Chapter 12
One of the most dangerous performance evaluation errors is _____, which places an employee into a class or category based on one or a few traits or characteristics. A. homogeneity B. the halo effect C. stereotyping D. diversion E. leniency
C
The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.
False
Unfortunately, today's organizations offer universal, "one-size-fits-all" benefits packages, rather than pay-for-performance.
False
Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are examples of: A. equal employment opportunity. B. affirmative action. C. illegal discrimination. D. unfair labor practices. E. nepotism.
B
Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job? A. Recruiting B. Training C. Selection D. Development E. Orientation
C
Which of these may include intelligence tests, aptitude and ability test, and personality inventories? A. Assessment tests B. Probability exams C. Employment tests D. Development tests E. Culture exams
C
With _____, compensation is linked to the specific tasks that an employee performs. A. skill-based pay B. incentive pay C. job-based pay D. salary E. competency-based pay
C
Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees. Pizza Deluxe University would be considered a(n) _____. A. assessment center B. on-the-job training center C. orientation center D. corporate university E. learning community
D
The _____ is developed from critical incidents pertaining to job performance. Each job performance scale is anchored with specific behavioral statements that describe varying degrees of performance.
Behaviorally anchored rating scale or BARS
The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.
True
A process that uses multiple raters including self-rating, to appraise employee performance and guide development is called _____.
360-degree feedback
Explain the appraisal process known as "360-degree feedback."
360-degree feedback is a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide employee development. Members of the appraisal group may include supervisors, coworkers, and customers, as well as the individual, thus providing appraisal of the employee from a variety of perspectives.
A(n) _____ typically lists job duties as well as desirable qualifications for a particular job. A. job description B. application form C. assessment test D. paper-and-pencil test E. OJT
A
In _____, an experienced manager shows a new employee how to perform job duties. A. on-the-job training B. classroom training C. orientation training D. computer-assisted instruction E. realistic job previews
A
When an experienced employee guides and supports a newcomer or less-experienced employee, this is referred to as _____. A. mentoring B. coaching C. managing D. directing E. consulting
A
Which Health/Safety law requires continued health insurance coverage (paid by employee) following termination? A. Consolidated Omnibus Budget Reconciliation Act B. Health Maintenance Organization Act C. Occupational Safety and Health Act D. Family and Medical Leave Act E. None of these
A
A policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups is known as _____.
Affirmative Action
The _____ is used to collect information about the applicant's education, previous job experience, and other background characteristics.
Application form
_____ present a series of managerial situations to a group of applicants over a period of time.
Assessment centers
A(n) _____ is a company that is highly attractive to potential employees because of human resources practices that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems. A. Fortune 500 company B. employer of choice C. socially responsible firm D. rural firm E. family-owned corporation
B
According to MANAGER'S SHOPTALK in chapter 12, which of the following would improve your chances of getting the job? A. Talking too much B. Turning questions into conversations C. Failing to effectively close D. Stretching the truth E. Making a fashion statement
B
A junior VP at a financial services firm meets regularly with Edward, a retired businessman who is now in the business of directing, instructing, and training managers in the development of their personal competencies. Edward can best be described as a(n) _____. A. enabler B. protege C. coach D. recruiter E. mentor
C
At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who subsequently accept employment with the company. This is an example of which innovation in recruiting? A. Trade group networking B. Social networking C. Employee referral D. Cold call recruiting E. Geographic networking
C
_____ is developed from critical incidents relating to job performance. A. Performance appraisal interview B. Semantic differential rating scale C. Behaviorally anchored rating scale D. Unidimensional rating scale E. All of these
C
_____ requires the applicant to play the role of a manager who must decide how to respond to ten memos in his or her in-basket within a two-hour period. A. Multitasking B. Employee motivation test C. In-basket simulation D. Employee capability test E. Cold call simulation
C
List the three most common types of employment tests that organizations may use to select employees.
Cognitive ability tests · Physical ability tests · Personality tests
The term _____ refers to (1) all monetary payments and (2) all goods or commodities used in lieu of money to reward employees.
Compensation
____ are people who work for an organization, but not on a permanent or full-time basis.
Contingent workers
A(n) _____ is an in-house training and education facility that offers broad-based learning opportunities for employees.
Corporate unversity
All of the following are goals of human resource management EXCEPT : A. finding the right people for the job. B. managing talent so people achieve their potential. C. maintaining an effective work force. D. turning over an effective workforce. E. both attracting an effective work force and maintaining an effective work force.
D
In the new workplace, _____ are people who work for an organization, but not on a permanent or full-time basis. A. upper-level employees B. direct-related workers C. temporary employees D. contingent workers E. low-level employees
D
Which of the following is NOT a method used in external recruiting? A. Private employment agencies B. Employee referrals C. Newspaper advertising D. Employee resource chart E. State employment services
D
Which of the following restricts mandatory retirement? A. The Americans with Disabilities Act B. The Immigration Reform and Control Act C. The Vocational Rehabilitation Act D. The Age Discrimination in Employment Act E. The Vietnam-Era Veterans Readjustment Act
D
All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) _____. A. application form B. interview C. employment test D. assessment center E. drug usage test
E
One of the newest ways of gauging whether a candidate is right for the company is by checking: A. previous places of employment. B. with references. C. trial employment period. D. aptitude tests. E. social networking sites.
E
A written test, designed to measure a particular attribute such as intelligence or aptitude, is called a(n) _____.
Employment test
An in-house training and education facility that offers broad-based learning opportunities for employees refers to on-the-job training.
False
Assessment centers are normally located in a firm's accounting department and have the responsibility of assessing other departments for the costs involved with human resource management.
False
People who work for an organization, but not on a permanent or full-time basis are called "employees of choice."
False
Research shows that realistic job previews lower employee satisfaction and increase turnover.
False
Skill-based pay means linking compensation to the specific tasks an employee performs.
False
The Family and Medical Leave Act established mandatory safety and health standards in organizations for working families.
False
What are the three primary ways human resource management is changing?
HRM is changing in three primary ways: focusing on building human capital, developing global HR strategies; and using information technology.
_____ occurs when an employee receives the same rating on all dimensions even if his or her performance is good on some dimensions and poor on others.
Halo effect
The term _____ refers to activities undertaken to attract, develop, and maintain an effective workforce within an organization.
Human Resource Managment
_____ is the forecasting of human resource needs.
Human Resource planning
A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.
Job Description
_____ is the process of determining the value of jobs within an organization through an examination of job content.
Job Evaluation
The systematic process of gathering and interpreting information about essential duties refers to _____.
Job analysis
With the _____, the organization and the individual attempt to match the needs, interests, and values that they offer each other.
Matching model
_____ comprises the steps of observing and assessing employee performance, recording and assessment, and providing feedback to the employee.
Performance appraisal
A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization is called a(n) _____.
Realistic Job Preview or RJP
____ is defined as "activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied
Recruiting
In the _____ process, employers attempt to determine the skills, abilities, and other attributes a person needs to perform a particular job.
Selection
_____ means using computers and telecommunications equipment to perform work from home or another remote location.
Telecommuting
Explain the Americans with Disabilities Act.
The Americans with Disabilities Act (ADA) was passed in 1990. It prohibits discrimination against qualified individuals by employers on the basis of disability. It may require that the organization provide reasonable accommodations for the disabled to allow performance of essential job duties.
What are the three primary goals of human resource management (HRM)?
The first goal is to attract an effective workforce to the organization. The second goal is to train and develop the workforce to reach its potential. The third goal is to maintain the effectiveness of the workforce over the long run.
List the four steps in attracting an effective workforce.
The four steps are (1) human resource planning, (2) choose recruiting sources, (3) select the candidate, and (4) welcome the new employee.
List the most frequently used selection devices.
The most frequently used selection devices are the application form, the interview, employment tests, and assessment centers.
Explain the purpose of the selection process and identify four of the most frequently used selection devices.
The purpose of the selection process is to select desired employees from the pool of recruited applicants. Employers attempt to determine the best fit between the job requirements and applicant capabilities. Four of the most frequently used selection devices are application forms, interviews, employment tests, and assessment centers.
An example of an in-basket simulation would require the applicant to play the role of a manager who must decide how to respond to ten memos in his or her in-basket within a two-hour period.
True
Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.
True
What are some innovative approaches that managers can use to recruit the right people?
Use of social media · Referrals from current employees · Searching among the membership of trade groups and associations
_____ show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.
Wage and salary surveys
In _____, an experienced employee is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties.
on-the-job-training
_____ is incentive pay that ties at least part of compensation to employee effort and performance.
pay-for-performance
Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience and educational background were not that exceptional. What rating error did Colby succumb to? A. Halo effect B. Central tendency C. Homogeneity D. Leniency E. General tendency
A
An exit interview is an interview conducted with departing employees to determine the reasons for their termination.
True
Challenging assignments and creative development opportunities are part of the new social contract between employees and employers.
True
Competency-based pay systems are also called skill-based pay systems.
True
The process of determining the value of jobs within an organization through an examination of job content refers to job evaluation.
True
The set of activities that are undertaken to attract, develop, and maintain an effective work force refers to human resource management.
True
A process that uses multiple raters, including self-rating, to appraise employee performance and guide development refers to 180-degree feedback.
False
The _____ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job.
Job specifcation
Hiring and keeping quality employees is one of the most urgent concerns for today's organizations.
True
The economic value of the knowledge, experience, skills, and capabilities of employees refers to personal capital.
False
Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of _____. A. discrimination B. affirmative action C. equal employment opportunity D. employment-at-will E. termination-at-will
A
On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT: A. race or color of skin. B. if the applicant is over 18. C. if the applicant has ever been convicted of a crime. D. prior work experience. E. if the applicant has a legal right to work in the United States.
A
Today, more than ever, strategic decisions are related to human resource considerations. Which of the following refers to the economic value of the knowledge, experience, skills, and capabilities of employees? A. Human capital B. Economic capital C. Contingency assets D. Capital assets E. Economic assets
A
What type of interview allows the applicant a great deal of freedom in determining the course of the conversation, bringing to light information that could otherwise remain concealed? A. Nondirective interview B. Structured interview C. Panel interview D. Biographical interview E. Situational interview
A
Which of the following is a process that uses multiple raters, including self-rating, to appraise employee performance and guide development? A. A 360-degree feedback B. Job evaluation C. Multiple-rater appraisal D. Performance appraisal interview E. Homogeneity appraisal
A
Which of the following means using computers and telecommunications equipment to do work without going to an office? A. Telecommuting B. Social Loafing C. New social contract D. Outsourcing E. Realistic Job Preview
A
Which of the following performance appraisal methods essentially evaluates employees by pitting them against one another? A. Performance review ranking system B. Semantic differential rating scale C. Behaviorally anchored rating scale D. Unidimensional rating scale E. All of these
A
____ provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities. A. Promotions B. Appraisals C. Evaluations D. Endorsements E. Coaching
A
_____ is incentive pay that ties at least part of compensation to employee effort and performance. A. Pay-for-performance B. Seniority pay C. Universal compensation plan D. Cafeteria-plan E. Group performance pay
A
Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him that he will ask him a series of standardized questions that are being asked of every applicant interviewing for the same position. This can best be described as what type of interview? A. Nondirective interview B. Structured interview C. Panel interview D. Biographical interview E. Situational interview
B
In training employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies
B
Intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation is referred to as _____. A. restructuring B. rightsizing C. supersizing D. reengineering E. recruiting
B
_____ refers to the economic value of the knowledge, experience, skills, and capabilities of employees.
Human capital
Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees. When making a performance evaluation, which of the following suggestions would NOT help Gregory? a. Be personally knowledgeable about the employee's job and performance levels. b. Be prepared to tell and sell his view to the employee when necessary. c. Give more frequent feedback to newer employees. d. All of these suggestions would be helpful.
B
The most common form of formal corporate training is: A. on-the-job training. B. classroom training. C. orientation training. D. developmental training. E. external training.
B
Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to reward employees? A. Bonus B. Compensation C. Wages D. Incentive Pay E. Point System
B
_____ allow employees to select the benefits of greatest value to them. A. Pay-for-performance B. Cafeteria-plan benefits packages C. Incentive pay D. Group performance pay E. Merit-based pay
B
Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees. In recruiting and selecting employees for the new positions, Gregory will apply which human resource management goal? a. Implementing strategies b. Managing talent c. Maintaining an effective workforce d. Finding the right people e. Controlling strategies
C
Scenario - Gregory Trout Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees. To select high-potential individuals for management positions, what is the best selection device that Gregory could use? a. Interview. b. Employment test. c. Assessment center. d. Job application form. e. None of these are essential.
C
Which of the following refers to a method of directing, instructing and training a person with the goal to develop specific management skills? A. Mentoring B. Shadowing C. Coaching D. Apprenticeship E. Guiding
C
The process of observing and evaluating an employee's performance, recording the assessment, and providing feedback to the employee is referred to as: A. orientation training. B. classroom training. C. a paper-and-pencil test. D. performance appraisal. E. none of these.
D
Which are used to help determine why employees are leaving their jobs? A. Termination interviews B. Focus groups C. Employment tests D. Exit interviews E. Assessment Centers
D
While on a job interview for an administrative position at a university, Alyssa was asked to respond to simulated memos and emails that are similar to those she would address if she was in that position. This is an example of a(n) _____. A. cognitive ability test B. performance review C. 360 degree feedback test D. work sample test E. assessment center
D
_____ is the hiring or promoting of applicants based on criteria that are not job relevant.
Discrimination
Define discrimination and affirmative action.
Discrimination is the hiring or promoting of applicants based on criteria that are not job relevant. Affirmative action is a policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups.
Sandra, a human resources manager at an advertising firm, is currently in the process of determining the value and worth of advertising executive positions within the agency. This is referred to as _____. A. compensation B. rightsizing C. wage and salary surveying D. incentive pay E. job evaluation
E
Which of the following is inappropriate to ask on an employment application? A. If the applicant is over 18 B. Where the applicant went to school C. If the applicant has ever been convicted of a crime D. Whether the applicant has any disabilities that might inhibit job performance E. Applicant's ancestry/ethnicity
E
Which of these is(are) part of new approaches to recruiting? A. Recruiting welfare recipients B. E-cruiting C. Hiring former prison inmates D. Non-traditional sources of employees E. All of these
E
A(n) _____ is an interview conducted with departing employees to determine why they are leaving.
Exit interview
Name and briefly describe four approaches to training and development.
On-the-job training has an experienced employee "adopt" a new employee to teach him how to perform job duties. Corporate universities are in-house training and educational facilities that offer broad-based learning opportunities for employees. Mentoring involves a more experienced employee being paired with a newcomer or less-experienced worker to provide guidance, support, and learning opportunities. Promotion from within helps employees grow by expanding and developing their abilities.
A type of training in which an experienced employee "adopts" a new employee to teach him or her how to perform job duties is known as on-the-job training.
True
A written test designed to measure a particular attribute such as intelligence or aptitude is called an employment test.
True
Human resource planning refers to the forecasting of human resource needs and the projected matching of individuals with expected job vacancies.
True
It is okay for a job application to ask whether the applicant has a legal right to work in the United States.
True
Family and Medical Leave Act require employers to provide up to _____ weeks unpaid leave for childbirth, adoption, or family emergencies. A. 8 B. 12 C. 16 D. 24 E. 52
B
Structured interviews allow the applicant a great deal of freedom in determining the course of the conversation, with the interviewer taking care not to influence the person's remarks
False
Which legal act establishes mandatory safety and health standards in organizations? A. Occupational Safety and Health Act B. Consolidated Omnibus Budget Reconciliation Act C. Family and Medical Leave Act D. Americans with Disabilities Act E. Civil Rights Act
A
_____ is a systematic process of gathering and interpreting information about the essential duties. A. A job analysis B. A job listing C. A job requirement D. A job description E. A realistic job preview
A
Describe how to maintain an effective workforce.
1. Compensation which helps attract and retain talented workers. 2. Wage and salary system stimulate employee performance 3. Benefits required by law and those not required are considered part of compensation 4. Termination maintains an effective workforce through dismissing low-performing workers and gathering information about pockets of dissatisfaction through exit interviews.
_____ refers to the activities undertaken to attract, develop, and maintain an effective workforce within an organization. A. Human resource management B. Recruitment C. Talent search D. Strategic management E. Operations management
A
An example of _____ is when current employees are given preference when a position opens in their organization. A. discrimination B. internal recruiting C. nepotism D. external recruiting E. cannibalizing
B
Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of: A. equal employment opportunity. B. affirmative action. C. cultural bias. D. employment-at-will. E. sexual harassment.
B
In utilizing the matching model of employee selection, the organization offers _____ and the employee offers ____. A. contributions, inducements B. inducements, contributions C. contributions, pay and benefits D. ability, training E. skills, rewards
B
The _____ prohibits discrimination against qualified individuals by employers for a demand of "reasonable accommodation." A. Civil Rights Act B. American with Disabilities Act C. Vocational Rehabilitation Act D. Family and Medical Leave Act E. Equal Pay Act
B
Which of the following created the Equal Employment Opportunity Commission? A. Americans with Disabilities Act B. Civil Rights Act C. Equal Pay Act D. Vocational Rehabilitation Act E. Immigration Reform and Control Act
B
Which of the following is a key performance driver that is tied to human capital investments? A. Revenue growth B. Innovation C. Workforce planning D. Career development E. Recruiting
B
While interviews are _____, they are generally _____ predictors of subsequent job performance. A. rarely used, not valid B. widely used, not valid C. rarely used, excellent D. widely used, valid E. painful, excellent
B
_____ dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money. A. Competitor referrals B. E-cruiting C. Newspaper ads D. Trade shows E. Hiring older workers
B
_____ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied. A. Selection B. Recruiting C. Training D. Developing E. Planning
B
_____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied employees. A. Selecting the candidate B. Choosing recruiting procedures C. Applying the matching model D. Human resource planning E. Initiating change
B
All of the following are current strategic issues of particular concern to managers EXCEPT: A. right people to become more competitive on a global basis. B. right people for improving quality, innovation, and customer service. C. right people to become more competitive on a local basis. D. right people to retain during mergers and acquisitions. E. right people to apply new information technology for e-business.
C
All of the following are questions relevant to human resource planning EXCEPT: A. "What is the current turnover rate?" B. "What is the volume of business expected to be over the next five years?" C. "What was the volume of business over the past five years?" D. "How will new technology affect the organization?" E. All of these are relevant questions for human resource planning.
C
Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next ten years. He is most likely to perform which of the following activities? A. Choosing a recruiting source B. Selecting an employment candidate C. Human resource planning D. Welcoming new employees E. Downsizing
C
Conolly Company uses internal recruiting whenever possible. This practice: A. costs more than external recruiting. B. decreases employee satisfaction. C. generates increased employee commitment. D. demotivates existing employee given limited socializing opportunities. E. gives employees an upper hand in negotiations.
C
From the employer's viewpoint, which of these is part of new social contract? A. Standard training programs B. Limited information C. Incentive compensation D. Routine jobs
C
The _____ prohibits discrimination based on physical or mental disability. A. Civil Rights Act B. Immigration Reform and Control Act C. Vocational Rehabilitation Act D. Age Discrimination in Employment Act E. Vietnam-Era Veterans Readjustment Act
C
The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as human resource _____. A. development B. organizing C. planning D. selection E. downsizing
C
The hiring of applicants based on criteria that are not job-related is called: A. affirmative action. B. equal employment opportunity. C. discrimination. D. reverse discrimination. E. employment-at-will.
C
Which of the following is a device for collecting information about an applicant's education, previous job experience, and other background characteristics? A. An employment test B. An assessment center C. An application form D. An affirmative action form E. A privacy form
C
Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization? A. Reality check B. Affirmative action C. Realistic job preview D. Employment-at-will E. Chart selection approach
C
_____ generates higher employee commitment, development, and satisfaction than does _____. A. External recruiting, internal recruiting B. External selection, internal selection C. Internal recruiting, external recruiting D. Internal recruiting, internal selection E. Downsizing, monetary rewards
C
Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task? A. How many tellers are expected to retire over the next five years? B. What new technologies (e.g., automated teller machines) will be introduced over the next five years? C. How many new branches does the bank expect to open over the next five years? D. All of these are relevant. E. All of these are irrelevant.
D
Recruiting and selecting employees involves which human resource management goal? A. Implementing strategies B. Managing talent C. Maintaining an effective workforce D. Finding the right people E. Controlling strategies
D
Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that unmet expectations were the primary reason these people were leaving so soon. RBI can begin to solve this problem by emphasizing: A. external recruiting. B. affirmative action. C. better training and development. D. the use of realistic job previews. E. employment-at-will.
D
The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management? A. All managers are human resource managers. B. Employees are viewed as assets. C. Human resource management is a matching process. D. Only top-line managers are predominantly human resource managers. E. All of these are examples of key ingredients in human resource management.
D
Which legal act underscored the need for well-written job descriptions and specifications that accurately reflect the mental and physical dimensions of jobs? A. Vocational Rehabilitation Act B. Accountability Act C. Civil Rights Act D. Americans with Disabilities Act E. Patient Protection and Affordable Care Act
D
____ is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their organization. A. Equal employment opportunity B. Discrimination C. Reverse discrimination D. Affirmative action E. Employment-at-will
D
_____ has led to the elimination of many positions in organizations. A. Globalization B. Insourcing C. Differentiation D. Restructuring E. All of these
D
_____ is a listing of job duties and desirable qualifications for a particular job. A. A job analysis B. A job listing C. A job requirement D. A job description E. A realistic job previews
D
_____ is part of the new social contract for employees. A. Job security B. A cog in the machine C. Knowing D. Employability, personal responsibility E. Routine jobs
D
_____ is the first step in attracting an effective work force. A. Selecting the candidate B. Choosing recruiting sources C. Applying the matching model D. Human resource planning E. Initiating change
D
Which of the following is tied to the goal of managing talent in organizations? A. Labor relations B. Job analysis C. Wages and salary D. HRM planning E. Training and development
E
A key element of the strategic approach to human resource management argues that human resource management is NOT a matching process and managers should avoid attempts to match or integrate employees to organization's strategy and goals.
False
A systematic process of gathering and interpreting information about the essential duties refers to job design.
False
Affirmative action requires that an employer take positive steps to guarantee promotion from within.
False
BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.
False
Coaching is when an experienced employee guides and supports a less-experienced employee.
False
Employability and personal responsibility are part of the old social contract between employees and employers.
False
Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.
False
Fortunately, today, part-time and temporary workers are not often used by most companies
False
Human resource specialists, with the matching model, exploit the newly hired employees.
False
Job description is the process of determining the skills, abilities, and other attributes a person needs to perform a particular job.
False
Job evaluation comprises the steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee
False
One of the questions that human resource planning should consider includes "what is the profit margin and inventory turnover rate?"
False
A mentor is an experienced employee who guides and supports a less-experienced employee.
True
A type of rating error that occurs when an employee receives the same rating on all dimensions regardless of his or her performance on individual ones refers to the halo effect.
True
All managers are involved in human resource management.
True
Finding the right people to apply new information technology for e-business is a current strategic issue of particular concern for HR managers.
True
Getting referrals from current employees is a highly effective method used for recruiting.
True
Job security is an employee expectation that existed with the old social contract, but is no longer an expectation in the new social contract.
True
One of the fastest-growing approaches to recruiting today is the use of the Internet, called E-cruiting.
True
Prohibition of discrimination of qualified individuals by employers on the basis of disability and the requirement that "reasonable accommodations" be provided are enforced by the Americans with Disabilities Act of 1990.
True
Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook.
True
Recruiting activities can be divided into (1) internal recruiting including "promote from within" policies, and (2) external recruiting including the use of headhunters.
True
Sexual harassment is a violation of Title VII of the Civil Rights Act.
True
The first three steps involved in attracting an effective work force are HR planning, choosing recruiting sources, and selecting the candidate.
True
The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and maintain the workforce over a long term.
True
Training is typically used to refer to teaching people how to perform tasks related to their present jobs, while development means teaching people broader skills that are not only useful in their present jobs but also prepare them for greater responsibilities in future jobs.
True
