Cont. Management Final Exam Review
Which two are included in a job analysis? a.) a job description and a job specification b.) a job description and a job appraisal c.) a job specification and a job profile d.) a job specification and a job appraisal e.) a job profile and a job design
a.) a job description and a job specification Response Feedback: Job analysis does two things: it claims both a job description and a job specification
Criterion-related validity refers to the degree that employment test activities are a.) correlated with job performance b.) capable of reducing initial job stress c.) redundant d.) indicative of future promotion capabilities e.) related to empirical validity
a.) correlated with job performance Response Feedback: Criterion-related refers to the degree to which a test actually predicts or correlates with job performance.
Recruitment is a.) choosing an employee for a job b.) developing a pool of applicants for a job c.) selecting a group of applicants for employment d.) determining the number of employees needed. e.) promoting from within
a.) developing a pool of applicants for a job Response Feedback: Recruitment activities help increase the pool of candidates that might be selected for a job. Recruitment may be internal to the organization (considering current employees for promotions and transfers) or external.
Scenario A Sammy's Detailing is a fast-growing organization that performs auto detailing off site, typically at customers' homes or workplaces. Earlier this year, the HR department set about comparing the amount and type of employees the company expected to have with what they predicted would be needed to support the desired growth, and determined to achieve this. They determined they would need to hire six more mobile detailers for this market at this time, and try to retain those that were currently employed. Earlier this quarter, they began to implement their recommendations by beginning a recruitment program and revising the pay system. Now the HR department is beginning a formal process to evaluate how well the recruiting and retention has been going, and whether the staff levels are now appropriate. When the HR department examined the results of activities such as recruitment and retention to support Sammy's organizational goals, which stage of the HR planning process were they in? a.) evaluation b.) appraisal c.) examination d.) control e.) programming
a.) evaluation Response Feedback: The HR planning process occurs in three stages, shown in Figure 10.1. The third is evaluating.Human resources activities are evaluated to determine whether they are producing the results needed to contribute to the organization's business plans.
The Equal Pay Act of 1963 prohibits unequal pay based on a.) gender b.) age c.) employment classification d.) merit e.) race or ethnicity
a.) gender Response Feedback: The Equal Pay Act (1963) prohibits gender-based pay discrimination between two job substantially similar in skill, effort, responsibility, and working conditions.
The selection technique that involves asking all applicants the same questions and comparing their responses to a standardized set of answers is a(n) a.) structured interview b.) termination interview c.) behavioral description interview d.) unstructured interview e.) job analysis
a.) structured interview Response Feedback: The structured interview is a selection technique that involves asking all applicants the same questions and comparing their responses to a standardized set of answers.
The supply of labor refers to how many and what types of employees the organization actually will have. a.) true b.) false
a.) true Response Feedback: Along with forecasting demand, managers must forecast the supply of labor, which is how many and what types of employees the organization actually will have.
Diversity training is training that focuses on identifying and reducing hidden biases against people with differences and developing the skills needed to manage a diversified workforce. a.) true b.) false
a.) true Response Feedback: Diversity training refers to programs that focus on identifying and reducing hidden biases against people with differences and developing the skills needed to manage a diversified workforce.
The process of using multiple sources of appraisal to gain a comprehensive perspective of one's performance is called a 360-degree appraisal. a.) true b.) false
a.) true Response Feedback: In process known as 360-degree appraisal, feedback is obtained from subordinates, peers, and superiors, every level involved with the employee
In the United States demographic trends have contributed to a shortage of workers with the appropriate skills and education levels. a.) true b.) false
a.) true Response Feedback: In the United States, demographic trends have contributed to a shortage of skilled and highly educated workers. Traditional labor-intensive jobs in agriculture, mining, and assembly-line manufacturing have made way for jobs in technical, financial, and customized goods and service industries that often require much more training and schooling. Additionally, the retirement of the baby boomer generation will remove many educated and trained employees from the workforce.
U.S. managers have responded to the labor shortage by decreasing training budgets. a.) true b.) false
b.) false Response Feedback: One response managers have made to deal with the skills shortage has been to increase significantly the remedial and training budgets within their own organizations
People are a source of competitive advantage when competitors admire and copy their capabilities and contributions. a.) true b.) false
b.) false Response Feedback: People are a source of competitive advantage when their capabilities and contributions cannot be copied by others.
The term human capital is often used today to describe the total value of the benefits package for an employee. a.) true b.) false
b.) false Response Feedback: The term human capital, or more broadly intellectual capital, often is used today to describe the strategic value of employee knowledge and abilities.
The design and control of formal systems for the management of people within an organization is known as a.) performance management b.) human resources management c.) organization design d.) management of organizations e.) personnel resource management
b.) human resources management Response Feedback: Human resources management (HRM), historically known as personnel management, deals with formal systems for managing people at work.
Scenario B Suppose you have interviewed for a job with a local manufacturing firm. You know that you meet all the minimum requirements for the job, so you are not surprised when you receive a formal job offer from the company. However, two days later, the human resources director for the company calls to tell you that they are rescinding the job offer. When you ask why are they taking this action, you are told that the manager you were going to be working for does not believe that women should work in a manufacturing environment. The HR director tells that it's nothing personal and wishes you well in your career. Which of the following statements is TRUE regarding the scenario described here? a.) given the available information, the company is guilty of affirmative action. b.) The company is not guilty of discrimination. c.) Given the available information, the company is guilty of adverse impact. d.) The company is acting in a completely legal manner. e.) The WARN Act is being violated
c.) Given the available information, the company is guilty of affirmative action Response Feedback: One common reason why employers are sued for discrimination is adverse impact, when a seemingly neutral employment practice has a disproportionately negative effect on a group protected by the Civil Rights Act.
The most common type of incentive plan, which compares a worker's performance against a objective standard with pay determined by his or her own performance, is known as a.) a profit-sharing plan b.) a stock plan c.) a gainsharing plan d.) an individual plan e.) a particularized plan
c.) an individual plan Response Feedback: The most common incentive systems are individual incentive plans, which compare a worker's performance against an objective standard, with pay determined by the employee's performance.
The preemployment screening tool most often used by Fortune 1000 companies is a a.) drug test b.) credit history c.) motor vehicle record check d.) criminal records check e.) integrity test
c.) criminal records check Response Feedback: As shown in Figure 10.2, the most used preemployment selection tool is a criminal records check, followed by employment verification, and then a drug test.
Training designed to introduce new employees to their jobs and the company, and to familiarize them with policies, procedures, culture and the like, is known as a.) diversity training b.) team training c.) orientation training d.) performance training e.) needs assesment
c.) orientation training Response Feedback: Orientation training is typically used to familiarize new employees with their new jobs, work units, and the organization in general.
Scenario A Sammy's Detailing is a fast growing organization that performs auto detailing off-site, typically at customers' homes or workplaces. Earlier this year, the HR department set about comparing the amount and type of employees the company expected to have with what they predicted would be needed to support the desired growth, and determined how to achieve this. They determined they would need to hire six more mobile retailers for this market at this time, and try to retain those that were currently employed. Earlier this quarter, they began to implement their recommendations by beginning a recruitment program and revising the pay system. Now the HR department is beginning a formal process to evaluate how well the recruiting and retention has been going, and whether the staff levels are now appropriate. When the HR department evaluated the amount and type of employees that should be hired, which stage of the HR planning process were they in? a.) scanning b.) programming c.) planning d.) screening e.) delivery
c.) planning Response Feedback: The HR planning process occurs in three stages, shown in Figure 10.1. The first is planning. To ensure that the right number and types of people are available, HR managers must know the organization's business plans, where the company is headed, in what businesses it plans to be, what future growth is expected, and so forth.
Which of the following is the stage of the HR planning process in which the organization enacts specific human resource activities, such as recruitment and training? a.) planning b.) controlling c.) programming d.) evaluation e.) implementation
c.) programming Response Feedback: In the second stage of the HR planning process, the organization conducts programming of specific human resources activities, such as recruitment, training, and layoffs. In this stage, the company's plans are implemented.
Scenario D Tracy Rayburn from your company's legal department has come to you with a list of problems occurring in the human resources area of your organization. She gives you a report containing three items of great concern to you: 1.) The men in the organization are paid an average of 10 percent more than the women in the same jobs with the same performance levels. 2.) Several women in clerical positions report that after announcing they were pregnant, they were taken off the company's health care plan and encouraged to quit. (Men with medical conditions were kept on the health care plan with no hints about quitting.) 3.) Several employees who qualify are not being overtime rates. In statement 3, which of the following laws is the organization most likely violating? a.) The Americans with Disabilities Act b.) The Pregnancy Discrimination Act c.) The Family and Medical Leave Act d.) The Fair Labor Standards Act e.) The Equal Pay Act
d.) The Fair Labor Standards Act Response Feedback: The FLSA, which distinguishes between exempt and nonexempt employees, also sets minimum wage, maximum hour, and child labor provisions.
Max applied for a part-time job at a sunglasses store in the mall. Following his interview he was asked to take a test on paper. One of the questions asked what he would do if he were to find a wallet full of money in the restroom. This type of test would be described as a(n) a.) personality test b.) validity test c.) morality test d.) integrity test e.) cognitive ability test
d.) integrity test Response Feedback: To asses job candidates' honesty, employers may administer integrity tests, most often paper-and-pencil honesty tests. The tests include questions such as whether a person has ever thought about stealing and whether he or she believes other people steal.
One of the criteria for creating a competitive advantage through human resources is that they should be a.) expensive b.) commonplace c.) free-form d.) rare e.) low-cost
d.) rare Response Feedback: Firms can create a competitive advantage when they possess or develop resources that are valuable, rare, inimitable, and organized. The same criteria apply to the strategic impact of human resources.
Compared to other types of appraisals, _____ appraisals tend to be more objective and can be focused on relevant data such as sales or profits. a.) comparative b.) behavioral c.) trait d.) results e.) industry
d.) results Response Feedback: Results appraisals tend to be more objective and can focus on production data such as sales volume (for a salesperson), units produced (for a line worker), or profits (for a manager).
Which process has both administrative functions to provide information for salary and promotional decisions, and developmental functions to provide insight for training or other improvement decisions? a.) reward system b.) outplacement c.) recruitment d.) selection e.) performance appraisal
e.) performance appraisal Response Feedback: Performance appraisal has two basic purposes: administrative, as it provides managers with the information they need to make salary, promotion, and dismissal decisions, and developmental, as the information gathered can be used to identify and plan the additional training, experience, or other improvement that employees require.