MGMT Ch 11: Managing Human Resources Systems

A performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves

360-degree feedback

Unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others

Adverse impact

A series of managerial simulations, graded by trained observers, that are used to determine applicants' capability for managerial work

Assessment centers

Extensive surveys that ask applicants questions about their personal backgrounds and life experiences

Biographical data (biodata)

Loss of high-performing employees who voluntarily choose to leave a company

Dysfunctional turnover

Programs that offer financial benefits to employees to encourage them to retire early

Early retirement incentive programs (ERIPs)

In job selection interviews, an interviewer should ask candidates if they have any physical or mental disabilities.

False

Job posting is a procedure for advertising job openings in a company for job applicants from outside the company.

False

Training is the process of identifying and prioritizing the learning needs of employees.

False Needs assessment

Loss of poor-performing employees who voluntarily choose to leave a company

Functional turnover

A form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occurs while performing one's job

Sexual harassment

Interviews in which all applicants are asked the same set of standardized questions, usually including situational, behavioral, background, and job-knowledge questions

Structured interviews

Measures of job performance that require someone to judge or assess a worker's performance

Subjective performance measures

Which of the following statements about federal employment law is true?

The intent of anti-discrimination law is to make factors such as gender, race, or age irrelevant in employment decisions.

Involuntary separation occurs when employers terminate or lay off employees.

True

Tests that require applicants to perform tasks that are actually done on the job

Work sample tests

A legal doctrine that requires employers to have a job-related reason to terminate employees

Wrongful discharge

A(n) _____is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." a. purpose statement b. bona fide occupational qualification c. four-fifths rule d. article of incorporation e. statement of qualification

b. bona fide occupational qualification

_____ provide employment counselling for employees faced with downsizing. a. Job postings b. Functional turnovers c. Outplacement services d. Early retirement incentive programs e. Stock options

c. Outplacement services

The process of identifying and prioritizing the learning requirements of employees is called _____. a. job analysis b. job specification c. needs assessment d. mentoring e. role-playing

c. needs assessment

_____ measures are measures of performance that are easily and directly counted or quantified. a. Subjective performance b. Job analysis c. Job specification d. Job evaluation e. Objective performance

e. Objective performance

All job applicants for a position in an interior design company were given 10 swatches of fabrics of different colors and textures, 30 different paint chips, and 6 different floor treatments. They were then told to select the best fabric, paint, and floor treatment for an office. What type of selection test was used in this example?

Aptitude Testing

Procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants

Background checks

____ ask raters to rate the frequency with which workers perform specific behaviors representative of the job dimensions that are critical to successful job performance.

Behavior observation scales

Rating scales that indicate the frequency with which workers perform specific behaviors that are representative of the job dimensions critical to successful job performance

Behavior observation scales (BOSs)

An exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." BFOQs are strictly monitored by the Equal Employment Opportunity Commission.

Bona fide occupational qualification (BFOQ)

Tests that measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude

Cognitive ability tests

A compensation system in which employees earn a percentage of each sale they make

Commission

The financial and nonfinancial rewards that organizations give employees in exchange for their work

Compensation

Intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs

Disparate treatment

The planned elimination of jobs in a company

Downsizing

The voluntary or involuntary loss of an employee

Employee separation

A compensation system that awards employees shares of company stock in addition to their regular compensation

Employee stock ownership plan (ESOP)

Loss of employees who voluntarily choose to leave the company

Employee turnover

Sources such as previous employers or coworkers who can provide job-related information about job candidates

Employment references

The process of developing a pool of qualified job applicants from outside the company

External recruiting

Compressed pay structures have very different levels of pay from one level to the other.

False Hierarchical pay structures

The Uniformed Services Employment and Reemployment Rights Act is administered by the Equal Employment Opportunity Commission.

False Its administered by the Department of Labor

Job specification is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.

False Job description

Job analysis is the process of gathering information about job applicants to decide who should be offered a job.

False Selection

Cognitive ability tests predict job performance in only particular types of jobs.

False Specific ability tests

A bank that is looking to hire a new teller assesses job applicants by asking them the same set of ten questions. This is an example of an unstructured interview.

False Structured interview

Objective performance measures require that someone judge or assess a worker's performance.

False Subjective performance measures

Disparate treatment is unintentional discrimination and occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged.

False intentional

A rule of thumb used by the courts and the EEOC to determine whether there is evidence of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less than 80 percent, or four-fifths, of the selection rate for a nonprotected group.

Four-fifths (or 80 percent) rule

Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants during the selection process?

Have you ever been convicted of a crime?

A form of sexual harassment in which unwelcome and demeaning sexually related behavior creates an intimidating and offensive work environment

Hostile work environment

A computerized system for gathering, analyzing, storing, and disseminating information related to the HRM process

Human resource information system (HRIS)

____ is the process of finding, developing, and keeping the right people for the company.

Human resource management

The process of finding, developing, and keeping the right people to form a qualified work force

Human resource management (HRM)

The process of developing a pool of qualified job applicants from people who already work in the company

Internal recruiting

A selection tool in which company representatives ask job applicants job-related questions to determine whether they are qualified for the job

Interview

A purposeful, systematic process for collecting information on the important work-related aspects of a job

Job analysis

A written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job

Job description

A process that determines the worth of each job in a company by evaluating the market value of the knowledge, skills, and requirements needed to perform it

Job evaluation

A written summary of the qualifications needed to successfully perform a particular job

Job specifications

The process of identifying and prioritizing the learning needs of employees

Needs assessment

Measures of job performance that are easily and directly counted or quantified

Objective performance measures

Which of the following statements about employee turnover is true?

One of the best ways to discourage turnover is to link pay directly to performance.

Employment-counseling services offered to employees who are losing their jobs because of downsizing

Outplacement services

Which of the following provides employment counseling services for employees faced with downsizing?

Outplacement services

The process of assessing how well employees are doing their jobs

Performance appraisal

Employees transition to retirement by working reduced hours over a period of time before completely retiring

Phased retirement

A compensation system in which employees are paid a set rate for each item they produce

Piecework

A compensation system in which a company pays a percentage of its profits to employees in addition to their regular compensation

Profit sharing

A form of sexual harassment in which employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to sexual harassment

Quid pro quo sexual harassment

Training performance appraisal raters in how to avoid rating errors and increase rating accuracy

Rater training

The process of developing a pool of qualified job applicants

Recruiting

The process of gathering information about job applicants to decide who should be offered a job

Selection

Tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well

Specific ability tests (aptitude tests)

A compensation system that gives employees the right to purchase shares of stock at a set price, even if the value of the stock increases above that price

Stock options

Developing the skills, experience, and knowledge employees need to perform their jobs or improve their performance

Training

As a part of Ivy's job appraisal, she received feedback about her performance not only from her own boss but from her subordinates and coworkers as well. In other words, Ivy received 360-degree feedback.

True

The only time that sex, age, religion, and the like can be used to make employment decisions is when they are considered a bona fide occupational qualification.

True

Training can be evaluated in four ways: on reactions, on learning, on behavior, or on results.

True

Interviews in which interviewers are free to ask the applicants anything they want

Unstructured interviews

The process of determining how well a selection test or procedure predicts future job performance. The better or more accurate the prediction of future job performance, the more valid a test is said to be.

Validation

_____ is the process of gathering information about job applicants to decide who should be offered a job. a. Selection b. Job posting c. Needs assessment d. Job analysis e. Validation

a. Selection

_____ is intentional discrimination that occurs when people, despite being qualified are not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs. a. Job deskilling b. Disparate treatment c. Affirmative action d. Reasonable accommodation e. Adverse impact

b. Disparate treatment

Which of the following is true about cognitive ability tests? a. They assess personality traits and leadership qualities of managers. b. They measure aptitude for doing a specific task well. c. They measure how quickly applicants understand spatial dimensions. d. They measure past behavior to predict future behavior of the applicants. e. They are extensive surveys that ask applicants questions about their personal backgrounds and life experiences.

c. They measure how quickly applicants understand spatial dimensions.

Three of the most common rating errors are:

central tendency halo error leniency error

Which of the following is prohibited by Title VII of the Civil Rights Act of 1964? a. Discrimination in employment decisions against persons age forty and older b. Discrimination against those serving in the armed forces reserve, the National Guard, or other uniformed services c. Hiring of employees aged 20 years and below d. Employment discrimination on the basis of race, color, religion, gender, or national origin e. Discrimination on the basis of physical or mental disabilities

d. Employment discrimination on the basis of race, color, religion, gender, or national origin

Redd Communications Inc. has made an organizational announcement in the company's newsletter that three positions for the role of digital art specialist are open in the digital media team of the company. Redd Communications has informed that all its employees are eligible to apply for these positions. Which form of recruiting is illustrated in the scenario? a. External recruiting b. Job deskilling c. Downsizing d. Job posting e. Career progression

d. Job posting

In order to attract more workers, Johnson Manufacturing decides to offer its employees 15 percent more pay than its competitors. This type of compensation decision is known as a(n) _____. a. profit sharing decision b. pay-sharing decision c. pay-variability decision d. pay-level decision e. employee stock ownership plan

d. pay-level decision

Which of the following is true of structured interviews? a. They are half as accurate as unstructured interviews when it comes to predicting job performance. b. They tend to include fewer job-related questions than unstructured interviews. c. Interviewers are free to ask applicants anything they want. d. Different interviewers tend to ask applicants very different questions. e. Comparing applicants is much easier in this type of interviews.

e. Comparing applicants is much easier in this type of interviews.

_____ is the process of developing a pool of qualified job applicants. a. Job deskilling b. Performance appraisal c. Job analysis d. Validation e. Recruiting

e. Recruiting

Which of the following would be an objective performance measure at an auto assembly plant? a. Scores on a graphic rating scale b. How well an employee gets along with management c. What co-workers think about an employee's personality d. How friendly an employee is with customers e. The number of welds an employee makes in an hour

e. The number of welds an employee makes in an hour

Miranda has been selected for a job post in Alba Inc. The company has been trying to find more information about Miranda's background and work experience. However, Miranda's previous employers have refused to divulge any information about her to Alba. There are also very few references from which Alba can get adequate information about Miranda. If Alba decides to recruit Miranda despite this, the company is more likely to be at risk of _____ lawsuits. a. affirmative action b. adverse impact c. whistleblower d. disparate treatment e. negligent hiring

e. negligent hiring

In _____, new employees are assigned to experienced employees; the new employee learns by watching the experienced employee perform the task and eventually by working alongside the experienced employee. a. lecture training b. role-playing c. planned readings d. vestibule training e. on-the-job training

e. on-the-job training

Which of the following is an example of an objective performance measure?

input/output measures