Ivy-League law school in the top 10 percent of their class, and have passed the California State Bar Examination. Which of the following refers to the list the law firm has prepared of the qualifications required to be considered for an associate attorney position?
Job specification
judgemental methods
Judgmental appraisal methods require that the supervisor judge or estimate the employee's performance level, based upon employee ranking or rating scales.
internal recruiting disadvantages
Leaves another position open, resulting in both recruiting and selection costs and the training of two employees instead of one
objective methods
Objective appraisal methods use some measurable quantity as the basis for assessing performance (units of output, dollar volume of sales, number of defective products, etc.).
Occupational Safety and Health Act (1970)
Regulates the degree to which employees can be exposed to hazardous substances and specifies the safety equipment that the employer must provide
As a human resource manager for a lobster restaurant in Bangor, Maine, Lian is in the process of gathering information about applicants for several wait staff positions and using that information to choose the most appropriate applications. In which human resources process is Lian engaged?
Selection
Queen City, Inc. is facing budget cuts due to decreases in sales across the nation. The executive team has decided to reduce the number of employees at the company over the next three years. They have decided to stop hiring new employees to fill vacant positions to comply with the budgetary constraints. This approach is called ____.
attrition
A forecast of human resources supply must take into account....
both the present workforce and any changes that may occur within it.
One of the biggest benefits of external recruiting is its ability to ____.
bring in new perspectives and varied backgrounds
Many states have taken steps to ensure that all workers have equal pay for comparable worth...
but the issue is contentious.
A type of training and development in which instructors present concepts and illustrations through a variety of techniques is called _____.
classroom teaching
Terri is an outside salesperson for Environmental Systems, Inc. She is paid a salary and a(n) _____ which is a percentage of sales revenue.
commission
As a human resources manager, part of Javi's job is to acquire human resources for his company. This phase of human resources management (HRM) involves all of the following activities except ____.
compensation
______ involves rewarding employee effort through monetary payments.
compensation
The College of Southern Nevada faculty pay scale is based on teaching experience and degrees earned. In addition to pay, it has a benefits package that includes medical insurance, dental insurance, life insurance, and retirement benefits. The policies and strategies used to create the employment compensation package comprise a _____.
compensation system
The Kimberly-Clark Company is reviewing all of the jobs filled within the organization and seeks to thoroughly understand what each job requires. To do this the Kimberly-Clark Company would first ____.
conduct a job analysis
Increasingly, companies are taking steps to address the gender wage gap by...
conducting pay-equity analyses and publicizing the results of their investigations into their own pay gaps.
Cathy's Comic Warehouse has undertaken a cultural diversity program to encourage comic book fans of all races, ethnicities, and genders to patronize the store. For the program to be successful, it is essential that _____.
it has a strong, sustained commitment from top leadership
A _______ is a systematic procedure for studying positions to determine their various elements and requirements.
job analysis
A _______ lists the duties and resources a person may use in a particular job.
job description
A _____ is the process of determining the relative worth of the various jobs within a firm.
job evaluation
Even after controlling for educational attainment and profession...
wage gaps persist between men and women.
Managers first must determine if training is actually needed and, if so,...
what types of training needs exist.
Managers should view workplace diversity as an opportunity...
which can result in a stronger organization rather than a limitation.
Today's workforce is highly diverse...
with employees bringing a wide variety of beliefs, expectations, perspectives, and behavioral norms.
_____ pay(s) medical bills for injuries that occur on the job and provides income for employees who are disabled by job-related injuries.
workers' compensation insurance
skills inventory
A computerized data bank containing information on the skills and experience of all present employees
As a human resources management major, Rowena has been learning about the various types of compensation that can be paid to employees. Which of the following is correct regarding employee compensation?
A salary is a specific amount of money paid for an employee's work during a set calendar period, regardless of the actual number of hours worked.
incentive payment
A payment in addition to wages, salary, or commissions
commission
A payment that is a percentage of sales revenue
Turnover can also occur when current employees are...
promoted to higher-level positions or transferred from one position to another at the same level.
Greater scope of understanding in leadership positions
A diverse leadership team can bring more perspectives to bear on anticipating and responding to a complex and dynamic environment.
Replacement chart
A list of key personnel and their possible replacements within a firm
Improved understanding of the marketplace
A more diverse workforce can more easily anticipate and respond to the changing needs and desires of diverse customers.
Chao, a human resources manager in the garment district of New York City, maintains a list of key personnel and their possible replacements within his firm. Which of the following refers to the list he keeps?
A replacement chart
employee benefit
A reward in addition to regular compensation that is provided indirectly to employees
Darius, a human resources manager at the Bank of America Corporation, maintains a searchable database containing information on the skills and experience of all employees currently employed at the bank's corporate headquarters in Charlotte, North Carolina. Which of the following refers to the searchable database Darius keeps?
A skills inventory
weekly/monthly salary
A specific amount of money paid for an employee's work during a set calendar period, regardless of the actual number of hours worked
hourly wage
A specific amount of money paid for each hour of work
job analysis
A systematic procedure for studying jobs to determine their various elements and requirements
lump-sum salary increase
An entire pay raise taken in one lump sum
external recruiting
Attracting job applicants from outside an organization
external recruiting advanatages
Brings people into a firm who have new perspectives and varied business backgrounds; New graduates may be easier to train and have more technological savvy
Better use of employee talent
Companies gain a competitive advantage when they recruit, retain, and advance the best talent.
flexible benefit plan
Compensation plan whereby employees receive a predetermined amount of benefit dollars to spend on a package of benefits they have selected to meet individual need
internal recruiting
Considering current employees as applicants for available positions
profit sharing
The distribution of a percentage of a firm's profit among its employees
workplace diversity
Differences among people in a workforce owing to factors such as age, race, ethnicity, gender, sexual orientation, and ability
Increased quality of team problem solving
Diverse teams can often devise more creative ideas and better solutions to problems.
Toben is a human resources manager for a mid-sized law firm in Poughkeepsie, New York. This year, the firm would like to hire three new associate attorneys. To acquire these employees, Toben will be involved in all but which of the following activities?
Employee relations
Elijah is a human resources manager at Sysco Corporation, a large food service company. Which of the following is an activity related to the "developing human resources" component of his job?
Employee training
problem solving
Employees evaluate their own performance and set their own goals for future performance
National Labor Relations Act (1935)
Established a collective-bargaining process in labor-management relations and the National Labor Relations Board (NLRB)
Catarina is a human resources manager at an information technology company, and part of her job responsibilities involve forecasting human resources demand at her firm. Which of the following is correct regarding forecasting human resources demand?
Increasingly, companies are using specialized software to analyze employee data to make better human resource decisions.
external recruiting disadvantages
Is often expensive; May provoke resentment among present employees
mentors
Older, higher-ranked employees who instruct, advise, and offer support to younger employees in the ways of the organization and industry
early retirement
People who are within a few years of retirement are permitted to retire ahead of schedule with full benefits
Title VII of the Civil Rights Act (1964)
Prohibits discrimination in employment practices based on sex, race, color, religion, or national origin
Labor-Management Relations Act (1947)
Provides a balance between union power and management power, also known as the Taft-Hartley Act
internal recruiting advantages
Provides strong motivation for current employees; Helps the firm to retain quality personnel
human resource planning
The development of strategies to meet a firm's future human resources needs
attrition
The normal reduction in the workforce that occurs when employees leave a firm due to retirement or finding a new job
compensation
The payment employees receive in return for their labor
compensation system
The policies and strategies that determine employee compensation
recruiting
The process of attracting qualified job applicants
job evaluation
The process of determining the relative worth of the various jobs within a firm
Zari, a newly promoted human resources manager, is eager to acquire information about workplace diversity in the United States. Which of the following is correct regarding workplace diversity?
Women make up about 47 percent of the U.S. workforce.
As a warehouse worker at Amazon.com, Inc., Ayana realizes that there are many differences among her coworkers based on factors such as age, race, ethnicity, gender, sexual orientation, and ability. Which of the following refers to these differences?
Workplace diversity
A diversity program will be successful only if it is systematic...
is ongoing, and has a strong, sustained commitment from top leadership.
HRM is a shared responsibility of...
line managers and staff HRM specialists.
To ensure that training and development are as cost-effective as possible...
managers should evaluate the company's efforts periodically.
Women in the workforce are paid less than men in spite of...
measures and legislation to counter this phenomenon.
technological advances create...
new opportunities in forecasting and planning for human resources demand.
Managers should develop measurable ____before training starts
objectives
training and development methods
on-the-job methods, simulations, classroom learning and lectures, conferences and seminars, role-playing, e-learning
ex of employee benefits
pay for time not worked, isurance packages, pension and retirement programs, unemployment insurance, social security, worker's compensation insurance, other benenfits
Next, management must determine the wage structure by deciding on relative...
pay levels for all the positions within the firm
human resources....
the people who work within an organization, are the most important and valuable resource for a business
Women today still earn just 85 percent of what men do, although...
this gap has narrowed from 67 percent in 1980.
HR managers use forecasting information....
to determine both the number of employees required and their qualifications.
360-degree evaluation
•Anonymous reviews about an employee are collected from their peers, subordinates, and supervisors and compiled into a feedback report for the employee
avoiding appraisal errors
•Supervisors should avoid overemphasizing or underemphasizing issues, allowing poor performance on one activity to influence their judgment of work on others, and putting too much weight on recent performance. •Managers must guard against discrimination on the basis of race, age, gender, religion, national origin, or sexual orientation.
orientation
•The basic introduction of new employees to an organization −Typically involves initial hiring paperwork, supplying the employee handbook, explaining benefits, touring the facilities, and furnishing keys, logins, passwords, etc.
performance appraisal
•The evaluation of employees' performance to allow managers to make objective human resources decisions −Used to let workers know how well they are doing and how they can improve −Provides an effective basis for distributing rewards, such as pay raises and promotions −Helps the organization monitor its employee selection, training, and development activities
onboarding
•The process of integrating new employees into an organization −A process that can take weeks or months and involves welcoming the new employee, helping them build relationships with managers and team members, providing training and tools to carry out their assignments, and most importantly, acclimating them to the firm's culture
tell and sell
•The superior tells the employee how good or bad the employee's performance has been and attempts to persuade the employee to accept the evaluation
tell and listen
•The supervisor tells the employee what the employee has done right and wrong and then gives them a chance to respond
The maintaining phase of HRM consists primarily of encouraging employees to remain with the firm and to work effectively by using a variety of HRM programs, including the following:
−Employee relations: Increasing employee job satisfaction through satisfaction surveys, employee communication programs, exit interviews, and fair treatment −Compensation: Rewarding employee effort through monetary payments −Benefits: Providing rewards to ensure employee well-being
The acquiring phase of HRM includes five separate activities:
−Human resources planning: Determining the firm's future human resources needs −Job analysis: Determining the exact nature of the positions −Recruiting: Attracting people to apply for positions −Selection: Choosing and hiring the most qualified applicants −Onboarding: Integrating new employees into the firm
The job analysis for a particular position typically consists of two parts:
−Job description*: A list of the elements that make up a particular job −Job specification*: A list of the qualifications required to perform a particular job
Specific activities are assigned to those in the best position to perform them:
−Planning and job analysis are usually carried out by staff specialists with input from line managers −Staff experts handle recruiting and selection, although line managers are involved in hiring decisions −Staff specialists devise onboarding programs carried out by both staff specialists and line managers −Compensation systems (including benefits) are developed and administered by the HRM staff −Training and development activities are the joint responsibility of staff and line managers −Performance appraisal is the job of the line manager, although HRM personnel design the firm's appraisal system in many organizations
Diversity training programs may include:
−Recruiting, training, and mentoring women and people from underrepresented groups −Training managers to view diversity positively −Teaching English as a second language −Facilitating support groups for immigrants
Planners should base human resources demand forecasts on all relevant information available.
−The firm's overall strategic plan provides information about future business ventures, new products, and projected expansions or contractions of specific product lines. −Information on past staffing levels, evolving technologies, industry staffing practices, and projected economic trends can be helpful.
The development phase of HRM is concerned with improving employees' skills and expanding their capabilities with two important activities:
−Training and development: Teaching employees new skills and new jobs, and more effective ways of performing their present jobs −Performance appraisal: Assessing employees' current and potential performance levels
