APSM 3340 Final Exam

managers select descriptive statements on a form when using

BARS method of performance appraisal

objectives set jointly by managers and employees exemplify the

MBO method of performance appraisal

Planning, Attracting, developing, and retaining employees is

a Human Resources management process

The concept of bona fide occupational qualifications

allows discrimination when it is reasonably necessary to the normal operations of a particular organization

the first step in the performance appraisal process is

analyzing the job

the ---- consists of a form with descriptive statements from which managers select to measure the employee performance

behaviorally anchored rating scale

compensation

both attracts and retains employees

the negotiation process resulting in a contract that covers employment conditions is called a

collective bargaining

the total cost of pay and benefits to employees is referred to as

compensation

the use of cases is recommended for the development of

conceptual and decision making skills

the --- is a record of an employees positive and negative performance

critical incident file

Human Resources consultant Priscilla Florence has served as the HR person for two international sporting events: the olympics and World Cup. Her responsibilities could involve all of the following except

developing a marketing strategy

the director of player development for the dallas cowboys could be involved in all of the following except

developing a marketing strategy

ongoing education to improve skills for present and future jobs is called

development

the two types of performance appraisals are

developmental and evaluative

performance improvement exemplifies

developmental performance appraisal

the ---- is used to make decisions and plans for performance improvements

developmental performance appraisal

pay raise decisions exemplify

evaluative performance appraisal

the ---- is used to make administrative decisions

evaluative performance appraisal

transfer decisions exemplify

evaluative performance appraisal

a critical incident file is a form on which the manager simply checks off the employees level of performance

false

a job description identifies the qualifications needed to staff a position

false

a job evaluation is an external method of determining pay and compensation for a particular job

false

an evaluative performance appraisal is used to make decisions and plans for performance improvements

false

behaviorally anchored rating scales (BARS) consist of a form on which the manager simply checks off the employees level of performance

false

collective bargaining is the negotiation process resulting in a contract that covers compensation

false

during the interview, the interviewer should do most of the talking

false

external recruiting involves filling jobs with current employees

false

job evaluation has to do with determining to monetary value of a job, whereas job analysis has to do with analyzing a job to determine the tasks it entails

false

management testing centers are places where job applicants undergo a series of tests, interviews, and simulated experiences to determine their managerial potential

false

ongoing education to improve skills for present and future jobs is called training

false

performance appraisals are used strictly as a control technique

false

the first step in conducting performance appraisal is to have the employee perform a self assessment

false

the informal steps in the performance appraisal process are done only once a year, whereas the formal steps are done often

false

the purpose of a performance appraisal is to help make decisions and plans for performance improvements

false

the use of role- playing is recommended for the development of

human and communication skills

the ---- question requires the candidate to describe what he or she would do and say in any given situation

hypothetical

a ------ identifies the tasks and responsibilities of a position

job description

job descriptions and job specification are both needed because

job descriptions identify tasks and responsibilities, whereas job specifications identify qualifications needed to staff a position

the process of determining the worth of each job relative to the other jobs within an organization is called

job evaluation

a ----- identifies qualifications needed to staff a position

job specification

the interactions between management and unionized employees is

labor relations

the two parts of attracting employees are

making candidates aware that the organization is seeking employees and persuading them to apply

--- is the process of introducing new employees to the organization and their jobs

orientation

the major difference between orientation and training and development is that

orientation is a one time thing, while training and development is continuous

which of the following statements about the "you get what you reward" concept is false

people do what they think is right regardless of rewards

---- is the ongoing process of evaluating employee performance

performance appraisal

which of the following is not a step in the job instructional training model

performance of a job analysis

--- is/are defined as selecting a candidate based solely on the persons application or resume, or right after interviewing an impressive candidate

premature selection

All of the following are jobs of the Human Resources department relating to strategic Human Resources planning except?

providing people with transportation to work

the --- involves comparing employees to others rather than a standard

ranking method of performance appraisal

the ---- involves the use of a form to check off performance levels

rating scale method of performance appraisal

the process of attracting qualified candidates to apply for job openings is called

recruiting

assessment centers do all of the following except

selection

the process of choosing the most qualified applicant recruited for a job is called

selection

the use of programmed learning is recommended for the development of

technical skills

labor relations refers ot

the interaction between management and unionized employees

an interviewer wants to know the golf pro candidates gender. Which of the following statements is true?

the interviewer can ask only if it is a BFOQ.

an interviewer wants to know how soon an older person might retire which of the following statements is true.

the interviewer cannot ask

an interviewer wants to know if a candidate for the athletic director position is a US Citizen. which of the following statements is true

the interviewer cannot ask

an interviewer wants to know the ticket managers candidates maiden name. Which of the following statements is true.

the interviewer cannot ask

an interviewer wants to know whether a coaching candidate is married. Which of the following statements is true?

the interviewer cannot ask

the process of acquiring the skills necessary to perform a job is called

training

two major types of compensation are wages and benefits

treu

"you get what you reward" suggests that people tend to to the things that are rewarded to the exclusion of those that are not

true

The Human Resources management process consists of planning, attracting, developing, and retaining employees

true

The steps in job instructional training are preparation of the trainee, presentation of the task, performance of the task by the trainee, and follow up

true

The two types of performance appraisal are developmental and evaluative

true

a developmental performance appraisal is used to make decisions and plans for performance improvements

true

a job description identifies the tasks and responsibilities of a position, whereas a job specification identifies the qualifications needed to staff a position.

true

a job specification identifies the qualifications needed to staff a poisition

true

a rating scale is a form on which the manager simply checks off the employees level of performance

true

compensation is the total cost of pay and benefits to employees

true

generally speaking, orientation is a one-time event, whereas training and development continue over time

true

most organizations dont have labor relations because there are more nonunion organizations than unionized ones

true

ongoing education to improve skills for present and future jobs is called development

true

recruiting is the process of attracting qualified candidates to apply for job openings

true

selection is the process of choosing the most qualified applicant recruited for a job

true

some organizations use computers to read application forms

true

strategic Human Resources planning is the process of staffing the organization to meet its objectives

true

the bona fide occupational qualification concept allows discrimination where it is reasonably necessary for the normal operation of the organization

true

the interactions between management and unionized employees are called labor relations

true

the process of introducing new employees to the organization and their jobs is called orientation

true

vestibule training develops skills in a simulated setting

true

developing skills in a simulated setting is called

vestibule training