MGMT Exam 1

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In the context of human resource management, human capital refers to the

organization's employees, which add economic value to the company. Explanation: As a type of resource, human capital means the organization's employees are described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.

Formal education as an approach to employee development includes

organizations organizing structured educational programs at the workplace or off-site to support employee development.

The goals an organization sets in its human resource planning process should come directly from the analysis of its labor supply and demand.

True

The steps in a workforce utilization review are identical to the steps in the HR planning process.

True

The second step in human resource planning is performance evaluation.

False

What is the advantage of establishing and administering policies in organizations?

It allows companies to handle situations more fairly and objectively. Explanation: With a policy in place, a company can handle situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

Which person demonstrates an experiential training method?

Maurice and his colleagues take part in a wall-climbing activity sponsored by their company.

What is true of validity?

Validity ensures the fairness of employment practices during selection procedures.

Which statement about the Occupational Information Network (O*NET) is true?

It uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations.

A(n) _____ is a training method in which participants learn concepts and then apply them by simulating the behaviors involved and analyzing the activity, connecting it with real-life situations. A. apprenticeship B. experiential program C. internship D. case study E. audiovisual training program

According to the Myers-Briggs Type Indicator, individuals with a Perceiving (P) preference A. are decisive and focused on goals. B. are comfortable with changing a decision. C. like deadlines. D. focus more on possibilities and relationships among facts. E. do not like surprises.

According to your text, the simplest approach to evaluating training is to A. use only a pretest. B. calculate the return on investment. C. conduct pretests and posttests on all trainees. D. use only a posttest. E. compare pretest and posttest scores of the trained group with those of an untrained group.

Acting as a mentor gives managers A. career support and sponsorship. B. increased visibility among the organization's managers. C. a chance to talk about their worries. D. a chance to develop their interpersonal skills. E. a greater opportunity to be promoted.

In the context of human resource management, human capital refers to the

Grexel Tools applies its in-depth understanding of the challenges facing manufacturers to design and build custom machine tools that are highly valued by business customers. To maintain its competitive advantage, Grexel also wants to avoid spending more than is necessary on administrative activities such as managing employee benefits. What would be the most effective way for Grexel to minimize administrative expenses without sacrificing quality?

outsourcing administrative work to an organization that specializes in these services

A manufacturing company, hit by a slump in demand, is experiencing a labor surplus. The company expects the market to improve in six months, and it does not want to lay off any of its employees. Which strategy is an equitable way to handle this issue and spread the burden more fairly?

reduced work hours

Most companies use _____ moves as an option for employee development. A. small upward B. vertical and horizontal c. left, right, and sideways D. occasional horizontal E. upward, downward, and lateral

One of the least expensive and least time-consuming ways to train multiple trainees on a specific topic is through _____. A. action learning B. a simulation C. computer-based training D. audiovisual training E. classroom instruction

Marc determines that his company spent $15,000 to hire three new programmers through employee referrals and another $75,000 to hire five new programmers through a private employment agency. Which statement is correct about these recruiting efforts?

The cost per hire for referrals was lower, at $5,000 per hire.

Madison, a business researcher, believes that organizations will have to spend a lot of money on employee health care in the future. Her colleague Jamaal argues that organizations will not have to increase their spending on employee health care benefits. Which statement weakens Jamaal's argument?

The fastest-growing share of the workforce is at least 55 years old.

When a GRM Manufacturing experienced a slowdown in sales, it laid off the two employees with the poorest attendance. One of the employees sued the company, saying it should have laid off the most recently hired workers. What defense would GRM Manufacturing most likely offer?

The layoffs were instances of employment at will. Explanation: Because economic or competitive conditions can force companies to close facilities and lay off employees, cases dealing with the illegal discharge of employees have increased. The issue of "employment at will"—that is, the principle that an employer may terminate employment at any time without notice—will be debated.

A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this?

The method offers practical value.

Contracting with another organization to perform a broad set of services is called outsourcing.

True

Downsizing can be used to reduce surplus labor because it yields fast results.

True

The Age Discrimination in Employment Act protects only those workers who are over the age of

________ states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause. A. Employment at will B. Employment flexibility C. Due-process policy D. Rule of law E. Rule of fair treatment

A. Employment at will

Which statement regarding job performance tests is true?

Applicants feel they are fair.

Apprentices have hands-on experience assisting a tradesperson.

Which of the following statements reflects a violation of the Age Discrimination in Employment Act? A. Older employees are permitted to work even after attaining the retirement age. B. Employees over the age of 40 are forced to retire as part of a company's downsizing program. C. An employee is denied employment because of the fact that he is a minor. D. Older workers in an organization are better compensated than the younger workers. E. An employee chooses voluntary retirement before attaining the retirement age.

B: Employees over the age of 40 are forced to retire as part of a company's downsizing program.

Aaron has been a systems analyst at a software company for six years. Although he works hard, gets favorable performance reviews, takes night classes in business management, and has applied for promotions, his coworkers always get the promotions instead. Aaron started asking his coworkers about this, and one of them said, "Don't you realize? This management will never promote someone like you." This supports Aaron's concern that he may be a target of discrimination because he is black; other talented employees are black, but no black employees have moved into management positions. Aaron decides to discuss the problem with the human resource manager. If he can't find a satisfactory solution that way, with which federal agency could he file a complaint? A. Anti-Discrimination Federal Agency B. Equal Employment Opportunity Commission C. Office of Federal Contract Compliance Programs D. Uniform Guidelines on Employee Selection Procedures E. Federal Register

B: Equal Employment Opportunity Commission

Naomi, a white female applicant, is refused a job at a state university in favor of a less qualified minority applicant. She could consider suing the university on charges of reverse discrimination against her under the _____. A. Thirteenth Amendment B. Fourteenth Amendment C. Twenty-Second Amendment D. Civil Rights Act of 1866 E. Occupational Safety and Health Act

B: Fourteenth Amendment

Which of the following is TRUE of quid pro quo harassment? A. It involves mocking an individual's sexual orientation. B. It refers to an individual gaining benefit in return for a sexual favor. C. It involves making hiring decisions based on the gender of the applicant. D. It involves harassment against people based exclusively on the factor of age. E. It provides preferential treatment for the minority gender at the workplace.

B: It refers to an individual gaining benefit in return for a sexual favor.

Which of the following statements is TRUE of an organizational policy of valuing diversity? A. The practice of valuing diversity has a single form, written into business theory. B. Organizations that value diversity see a diverse workforce as a competitive advantage. C. Valuing diversity means learning respect for the organization's shared values, not each individual. D. The types of diversity that are valued are limited to the categories protected by law. E. Valuing diversity is an alternative to supporting equal employment opportunity.

B: Organizations that value diversity see a diverse workforce as a competitive advantage.

Gabriel opened up a small business that prints custom T-shirts, mugs, and trophies. He trains his 15 employees carefully, and after two years, no employee has experienced an on-the-job injury or illness. Under the requirements of the Occupational Safety and Health Act, what must Gabriel post in the workplace? A. OSHA Small Business Handbook B. OSHA Certificate of Compliance C. form 300A, Summary of Work-Related Injuries and Illnesses D. form 310A, Certification of Injury-Free Status E. general-duty clause

C: form 300A, Summary of Work-Related Injuries and Illnesses

Which of the following is the correct statement regarding case studies?

Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.

Suppose you are a human resource executive, supporting strategy. Executives in your industry are concluding that a certain HR-related law no longer seems relevant in the Internet age. To which government branch would it be most effective to turn for addressing the need for a change in the legal environment? A. the executive branch, requesting it not enforce the existing law B. the executive branch, requesting a new law in this area C. the judicial branch, requesting a new law in this area D. the legislative branch, requesting a new law in this area E. the legislative branch, requesting it not enforce the existing law

D: the legislative branch, requesting a new law in this area

Identify the correct statement regarding the composition of the U.S. labor force during the projected 2018-2028 period.

Despite a small increase in the number of young workers, the overall workforce will be aging.

When Nicole started working for Brawny Construction, two of her coworkers made a point of telling sex-related jokes around her, and they occasionally ran their fingers through her hair and suggested meeting up after work. Nicole feels uncomfortable. What grounds would she have for complaining to the human resource department about her coworkers? A. Their behavior violates Executive Order 11246. B. Their behavior violates the Thirteenth Amendment. C. Their behavior probably violates the OSH Act. D. Their behavior could be considered quid pro quo harassment. E. Their behavior could be considered creation of a hostile working environment.

E: Their behavior could be considered creation of a hostile working environment.

According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of _____. A. merit B. seniority C. education D. quality of production E. sex

E: sex

In the context of today's organizations, which statement is true of employees?

Employees are not easily replaced parts of a system; they are the source of a company's success or failure. Explanation: Human capital means the organization's employees are described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. In other words, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system but the source of the company's success or failure.

What is a requirement under the Immigration Reform and Control Act of 1986?

Employers must verify and maintain records on the legal rights of applicants to work in the United States.

An organization that uses only external recruitment can wind up with a workforce whose members all think alike and therefore may be poorly suited to innovation.

False

In human resource planning, forecasting is an intermediary step.

False

In the context of recruitment sources, private employment agencies serve primarily blue-collar workers, while public employment agencies mostly serve white-collar workers.

False

Research suggests that realistic job previews have a strong and consistent effect on employee turnover.

False

The most widespread methods for eliminating labor shortages are reducing work hours and endorsing early retirement programs.

False

To ensure success with an outsourcing strategy, companies should outsource work that requires tight security.

False

Daveed, an accounting manager, agreed to work with a coach. He chose this option in order to become more of a team player, which would, in turn, lead him to being considered for a larger role in management. After three weeks, however, he complained to the HR manager that the process was time-consuming and he had not seen any positive results. Which response to Daveed's complaint would best reflect how coaching can contribute to employee development?

Getting results can take several months—and the employee has to keep practicing.

Gordon, a supervisor at AutoMate Inc., realizes that a couple of months from now, he might experience a labor shortage for approximately two weeks due to increased demand for the company's products. Which of the following options would be best for dealing with this labor shortage?

Gordon should encourage employee overtime because it helps to increase productivity for a short period of time.

Which view on employment reflects the ethical principles embodied in the U.S. Constitution and Bill of Rights?

HR managers must view employees as having basic rights. Explanation: In the context of ethical human resource management, HR managers must view employees as having basic rights. Such a view reflects ethical principles embodied in the U.S. Constitution and Bill of Rights.

Chris, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Jamie, the CFO of the organization, opposes Chris' view because she thinks HRM is an unnecessary expense for the company. Which statement weakens Jamie's belief?

HRM is indispensable for building a competitive advantage. Explanation: In terms of business strategy, an organization can succeed if it has a sustainable competitive advantage (is better than competitors at something and can hold that advantage over a sustained period of time). Human resources that are valuable, rare, inimitable, and hard to replace will give a company such an advantage.

A company specializes in manufacturing internal combustion engines. Recently, this company has decided to create a division for the flexible fuel field. During this time, Beto, the HR manager, has been reviewing and updating job descriptions. With the knowledge that a new division of jobs will be created, what would be the appropriate course of action for Beto to take next?

He should consider preparing new job descriptions since new jobs will be created in the organization.

Identify the correct statement regarding human resources.

Human resources have no good substitutes. Explanation: Human resources have no good substitutes. When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. It is difficult to imagine another resource that can match committed and talented employees.

Which statement regarding internal recruitment sources is true?

Internal recruiting minimizes the possibility of unrealistic employee expectations.

Nguyen wants to build a start-up company with a small number of people working for him. He decides to do all the hiring himself. Lane, a friend of Nguyen's who is a lawyer, warns him about the risk of discrimination complaints he could receive from applicants who are not hired. Which statement best expresses the basis of Lane's concern about avoiding discrimination?

Interviews are subjective, so they have the potential of assessing candidates based on questions not related to the job.

Identify the correct statement regarding audiovisual training.

It is not affected by an individual trainer's goals and skills.

An OSHA compliance officer visited the warehouse of a company to conduct an inspection. The inspector found several safety violations related to items that could tip over and fall. She discussed these violations with the facility supervisor and human resource manager. What is most likely to happen next?

OSHA gives the company a time frame within which to correct the violations.

What is the difference between predictive validation and concurrent validation?

Predictive validation correlates future job performance and applicant test scores; concurrent validation does not.

__________ exists when employees are able and eager to learn and when their organizations encourage learning.

Readiness for training

An investment bank is in the final stage of its selection process for a business analyst. Morris is one of the candidates for the position. As part of background checks, the bank wants to look at his credit history. Which Act requires them to obtain Morris' consent before using a third party to check his credit history?

The Fair Credit Reporting Act

Which statement about the Position Analysis Questionnaire (PAQ) is true?

The PAQ is meant to be completed only by job analysts trained in this method.

The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not.

Yienze Inc., a manufacturer of electronic goods, is experiencing financial losses. The company is also facing the problem of a labor surplus due to low demand for its products. In this context, which of the following would be the best way for Yienze to deal with this labor surplus?

The company must consider downsizing because it is the quickest way to deal with a labor surplus that results in financial losses.

________ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

Workforce analytics Explanation: Organizations engage in workforce analytics, which is the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

A client asks Tenrep Technologies to carry out a project that involves working on a software tool called POPIL, which is new to the company. The training manager in Tenrep's HR department begins by conducting a needs assessment. Which of the following methods will the manager use to identify individuals' needs and readiness for training? A. person analysis B. organization analysis C. task analysis D. trend analysis E. regression analysis

A pharmaceutical company, TechnoGene, has initiated a system where high-potential employees are identified and trained for senior positions in the company. Which of the following processes is exemplified in this scenario? A. succession planning B. self-assessment C. feedback D. handing over formalities E. goal setting

According to the Myers-Briggs Type Indicator, Extroverted types (E) gain energy through A. interpersonal relationships. B. personal thoughts. C. facts and details. D. establishing goals. E. inner feelings.

According to the Myers-Briggs Type Indicator, how do Introverted types (I) gain energy? A. by focusing on inner thoughts B. by focusing on interpersonal relationships C. by gathering facts and details D. by focusing less on facts and more on possibilities E. by trying to be objective in making decisions

Thomas heads a waste management firm. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Thomas assigned five of his junior managers to study the issue and propose plans or initiatives that could make the company appear more environmentally friendly. He also instructed senior managers to mentor their subordinates as they devised new ideas. Which of the following form of team training was applied by Thomas?

action learning

Titanium Inc. is a software company in which the software developers and programmers interact directly with customers. The team asks the customers for their requirements, develops a sample, and sends it to them for feedback. The team continues production based on the feedback given by their clients. The firm spends less time on negotiating contracts and documenting processes. This scenario implies that Titanium Inc. is using which approach?

agile

Hideko is an HR manager at a software company. They want to establish the validity of a test designed for computer technicians using a predictive validation strategy. Accordingly, Hideko must administer the test to

all people applying for computer technician jobs at the company.

When Grant Incorporated, a travel insurance company, decided to introduce new goals for its internal management, there was a rift regarding what should be implemented. Group A emphasized short-term goals that would benefit the company, while Group B believed in introducing policies that would create more mutually beneficial relationships with client businesses, such as major airlines. Which result would prove Group B's decision to be ideal?

an increase of airline customers purchasing Grant Incorporated's insurance Explanation: Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company. Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person's interests count as much as their own.

For what purpose do organizations typically review applicant résumés?

as a basis for deciding which candidates to investigate further

Which of the following is a step a downsized company can take to counter negative employee emotions?

build confidence in the company's plans for a stronger future

For tests that measure abstract qualities such as intelligence or leadership skills, validity would best be established by __________ validation.

construct

Information that measures the degree to which two sets of numbers are related are known as

correlation coefficients

What is the organization's responsibility in the goal-setting stage of the career management process? A. to identify what skills can be developed realistically B. to identify goals and methods to determine goal progress C. to identify steps and a timetable to reach goals D. to ensure that the goal is specific, challenging, and attainable E. to communicate performance evaluation and opportunities available to an employee

Which of the following conditions will most likely ensure a job rotation will succeed? A. the organization is unclear about its job rotation policies B. top management is indifferent to the program's success C. goals for the program support personal goals and desires D. employees and their managers agree on which skills are to be developed E. the rotation schedule occurs every few months, ensuring employees develop strong on-the-job learning skills

Which of the following is true of mentoring? A. Mentoring is the best substitute for therapy. B. Most mentoring relationships develop formally as a result of interests or values officially discussed by a mentor and a protégé. C. Employees most likely to seek a mentor are emotionally unstable and have a low need for power and achievement. D. Mentoring programs tend to be most successful when they are voluntary and participants understand the details of the program. E. Informal mentoring programs ensure access to mentors for all employees, regardless of gender or race.

__________ increases an employee's ability to move into jobs that may not yet exist.

development

A CEO determines that the company needs to eliminate a labor surplus to avoid financial difficulties. To deal with this problem, the CEO chooses a strategy that gives fast results. However, the amount of suffering caused to employees is high. The CEO is most likely using the __________ strategy to reduce the labor surplus.

downsizing

If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to

due process. Explanation: Right to due process implies that if people believe their rights are being violated, they have the right to a fair and impartial hearing.

Cognitive ability is defined as the ability of a person to A. collect information, organize it, and share it with one's team members. B. understand the skills of one's team members. C. climb walls, complete rope courses, climb ladders, or make trust falls. D. express positive attitudes toward an organization's training programs. E. use written and spoken language, solve math problems, and use logic to solve problems.

In the context of planning a training program, even though it is time consuming, putting together a _____ is worthwhile because it helps an organization clarify training objectives, compare vendors, and measure results. A. cohabitation agreement B. letter of intent C. certificate of occupancy D. requirements specification document E. request for proposal

In the context of principles of learning, which of the following is defined as the difficulty level of written materials? A. virtual reality B. simulation C. modularity D. action learning E. readability

Usually an employer conducts the reality check as part of a performance appraisal or as the _____ stage of performance management. A. self-assessment B. action planning C. goal setting D. data gathering E. feedback

When using an outside training expert, a complete _____ should indicate funding for the project and the process by which the organization will determine its level of satisfaction. A. cohabitation agreement B. letter of intent C. certificate of occupancy D. articles of incorporation E. request for proposal

Which of the following is a computer-based technology that provides an interactive, three- dimensional learning experience? A. an electronic performance support system B. instructional design C. a learning management system D. benchmarking E. virtual reality

Which of the following is defined as a combination of employee characteristics and positive work environment that permit training? A. organization analysis B. benchmarking C. learning management system D. orientation E. readiness for training

_____ training remains the most widely used method of training. A. Audiovisual B. On-the-job C. Experiential programs D. Computer-based E. Classroom

Some of the employees of MYV Services are unhappy with their supervisor's comments and remarks. They feel they are being unduly discriminated against by the supervisor, and so they turn to the HR department for help. Addressing such problems is a part of the HR function of

employee relations. Explanations: Organizations often depend on human resource professionals to help them maintain positive relations with employees. Employees turn to the HR department for answers to questions about benefits and company policy and for communicating grievances. Members of the department should be prepared to address such problems.

Berzen Inc. hires John as a supervisor in the company. They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and John is based on the _____.

employment-at-will policy

A company hires Bradley as a supervisor in the company. It has an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Bradley is based on the

employment-at-will policy.

What is a core value of the total quality management process?

encouraging cooperation with vendors, suppliers, and customers to improve quality

Which of these is a "Big Five" personality trait?

extroversion

What is most likely to contribute to errors in a job analysis?

fixed and unchanging job descriptions for various jobs

An advertising firm requires its employees to be at work between the hours of 10:00 a.m. and 2:00 p.m. This work rule allows employees to work additional hours before or after the time period in order to work the full day. Identify the job design method implemented in this scenario.

flextime

Marta is a recruiter with a bachelor's degree in business administration. She is well respected among her peers for her professional standards and understanding of the HR field. However, she has noticed that when she recruits engineers for her company, they sometimes seem unresponsive to her. According to some studies discussed in the text, this is happening because Marta

is perceived as less credible because she is an HR specialist.

Zoe is a recruiter with a bachelor's degree in business administration. She is well respected among her peers for her professional standards and understanding of the HR field. However, she has noticed that when she recruits engineers for her company, they sometimes seem unresponsive to her. According to your text, the most likely reason for this is because Zoe

is perceived as less credible because she is an HR specialist.

Nicole, a human resource manager at an electronics firm, observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which of the following statements best explains the reason for this trend among older employees?

jobs are becoming less physically demanding

Lia, the human resource manager at AirTech Inc., has developed an inspiring vision of how the HR function should contribute to employees' well-being and the company's success. She models the values and behaviors supporting that vision, and she gets her staff excited to be part of realizing the vision. This indicates that Lia has competencies in the area of

leadership and navigation. Explanation: In this scenario, Lia demonstrates competency in leadership and navigation. This area of competency refers to directing the organization's processes and programs. Depending on one's level in the organization, the necessary behaviors would include behaving consistently with the organization's culture, encouraging people to collaborate, or setting a vision for the HR function or entire organization.

What is a limitation of cognitive ability tests?

legal issues related to administering the tests

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and

lifestyle

An HR manager can demonstrate competency in communication by excelling at which behavior?

listening effectively Explanation: Communication involves the skills needed to exchange information with others inside and outside the organization. Behavior examples include expressing information clearly, providing constructive feedback, and listening effectively.

Which HR function includes preparing and distributing employee handbooks that detail company policies?

maintaining positive employee relations Explanation: Organizations often depend on human resource professionals to help them maintain positive relations with employees. This function includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet.

Organization analysis looks at training needs in light of the

management's support for training activities.

Brendan and Angela are HR managers at Seattle Investments. They are expecting a labor surplus over the next two years resulting in the organization having 24 more employees than required. Typically, two employees leave the organization each month. Which of the following HR strategies should Brendan and Angela consider, taking into account the length of time they have available?

natural attrition

Margaret, the HR manager at Frexotel Inc., recruits her cousin Linda as production manager in the company. This move results in resentment among several of the company's employees. By hiring her cousin, Margaret has engaged in the practice of hiring relatives, or _____.

nepotism

What does a correlation of 0 mean?

no correlation

A __________ interview generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience, but they do not have great reliability.

nondirective

Level On, a firm that creates games for mobile devices and PCs, has an unusual training program for all its new employees. The program lasts for five days and does not involve doing any work. During this period the trainees, in teams of three, visit different departments, gathering information about the company and various department functions. Additionally, they are paired with more experienced employees to discuss their goals at the company and to learn more about the organization's culture and policies. The form of training used for new employees at Level On is known as _____.

onboarding

person analysis

Violet wants to apply for a job vacancy. She calls the recruiter who advertised this vacancy to learn more about the job. The recruiter gives some background information about the positive and negative qualities of the job to Violet. Which term refers to the job information given by the recruiter?

realistic job preview

Nazir, an HR manager at Solomon Beverages, identifies and attracts potential job seekers to his organization. In the context of HRM functions, Nazir is carrying out the _____ process.

recruiting

__________ influence the kinds of job applicants an organization reaches.

recruitment sources

When Maura became pregnant, she was worried she would not be able to find affordable child care for her new baby so she could continue to work full time. Her husband elected to work half-time along with a co-worker who also had a new baby, dividing the responsibilities of the job between them. This is an example of job

sharing

Fernando is hired as a seasonal firefighter by the California Department of Forestry and Fire Protection. The training used to prepare Fernando for his firefighting job involves an online training module. In this game-like module, Fernando is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n) _____.

simulation

Openze Technology, a firm that manufactures mobile phones, has seen a major improvement in cost reduction since it instituted a three-week training program for all of its new recruits. During the training program, the new employees are constantly encouraged to express their thoughts and ideas. Good ideas are rewarded immediately by the trainers, thereby encouraging active participation. Which factor most likely explains the success of the training?

social support

__________ refers to the ways an organization's people encourage training.

social support

In the context of HRM functions, the activities of performance management include

specifying the tasks and outcomes of a job that contribute to an organization's success. Explanation: The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

Eve & Rose Corp., an apparel manufacturer, has been profitable for a long time without depleting its resources—raw materials, employees, and the support of the local community. The company also caters to the needs of all its stakeholders. Which characteristic is illustrated in this scenario?

sustainability Explanation: Sustainability is broadly defined as an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community. Success at sustainability comes from meeting the needs of the organization's stakeholders—all the parties who have an interest in the organization's success.

__________ is a training method that coordinates the performance of individuals who work together to achieve a common goal.

team training

What clusters of competencies are necessary for success in human resource management?

technical, interpersonal, business, and leadership Explanation: The Society for Human Resource Management has defined sets of knowledge and skills associated with success, grouping these into nine categories it calls HR success competencies. These fall into four clusters of competencies: technical, interpersonal, business, and leadership.

What needs to be defined to create a work flow analysis?

the type of products that will need to be manufactured

The employees at a website design company have been struggling to provide quality services to clients. An investigation reveals that employees feel dissatisfied and mentally fatigued due to the challenging nature of their jobs. The HR manager suggests simplifying jobs in order to reduce errors and increase accuracy. Which option would be a way to simplify the mental demands of employees' jobs?

using software that helps with tracking the progress of assignments

The extent to which a selection method provides economic value greater than its cost is called its

utility

The stage to prepare for evaluating a training program is

when the program is being developed.

Solenz Inc. is a relatively new company that employs 23 workers. When it finished a major contract, the owner realized that there wasn't enough work left for all the remaining workers. The company is negotiating contracts that could provide future work in a few months, but it currently must address its labor surplus in order to remain financially sound. Which of the following is the best strategy to deal with this labor surplus?

work sharing

A middle manager wants to find out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the

yield ratios

Keri, a trainer at Klemens Inc., plans on finding out how many candidates moved from the initial interview stage to the training selection stage in the past month. To find out, she needs to compare the _____.

yield ratios

Trade Parts is a small machine shop that makes custom parts for manufacturers in the metropolitan area where it is located. Farrin's position involved keeping track of customers' orders and purchasing supplies. After Farrin retired, the company hired another office assistant to perform the same tasks. Soon afterward, however, the company's owner began hearing from frustrated customers complaining that when they called the company with questions and problems, no one was taking responsibility and helping them as Farrin had. What problem with the process is most likely to have occurred when Farrin left?

Farrin took on customer service duties, but the job description didn't reflect the change.

Which job analysis method requires subject-matter experts to evaluate a job in terms of abilities required to perform the job?

Fleishman Job Analysis System

A start-up software company hires Kieran as its first HR manager. When a new position needs to be filled, Kieran sits down with the supervisor to gather facts that will be included in a realistic job preview. Kieran knows that the impact of job previews on turnover is limited, but he believes the effort is important anyway. Which statement best explains Kieran's decision to provide realistic job previews?

Giving realistic information is not expensive or difficult, so it is worth even a small benefit to reduce turnover.

Carla, a student at Cardinal College, is pursuing a degree in international business management. As part of her program at Cardinal College, she has accepted an opportunity to work at Wong Consulting for a period of six months, where she will gain experience related to her field. Carla's employment at Wong Consulting is an example of a(n) _____. A. internship B. coordination training C. apprenticeship D. experiential training program E. simulation training program

The agency that is responsible for tracking changes in the composition of the U.S. labor force and forecasting employment trends is the

Bureau of Labor Statistics.

Identify the correct statement regarding sustainable organizations.

They are more concerned about justice and fairness than short-term profits. Explanation: Sustainable organizations meet the stakeholders' needs by minimizing their environmental impact, providing high-quality products and services, ensuring workplace safety, offering fair compensation, and delivering an adequate return to investors. In an organization with a sustainable strategy, HR departments focus on employee development and empowerment rather than short-term costs, on long-term planning rather than smooth turnover and outsourcing, and on justice and fairness over short-term profits.

Ensuring that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment is the _____ step of the instructional design process.

second

Errol, a manager at a large holiday decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which of the following strategies would be the best option to help Errol avoid a labor shortage?

Errol should hire temporary employees because he can let them go once the holiday season is over.

Which statement about the Civil Rights Acts of 1866 and 1871 is true?

They were passed to further the Thirteenth Amendment's goal of abolishing slavery.

Which of the following statements is true of simulators used in training?

They must have elements identical to those found in the work environment.

The __________ of a type of measurement indicates how free that measurement is from random error.

reliability

BrightenUp Corp. uses a set of quantitative tools to assess employee data such as performance, compensation, designations, and benefits. This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals. BrightenUp is engaging in the practice of

workforce analytics. Explanation: Workforce analytics is the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. In this scenario, BrightenUp Corp. is using workforce analytics as it arrives at decisions based on accurate findings from analyses using quantitative tools that can help the firm achieve its goals.

A firm that develops software applications for other companies moved into a new office space. Most of the employees complained about the lack of comfortable seating arrangements. Following up on the complaint, the HR department advised management to invest in studying the ergonomics of the new office space. What would serve as an incentive for the company to invest in the study of ergonomics?

Ergonomics reduces the physical strain on employees performing a job.

According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, _____ refer(s) to a plan identifying the ways in which an organization will meet its diversity goals. A. action steps B. utilization analysis C. diversification D. affirmative action E. disparate impact

A: action steps

Which of the following actions by employers can result in reverse discrimination? A. affirmative action B. reasonable accommodation C. disparate treatment D. retaliation E. disparate impact

A: affirmative action

Rachel is a human resource executive for a manufacturing company that makes a variety of consumer products in several facilities. She is studying U.S. injury and illness trends from the Bureau of Labor Statistics to identify issues the company should address in its human resource policies. As she looks at nationwide trends since 1990, Rachel identifies one that companies should correct. Which of the following trends represents a problem for U.S. employers to address? A. number of claims of retaliation against employees who report injuries B. rate of injuries C. rate of illnesses D. illnesses as a share of total injuries and illnesses E. number of employees learning that the law forbids retaliation for filing a complaint

A: number of claims of retaliation against employees who report injuries

What is an element in the final stage of human resources planning? A. strategic planning B. evaluating outcomes C. estimating labor surplus or shortage D. estimating labor demand E. forecasting labor supply

B. evaluating outcomes

Dakota is the human resource manager at a poultry-processing facility with 75 employees. He just received a call saying that an OSHA inspector has arrived at the facility. What can Dakota expect the company will need to do first? A. send the employees home for the day B. provide the inspector with records of any deaths, injuries, and illnesses C. lead the inspector on a tour of the premises D. make the inspection officer aware of any health or safety problems E. temporarily halt all poultry processing until the inspection is over

B: provide the inspector with records of any deaths, injuries, and illnesses

Omar is proud of his team of warm, knowledgeable, and ethical recruiters at Luvya Insurance. They practice their presentations to be sure they give realistic job previews, and they keep up-to-date on the company's policy so they can provide applicants with accurate answers to a host of questions. However, over the past year, Omar observes that the proportion of applicants who accept offers from Luvya has fallen. He follows up with several who turned down offers and learns that they took jobs elsewhere because they developed an unfavorable opinion of Luvya. Which of the following situations most likely explains this problem?

Candidates are not getting timely feedback about their applications.

In the context of managing human resources, the process of ________ creates a buffer between planning and the actual selection of new employees. A. outsourcing B. inducting C. evaluating D. recruiting E. training

D. recruiting

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed A. employment at will. B. employee referral. C. nepotism. D. self-selection. E. internal recruitment.

D. self-selection.

Zeus Trucking had its human resource department set up an online suggestion program, and employees submitted 376 ideas for improving workers' safety and health. An assistant in the department entered all the responses into a database. What additional step would be most important to add to this safety program? A. distributing the survey results to the employees B. creating a database where employees can look up the ideas submitted C. expanding the program to include more wide-ranging, long-term goals D. employing the job hazard analysis technique E. working with management to ensure the company acts on the suggestions

E: working with management to ensure the company acts on the suggestions

Elton was part of a formal mentoring program and was mentored by Angel. The mentoring sessions were conducted over a period of eight weeks to improve Elton's communication and interpersonal skills in the workplace. The sessions, however, were unsuccessful. Which scenario, if true, would most likely have caused the failure of the mentoring sessions?

Elton's participation was involuntary, and he had little understanding of the details of the program.

A human resource manager at an electronics firm observes that many employees who are reaching the traditional retirement age are not interested in leaving the organization. Which statement best explains the reason for this trend among older employees?

Jobs are becoming less physically demanding.

Which statement about KSAOs is true?

KSAOs are characteristics of people and are not directly observable.

An HR executive observes that telework or telecommuting has been a rising trend. She considers developing a policy to allow telecommuting at her company. Which statement is a fact about telecommuting that would support implementing this policy?

Telecommuting may support a strategy of corporate social responsibility.

A company is having difficulty filling all its positions for systems analysts. The company's human resource manager suggests introducing a kind of personnel policy known as a due-process policy. How is that most likely to help with recruitment?

This policy implies greater job security and concern for employees.

Many of the people reading classified ads are either over- or under-qualified for the position.

True

An Individual Coaching for Effectiveness program is designed to A. help managers with dysfunctional behavior. B. improve the technical skills of employees. C. help prepare managers for overseas assignments. D. reduce the effects of the glass ceiling. E. attract and retain ambitious managerial employees.

Jillian, a human resource executive, is setting up a mentoring program at her company. Which of the following actions will best help the program succeed? A. making sure the performance management system rewards managers for employee development B. selecting mentors based on their interpersonal rather than technical skills C. setting up the mentoring as a mandatory program for both mentors and mentees D. giving mentors realistic expectations by explaining that the protégés will benefit, not the mentors E. defining the mentor's role broadly, to help with personal problems as well as business-related skills

Which of the following activities is most appropriate for the first step of the career management process? A. self-assessment B. goal setting C. reality checking D. identifying the steps and timetable to reach a goal E. specifying the competencies to be developed

Terral Prime, an auditing firm, purchases a management information system called Alpha Duo. Most of Terral's employees are unfamiliar with the functional aspects of Alpha Duo, and management decides to approach external trainers to train its employees. Rebecca, the company's training coordinator, is tasked with finding suitable trainers. Rebecca sends an email, with a document outlining the company's training requirements, to multiple vendors and asks them to provide suitable trainer profiles and cost quotes. What is the document called that Rebecca sends out to training vendors? A. a request for proposal B. articles of incorporation C. instructional design D. needs assessment form E. organization analysis report

The glass ceiling is likely caused by A. a lack of access to developmental relationships. B. the presence of a diverse workforce. C. the presence of too many mentors for female employees. D. the presence of women with technical skills. E. providing challenging job assignments to high-potential employees.

Which of the following statements best expresses the reason why orientation programs for new employees are valuable to employers? A. The federal government requires orientation for all new employees. B. Employees starting a new job need to become familiar with job tasks and learn the organization's policies and procedures. C. New employees do not perform sufficient research on their employers before starting work. D. Employers generally fail to provide a realistic job profile during the selection process. E. An orientation program is a cost-effective substitute for training programs after an employee has begun work.

Identify the correct statement regarding computer-based training.

a method that gives a company the flexibility in scheduling training

Excel Software is having difficulty filling all its positions for systems analysts. The company's human resource manager suggests introducing a kind of personnel policy known as a due-process policy. How is that most likely to help with recruitment? a) This policy implies greater job security and concern for employees. b) Due-process implies that employees won't be bound to a contract. c) Implementing a due-process policy suggests that the organization is innovative and fun. d) Applicants know a due-process policy always leads to a lead-the-market pay strategy. e) The due-process policy supports a "promote from within" practice, which will encourage current employees to apply.

a) This policy implies greater job security and concern for employees.

People who apply for a vacancy without prompting from an organization are referred to as a) direct applicants. b) natural applicants. c) internal applicants. d) neutral applicants. e) referred applicants.

a) direct applicants.

What is the first step in the human resource planning process? a) forecasting b) goal setting c) program implementation d) program evaluation e) performance evaluation

a) forecasting

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else an organization communicates with employees is referred to as a) job posting. b) external hiring. c) employment hiring. d) a workforce utilization review. e) direct sourcing.

a) job posting.

In the context of forecasting the demand for labor, using trend analysis, inventory levels, changes in technology, and actions of competitors are examples of a) leading indicators. b) performance indicators. c) coincident pointers. d) transitional matrices. e) functional pointers.

a) leading indicators.

According to the lifestyle dichotomy of the Myers-Briggs Type Indicator, individuals with a _____ preference enjoy surprises and dislike deadlines. A. Judging (J) B. Perceiving (P) C. Thinking (T) D. Feeling (F) E. Sensing (S)

Adam, a team leader at a business process outsourcing firm, tells the human resource department that a significant share of his employees are missing deadlines. The department conducts a needs assessment and tells Adam that the employees' jobs require time management skills, so a training session on time management would be likely to improve performance. In this scenario, the department's recommendations would most likely be based on a(n) _____. A. institutional analysis B. task analysis C. person analysis D. organization analysis E. instructional analysis

Behavior modeling is especially useful for improving A. technical skills. B. interpersonal skills. C. spatial skills. D. clerical skills. E. cognitive skills.

Keith and his team, employees of an online retailing company, are being trained on cyber surveillance and user security. As part of their training, they are working to identify a solution to the problem of cyber-phishing and data breaches. Which of the following forms of group-building methods is being employed by Keith's team? A. cross-learning B. action learning C. adventure learning D. virtual reality E. behavior modeling

The step in the career management process in which employees receive information about their skills and knowledge and where these assets fit into the organization's plans is called A. self-assessment. B. feedback. C. goal setting. D. action planning. E. data gathering.

Paul is the HR manager at FloGlow Inc., which is preparing for the launch of a new product line. The company needs to know how many new customer service representatives to add to help customers with questions and concerns about the existing and new products. To guide the company, Paul needs information about the number of employees currently providing customer service, the number likely to be in those jobs next year, and the number expected to move to other positions in the organization. The information will be easier to organize and interpret if Paul uses a(n) a) electronic recruiting process. b) transitional matrix. c) propensity analysis. d) due-process policy. e) multiple regression analysis.

b) transitional matrix.

Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed a) nepotism. b) employee referral. c) self-selection. d) internal recruitment. e) employment at will.

c) self-selection.

Nishi, a production manager at Havana Health, must predict future labor demand using information about inventory levels from the past three years. Nishi will most likely use __________ to predict the demand. a) yield ratio b) workforce utilization review c) trend analysis d) cost per hire e) capacity utilization analysis

c) trend analysis

Katie works in the human resource department at Zeus Corp. Her chief responsibilities include administering salaries, determining incentives, managing group insurance, and employee vacation and leave. Which human resource management function is being performed by Katie?

compensation and benefits Explanation: In this case, Katie is executing the HRM function of compensation and benefits. The responsibilities of the HRM function of compensation and benefits include wage and salary administration, incentive pay, insurance, vacation and leave administration, retirement plans, profit sharing, and stock plans.

Which responsibility is specifically associated with the HR function of employee relations?

conducting attitude surveys Explanation: The HR function of employee relations involves taking attitude surveys, managing labor relations, developing employee handbooks and company publications, ensuring labor law compliance, and relocation and outplacement services.

Belinda works at a leading restaurant. She is worried about making mistakes at her workplace, so she pays attention to details. She also prioritizes quality in her work. In the context of the DiSC assessment, she would most likely score high in

conscientiousness

The right of privacy is the right to

control what a person reveals about their private life. Explanation: The right of privacy holds that people have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities.

Gilbert, an HR manager at MaxNet Inc., hires 50 employees in five months. He has used different sources of recruitment to recruit these employees. He wants to know which kind of source delivered the most new hires for the money. To answer that question, Gilbert should determine the _____.

cost per hire

Allowing employees to take a full-time temporary position at another company is known as a(n) A. transfer. B. expatriate assignment. C. sabbatical. D. externship. E. lateral move.

Identify a guideline that helps increase the readability of training materials. A. replace concrete words with abstract words B. combine two or more sentences into one long sentence C. combine two or more paragraphs into one long paragraph D. add checklists and illustrations to clarify the text E. substitute written material for video, hands-on learning, or other nonwritten methods

Identify the correct statement regarding computer-based training. A. it is more expensive than classroom instruction B. it is difficult to customize for specific training needs C. it is not an interactive form of training D. it gives a company the flexibility in scheduling training E. it is now declining in popularity

Ricardo, the vice president of Salt Crumbs, is reviewing the development program for the company's middle managers. He notes that management development includes psychological profiles and mentors, as well as lateral moves to positions that give managers a broader view of the company. Ricardo would like to add a component of formal education. Which of the following options could be included in this new component? A. on-the-job training in the basics of managers' current jobs B. opportunities to sign up for sessions with a life coach C. a program of externships at local charities D. workshops involving business games and simulations E. 360-degree feedback

Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place is referred to as A. coordination training. B. experiential training. C. behavior modeling. D. cross-training. E. action learning.

Which of the following is true of the relationship between training and development? A. Training is future oriented, while development is focused on one's experiences in the past. B. Training prepares employees for management careers, while development is for learning entry level skills. C. Participation in training is voluntary, but most organizations require participation in development activities. D. The goal of training is preparation for the current job, while the goal of development is preparation for future job opportunities. E. Training is often an ongoing process, while development tends to be a short-term process.

Identify a disadvantage of using temporary and contract workers. a) Revocability of this method is more difficult than other methods of avoiding labor shortage. b) These kinds of workers cannot be hired through an agency. c) These methods are a relatively slow solution to labor shortage. d) These workers tend to be less committed to an organization. e) These workers work well in key jobs, but not in those jobs that supplement permanent employees.

d) These workers tend to be less committed to an organization.

Organizations carry out human resource planning to... a) reduce hiring of workers from colleges and universities. b) increase hiring costs to match industry standards. c) avoid taking risks. d) gain an advantage over competitors. e) replace technology with highly skilled workers.

d) gain an advantage over competitors.

If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim __________, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.

defamation

Tari is a human resource manager at a software company. She receives a call from an HR manager at another software company asking about Misha, a software engineer who used to work at the company and has applied for a job at the caller's company. Tari checks the company's records and sees that a co-worker had accused Misha of racial discrimination, but an investigation did not turn up any evidence to support the charge. Misha left the company two months later, saying she was no longer comfortable there. Tari is concerned about sharing the details of this situation with the caller. If telling the information to the caller leads to the other company not hiring Misha, what potentially unlawful behavior could Misha accuse the company of engaging in?

defamation

Which HR function involves offering programs through which employees acquire knowledge, skills, and behavior that improve their ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs?

development Explanation: Most organizations provide ways for their employees to broaden or deepen their knowledge, skills, and abilities through training and development. Development involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. Development programs often focus on preparing employees for management responsibility.

If a company, as part of its job redesign program, plans to set up teams to manufacture products, which program might it offer to help employees learn the ins and outs of effective teamwork?

development programs Explanation: Development involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. Development programs often focus on preparing employees for management responsibility. Likewise, if a company plans to set up teams to manufacture products, it might offer a development program to help employees learn the ins and outs of effective teamwork.

A move to a job with a similar level of responsibility within the same organization is called a(n) A. externship. B. promotion. C. downward move. D. upward move. E. lateral move.

The step in the career management process in which psychological tests, such as the Myers-Briggs Type Indicator and the Strong-Campbell Interest Inventory, are used is A. follow-up. B. reality check. C. goal setting. D. action planning. E. data gathering.

What is responsible for the shift in the job trend, from the use of narrowly defined jobs to the use of broadly defined jobs in organizations?

emphasis on innovation and quality Explanation: With many simple jobs, a company can easily find workers who can quickly be trained to perform the jobs at relatively low pay. However, greater concern for innovation and quality has shifted the trend to the use of more broadly defined jobs.

Employees realize that many companies are no longer able to provide long-term employment security. Instead, the employees now want

employability

A CEO learns that the company is perceived as low-value by customers. This CEO plans to combat this by hiring highly skilled and knowledgeable employees in order to improve the company's competitive standing. In this scenario, the CEO will most likely be hiring

employees with a core competency.

According to the philosopher Immanuel Kant, the right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic right of

free consent. Explanation: The right of free consent states that people have the right to be treated only as they knowingly and willingly consent to be treated. An example that applies to employees would be that employees should know the nature of the job they are being hired to do; the employer should not deceive them.

A selection method that is valid in other contexts beyond the context for which it was developed is known as a(n) __________ method.

generalizable

An Individual Coaching for Effectiveness program is designed to

help managers with dysfunctional behavior.

CareerBuilder and Monster are examples of which type of recruiting source?

help-wanted advertising

Anna Beth is dealing with labor shortage problems due to a sudden and temporary increase in orders prior to the holiday season. Among the following options, the fastest way to fix this problem is to

hire temporary employees

Carmella, an HR manager at Crexion Inc., is dealing with labor shortage problems due to a sudden increase in production levels at the company. Among the following options, the fastest way to fix this problem is to _____.

hire temporary employees

__________ refers to a process of systematically developing training to meet specified needs.

instructional design

At a firm that manufactures toys, several employees are on short-term disability, citing physical strain as the cause. An expert hired by the company investigates the situation and recommends investing in an ergonomics study of the work environment. In this scenario, the expert is recommending a study of the

interface between individuals' physiology and the characteristics of the physical work environment.

An HR manager observes that the number of employees quitting their jobs has been steadily increasing over the last six months. On closer inspection, he finds that a majority of the employees who quit were unhappy with the pay structures. The manager assesses the significance of each job to the organization, giving each job a dollar value. This helps him set up fair pay structures and retain valuable employees. What most likely relates to the task undertaken by this manager?

job evaluation

Faulkner and White Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. Which of the following should ideally be Faulkner and White's next step?

organization analysis

The employees at Herby Financial often complain that they are not provided feedback about their work. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which HR function does Herby Financial need to specifically improve upon to resolve the complaints put forth by its employees?

performance management Explanation: Herby Financial needs to specifically improve upon the performance management function of HR to resolve the employees' complaints. The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

James, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Jeff and Kevin. He asks the human resource department to help, and the department's training manager, Kelly, investigates. She tells James that the two subordinates lack interpersonal communication skills, but would be likely to improve with proper training. This scenario suggests that Kelly has conducted a(n) _____.

person analysis

An entrepreneur wants to hire a human resource professional who can help her make decisions about who will or will not be allowed to join her organization. In advertising for this professional, what term should she use to describe the process she wants help with?

personnel selection

In an attempt to motivate its current employees and to attract skilled professionals, Integrated Inc. decides to increase salaries as well as year-end bonuses for its best performers. Which HR function is demonstrated in this scenario?

planning and administering pay and benefits Explanation: The pay and benefits that employees earn play an important role in motivating them. A company that wants to provide an exceptional level of service or be exceptionally innovative might pay significantly more than competitors in order to attract and keep the best employees.

A national appliance manufacturer recruited 15 people as brand managers. They all took a test as part of the recruitment process. Three months after the recruitment, their test scores were analyzed along with their performance on the job to compare between the two factors. Which method of research is exemplified in this scenario?

predictive validation

By keeping employees' personal records confidential, an employer respects their right of

privacy Explanation: The right of privacy holds that people have the right to do as they wish in their private lives, and they have the right to control what they reveal about private activities.

Identify the process through which an organization seeks applicants for potential employment.

recruitment Explanation: Recruitment is the process through which an organization seeks applicants for potential employment. Organizations may use internal or external sources for their recruitment process.

Georgia Now conducts a comprehensive examination of its critical work techniques to increase its efficiency. The results of the examination are used to create a strategy to provide high-quality goods and services to the firm's customers. Which HRM practice is Georgia Now using?

reengineering

Steve applies for a job at Texel Inc. because his friend Dan, who is a manager there, prompts him to do so. In this scenario, Steve is a(n) _____.

referral

Claire is a human resource manager at Lewis Corp. She skillfully handles personal interactions with her staff and the other department managers. She is highly admired by others in the organization because she treats others with respect and builds trust. This scenario indicates Claire has strengths in the HR success competency of

relationship management. Explanation: In this case, Claire is displaying competency associated with relationship management. Relationship management involves handling the personal interactions necessary for providing services and supporting the organization's goals.

The concept of "human resource management" implies that employees are

resources of the employer. Explanation: The concept of "human resource management" implies that employees are resources of the employer.

Which of Kant's basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order?

right of freedom of conscience Explanation: Right of freedom of conscience implies that people have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms.

In __________, a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

role-plays

A senior journalist at a news agency goes on a temporary leave for six months and travels around different parts of South Asia during his leave. He records his travel experiences in a book and shares it with his colleagues upon his return. During his leave, he was also being paid by the organization. This is an example of a(n)

sabbatical

The parties with an interest in a company's success—typically, shareholders, the community, customers, and employees—constitute which members of the company?

stakeholders Explanation: Stakeholders of a company are the parties who have an interest in the company's success; typically, they include shareholders, the community, customers, and employees. Success at sustainability comes from meeting the needs of the organization's stakeholders, all the parties who have an interest in the organization's success.

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community, is called

sustainability. Explanation: Sustainability is broadly defined as an organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community. Sustainability seeks profits in ways that communities, customers, and suppliers will support in the long run.

task analysis

Compared with other forms of diversity training, which approach do trainees tend to respond to most positively?

teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that normally arise

Bishop Corp. is eliminating most of its desktop computer repair centers in Minnesota. Meanwhile, the demand for mobile device repair—a service it provides in Florida and New Jersey—is growing rapidly. An HR manager at the company's headquarters must plan to avoid a labor surplus in Minnesota in a fast and effective way. She wishes to do so with the least possible employee suffering in terms of layoffs and salary. Which strategy would best help her accomplish her goal?

transfers

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a

transitional matrix.

For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

true

Ergonomics reduces the physical strain on employees performing a job.

work redesign

Betty helped a sales manager place an ad on job boards and hire five new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

$40,000

Erica helped a sales manager place an ad on job boards and hire 5 new salespeople. She calculates that the total cost to recruit and select these employees was $200,000. What was the cost per hire for this recruiting effort?

$40,000

Which statement reflects a violation of the Age Discrimination in Employment Act?

A sixty-year old is given a pay cut based on the fact that he is older than other employees.

Identify the occupation that would typically employ interns. A. bricklayer B. journalist C. carpenter D. plumber E. welder

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?

working capital Explanation: As a type of resource, human capital means the organization's employees are described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.

Which scenario demonstrates a violation of the right of freedom of conscience in a workplace environment?

A supervisor coerces an employee to use unsafe practices to keep a project on schedule. Explanation: According to the right of freedom of conscience, people have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. A supervisor who demands that an employee do something that is unsafe or environmentally damaging may be violating this right if the task conflicts with the employee's values.

Which of the following statements is true of an apprenticeship?

An apprentice can earn an income while learning a trade.

Which of the following questions can be answered by performing a person analysis?

Are employees ready for training?

Which of the following is an internal source of recruitment? A. employee referrals B. job postings C. direct applicants D. personal interviews E. employment agencies

B. job postings

Which of the following actions associated with an OSHA inspection can result in criminal charges? A. missing the walkaround B. falsifying records subject to the inspection C. allowing conditions that lead to an employee's injury D. failing to notify the employer of an upcoming inspection E. seeking a restraining order from a U.S. District Cour

B: falsifying records subject to the inspection

Logan has joined a start-up manufacturing company as its human resource manager. One of his first responsibilities is to make sure the company complies with the OSH Act. Under this law, what records must Logan keep? A. a list of violations of the general-duty clause B. work-related injuries, plus an annual summary of employee illnesses C. work-related injuries and illnesses, with an annual summary of these D. schedule of employee-requested OSHA inspections E. responses to questions in OSHA's Small Business Handbook

C: work-related injuries and illnesses, with an annual summary of these

Crimson: a system that automates the process of administering and delivering training

The Age Discrimination in Employment Act protects only those workers who are over the age of _____. A. 30 B. 25 C. 20 D. 40 E. 35

D: 40

The Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____. A. women B. minors C. older employees D. individuals with disabilities E. minorities

D: individuals with disabilities

Liberty Eagle Enterprises has a policy statement making it clear that it does not tolerate sexual harassment. It set up an employee hot line for reporting harassment. When it received complaints about one of the maintenance workers, the company took action and corrected the problem immediately. However, two months later, it is receiving more complaints, this time about a supervisor on the night shift. What else should Liberty Eagle do to keep the workplace free from sexual harassment? A. modify the complaint procedure so employees don't overuse it B. wait to investigate the new complaints C. file a complaint with the Equal Employment Opportunity Commission D. train all employees to identify inappropriate workplace behavior E. broaden the policy to include harassment of men, not just women

D: train all employees to identify inappropriate workplace behavior

According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, which of the following refers to a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply? A. content analysis B. job analysis C. SWOT analysis D. utilization analysis E. applied behavior analysis

D: utilization analysis

Joe is the CEO of TexTel Inc., a company has a team-oriented culture in which people perform as groups and complete short-term projects to earn revenue. After studying his company's structure, Joe feels TexTel's current processes are inefficient. As a result, Joe decides to downsize the organization and then use the profits to enhance the organization's efficiency. What is a disadvantage of this approach?

Downsizing will interfere with the effectiveness of the organization's teamwork.

An OSHA inspector completed her inspection of a mining operation, including a walkaround and employee interviews. Then the OSHA inspector sought a restraining order from a federal court. What can you infer from this action by the inspector? A. the inspector is an attorney representing the employees of the mining company B. the inspector looked for violations of the general-duty clause C. the inspector is requesting to conduct a closing conference D. the inspector wants the company to have a reasonable time frame to correct violations E. the inspector found a violation that could cause serious injury or death

E: the inspector found a violation that could cause serious injury or death

Billy is starting a career in human resource management. He expected his first tasks would be giving employees access to information and enrollment forms for training, benefits, and other programs. However, he realized that HR employees are spending less time doing that kind of work. Which trend is behind that change?

Employees can now get such information through self-service.

Which statement is true about the HR profession?

HR generalists usually perform the full range of HRM activities. Explanations: HR generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations. The vast majority of HRM professionals have a college degree, and many also have completed postgraduate work. The typical field of study for HR professionals is business.

Holly is a member of the human resource department at Invert Corp. Setting a goal to enhance the firm's strategy, Holly works to attain it by understanding the current human resources. Through a series of surveys, interviews, and observations, she learns what talents the various departments of Invert Corp. are currently in need of, and attracts new human resources according to those requirements. What kind of HRM responsibility does this example illustrate?

HRM's responsibility to serve as a strategic partner Explanation: One way to define the responsibilities of HR departments is to think of HR as a business within the company with three product lines: administrative services and transactions, business partner services, and strategic partner. Being a strategic partner involves contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors.

What is a standard that human resource managers must satisfy for HRM practices to be ethical?

Human resource practices must result in the greatest good for the largest number of people. Explanation: For human resource practices to be considered ethical, they must satisfy three basic standards. First, HRM practices must result in the greatest good for the largest number of people. Second, employment practices must respect basic human rights of privacy, due process, consent, and free speech. Third, managers must treat employees and customers equitably and fairly.

Jayden, a manager, is rigid with his employees and does not allow them to voice their opinions or criticisms about their superiors. On the other hand, Tonya, another manager at the same firm, encourages her subordinates to communicate with her openly. Which statement uses basic rights to argue in favor of Tonya's practice over that of Jayden's?

It engages the employees in expressing constructive criticisms and opinions. Explanation: The right of freedom of speech states that people have the right to criticize an organization's ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization. Many organizations address this right by offering hotlines or policies and procedures designed to handle complaints from employees.

Which statement best describes evidence-based HR?

It is demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders. Explanation: Evidence-based HR refers to demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders (employees, customers, community, shareholders). This practice helps show that the money invested in HR programs is justified and that HRM is contributing to the company's goals and objectives.

Which statement best describes job design?

It is the process of defining the way work will be performed and the tasks that a given job requires. Explanation: Job design is the process of defining the way work will be performed and the tasks that a given job requires.

What is a characteristic of task analysis?

It is usually conducted along with person analysis.

NIS is a firm that builds information systems for banks and other financial institutions. In its presentations to prospective clients, the firm claims to have skilled employees. What does NIS mean by this?

Its employees have a high level of proficiency required to perform a particular task.

A software company is putting together a new team to work on the marketing strategies for its expansion project. In the context of using the "Big Five" personality traits for effective team building, which employees would be good additions to a team that encourages a strong and harmonious culture and is most likely to give the best results?

Kandy is very organized; Alia is very cooperative.

The HR department at a company recently developed and employed a certain test in the selection process for managers. After observing trends within the organization, the HR department concluded that the test was not a valid selection criterion. What most likely led to the observation that the test was not valid?

Managers who performed well on the tests performed poorly in their roles.

A company is automating processes so it can meet its demand with a smaller workforce. The CEO asks Nancy, the vice president of human resources, for advice on how to address the resulting labor surplus. Nancy studies the workforce and observes that many employees are in their 50s and 60s. Furthermore, these employees are the highest-paid workers in every job category. Based on this information, what should Nancy suggest as the most effective way of addressing the company's labor surplus?

Offer early retirement incentives to the employees in their 50s and 60s.

El Eram Inc. is automating processes so the company can meet its demand with a smaller workforce. The CEO asks Monica, the vice president of human resources, for advice on how to address the resulting labor surplus. Monica studies the workforce and observes that many employees are in their 50s and 60s. Furthermore, these employees are the highest-paid workers in every job category. Based on this information, what should Monica suggest as the most effective way of addressing El Eram's labor surplus?

Offer early-retirement incentives to the employees in their 50s and 60s.

In a work flow analysis

Outputs may be tangible or intangible products of the work processes.

Sophia, a manager at Mentor Corp., is responsible for workforce analytics in the organization. Her supervisor, Steve, argues it is an unnecessary expense as he believes that collecting employee-related information is just an administrative responsibility. Which statement, if true, would weaken Steve's argument?

Sophia identified subordinates who showed the potential to become leaders in the company based on the data. Explanation: Employee-related information is not just an administrative responsibility, thanks to computer tools. It also can be the basis for knowledge that gives organizations an edge over their competitors. They may engage in workforce analytics, which is the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. In this case, as Sophia enforced workforce analytics at Mentor Corp., it helped her spot subordinates who could be made leaders in the future with the data.

Which statement is correct about the HR responsibilities of supervisors?

Supervisors typically have responsibilities related to all the HR functions. Explanation: Supervisors typically have responsibilities related to all the HR functions. Job analysis and design; HR planning; interviewing job candidates and participating in hiring decisions; training employees; conducting performance appraisals and recommending pay increases; and playing a key role in employee relations are some of the ways in which supervisors participate in HR functions.

The simulation contained elements unlike those found in Ionia's work environment.

Xavier determines that his company spent $15,000 to hire 3 new programmers through employee referrals and another $75,000 to hire 5 new programmers through a private employment agency. Which of the following statements is correct about these recruiting efforts?

The cost per hire for referrals was lower, at $5,000 per hire.

Motorama, an automobile manufacturing company, had the largest number of its employees in the manufacturing sector last year. Instead of hiring more employees, the company decided to invest heavily in training its employees on automotive maintenance and design. Which belief has most likely led the company to make this decision?

The employees are the source of the company's success or failure. Explanation: Human capital means the organization's employees are described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. In other words, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system but the source of the company's success or failure. In this case, Motorama decided to invest heavily in training its employees on automotive maintenance and design instead of hiring more employees because employees are the source of the company's success or failure.

Henry works in the HR department of an advertising firm that has recently brought in employees specializing in analysis of large volumes of data about consumer behavior. The manager to whom these analysts report does not share their knowledge of quantitative methods but wants them to develop recommendations for better decision making. Henry is supporting the department by developing a form the manager will follow in measuring the analysts' performance. What kinds of performance measures should Henry focus on?

The form should measure outcomes, such as timely and useful recommendations, because the manager will not be able to evaluate specific technical behaviors. Explanation: Performance measures may emphasize observable behaviors (for example, answering the phone by the second ring), outcomes (number of customer complaints and compliments), or both. When the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. Henry should consult with the manager to identify the outcomes that are needed for the department's success.

The employees at a company acknowledge that their supervisor is excellent at his work, as he has received many accolades during his 40-year career. However, they claim he is a dysfunctional manager. When confronted, the supervisor argues that his work should speak for itself and the employees' opinions of his behavior are irrelevant. Which statement, if true, would support the employees' claim?

The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them.

Jarrod, one of the senior managers at United Inc., insists that the company supervisors handle employee relations as part of their jobs. Which statement strengthens Jarrod's argument?

The supervisors represent the company on a day-to-day basis. Explanation: In this case, Jarrod insists that the supervisors of United Inc. handle employee relations because supervisors play a key role in employee relations. They are most often the voice of management for their employees, and represent a company on a day-to-day basis.

Which statement about referrals is true?

The use of referrals can contribute to nepotism.

How do human resources professionals provide an organization with a sustainable competitive advantage?

They hire high-quality employees who provide a needed service as they perform many critical functions. Explanation: Human resources can provide companies with a sustainable competitive advantage because human resources are valuable, rare, inimitable, and irreplaceable. An organization realizes the potential of these human resources through the ways it practices human resource management.

Premiere Software is having difficulty filling all its positions for systems analysts. The company's human resource manager suggests introducing a kind of personnel policy known as a due-process policy. How is that most likely to help with recruitment?

This policy implies greater job security and concern for employees.

In general, all companies have to make decisions in three areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter.

True

Which of the following statements is true of simulators used in training? A. They must have elements identical to those found in the work environment. B. They cannot be used when the risks of a mistake on a job are great. C. They are used for on-the-job training. D. They are inexpensive to develop. E. They do not need constant updating.

_____ increases an employee's ability to move into jobs that may not yet exist. A. Development B. Qualification C. Physical appearance D. Personal background E. Ethnic culture

When two firms in one industry join together as one company in order to hold a greater share of the industry, it is referred to as

a consolidation

What is an HR dashboard?

a display of how the company is performing on specific HR metrics

The process of getting detailed information about jobs is referred to as

a job analysis. Explanation: Job analysis is the process of getting detailed information about jobs.

In the context of managing human resources, the process of __________ creates a buffer between planning and the actual selection of new employees. a) recruiting b) evaluating c) inducting d) outsourcing e) training

a) recruiting

A customer at Danielle, a French restaurant, complains to Jason, the owner, about a specialty dessert being unacceptable. Jason inspects the dessert and finds that brie, a type of cheese, is overripe. Jason questions the new pastry chef, Mario, who acknowledges he should have substituted another type of cheese for the brie. Jason analyzes the situation and concludes that Mario should be put through additional training to avoid such mistakes in the future. What type of analysis has Jason performed in this situation?

a task analysis

Why is temporary employment popular with employers? a) It gives employers flexibility in operations. b) It allows employers to comply with the requirements of affirmative action imposed by the government. c) The quality of work from temporary workers is usually far superior. d) It is the most effective strategy for key customer service jobs. e) Temporary workers are more committed to the organization.

a) It gives employers flexibility in operations.

What is true of companies that use a "lead-the-market" pay strategy? a) They pay more than the current market wages for a job. b) They have a recruiting disadvantage. c) They recruit fewer employees than needed and depend on overtime. d) They provide relatively better working conditions to employees compared to competitors. e) They usually have low pay, coupled with overtime and flex-time.

a) They pay more than the current market wages for a job.

According to the Job Characteristics Model, __________ reflects the degree to which a job allows an individual to make decisions about the way the work is carried out.

autonomy

Which of the following is the most accurate way to evaluate a training program? A. use only a pretest B. conduct pretests, train only part of the employees, then compare the trained employees to the untrained C. conduct pretests and posttests on all untrained employees D. use only a posttest E. check trainees' performance, knowledge, and attitudes only after they have completed the training program

Sean works in the human resource department of a well-known and highly respected maker of athletic equipment. He suggests that the company expand its recruiting by placing job advertisements on popular websites for job seekers. However, his supervisor says this has become a poor use of the company's recruiting dollars. Which is the most likely reason for the supervisor's objection? a) These types of websites are too difficult for most job hunters to use. b) The company will be flooded with applications from individuals who are barely qualified. c) Employers can't search these sites; only job seekers can conduct searches. d) The company will get very few applications, because job hunters read the ads slowly. e) Finding a match between job seekers and job vacancies is inefficient on these sites.

b) The company will be flooded with applications from individuals who are barely qualified.

Identify a benefit of applying statistical forecasting methods. a) They are particularly useful in dynamic environments. b) Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment. c) They are particularly useful in predicting important events that have no historical precedent. d) They are invariably better than the "best guesses" of experts. e) They can be used by organizations as a substitute for relying on the subjective judgments of experts.

b) Under the right conditions, they provide predictions that are much more precise than a human forecaster's subjective judgment.

Kevin, the CEO of MedImpact Inc., finds that the company needs to eliminate a labor surplus to avoid financial difficulties. To deal with this problem, he chooses a strategy that gives him fast results. However, the amount of suffering caused to employees is high. Kevin is most likely using the __________ strategy to reduce the labor surplus. a) early retirement b) downsizing c) natural attrition d) retraining e) hiring freeze

b) downsizing

What are the most widespread methods for eliminating labor shortages? a) downsizing and merging with other organizations b) hiring temporary workers and outsourcing work c) retrained transfers and turnover reduction d) overtime and new external hires e) overtime and retrained transfers

b) hiring temporary workers and outsourcing work

Jill is a recruiter for Kinnack Inc. When she interviews job candidates, she works hard to provide background information about the job's positive and negative qualities. She aims to be sure every detail is accurate, so that any employees hired will feel they got what they expected and will want to stay on with the company. Jill's behavior is an example of providing a a) yield ratio. b) realistic job preview. c) core competency. d) due-process policy. e) job posting.

b) realistic job preview.

During interviews for medical assistants at the mental health center, all the candidates are asked to talk about a time in the past when they had to empathize with an emotionally unstable person and help that person make rational decisions. This was to test whether the candidates would be able to assist frantic patients and help them make informed decisions. This is known as a(n) __________ interview.

behavior description

Hayden is the human resource manager at Silver Corp. He clearly understands the company's strategy. He has a solid understanding of business principles, and he applies these to help the HR department contribute to Silver's success. This scenario indicates that Hayden has competency in the area of

business acumen. Explanation: In this scenario, Hayden exhibits strength in the area of business acumen. Business acumen involves understanding how information can be used to support the organization's strategy. Behaviors include gaining and applying knowledge of business principles and how HR functions relate to business success.

How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?

by understanding the existing human resources and providing new ones Explanation: Contributing to a company's strategy through an understanding of its existing and needed human resources are ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors.

A(n) _____ involves moving an employee into a position with greater challenges, more responsibility, and more authority than in the previous job. A. appraisal B. demotion C. promotion D. transfer E. externship

According to your text, managers will be most likely to support training if A. there are no other solutions available for them to try. B. it is not overly expensive. C. it will solve a significant problem. D. they do not have to participate in it. E. it will result in minor improvements.

According to your text, which of the following work settings is most likely to benefit from team training? A. a technical support call center B. a stock brokerage firm C. a military brigade D. a research laboratory E. a group of school teachers

Cory, a physicist at HealthAir, recently received an award for several patents he earned that enabled the company to help slow climate change by reducing carbon emissions. Jamie, HealthAir's vice president of human resources, is eager to get news coverage of the Cory's award. She knows that, in addition to drawing positive attention to the company, the publicity will support recruitment. Which statement best supports Jamie's thinking? a) Publicity about HealthAir will create more opportunities for advancement within the company. b) A lead-the-market pay strategy requires that people be familiar with the company's track record. c) Creating the impression of HealthAir as a place where talented people make a difference can attract talented job candidates. d) People who learn about Cory's award will be less likely to expect that HealthAir has an employment-at-will policy. e) This kind of image advertising will give more people the impression that HealthAir is a fun place to work.

c) Creating the impression of HealthAir as a place where talented people make a difference can attract talented job candidates.

Fernando, a human resource executive, is meeting with the executive team to discuss the need to fill a soon-to-be-vacant position for vice president of the company's Medical Devices Division. Normally, he posts vacancies on the company's website, but he encourages the team to allocate funds to hire an executive search firm (ESF) for filling this position. Which statement best supports Fernando's recommendation? a) ESFs can more efficiently advertise the vacant position to a wide audience. b) ESFs are government-run agencies, so they offer low-cost services. c) ESFs provide confidentiality for employer and recruit, giving access to better candidates. d) ESFs specialize in writing effective print ads that give readers enough information. e) ESFs specialize in finding jobs for candidates who are currently unemployed.

c) ESFs provide confidentiality for employer and recruit, giving access to better candidates.

Which statement is correct regarding internal recruitment sources? a) Research indicates that most organizational positions are filled internally. b) Internal recruitment sources expose an organization to new ideas or new ways of doing business. c) Internal recruiting minimizes the possibility of unrealistic employee expectations. d) Employee referrals are the most common source of job applicants for internal recruitment. e) Internal sources are the most appropriate for specialized upper-level positions.

c) Internal recruiting minimizes the possibility of unrealistic employee expectations.

Identify the benefit of relying on internal recruitment sources. a) Internal candidates are likely to promote diversity in terms of race and sex. b) Internal applicants minimize the impact of political considerations in the hiring decision. c) Internal sources are generally cheaper and faster than other means. d) Internal sources expose an organization to new ideas or new ways of doing business. e) Current employees are well suited to recruit people for specialized upper-level positions.

c) Internal sources are generally cheaper and faster than other means.

Janet, an HR manager at SensNet Inc., hires employees who provide a specific set of knowledge and skills that will give her company advantage over its competitors. In the context of strategic planning, Janet is

hiring individuals with a core competency.

Which of the following best describes a phased-retirement program? a) It refers to laying off older employees in small batches. b) It refers to giving lucrative incentives to a large number of older employees to voluntarily retire. c) It refers to reducing both the number of hours older employees work as well as the cost of these employees. d) It refers to giving older employees a certain time limit to voluntarily retire. e) It refers to offering alternative work locations and work responsibilities to older employees.

c) It refers to reducing both the number of hours older employees work as well as the cost of these employees.

Which statement is true about referrals? a) Referrals fall under the category of internal sources of recruitment. b) The use of referrals tends to increase the likelihood of exposing an organization to different viewpoints. c) The use of referrals can contribute to nepotism. d) Referrals cost much more than other formal recruiting efforts. e) Referrals are the least preferred sources of new hires.

c) The use of referrals can contribute to nepotism.

Jacob, the CEO at Einstein Inc., learns that his company is perceived as low-value by customers. He plans to combat this by hiring highly skilled and knowledgeable employees in order to improve Einstein's competitive standing. In this scenario, Jacob will most likely be hiring a) outsourced employees. b) offshored employees. c) employees with a core competency. d) employees with a college degree. e) temporary workers.

c) employees with a core competency.

Berns Inc. hires Allen as a supervisor in the company. They have an implied understanding that both the employer and the employee have the right to end their relationship at any time they desire. In the context of personnel policies, the relationship between the company and Allen is based on the... a) promote-from-within policy. b) lead-the-market strategy. c) employment-at-will policy. d) nepotistic agreement. e) benevolent agreement.

c) employment-at-will policy.

The second step in human resource planning is a) forecasting labor shortage. b) forecasting labor surplus. c) goal setting and strategic planning. d) program implementation and evaluation. e) program goal setting.

c) goal setting and strategic planning.

What is a challenge associated with an outsourcing strategy? a) labor shortage b) increased cost c) quality-control problems d) lack of necessary technology e) diseconomies of scale

c) quality-control problems

Vino, an HR manager at Jacoby Beverages, identifies and attracts potential job seekers to his organization. In the context of HRM functions, Vino is carrying out the __________ process. a) promoting b) appraising c) recruiting d) forecasting e) disbanding

c) recruiting

__________ training remains the most widely used method of training in the workplace.

classroom

To test the validity of a selection test for advanced widget designers, a company administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by the company?

concurrent validation

Which of the following is the most accurate way to evaluate a training program?

conduct pretests, train only part of the employees, then compare the trained employees to the untrained

Luke heads the human resource department at a technology development company. There, he monitors trends of the labor markets within the industry. Studying the trends, Luke realizes the company is likely going to need more sources of employees skilled in robotics. He gathers information about the best robotics training programs in the regions where the company operates. Then he applies that information to build connections with selected schools, thereby resolving a recruitment problem before it becomes serious. This scenario illustrates Luke's competency in

critical evaluation. Explanation: This scenario illustrates Luke's competency in critical evaluation. That competency refers to the interpretation of information needed for making business decisions. Behaviors include gathering relevant data, applying statistical knowledge to understand the data, and finding root causes of problems.

Mindy, a manager at Savannah Grasse, observes that Mark is a slow learner and has not been able to grasp the nuances of his job responsibilities. She sees potential in Mark and decides to coach him. In this scenario, what role of a coach will Mindy be performing? A. making sure Mark only obtains feedback from her B. helping Mark accept the limits of mentoring relationships C. helping Mark learn on his own by providing problems and withholding solutions D. working one-on-one with Mark to teach him the necessary skills he needs E. encouraging Mark to take a sabbatical

The final step in the career management process is A. self-assessment. B. reality check. C. goal setting. D. action planning and follow-up. E. feedback.

_____ refers to a process of systematically developing training to meet specified needs. A. Role-play B. Recruitment C. Simulation D. Instructional design E. Organization analysis

Yoza Inc., a manufacturer of electronic goods, is experiencing financial losses. The company is also facing the problem of a labor surplus due to low demand for its products. In this context, what would be the best way for Yoza Inc. to deal with this labor surplus? a) The company must consider work sharing because it causes relatively less suffering to the employees. b) The company must choose an early retirement option because it gives an option to employees to voluntarily leave the organization with suitable monetary compensation. c) The company must freeze employee hiring and focus on natural attrition because it is a relatively fast way to reduce a labor surplus. d) The company must consider downsizing because it is the quickest way to deal with a labor surplus that results in financial losses. e) The company must consider retraining employees because it helps improve their interpersonal skills.

d) The company must consider downsizing because it is the quickest way to deal with a labor surplus that results in financial losses.

Jim applies for a job at Texture Inc. because his friend Chris, who is a manager there, prompts him to do so. In this scenario, Jim is a(n) a) direct applicant. b) natural applicant. c) neutral applicant. d) referral. e) executive search professional.

d) referral.

In the context of HR planning, implementation that ties planning and recruiting to an organization's strategy and to its efforts to develop employees becomes a complete program of a) reengineering. b) total quality management. c) benchmarking. d) talent management. e) workforce utilization.

d) talent management.

A nationwide logistics company has announced the opening of a new unit for the manufacturing division. Breana, the HR manager, has been asked to help determine what employees they will need to hire. She begins by defining how the work will be performed and what tasks will be required in each job. Breana is participating in job

design

A(n) _____ is a career that frequently changes based on changes in a person's interests, abilities, and values and in the work environment. A. prescribed career B. stable career C. flexible career D. established career E. protean career

According to the Myers-Briggs Type Indicator, what is true of individuals with a Sensing (S) preference? A. They enjoy surprises. B. They tend to rush into decision making. C. They tend to focus less on facts and more on possibilities and relationships among them. D. They focus on interpersonal relationships. E. They tend to gather the facts and details to prepare for a decision.

BottleCap Creations offers its employees a career management program in which they can take a variety of self-assessments. When employees complete these self-assessments, what is the organization's responsibility in the next stage of the career management process? A. setting short- and long-range career goals for the employee, in light of the reality check B. identifying the steps and timetable for reaching the goals in the employee's action plan C. identifying opportunities and personal areas needing improvement D. communicating to the employee what skills he or she could realistically develop in light of the opportunities available E. communicating to the employee the results of the performance evaluation and any development opportunities available

The _____ is a self-assessment tool that helps employees identify their occupational and job interests. A. Myers-Briggs Type Indicator B. Self-Directed Search C. leaderless group discussion D. Occupational Outlook Handbook E. Strong-Campbell Interest Inventory

The stage to prepare for evaluating a training program is A. before the request for proposal is developed. B. when the organization ensures readiness. C. after the program has been developed. D. during the implementation of the program E. when the program is being developed.

El Niro Inc. is automating processes so the company can meet its demand with a smaller workforce. The CEO asks Megan, the vice president of human resources, for advice on how to address the resulting labor surplus. Megan studies the workforce and observes that many employees are in their 50s and 60s. Furthermore, these employees are the highest-paid workers in every job category. Based on this information, what should Megan suggest as the most effective way of addressing El Niro's labor surplus? a) The workforce should be downsized, with layoffs focusing on the older employees. b) Retrain the older employees in order to make them work more productively. c) Provide performance-based pay to increase production output by the employees. d) Replace the employees with contract workers. e) Offer early retirement incentives to the employees in their 50s and 60s.

e) Offer early retirement incentives to the employees in their 50s and 60s.

Milo determines that his company spent $15,000 to hire three new programmers through employee referrals and another $75,000 to hire five new programmers through a private employment agency. Which statement is correct about these recruiting efforts? a) The cost per hire for the employment agency was lower, at $9,375 per hire. b) The cost per hire for the employment agency was lower, at $15,000 per hire. c) The cost per hire for referrals was lower, at $15,000. d) The cost per hire for referrals was lower, at $45,000. e) The cost per hire for referrals was lower, at $5,000 per hire.

e) The cost per hire for referrals was lower, at $5,000 per hire.

Which statement is true of executive search firms (ESFs)? a) They find new jobs almost exclusively for high-level, unemployed executives. b) They help organizations in on-campus recruiting. c) They help only entry-level and inexperienced employees to find jobs. d) They are agencies administered by the federal government or governmental organizations. e) They serve as a buffer, providing confidentiality between an employer and a recruit.

e) They serve as a buffer, providing confidentiality between an employer and a recruit.

Herbert, an HR manager at Maxtier Inc., hires 50 employees in five months. He used different sources of recruitment to recruit these employees. He wants to know which kind of source delivered the most new hires for the money. To answer that question, Herbert should determine the a) hiring conversion rate. b) prospective cost. c) return on investment. d) yield ratio. e) cost per hire.

e) cost per hire.

Trinkets Inc., a manufacturer of widgets, has entered into a contract with a third party to perform services related to processing orders, managing inventory levels, and shipping products to customers. The company is engaged in a) offshoring. b) consolidating. c) licensing. d) acquiring. e) outsourcing.

e) outsourcing.

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a a) labor review. b) trend analysis. c) forecast. d) leading indicator. e) transitional matrix.

e) transitional matrix.

Lana is filling out an application form for the position of an elementary school teacher. While she is filling it out, she comes across a section that asks for information about her high school and college courses and grades. Which section of the application form is being referred to here?

educational background

Roger, the manager of a car dealership, finds it impossible to train his mechanics on the details of every potential repair problem because of the increasing complexity and variety of today's automobiles. Hence, he provides them with a training program that will familiarize them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program will let the mechanics seek expert advice through an online computer application. Which of the following learning approaches is being implemented by Roger?

electronic performance support system

Steve, the CEO at Winsfeld Inc., learns that his company is perceived as low-value by customers. He plans to combat this by hiring highly skilled and knowledgeable employees in order to improve Winsfeld's competitive standing. In this scenario, Steve will most likely be hiring

employees with a core competency.

Michael, an employee at a book publishing company, is unhappy with his company's existing project management system. He decides to communicate this to the top management by expressing his complaints in an email. According to the work of philosopher Immanuel Kant, Michael is applying his right of

freedom of speech. Explanation: In this case, Michael applied his right of freedom of speech. According to the work of philosopher Immanuel Kant, every person has certain basic rights. One of them is right of freedom of speech. According to this right, people have the right to criticize an organization's ethics if they do so in good conscience and their criticism does not violate the rights of individuals in the organization.

According to the SHRM competency model, which competency is part of the interpersonal cluster?

global and cultural effectiveness Explanation: The Society for Human Resource Management has defined sets of knowledge and skills associated with success, grouping these into nine categories it calls HR success competencies. These fall into four clusters of competencies: technical, interpersonal, business, and leadership. The interpersonal cluster includes relationship management, communication, and global and cultural effectiveness.

Sasha heads the human resource team at Ensured Corp., a marketing firm with a diverse group of employees in three countries. She has knowledge about the cultures of the employees and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all her employees bring different strengths to the company, and she helps to foster a climate in which all are encouraged to contribute. This scenario illustrates Sasha's competency in the area of

global and cultural effectiveness. Explanation: This scenario illustrates Sasha's competency in global and cultural effectiveness. This competency means valuing and considering various people's perspectives. Behaviors include acquiring knowledge of other cultures, resolving conflicts, and supporting inclusiveness so that all can contribute to their fullest.

What is one of the four principles that guides how ethical companies act?

have a sense of purpose or vision that employees value and use in their day-to-day work Explanation: Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company. Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person's interests count as much as their own.

A production manager is expecting a labor shortage for a short period of time. He would like to avoid it with a strategy that can be easily eliminated in the future when there is optimal labor available for work. Which option for avoiding a labor shortage would be the right solution for this manager?

hiring temporary employees

Britt, a production manager at Frelix Inc., is expecting a labor shortage for a short period of time. He would like to avoid it with a strategy that can be easily eliminated in the future when there is optimal labor available for work. Which of the following options for avoiding a labor shortage would be the right solution for Britt?

hiring temporary employees

Twyla is a benefits specialist at McCallister Manufacturing. She negotiates contracts for insurance, retirement plans, and other employee benefits in order to get the best possible deal while meeting all legal requirements. She understands the details of each benefit and is able to help employees understand the value of their benefits. This scenario illustrates Twyla's competency in the area of

human resource expertise. Explanation: This scenario illustrates Twyla's human resource expertise. This competency essentially involves understanding and carrying out the functions of human resource management. These behaviors involve using HR technology, applying policies and procedures, and keeping up-to-date on HR laws.

Which responsibility is specifically associated with the HR function of support for strategy?

human resource planning and forecasting Explanation: Human resource planning and forecasting, talent management, and change management help provide support for an organization's overall strategy.

Instabin Inc., a company in the recycling business, has revamped its management and business criteria. It has also added new objectives that would require recruitment of new and skilled labor. The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm. This responsibility of the HR department is known as

human resource planning. Explanation: This responsibility of Instabin's HR department is known as human resource planning. Human resource planning involves identifying the numbers and types of employees an organization will require in order to meet its objectives. Using these estimates, the human resource department helps the organization forecast its needs for hiring, training, and reassigning employees.

In order to cultivate a favorable picture of the organization, Rhodes Group, a financial services corporation, advertises itself to potential applicants by using the slogan, "Investing in you no matter what road you take." This scenario is an example of _____ advertising.

image

A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hours-a-week schedule for the past two years. The company just received a large contract from a Chinese company that is opening offices in the area. The Chinese company has given a month's time for completion of its order. To complete the contract in the required one month, the furniture company needs additional skilled labor on short notice. Which strategy might the company use if it wants to avoid this short-term labor shortage while finding a simple and cost-effective solution?

overtime

A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hours-a-week schedule for the past two years. The company just received a large contract from a Japanese company that is opening offices in the area. The Japanese company has given a month's time for completion of its order. To complete the contract in the required one month, the furniture company needs additional skilled labor on short notice. Which of the following strategies might the company use if it wants to avoid this short-term labor shortage while finding a simple and cost-effective solution?

overtime

Sully conducts an interview with Mason for a job as regional sales manager. During the course of the interview, she has Mason take a written test that assesses Mason's integrity by asking him about his attitude toward shoplifting and his own experiences with shoplifting, if any. Which test is Sully conducting?

paper-and-pencil honesty test

Abby works at Trader Inc. Her primary role in the company is to create self-rating, job-related questionnaires for the employees. Which human resource management practice is being performed by Abby?

performance management Explanation: In this scenario, Abby is involved in performance management. The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance.

Which term refers to the process of ensuring employees' activities and outputs match an organization's goals?

performance management Explanation: The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

While applying for the position of administrative assistant, a candidate was asked to provide the name and phone number of her previous supervisor. She was also provided the alternative of presenting a letter from her previous supervisor vouching for her performance on the job. Which tool used in the initial selection process is illustrated in this case?

refernces

Ralph works at Delta Corporation. He is responsible for identifying individuals with skills required for the various roles in the organization. Which human resource management practice is being performed by Ralph?

selection Explanation: In this scenario, Ralph is involved in selecting potential employees for his organization. Selection refers to the process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as

selection. Explanation: Selection refers to the process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

Charry was pretty sure she wanted to work at Hogs Foot Brewery after she read the ad for an open position and researched the company. She concluded she was enough of a fit with the vacant position to warrant submitting an application. This process is termed

self-selection

Heidi, a local farmer, buys her equipment exclusively from the manufacturer Farm Supply Inc. Because of this, Heidi is affected by Farm Supply Inc.'s operations. This indicates that Heidi is

stakeholder. Explanation: Stakeholders are all the parties who have an interest in the company's success (typically, shareholders, the community, customers, and employees). In this case, Heidi is a stakeholder because she purchases her equipment from Farm Supply Inc. This means she has an interest in the success of the company.

What term refers to a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers?

talent management Explanation: Talent management is a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. When managers are clear about the kinds of people they will need to achieve an organization's goals, talent management combines recruiting, selection, training, and motivational practices to meet those needs.

Identify the main purpose of diversity training programs that focus on attitudes.

to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

What term describes a planned effort to enable employees to learn job-related knowledge, skills, and behavior?

training Explanation: Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. For example, many organizations offer safety training to teach employees safe work habits.

Filler Mayo Inc. recognizes the need for providing on-the-job training to employees whose technical skills are lacking. The company's HR department is tasked with coordinating the entire training process. This function of the HR department at Filler Mayo is called _____.

training administration

__________ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned.

transfer of training

Renton Inc. is phasing out its desktop computer repair center in Wisconsin. Meanwhile, the demand for repair of mobile devices—services it provides in Georgia and New Mexico—is growing rapidly. Betty, a human resource specialist at Renton headquarters in Atlanta, must plan to avoid a labor surplus in Wisconsin in a fast and effective way. She wishes to do so with minimal employee suffering in terms of layoffs and salary. Which of the following strategies would best help Betty accomplish her goal?

transfers

James is the HR manager at Flenzel Inc., which is preparing for the launch of a new product line. The company needs to know how many new customer service representatives to add to help customers with questions and concerns about the existing, and new, products. To guide the company, James needs information about the number of employees currently providing customer service, the number likely to be in those jobs next year, and the numbers expected to move to other positions in the organization. The information will be easier to organize and interpret if James uses a(n) _____.

transitional matrix

Ron, an HR manager at Franton Inc., is preparing for a 5 percent increase in the production labor force next year. To do this, he needs to determine what the current number of production employees is and how the number is likely to change by the end of the year. To help with this analysis, Ron should use a _____.

transitional matrix

Evie is preparing for a 5 percent increase in production at her company next year. She needs to determine the current number and categories of production employees and how this is likely to change by the end of the year so she can staff for the increased production needs. To help with this analysis, Evie should use a

transitional matrix.

Luis is an HR manager preparing a message to his company's employees, explaining the company's new policy of valuing diversity. Which of the following statements should he use to express the best business case for valuing diversity? A. A diverse workforce makes the company more competitive by providing insights into its diverse customers. B. A diverse workforce is necessary to stay out of legal trouble related to equal employment opportunity. C. Valuing diversity takes many forms, including affirmative action and rewards for demonstrating respect. D. Valuing diversity need not be limited to employees in categories protected by law. E. Valuing diversity involves administrative decisions for the human resource department.

A. A diverse workforce makes the company more competitive by providing insights into its diverse customers.

What is the first step in the human resource planning process? A. forecasting B. goal setting C. program implementation D. performance evaluation E. program evaluation

A. forecasting

Tom Fender has worked for a small chemical manufacturing company for the past 10 years. As of late, he and the other workers have developed minor respiratory problems. They confronted management demanding proper ventilation at the factory because inhaling chemical fumes continuously could prove fatal. If management does not respond to their demands, they could sue the company under the _____. A. Occupational Safety and Health Act B. Equal Pay Act of 1963 C. Title VII of the Civil Rights Act of 1964 D. Americans with Disabilities Act E. Age Discrimination in Employment Act

A: Occupational Safety and Health Act

Victoria is a human resource specialist. To gain competency in her field, she keeps up with business news related to human resource management. One area of the news she pays attention to is coverage of the cases the Supreme Court hears each year. Why would stories about the Supreme Court be relevant for Victoria's career? A. The Supreme Court may issue rulings that interpret employment law. B. The Supreme Court may pass laws regulating employment practices. C. The Supreme Court may issue executive orders related to employee safety. D. The Supreme Court may require federal contractors to engage in affirmative action. E. Decisions made by the Supreme Court cannot be overturned by the federal government.

A: The Supreme Court may issue rulings that interpret employment law.

Which of the following refers to an organization's active effort to find opportunities to hire or promote people in a particular group? A. affirmative action B. disparate impact C. reasonable accommodation D. reverse discrimination E. adverse impact

A: affirmative action

An accounting firm is in the processing of interviewing candidates for the position of receptionist. A job candidate arrives at an interview accompanied by a service dog. Which of the following actions by an employer would best meet the requirements of equal employment opportunity? A. describing job requirements and asking the employee how she would meet them B. telling the candidate politely that a blind person can't be a receptionist C. explaining that the company has a no-pets rule D. making every possible accommodation for this person, at any cost E. hiring the candidate, whether or not she is qualified for the job

A: describing job requirements and asking the employee how she would meet them

Identify the type of case where most of the debate focuses on discriminatory consequences and the plaintiff need not prove an employer's intent to discriminate. A. disparate impact B. disparate treatment C. reasonable accommodation D. affirmative action E. corrective action

A: disparate impact

Which of the following actions is one of the ways in which the executive branch helps create the legal environment for human resource management? A. filing suit against violators of equal opportunity laws B. enacting laws governing worker safety and health C. interpreting federal laws D. overturning Supreme Court decisions E. holding trials concerning violations of equal opportunity laws

A: filing suit against violators of equal opportunity laws

Under the Uniformed Services Employment and Reemployment Rights Act of 1994, employers must reemploy workers who left jobs to fulfill military duties for up to _____ years. A. five B. eight C. six D. seven E. nine

A: five

Identify the method that breaks down jobs into basic elements to rate them for their potential for harm or injury. A. job hazard analysis technique B. utilization analysis C. technic of operations review D. action plan analysis E. diversity plan

A: job hazard analysis technique

Alyssa thinks that her company is discriminating against a particular group of employees by denying them seniority or promotions. She expresses her concern to a senior human resources manager. This method of expressing concern about an instance of illegal employment through proper channels is known as _____. A. opposition B. retaliation C. participation in a proceeding D. discrimination E. affirmative action

A: opposition

Name the executive department that is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the Occupational Safety and Health Act. A. the Department of Health B. the Department of Commerce C. the Department of Justice D. the Department of Labor E. the Department of Homeland Security

A: the Department of Health

Which statement best describes outsourcing? A. It refers to using a temporary or contract employee to fill a single job vacancy. B. It refers to contracting with another organization to perform a broad set of services. C. It refers to moving operations away from the home location to decrease cost savings. D. It refers to finding cheap resources in another country to gain a competitive advantage. E. It refers to buying the necessary raw materials needed to conduct business from external suppliers.

B. It refers to contracting with another organization to perform a broad set of services.

Which of the following best describes a phased-retirement program? A. It refers to offering alternative work locations and work responsibilities to older employees. B. It refers to reducing both the number of hours older employees work as well as the cost of these employees. C. It refers to laying off older employees in small batches. D. It refers to giving lucrative incentives to a large number of older employees to voluntarily retire. E. It refers to giving older employees a certain time limit to voluntarily retire.

B. It refers to reducing both the number of hours older employees work as well as the cost of these employees.

The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else an organization communicates with employees is referred to as A. a workforce utilization review. B. job posting. C. direct sourcing. D. employment referral. E. external hiring.

B. job posting.

After filing a discrimination complaint with the Equal Employment Opportunity Commission (EEOC) or other governmental agency, how long will an individual have to wait before having the right to sue in federal court? A. 30 days B. 60 days C. 10 days D. 20 days E. 40 days

B: 60 days

Which of the following requires the federal government to base all its employment policies on merit and fitness? A. Executive Order 11246 B. Executive Order 11478 C. The Civil Rights Act of 1866 D. The Civil Rights Act of 1871 E. The Rehabilitation Act of 1973

B: Executive Order 11478

Given that the National Institute for Occupational Safety and Health (NIOSH) has published numerous standards, what is the significance of the OSH Act's general-duty clause? A. It is extremely significant, because NIOSH standards are for government workers only. B. It is very significant, because NIOSH cannot anticipate all possible hazards. C. It is somewhat significant, because companies may not understand the NIOSH standards. D. It is slightly significant, because eventually the NIOSH standards may replace the general-duty clause. E. It is not at all significant, because the NIOSH standards have taken the place of the general-duty clause.

B: It is very significant, because NIOSH cannot anticipate all possible hazards

Chelsea is a human resource manager at a construction company. Allison, an employee from one of the job sites, told Chelsea she is upset because her site supervisor has been flirting and asking her to go out with him, even after she asked him to stop. Chelsea meets with the supervisor and tells him the company could be sued for violating anti-discrimination laws. The supervisor says, "Aw, Allison knows I'm just joking! No worries, I'll give her a big raise when her performance review comes up, and then she'll know I'm a nice guy." Which of the following points does Chelsea need to stress with the supervisor? A. The supervisor needs to give Allison a raise immediately, to calm the situation. B. Sexual harassment includes conduct that creates an offensive work environment. C. Sexual harassment includes physical contact. D. Sexual harassment includes requiring sexual favors as a basis for employment decisions. E. The supervisor must report his conduct to the Equal Employment Opportunity Commission.

B: Sexual harassment includes conduct that creates an offensive work environment.

Which of the following is true about Title VII of the Civil Rights Act of 1964? A. The act permits employers to hire job applicants belonging exclusively to a particular nationality. B. The act applies to organizations with 15 or more employees. C. The act permits employers to retaliate against employees participating in a proceeding against an employer. D. The act protects employers from an employee's opposition to an alleged illegal employment practice. E. The act permits employers to hire an individual based on his or her gender and race in the absence of a bona fide occupational qualification (BFOQ).

B: The act applies to organizations with 15 or more employees.

Sam leaves an organization for three years to fulfill military duties. Which of the following observations is true of his employer's obligation to reemploy Sam under the Uniformed Services Employment and Reemployment Rights Act? A. The employer is not obligated to reemploy Sam. B. The employer must reemploy Sam with the same seniority and status he would have earned if his employment had not been interrupted. C. The employer must reemploy Sam, but is exempted from providing him any fringe benefits or retirement benefits. D. The employer must implement an early-retirement incentive program for Sam. E. The employer must reemploy Sam with a lower pay scale to compensate for his absence.

B: The employer must reemploy Sam with the same seniority and status he would have earned if his employment had not been interrupted.

William, an employee with the U.S. Postal Service, was deployed to Afghanistan to serve in the U.S. Army for two years. After the completion of his military duties, he resumed work at the post office. He was reemployed with an increase in pay. Which of the following laws protected William by requiring that his employer reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during the time of his deployment? A. Vocational Rehabilitation Act B. Uniformed Services Employment and Reemployment Rights Act (USERRA) C. Americans with Disabilities Act (ADA) D. Age Discrimination in Employment Act (ADEA) E. Occupational Safety and Health Act

B: Uniformed Services Employment and Reemployment Rights Act (USERRA)

Megan is starting a new business and is worried about OSHA regulations because she has often heard that they are extremely complex. Which statement offers Megan the best advice for meeting the requirements of the OSH Act? ' A. Don't worry about the regulations, because they apply only to large companies. B. Use the "Compliance Assistance Quick Start" on OSHA's website. C. Contact the Department of Labor to set up an appointment with a business representative. D. Use the job hazard analysis technique to meet all the requirements. E. Memorize the occupational health and safety standards published by NIOSH.

B: Use the "Compliance Assistance Quick Start" on OSHA's website.

The Americans with Disabilities Act protects individuals who A. are obese. B. are severely disfigured. C. engage in substance abuse. D. are left-handed. E. are nearsighted.

B: are severely disfigured.

Which of the following statements is TRUE of a bona fide occupational qualification? A. it is considered illegal by a court B. it is a necessary qualification for a job C. it is strictly prohibited by organizations D. it is a preferred qualification for the job E. it is used to deem disparate treatment illegal

B: it is a necessary qualification for a job

Big City Grocers, an international company, opens a store in a town predominantly populated by a particular racial group. While recruiting employees for the store, it uses a test in the selection process that favors that same racial group. When questioned about the selection procedure, the management reasons that the customers are more comfortable with employees of their own race. In the context of the legal standards of selection, what is an accurate statement?

Big City Grocers' actions during the selection process violate the Civil Rights Act of 1991 because customer preference is not a justifiable reason for discriminatory practices.

What is a step a downsized company can take to counter negative employee emotions?

Build confidence in the company's plans for a stronger future.

People who apply for a vacancy without prompting from an organization are referred to as A. internal applicants. B. natural applicants. C. direct applicants. D. neutral applicants. E. referred applicants.

C. direct applicants.

Florence, a marketing executive in her late thirties, had worked at a reputable marketing firm for the last three years. However, she was fired from the company without any prior notice when she collapsed at work after experiencing an epileptic seizure. Following this, Florence sued the company under _____. A. Executive Order 11246 B. Rehabilitation Act of 1973 C. Americans with Disabilities Act D. Occupational Safety and Health Act E. Executive Order 11478

C: Americans with Disabilities Act

Under the Occupational Safety and Health Act's Hazard Communication Standard, organizations must have _____ for chemicals that employees are exposed to. A. EEO-1 forms B. white papers C. material safety data sheets D. standard operating protocols E. action reports

C: material safety data sheets

Select the case that would most likely be filed under disparate impact. A. Hakeem is not permitted to train on a new manufacturing machine because he has not yet completed his company's mandatory workplace safety training course. B. Betsy's coworker, Candice, is up for a promotion. Both were hired at the same time for the same entry-level accounting positions, and both have the same level of education. However Candice consistently seeks to take on additional responsibilities, while Betsy barely turns her own work in on time. C. Chantel wants to be part of her local police force. Both men and women are encouraged to apply, but Chantel discovers the force has a minimum height requirement of 5'10''. She is 5'6''. D. Ralph is reviewing applications for an open position at his company. One step in the hiring process requires him to investigate conviction records for all of the job applicants. E. Heather, an HR employee at a university, is putting together a job listing for an open faculty position. Her listing specifies that interested applicants must have a doctoral degree.

C: Chantel wants to be part of her local police force. Both men and women are encouraged to apply, but Chantel discovers the force has a minimum height requirement of 5'10''. She is 5'6''.

Carmen, a Hispanic female in the accounting department of a large retail chain, believes she has been the victim of race and sex discrimination. Why can't she turn to the Office of Federal Contract Compliance Programs (OFCCP) for assistance with this problem? A. The injury to Carmen is under the $50,000 threshold. B. The OFCCP protection does not cover sex discrimination. C. Her employer doesn't have contracts with the federal government. D. A retail chain would not be affected by federal anti-discrimination laws. E. Her company does not have an affirmative-action plan on file.

C: Her employer doesn't have contracts with the federal government.

Identify the statement that accurately represents the Americans with Disabilities Act. A. It permits an employer to cut down on fringe benefits of individuals with disabilities. B. It permits discrimination in areas such as layoffs and leaves. C. It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation. D. It classifies a person who needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty as disabled. E. It is used to protect individuals with conditions such as obesity and substance abuse.

C: It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.

What is the legal basis for considering sexual harassment to be illegal discrimination? A. It is a threat to workplace safety. B. It is a form of disability-related discrimination. C. It is a form of sex discrimination. D. It is a form of age discrimination. E. It is a form of workplace violence.

C: It is a form of sex discrimination.

Identify the correct statement regarding reasonable accommodation. A. Reasonable accommodation is the same as reverse discrimination. B. Reasonable accommodation exclusively compensates for the poor educational background that hampers the progress of employees. C. Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs. D. Reasonable accommodation is provided on a homogeneous basis without the provisions being tailored to the individual needs of employees. E. Reasonable accommodation is provided by an organization even if the requisite changes create undue hardship on the organization.

C: Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs.

Reese's use of illegal drugs limits her ability to walk properly. The elevator at her office was not working for many months, so Reese needed to climb two flights of stairs and had difficulty getting to her desk. She tried suing her company under the Americans with Disabilities Act, arguing that her company discriminates against individuals who cannot perform major life activities. Which of the following would weaken Reese's argument? A. Reese is not a senior employee. B. The ADA prohibits discrimination only against workers who are over the age of 40. C. The ADA does not cover conditions of substance abuse. D. Reese is not pregnant. E. The ADA applies only to the decisions or actions of the government.

C: The ADA does not cover conditions of substance abuse.

_____ granted all persons the same property rights as white citizens, as well as the right to enter into and enforce contracts. A. The Thirteenth Amendment B. The Fourteenth Amendment C. The Civil Rights Act of 1866 D. Title VII of the Civil Rights Act E. Executive Order 11246

C: The Civil Rights Act of 1866

Emma, a 24-year-old Hispanic woman, pressed charges of sexual harassment against Jonathan, a politician. The case became sensational because the accused was one of the strongest candidates in the upcoming elections. In the case's final stage, the United States Supreme Court issued a verdict that cleared Jonathan of all charges on the grounds of lack of evidence. The ruling spurred angry protests from many interest groups, especially Hispanic women, and they wanted the verdict reversed. According to the prevalent system, which among the following would overturn the verdict in this case? A. a mass petition from the public B. an appeal from the minority population C. a law passed by Congress D. a ruling by the Equal Employment Opportunity Commission E. a petition from the United States Women Rights Council

C: a law passed by Congress

At a supermarket chain, back injuries are a recurring problem around the loading docks, because employees in a rush forget to use proper lifting techniques. How could safety posters help the company improve safety? A. by establishing direct communications between supervisors and their employees B. by creating a paper trail to document a history of the employer's concern C. by serving as a constant reminder of how to lift safely D. by replacing mobile devices, which should not be present on a loading dock E. by delivering a message that varies based on employees' languages and age groups

C: by serving as a constant reminder of how to lift safely

A _____ refers to an agreement between the Equal Employment Opportunity Commission and an organization that the organization will cease certain discriminatory practices and possibly institute additional affirmative-action practices to rectify its history of discrimination. A. trust agreement B. good faith bargaining C. consent decree D. letter of indemnity E. judicial estoppel

C: consent decree

Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as _____. A. sexual discrimination B. affirmative action C. disparate treatment D. reasonable accommodation E. reverse discrimination

C: disparate treatment

An automobile painting facility experienced a breakdown in one of its ventilation fans, causing a buildup of fumes. What must the facility do in this situation to meet the employee rights under the OSH Act? A. request an OSHA inspection B. provide an employee representative for an OSHA inspection C. promptly inform the affected employees about their exposure to hazards D. follow the steps in OSHA's "Compliance Assistance Quick Start" E. levy fines for safety violations

C: promptly inform the affected employees about their exposure to hazards

After a large fire at Rowen Mills Inc., the company called the employees together at the facility to investigate the incident. Management began by asking each of the employees to describe their understanding of what happened. Once all employees had given their views individually, they discussed the situation until they could agree on the single systemic failure that caused the fire. Which of the following methods is Rowen Mills using? A. operations cycle review B. standard protocol review C. technic of operations review D. job hazard analysis technique E. utilization analysis

C: technic of operations review

Select the method that promotes safety by determining which specific element of a job led to a past accident. A. reasonable accommodation B. affirmation action C. technic of operations review D. job hazard analysis technique E. utilization analysis

C: technic of operations review

Which of the following is the most comprehensive U.S. law regarding worker safety? A. the Thirteenth Amendment B. the Fourteenth Amendment C. the Occupational Safety and Health Act D. the Rehabilitation Act of 1973 E. the Civil Rights Act of 1991

C: the Occupational Safety and Health Act

What is the name of the agency that is responsible for enforcing the executive orders that cover companies doing business with the federal government? A. the Occupational Safety and Health Administration B. the National Institute for Occupational Safety and Health C. the Office of Federal Contract Compliance Programs D. the Equal Employment Opportunity Commission E. the Federal Department of Employment and Workplace Relations

C: the Office of Federal Contract Compliance Programs

Which of the following agencies is primarily responsible for enforcing the laws passed by Congress? A. the U.S. House of Representatives B. the U.S. Senate C. the executive branch of the government D. the legislative branch of the government E. the U.S. Cabinet

C: the executive branch of the government

A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job, of which 40 are black and 50 are white. Assuming that the company decides to hire 10 blacks and 25 whites, what can be inferred using the four-fifths rule? A. 0.5 < 0.8; this indicates that there is no evidence of discrimination. B. 2 > 0.8; this indicates that there is evidence of discrimination. C. The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence, there is no evidence of discrimination. D. 0.5 < 0.8; this indicates that there is evidence of discrimination. E. 2 > 0.8; this indicates that there is no evidence of discrimination. The four-fifths rule finds evidence of discrimination. If an organization's hiring

D: 0.5 < 0.8; this indicates that there is evidence of discrimination.

Identify the case in which disparate treatment is considered legal. A. In a particular retail outlet, male workers are employed to handle the sales. B. In an electrical company, male workers are exclusively employed to work as electricians. C. In a vehicle manufacturing company, male workers are exclusively employed in all departments. D. In a certain shopping mall, female workers are exclusively employed to clean the women's restroom. E. In a particular hospital, only female nurses are appointed.

D: In a certain shopping mall, female workers are exclusively employed to clean the women's restroom.

Select the statement that characterizes the Civil Rights Act of 1991. A. It limits damage claims to attorney's fees and costs. B. It requires violators to pay punitive damages that specifically cover emotional pain and suffering. C. It prohibits violators from paying compensatory damages. D. It limits the maximum punitive damages allowed depending on the size of an organization. E. It limits the maximum punitive damages to $50,000 for all organizations even if the discrimination was intentional.

D: It limits the maximum punitive damages allowed depending on the size of an organization.

Identify the statement that characterizes the Age Discrimination in Employment Act. A. It favors the idea of coercing employees to accept early-retirement incentives. B. It permits an employer to reduce the fringe benefits to all employees over 40. C. It permits companies to lay off older workers when the economy is slow. D. It outlaws making employment decisions based on a person's age being over 40. E. It recommends early-retirement incentive programs wherein employees agree not to sue the company for ageism.

D: It outlaws making employment decisions based on a person's age being over 40.

Which of the following is true about avoiding discrimination? A. A bona fide occupational qualification is a merely preferred qualification for performing a job. B. Proving disparate impact in court requires showing an employer's intent. C. Proving disparate treatment in court does not require the plaintiff showing an employer's intent. D. Reasonable accommodation is provided subject to the condition of undue hardship. E. If the four-fifths rule is satisfied, substantial evidence of discrimination exists.

D: Reasonable accommodation is provided subject to the condition of undue hardship.

Which of the following actions could be an example of how the Occupational Safety and Health Administration plays a role in the legal environment for human resource management? A. passing laws to protect workers' safety and health B. holding trials concerning alleged violations of its regulations C. holding trials concerning alleged violations of the Occupational Safety and Health Act D. filing lawsuits against alleged violators of the Occupational Safety and Health Act E. issuing executive orders related to worker safety and health

D: filing lawsuits against alleged violators of the Occupational Safety and Health Act

A meatpacking facility has been neglecting employee health and safety. If employees contact OSHA to request an inspection, what can the facility's management expect? A. a form from OSHA requesting that management give permission for the visit B. a phone call from OSHA to schedule the inspection C. a letter from OSHA announcing an inspection within the next month D. no advance notification from OSHA E. a form signed by the employees requesting the inspection

D: no advance notification from OSHA

Logan, a blind man in his early twenties, was recently hired as a DJ at a local radio station in Miami. He was given permission by his manager to bring his guide dog to work. In this instance, Logan's employer makes a(n) _____. A. disparate impact B. disparate treatment C. reverse discrimination D. reasonable accommodation E. undue hardship

D: reasonable accommodation

Vanessa started a new job in a print shop. She worries about the different chemicals in the workplace, so she requests information about them from her employer. Which employee right under the OSH Act is Vanessa exercising? A. the right to request an OSHA inspection B. the right to have a representative present at an OSHA inspection C. the right to a workplace free of chemicals D. the right to have dangerous substances identified E. the right to have employer violations posted at the work site

D: the right to have dangerous substances identified

________ formally lay out the steps an employee may take to appeal an employer's decision to terminate that employee. A. Trend analyses B. Leading indicators C. Employment-at-will contracts D. Transitional matrices E. Due-process policies

E. Due-process policies

The second step in human resource planning is A. forecasting labor surplus. B. forecasting labor shortage. C. program implementation and evaluation. D. program goal setting. E. goal setting and strategic planning.

E. goal setting and strategic planning.

Which aspect of recruitment is most likely to affect the nature of the positions that are vacant? A. recruitment sources B. recruiter traits C. applicant characteristics D. recruiter behavior E. personnel policies

E. personnel policies

A chart that lists job categories held in one period and shows the proportion of employees in each of those categories in a future period is called a A. Forecast. B. trend analysis. C. leading indicator. D. labor review. E. transitional matrix.

E. transitional matrix.

Solar Energy Inc. is a company that produces solar panels for domestic use. It has 800 permanent employees working in different departments. Suppose the company gets involved in a case of intentional employee discrimination. What is the maximum amount of punitive damages it would have to pay under the Civil Rights Act of 1991? A. $50,000 B. $100,000 C. $200,000 D. $250,000 E. $300,000

E: $300,000

Which of the following is enforced by the Equal Employment Opportunity Commission? A. Thirteenth Amendment B. Rehabilitation Act of 1973 C. Fourteenth Amendment D. Executive Order 11246 E. Americans with Disabilities Act of 1990

E: Americans with Disabilities Act of 1990

The _____ is the set of guidelines issued by the Equal Employment Opportunity Commission (EEOC) and other agencies to identify how an organization should establish a recruitment process that is free and fair. A. Uniform Commercial Code B. Equal Opportunity Legislation and Policy C. Code of Federal Regulations D. Uniform Guidelines on Employee Selection Procedures E. Equal Employment Opportunity Commission's Employer Information Report

E: Equal Employment Opportunity Commission's Employer Information Report

Identify the correct statement regarding the Occupational Safety and Health Act (OSHA). A. In a closing conference, all the findings of the inspection are kept confidential with the concerned officers. B. OSHA compliance officers do not entertain any kind of input or complaints from employees during the inspection. C. OSHA compliance officers notify employers a month in advance before the inspection. D. The OSHA compliance officer will seek a restraining order from the U.S. District Court, even if the inspection reveals that the problem is minor. E. If an OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

E: If an OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

Jonathan and Nicole hold the same position at an organization. However, Jonathan is paid more than Nicole. According to the Equal Pay Act of 1963, which of the following will strengthen the fact that the pay difference is a legal one? A. Jonathan is more skilled than Nicole because he is a male. B. Nicole is not an American citizen. C. Jonathan is younger than Nicole. D. Nicole is pregnant. E. Jonathan works the night shift.

E: Jonathan works the night shift.

An OSHA compliance officer visited a warehouse of ABC Worldwide to conduct an inspection. The inspector found several safety violations related to items that could tip over and fall. She discussed these violations with ABC Worldwide's facility supervisor and human resource manager. What is most likely to happen next? A. the officer conducts employee interviews B. the officer conducts a "walkaround" tour of the employer's premises C. the company pays a $20,000 fine for each violation D. the company asks employees to notify management of any future OSHA inspections E. OSHA gives the company a time frame within which to correct the violations

E: OSHA gives the company a time frame within which to correct the violations

Which of the following statements is true about the Civil Rights Acts of 1866 and 1871? A. They denied plaintiffs any form of compensatory and punitive damages. B. They restricted the rights of entering into and enforcing contracts to white citizens only. C. They denied individuals the right to sue in federal court. D. They excluded other individuals from having the same property rights as white citizens. E. They were passed to further the Thirteenth Amendment's goal of abolishing slavery.

E: They were passed to further the Thirteenth Amendment's goal of abolishing slavery.

Forward Fuels is a chemicals manufacturer with a large research and development team searching for new alternatives to gasoline. Because it develops new chemicals and is constantly innovating, the Department of Labor cannot possibly keep up with specific safety and health standards for its workplace. Some of the managers are asking Destiny, the human resource manager, if that means they don't have to bother trying to comply with all the OSHA regulations. What should Destiny recommend? A. ask NIOSH to anticipate all possible hazards that could occur B. focus on planning for emergency responses when injuries do occur C. under the general-duty clause, the company is exempt from specific regulations D. simply focus on the health and safety risks that are widely known E. be constantly alert for potential sources of harm and correct them

E: be constantly alert for potential sources of harm and correct them

When an individual is promised a positive outcome for submission to sex, or threatened with a negative outcome for failure to submit to sex, this is referred to as _____. A. adverse impact B. disparate impact C. reverse discrimination D. undue hardship E. quid pro quo harassment

E: quid pro quo harassment

Which of the following represents an act of participation in a proceeding? A. removing a whistleblower from employment B. implementing affirmative action measures C. expressing dissatisfaction over employment casually D. retaliating against a whistleblower E. testifying in an investigation

E: testifying in an investigation

Which of the following is an example of the cross-training method?

Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees.

Which statement best describes companies that are ethical and successful?

They have a sense of purpose and vision that the employees value and use in their day-to-day work. Explanation: Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company. Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person's interests count as much as their own.

What is true of companies that use a "lead-the-market" pay strategy?

They pay more than the current market wages for a job.

For assessment to work efficiently, an employee must be A. provided suggestions to improve his or her weak skills. B. evaluated discreetly so the employee does not pretend to be a model employee. C. present on the day the assessment occurs so that results of the feedback will be accurate. D. employed at the organization for at least a year. E. informed that an appraisal can take place at any time during the year.

Identify the on-the-job training program that is typically funded by an educational institution as a component of an academic program. A. internship B. coordination training C. apprenticeship D. experiential training E. simulation training

Information such as facts, techniques, and procedures that trainees can recall after training is an example of _____. A. training outcomes B. transfer of training C. return on investment on training D. training credits E. training improvements

A peer or manager who works closely with employees to motivate them, help them develop their skills, and provide reinforcement and feedback is known as a A. protégé. B. coach. C. moderator. D. high-potential employee. E. facilitator.

Ionia Inc. uses simulators to train its cable installers. Several employees who completed the simulation training did not pass the test in which they were supposed to demonstrate the necessary skills. The training manager investigated and identified the source of the problem. Which of the following would be the most likely source? A. The simulation contained elements unlike those found in Ionia's work environment. B. Simulations are typically unreliable training methods. C. The trainees were not given the correct avatars to use. D. The trainees were not enthusiastic enough about their work when using the simulator. E. Trainees in simulations have to be afraid of the impact of wrong decisions.

Kim Riaz is a technical analyst at WaterDrop Inc. and has consistently impressed her managers with her ability to perform outstandingly in all projects assigned to her. Her manager, Carl, understands that she is really good at her job, but also recognizes that she might experience burnout because of the repetitive nature of the job. He talks to her about developing other possible skills by working full time for a short period at a different company. In this scenario, which of the following approaches to employee development is Carl encouraging? A. externship B. transfer C. promotion D. job rotation E. job transfer

Stronx Consulting tests its salespeople on listening skills and then implements a training program to teach all of them to be better listeners. At the conclusion of the last training session, it conducts a posttest to measure listening skills again. Based on the results, the training manager reports that the training program increased listening skills by a significant amount. Which of the following statements represents the main weakness in the manager's conclusion? A. The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not. B. The posttest evaluated employees for the same levels of knowledge, skill, and competency as the pretest did. C. Posttests and pretests are very complex, and Stronx Consulting should have used a simpler form of evaluation. D. The duration of the training was three days, which is comparatively short when compared with the duration of many other training programs. E. The posttest was conducted immediately after the training program, which is too soon for accurate measurement of learning.

The four general approaches that companies use for employee development include A. formal education, assessment, job experiences, and interpersonal relationships. B. job rotation, promotion, transfer, and job sharing. C. psychological tests, assessment centers, the Myers-Briggs Type Indicator, and performance feedback. D. business games, formal courses, team building, and assessment. E. total quality management, Six Sigma, lean manufacturing, and quality function deployment.

The primary use of assessment centers is to identify A. the employees who have the personality characteristics and skills needed for managerial positions. B. the strengths and weaknesses of an organization. C. the decision processes and communication styles that inhibit production. D. the opportunities and threats to an organization. E. the factors that inhibit group performance.

What is an employee's responsibility in the data-gathering stage of career management? A. to identify opportunities and areas needing improvement B. to communicate performance evaluations C. to identify steps and a timetable to reach goals D. to provide assessment information to identify strengths, weaknesses, interests, and values E. to ensure that goals are specific, challenging, and attainable

Which of the following best describes needs assessment? A. It is the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training are necessary. B. It is a combination of employee characteristics and positive work environment that permit training. C. It is a process that evaluates the monetary needs of employees that will motivate them to undertake a training program. D. It is an application that automates the administration and delivery of a company's training program. E. It is the process to determine employees' characteristics to ensure their readiness for training.

Which of the following forms of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships? A. orientation B. benchmarking C. sensitivity training D. bumping E. conditioning

Which of the following is a characteristic of task analysis? A. It does not require knowledge of the work environment. B. It is independent of time constraints or deadlines. C. It results in an assessment of employees' readiness for training. D. It is usually conducted along with person analysis. E. It helps in determining individuals' needs for training.

Which of the following is a potential problem of job rotation? A. Employees typically develop a short-term perspective on their problems and solutions. B. Employees generally earn less. C. Promotions usually take longer. D. Employees typically develop specialized skills but fail to use them due to quick rotations. E. Job rotation decreases employees' understanding of different company functions.

A sales firm regularly enrolls some of its employees in a six-month marketing course with a leading university. At the end of the course, the employees are able to perform better in the organization. Which of the following methods of employee development has the firm used? A. externship B. formal education C. assessment D. interpersonal relationships E. personality test

Which of the following is an example of the cross-training method? A. Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees. B. Stan, along with his colleagues, participates in a 5K run sponsored by the company. C. Kylie and five other managers analyze a business problem to suggest changes. D. Patrick reviews videos of other employees exhibiting certain important behaviors related to the workplace. E. Ira has team members visualize what they have to do to release a new product.

Which of the following is true of formal education as an approach to employee development? A. Organizations organize formal educational programs at the workplace or off-site to support employee development. B. Formal education includes organization-specific workshops that are open to outsiders as well as employees. C. As a prerequisite to formal education, trainees must enroll in various courses offered by an organization. D. Formal education includes presentations sent out by an organization, which enlist the ethics and policies educating employees from time to time. E. In an organization, formal education involves collating data pertaining to the development of projects.

Which of the following statements accurately characterizes electronic performance support systems (EPSSs)? A. EPSSs provide expert advice when a problem occurs on the job. B. EPSSs automate the administration and delivery of a company's training programs. C. EPSSs determine the appropriateness of training by evaluating the characteristics of the organization. D. EPSSs determine an individual's readiness for training. E. EPSSs identify the tasks that training should emphasize.

Which of the following statements is true about the 360-degree feedback process? A. it involves rating an individual in terms of work-related behaviors B. it collects a single perspective of a manager's performance C. it breaks down formal communications about behaviors and skill ratings between employees and their internal and external customers D. it gives results that can be easily interpreted by anyone E. it demands very little time from the raters to complete the evaluations

A human resource professional of a company exhibits the competency of business acumen when he or she

applies knowledge of how the functions of HR contribute to business success. Explanation: Business acumen involves understanding how information can be used to support the organization's strategy. Behaviors include gaining and applying knowledge of business principles and how HR functions relate to business success.

An organization may demote an employee to a lower-level position A. to provide greater challenges to him or her. B. so that the employee can learn different skills. C. to increase the employee's visibility. D. so that the employee can get more authority. E. to give the employee more responsibility.

Compared with other forms of diversity training, which approach do trainees tend to respond to most positively? A. increasing participants' awareness of cultural and ethnic differences B. teaching employee's skills for constructively handling communication barriers, conflicts, and misunderstandings that normally arise C. discussing differences in personal and physical characteristics, such as disabilities D. identifying incidents that discourage people from working up to their full potential E. discussing promotion opportunities or management decisions that some employees believe were handled unfairly

Ensuring that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment is the _____ step of the instructional design process. A. first B. second C. third D. fourth E. fifth

Hannah Barboza Inc., a publishing company, administered the Myers-Briggs Type Indicator (MBTI) assessment to its editorial team and learned that some individuals are drawn toward gathering the facts and details needed for decision making, while others focus more on noticing relations among the facts. Some of the employees enjoy learning this about themselves, but the human resource specialist who administered the assessment cautions them not to use the results to limit their understanding of what they can do. Which of the following statements best explains the need for caution in applying the results of this assessment? A. MBTI scores are mainly useful for measuring job performance. B. MBTI scores are not necessarily valid and reliable. C. MBTI scores should be used for evaluating promotion potential. D. MBTI scores are extremely stable over time. E. The scores show that some individuals are more flexible in their thinking than others.

Hollander McKenzie, an employee of Baha Enterprises, is having trouble in his current job. His manager's constant feedback is that he does not maintain consistency in his work. In a meeting with Hollander's manager, the HR team decides to shift him to a department that would not require as much skill as his current position requires. In this scenario, which of the following approaches to employee development is Hollander experiencing? A. a promotion B. a downward move C. a transfer D. a sabbatical E. a job enlargement

Identify the correct statement about succession planning. A. it ensures that middle management systematically reviews leadership talent in the company B. it provides a set of developmental experiences that managers must complete to be considered for top management positions C. all companies have a succession plan ready when they need one D. it identifies a specific replacement for each managerial position within a company E. it focuses on low-potential and medium-potential employees

Identify the training method that is used for conveying facts or comparing alternatives. A. hands-on method B. presentation method C. group-building method D. on-the-job training program E. object class method

Job rotation involves A. adding challenges or new responsibilities to an employee's current job. B. moving an employee through a series of job assignments in one or more functional areas of the company. C. allowing an employee to work full-time in a temporary position at another company. D. allowing an employee to switch between two different jobs within the company on a daily or weekly basis. E. assigning an employee to a position with less responsibility and authority.

KYG Instruments, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by KYG. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to A. ensure that sales representatives do not feel undervalued. B. identify what the sales representatives will need to learn. C. identify senior product engineers to train the sales representatives. D. chart the methods that should be used to train the sales representatives. E. announce the objectives of the training program.

Marcus, a manager at Royal Memphis Hotel, is training a new group of employees. After each training session, the employees complete various exercises to test their knowledge. After evaluating the results, Marcus speaks one-on-one with the employees to help them define their areas of weakness and encourage them to keep fine-tuning their strengths. In this scenario, Marcus is providing his employees with _____. A. counseling B. feedback C. goals D. self-assessment E. self-appraisal

Protean careers require that employees A. look for organizations to provide job security. B. take responsibility for managing their own careers. C. be specialized at repetitive tasks. D. look for organizations to provide a career ladder so they can climb to higher positions. E. focus on holding on to their jobs to avoid being laid off.

Wrap Foods, a leading brand in microwavable food items, prides itself on helping its employees with their career paths. The employees are highly efficient and are motivated to define areas of weakness in their job performances and work to eliminate them. The employees take various tests to help them assess their career interests and behavioral tendencies, thus helping them work on becoming successful. In this scenario, which of the following systems for career management is being employed at Wrap Foods? A. feedback B. self-assessment C. self-discipline D. goal setting E. action plan

The combination of relationships, problems, demands, tasks, and other features of an employee's jobs is referred to as _____. A. job appraisals B. job experiences C. formal education D. technical training E. interpersonal relationships

The decision-making dimension of the Myers-Briggs Type Indicator relates to the A. steps or actions individuals take when making decisions. B. amount of consideration given to others' feelings when making a decision. C. individuals' tendency to be flexible and adaptable. D. confidence and speed with which decisions are reached. E. individuals' interpersonal strength and vitality.

The difference between adventure learning and cross-training is that A. adventure learning is a team activity, while cross-training is an organization-wide activity. B. adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles. C. adventure learning focuses on improving job-related skills of employees, while cross-training is focused on a person's behavior. D. adventure learning is easier but more expensive to conduct than cross-training. E. adventure learning is a team program, while cross-training is an experiential program.

Thompson Design, a popular furniture manufacturer, provides employee support through various workshops on interior design techniques. It also offers three-month courses on various aspects of decorating a home, from suitable paint for a media room to contemporary outdoor furnishings. This adds to employees' existing knowledge and skill sets, helping create customer satisfaction. In this scenario, which of the following approaches to employee development is Thompson Design taking? A. assessment B. formal education C. job experiences D. interpersonal relationships E. counseling

Which of the following assessment center exercises is being used when a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period? A. interview session B. leaderless group discussion C. role playing D. in-basket exercise E. personality test

Which of the following helps identify employees' preferences for working in different types of environments, such as sales and counseling? A. Myers-Briggs Type Indicator B. Self-Directed Search C. leaderless group discussion D. Occupational Outlook Handbook E. Strong-Campbell Interest Inventory

Which of the following is a characteristic of a successful formal mentoring program? A. mentor and protégé participation is mandatory B. managers are rewarded for employee development C. mentors are chosen on a random basis D. mentors become therapists for their protégés E. mentor-protégé relationships are artificially created

Which of the following is a component of a basic career management system? A. sabbatical B. goal setting C. externship D. team building E. workplace ethics

Which of the following is an example of an experiential training method? A. Jane, who is a cashier, is being trained to stock shelves in case there is a shortage of employees. B. Jeffery and his colleagues take part in a rafting course sponsored by their company. C. Erin and five other managers are tasked to study a business problem and present recommendations. D. Hugh is asked to review videos of other employees exhibiting certain important behaviors related to the workplace. E. Katherine uses an online persona to make decisions in game simulations involving job-related situations.

Which of the following is the correct statement regarding case studies? A. Case studies stimulate learning by actively involving participants and the competitive nature of business. B. Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case. C. Trainees play a passive role while being trained with case studies. D. Case studies do not encourage trainees to take risks. E. Training with case studies does not require any interaction among trainees.

Which of the following processes identifies the knowledge, skills, and behaviors that should be emphasized by training? A. person analysis B. task analysis C. transactional analysis D. trend analysis E. regression analysis

Which of the following statements is true about an assessment center? A. An assessment center is a meeting room where a team of seven to ten employees is assigned a problem and must work together to solve it within a certain time period. B. At an assessment center, multiple raters or evaluators evaluate employees' performance on a number of exercises. C. It is an office that looks into the process of collecting information and providing feedback to employees about their behavior, communication style, or skills. D. At an assessment center, senior managers hold a test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle. E. It refers to an on-site location where the corporate leaders design a tool that gathers the ratings of a manager's use of the skills associated with success in managing.

Which of the following statements is true of an apprenticeship? A. An apprentice does not make any money. B. An apprentice usually assists a certified tradesperson at the worksite. C. An apprenticeship does not involve classroom training. D. An apprenticeship is typically sponsored by an educational institution. E. An apprenticeship is based on simulations and virtual reality.

Which of the following statements is true of an apprenticeship? A. An apprenticeship does not include any classroom training methods. B. An apprentice can earn an income while learning a trade. C. An apprenticeship does not offer hands-on learning and practice. D. An apprenticeship cannot be sponsored by groups outside the firm. E. An apprenticeship is mostly used for teaching management and interpersonal skills.

_____ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned. A. Behavior modeling B. Transfer of training C. Simulation D. Virtual reality E. Action learning

Identify the similarity between the outsourcing and overtime strategies for avoiding a labor shortage. a) Both strategies yield slow results. b) Both strategies have high revocability. c) Both strategies are expensive to implement. d) Both strategies involve contracting with another organization to perform a broad set of services. e) Both strategies can be used for reducing labor surplus.

b) Both strategies have high revocability.

What is a step a downsized company can take to counter negative employee emotions? a) Demonstrate that the employees that were downsized deserved it. b) Build confidence in the company's plans for a stronger future. c) Show the organization's commitment to its management. d) Encourage employees to work harder, increasing their value and thus keeping them with the company longer. e) Pursue a commitment to the customers over a commitment to the community.

b) Build confidence in the company's plans for a stronger future.

Antoine is proud of his team of warm, knowledgeable, and ethical recruiters at Luvia Insurance. They are sure to give realistic job previews, and they keep up to date on the company's policies so they can provide applicants with accurate answers to a host of questions. However, it sometimes takes a while to fill positions. And over the past year, Antoine has observed that the number of applicants who accept offers has fallen. He follows up with several who turned down offers and learns that they took jobs elsewhere because they developed an unfavorable opinion of Luvia Insurance. Which situation most likely explains this problem? a) The recruiters lack the characteristics associated with success. b) Candidates are not getting timely feedback about their applications. c) The job previews by the recruiters are not realistic. d) The recruiters are not the most appealing race and sex. e) The organization has begun recruiting with teams of recruiters.

b) Candidates are not getting timely feedback about their applications.

In order to cultivate a favorable picture of the organization, Shubert Group, a financial services corporation, advertises itself to potential applicants by using the slogan, "Investing in you no matter what road you take." This scenario is an example of __________ advertising. a) viral b) image c) proactive d) saturation e) signature

b) image

Maria is a recruiter with a bachelor's degree in business administration. She is well respected among her peers for her professional standards and understanding of the HR field. However, she has noticed that when she recruits engineers for her company, they sometimes seem unresponsive to her. The most likely reason for this is because Maria a) is not warm enough to the applicants. b) is perceived as less credible because she is an HR specialist. c) does not give applicants enough information, leaving them with more questions than answers. d) comes off as being too professional for someone in the HR field. e) is not approaching the candidate with enough skepticism.

b) is perceived as less credible because she is an HR specialist.

Marcus and Olivia are HR managers at Tacoma Investments. They are expecting a labor surplus over the next two years resulting in the organization having 24 more employees than required. Typically, two employees leave the organization each month. Which HR strategy should Marcus and Olivia consider, taking into account the length of time they have available? a) downsizing b) natural attrition c) pay reductions d) demotions e) transfers

b) natural attrition

Evelyn, the HR manager at Freton Inc., recruits her cousin Gia as production manager in the company. This move results in resentment among several of the company's employees. By hiring her cousin, Evelyn has engaged in the practice of hiring relatives, or a) localism. b) nepotism. c) structuralism. d) voluntarism. e) abstractionism.

b) nepotism.

Allinall, a firm that specializes in building construction, hires Kyle, an unemployed teenager, to work in its carpentry division. Since Kyle does not have the required skills to work as a carpenter, he is provided training that helps him pick up carpentry skills on the job. Kyle learns by assisting other master carpenters and journeymen. In addition to the skills Kyle acquires, he is paid by Allinall. The form of training exemplified in this scenario is called _____. A. simulation B. internship C. apprenticeship D. co-employment E. onboarding

An employee's tolerance for uncertainty and the ability to get along with others are assessed in _____. A. leaderless group discussions B. in-basket exercises C. personality tests D. role plays E. interviews

Chang works at a leading restaurant. She is usually scared of making any mistakes at her workplace, so she is very keen on paying attention to details. She also prioritizes quality in her work. In the context of Inscape's DiSC assessment, she would most likely score high in _____. A. steadiness B. dominance C. conscientiousness D. humility E. influence

Charles is a successful senior employee at Groo Technology. He has five years of experience in the company and is well recognized for his contributions. The vice president of human resources tells Charles about Nina, an employee Groo hired for her keen intelligence. According to the vice president, Nina is struggling to make an impact because she does not speak up assertively or understand who to talk to when she has questions. The vice president asks Charles to serve as a mentor to Nina. What would this role involve doing? A. promoting Nina to better jobs and giving her raises B. assigning several protégés to help Nina C. developing Nina through coaching, sponsorship, and challenging assignments D. implementing a formal mentoring program E. administering 360-degree feedback

Charlie, the accounting manager of MindChannel Inc., agreed to work with a coach. He chose this in order to become more of a team player, which would in turn lead him to being considered for a larger role in management. After two months, however, he complained to the human resource manager that the process is time-consuming and he has not seen any positive results. Which of the following responses to Charlie's complaint would best reflect how coaching can contribute to employee development? A. A coach generally starts by asking challenging questions, so the coach should be replaced. B. Results should show up after several weeks—so Charlie must not be practicing. C. Getting results can take several months—and the employee has to keep practicing. D. The coach should have defined Charlie's goals and motives more specifically. E. The coach should meet with Charlie every six months until he improves.

Christopher, an employee, understands that he has great potential after taking a self-assessment test at his company. He decides to create a checklist of short-term objectives to achieve to help him hone his skills. In this scenario, Christopher is employing _____ as a mechanism of career management. A. feedback B. self-assessment C. goal setting D. assessment E. appraisal

Circumstances that resemble an invisible barrier that keep most women and minorities from attaining the top jobs in organizations are referred to as the A. revolving door. B. fixed wall. C. glass ceiling. D. closed door. E. glass escalator.

How does 360-degree feedback help organizations? A. Managers are able to identify subordinates who provide negative feedback. B. Delivering ratings to a manager provides a simple way for the manager to act on the feedback. C. Performance improves and behavior changes as a result of participation. D. The feedback demands very little time, so the raters can focus on other tasks. E. Managers can easily interpret the results themselves and take necessary action.

Identify the occupation that would typically employ an apprentice. A. accountant B. doctor C. carpenter D. nurse E. lawyer

Identify the statement that accurately describes an avatar. A. a computer-based technology that provides an interactive three-dimensional learning experience B. a computer application that automates the administration and delivery of a training program C. a computer depiction of employees that can be manipulated in an online role-play D. a computer application that conducts needs assessments for an organization E. a computer-based technology that provides access to skills training, information, and expert advice when a problem occurs on the job

Identify the type of diversity training provided by some organizations that involves sending employees directly into communities where they have to interact with persons from different cultures, races, and nationalities. A. community service B. acculturation C. cultural immersion D. cultural health E. ethnology

In a person analysis, which of the following is a primary variable that can be affected by training? A. the organization's input B. performance feedback C. the employee's ability D. positive consequences to motivate good performance E. the employee's motivation

In the feedback step of the career management process, the employee is primarily responsible for A. ensuring that his or her goal is specific, challenging, and attainable. B. identifying the company's resources needed to reach goals. C. identifying what skills he or she could realistically develop in light of the opportunities available. D. identifying resources he or she needs, including courses, work experiences, and relationships. E. identifying his or her strengths, weaknesses, interests, and values.

KTPO Telecom wants to implement an on-the-job training program for the sales staff that are unaware of the technical aspects of the firm's products. The lack of technical knowledge among its sales staff is harming the company's prospects of securing lucrative contracts. Although KTPO's IT team is well versed in various technologies, it is not well suited to handle a training program. However, the best IT trainers in the industry cost more than what KTPO can afford to spend on the training program. This scenario illustrates _____. A. simulation B. social support C. situational constraints D. psychological mindedness E. experiential conflicts

Managers provide for _____, a combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. A. emotional development B. training programs C. employee development D. counseling sessions E. feedback

Marika is a senior journalist at a news agency. She goes on a temporary leave for six months and travels around different parts of South Asia during her leave. She records her travel experiences in a book and shares it with her colleagues upon her return. During her leave, she was also being paid by the organization. This is an example of a(n) _____. A. transfer B. expatriate assignment C. sabbatical D. externship E. downward move

Myrtle Flower Company, sends its management trainees to an assessment center. There, the employees are assigned to small groups and given a problem to solve within an allotted time frame. The team members have to work together in tackling problems that they might face in a management position, without a source to whom they can refer any questions. What is the correct term for this type of development exercise? A. psychological profiling B. 360-degree feedback C. leaderless group discussion D. in-basket exercise E. time-bound discussion

Organization analysis looks at training needs in light of the A. readiness of employees for training. B. employee's strategy toward achieving organizational goals. C. management's support for training activities. D. monetary incentives the management has promised its employees. E. severance package deal for a particular batch of employees.

Providing employees with the opportunity to get away from the day-to-day stresses of their job and acquire new skills and perspectives is known as a(n) _____. A. transfer B. expatriate assignment C. sabbatical D. externship E. downward move

Ruben, a human resource executive for Alpha2Omega Equipment, is preparing a recommendation to the company's executives that the company develop a program of succession planning. The company has been growing rapidly, so he anticipates some resistance to the time required for careful planning. Which statement would best support Ruben's idea for succession planning? A. Succession planning forces Alpha2Omega's managers to conduct performance appraisals of all employees. B. Succession planning enables Alpha2Omega to promote managers whether or not they are ready. C. Succession planning ensures that Alpha2Omega is ready with candidates if a key position becomes vacant. D. Succession planning will be needed only temporarily, because the workforce has been aging. E. Alpha2Omega is able to grow in spite of having fewer middle managers than it did 30 years ago.

Russell is paid for assisting a welder on a construction site. He also is adding to his welding skills by attending a local trade school. When he finishes his training program and demonstrates he has mastered specific skills, he will become a journeyman welder. Which of the following statements best identifies that Russell is in an apprenticeship program? A. It can't be an internship, because apprentices are paid, while interns are not. B. Apprentices, unlike interns, do not learn on the job. C. Apprentices have hands-on experience assisting a tradesperson. D. Unlike interns, apprentices do not attend educational institutions. E. Interns are more likely than apprentices to get admonished for their mistakes on the job.

Schram Enterprises, a software company, conducts Inscape's DiSC inventory assessment to evaluate its employees. The assessment reveals that there are very few employees who are calm, supportive of others, and works far ahead of any deadlines. Which of the following DiSC categories applies to the employees described in the scenario? A. influence B. conscientiousness C. steadiness D. dominance E. intelligence

Sean, a senior editor at News CRB, asks Kiara, the editor-in-chief, for a sabbatical. Which of the following statements best explains why News CRB would pay Sean during the sabbatical, if Kiara approves it? A. Sean will use the time to try his hand at acquiring skills in various other departments. B. While Sean is away, Kiara can promote another senior editor on the team. C. During the sabbatical, Sean can develop new skills and refresh his existing ones. D. Sean's salary cannot be matched by any other company in the local area. E. During the sabbatical, Sean will have more time to spend with family members.

The HR department at Trevor Communications oversees the recruitment and training of employees at the firm. As the firm grows and recruits more employees, overseeing individual training programs has been come too much for HR staff to handle. Which of the following applications should the HR department use to help with employee training? A. a customer relationship management system B. a management information system C. a learning management system D. a decision support system E. an executive decision-making system

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and _____. A. succession planning B. self-assessment C. lifestyle D. value system E. goal setting

The employees at Melly Towers acknowledge that their supervisor is excellent at his work and that he has received many accolades during his 40-year career. However, they claim he is a dysfunctional manager. When confronted, the supervisor argues that his work should speak for itself and the employees' opinions of his behavior is irrelevant. Which of the following statements would support the employees' claim? A. The employees require this style of supervision because it keeps them focused. B. The supervisor feels that his behavior is normal and necessary to keep the team grounded. C. The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them. D. The employees are consistently recognized for performing their very best in challenging tasks, and they owe their success to their supervisor. E. The supervisor believes that keeping a distance from his employees will create a sense of fear in them.

The energy dichotomy of the Myers-Briggs Type Indicator indicates _____. A. the preparations individuals make before making decisions B. the amount of consideration individuals give to their own and others' values and feelings C. individuals' degree of introversion or extroversion D. the hard facts of a situation E. individuals' tendency to be either flexible or structured

The first step in the process of developing a succession plan is A. reviewing the existing talent. B. linking succession planning with other human resource systems. C. identifying the positions to be planned for. D. establishing position requirements. E. deciding how to measure employees' potential for being able to fill requirements.

The human resource department of Brown Industries, a consumer electronics manufacturer, wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up-to-date. The HR manager looks into "training systems" and identifies five top results. Which of the following systems describes a learning management system? A. Performa: software used by HR departments to evaluate job performance B. Recruit Plus: software used by HR department to administer tests to job candidates C. Crimson: a system that automates the process of administering and delivering training D. K-Learn: software for the creation of training videos E. E-Valuate: an assessment tool that evaluates employees' readiness to learn new skills

The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Robin, the firm's HR manager, to investigate whether training might solve the problem. Robin conducts needs assessment and recommends a training plan. Which of the following conditions would most likely have been an observation during Robin's person analysis? A. Machinery and other production equipment in the firm's plant pose a hazard to the employees operating them. B. The goals of the firm are more focused on the specific needs of a narrow market segment. C. Employees of the firm's production department lack clarity in decisions regarding quality standards for manufacturing. D. The firm's budget for training has declined from the year before. E. Training programs offered by the firm lack specific goals and methods for measuring their success.

The process of collecting information and providing feedback to employees about their behavior, communication style, or skills is known as _____. A. requirements analysis B. data mining C. assessment D. counseling E. quality check

Using avatars for training purposes would be an example of _____. A. benchmarking B. action learning C. a simulation D. adventure learning E. an orientation

Which of the following best describes a learning management system? A. a team of trainers and human resource professionals who are responsible for planning and conducting the training programs in an organization B. the process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary C. a software application that automates the administration, development, and delivery of training programs D. a process for determining the appropriateness of training by evaluating the characteristics of the organization E. the process of determining individuals' needs and readiness for training

Which of the following categories in the DiSC inventory means that a person emphasizes relationships and also displays optimism? A. conscientiousness B. steadiness C. influence D. dominance E. initiative

Which of the following consists of an organization's planned effort to help employees acquire job- related knowledge, skills, abilities, and behaviors? A. attrition B. benchmarking C. training D. compensation E. recruitment

Which of the following distinguishes an apprenticeship from an internship? A. An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method. B. An apprenticeship is an unstructured training method, whereas an internship is a structured training method. C. An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions. D. Most apprenticeship programs take place in white-collar professions, whereas most internship programs occur in blue-collar jobs. E. An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.

Which of the following forms of experiential training is a teamwork and leadership training program that uses challenging, structured outdoor activities? A. behavior modeling B. coordination training C. adventure learning D. cross-training E. action learning

Which of the following forms of group building gives teams or work groups an actual problem, has them work on solving it and commit to an action plan, and holds them accountable for carrying out the plan? A. virtual reality B. self-directed learning C. action learning D. business games E. simulations

Which of the following is a work-study training method that teaches job skills through a combination of on-the-job training and classroom training? A. bumping B. benchmarking C. apprenticeship D. co-employment E. onboarding

Which of the following is described as a detailed description of a situation that trainees analyze and discuss and is designed to develop higher-order thinking skills? A. a restrictive covenant B. an electronic performance support system C. a case study D. a request for proposal E. an avatar

Which of the following is true of in-basket exercises? A. They require teams of five to seven employees to work together to solve assigned problems within a certain time period. B. They are paper-and-pencil tests designed to measure participants' communication styles and skills. C. They simulate the administrative tasks of a manager's job, using a pile of documents for the employee to handle. D. They require participants to take the part of a manager or employee in a situation involving the skills to be assessed. E. They require the use of interest and aptitude tests to evaluate an employee's vocabulary, general mental ability, and reasoning skills.

Which of the following questions can be answered by performing a person analysis? A. What are the tasks that require more training? B. How will the training be carried out? C. Are employees ready for training? D. Does the organization have the infrastructure to support training? E. Are there any impediments to implementing a training program?

Which of the following training methods uses techniques like lectures, workbooks, video clips, podcasts, and websites? A. group building methods B. hands-on methods C. presentation methods D. object class methods E. experiential programs

Which of the following types of training allows trainees at different locations to attend programs online, using their computers to view lectures, participate in discussions, and share documents? A. on-the-job training B. experiential programs C. distance learning D. cross training E. action learning

Windel Auto, an automobile manufacturer based in the United States, partners with a Japanese manufacturer, Telspar, to supply automobile parts. To ensure that its employees do not miscommunicate with its Japanese partner, Windel implements a training program in which managers study Japanese customs, language traits, and interpersonal traits, and then spend a few months working alongside Telspar managers in Japan. Which of the following forms of training has Windel Auto used in this scenario? A. community service B. acculturation C. cultural immersion D. virtual reality E. adventure learning

Zenita was a creative writer at The Machner Group before her editor asked her to try out her skills at photography in the company's visuals department. After completing a short course on photography, Zenita joined the visuals department. Which of the following methods of job design did Zenita experience? A. job experience B. job enlargement C. job rotation D. job reduction E. job revolution

_____ involves training sessions in which participants observe other people demonstrating the desired behavior, then have opportunities to practice the behavior themselves. A. Random testing B. Benchmarking C. Behavior modeling D. Experiential training E. Classroom learning

_____ is a training method that coordinates the performance of individuals who work together to achieve a common goal. A. Simulation B. Internship C. Team training D. Virtual reality E. Apprenticeship

_____ is the limit on training's effectiveness that arises from the conditions within the organization. A. A simulation B. Social support C. A situational constraint D. Psychological mindedness E. Experiential conflict

All Natural Goods hired Peter to maintain inventory records and Pam to place orders for new inventory when stocks run low. So that the warehouse can continue to function when either is on vacation, the company trained Peter to place orders and trained Pam to maintain inventory records. Which of the following training methods does this situation illustrate? A. coordination training B. experiential training C. behavior modeling D. cross-training E. action learning

An off-site location in which multiple raters or evaluators evaluate employees' performance on a number of exercises is known as a(n) _____. A. development center B. feedback center C. control center D. assessment center E. counseling center

At All Sizes Auto, managers encourage employees to receive training and praise them when they demonstrate new skills. Employees are excited about how learning helps them succeed at work and take on more responsibility. Which aspect of readiness for training does this example describe? A. employee ability B. employees' incentive package C. training curriculum D. social support E. situational constraints

Doug was part of a formal mentoring program and was mentored by Amelia. The mentoring sessions were conducted over a period of six weeks to improve Doug's communications and interpersonal skills in the workplace. The sessions, however, were unsuccessful. Which of the following, if true, would most likely have caused the failure of the mentoring sessions? A. Doug failed to treat the mentoring sessions as therapy. B. Doug and Amelia did not have an informal relationship before the formal mentoring program began. C. Amelia is a senior employee and has more experience than Doug. D. Doug's participation was involuntary, and he had little understanding of the details of the program. E. Doug is a new employee, whereas Amelia has been working with the firm for many years.

Employees at Akesson Inc. are frustrated with their manager, Ryan, who does not believe in providing feedback because he thinks it's a waste of time. His employees argue that they do not know how to hone their skills if they are not told what areas they should work on and what areas are satisfactory. Which of the following statements would strengthen the employees' arguments? A. Ryan only hires employees who have the potential to follow through on his high expectations. B. Feedback is not an effective mechanism because employees can choose to reject the constructive information. C. Evaluating each employee is a herculean task that would require a lot of time and effort. D. Employees who receive feedback gain more clarity on their roles and how they fit within an organization. E. Employees ought to evaluate themselves because self-assessment is the best type of feedback.

Identify the correct statement regarding protean careers. A. Employees in protean careers look for organizations to provide job security. B. Employees in protean careers take lesser responsibility for managing protean careers than for traditional careers. C. A protean career is one that does not change frequently. D. Employees in protean careers look for organizations to provide development opportunities based on the modern psychological contract. E. Protean careers are characterized by frequent changes due to changes in a person's desired level of compensation.

Identify the correct statement regarding the Myers-Briggs Type Indicator (MBTI). A. It is an appropriate tool for measuring job performance. B. People who take the MBTI generally do not find it to be an enjoyable experience. C. MBTI scores are stable over time. D. The MBTI is a valuable tool for understanding communication styles. E. Research has concluded that the MBTI is highly valid, reliable, and effective.

In _____, a participant takes the part of a manager or employee in a situation involving the skills to be assessed. A. personality tests B. group discussions C. interview sessions D. role-plays E. leaderless group discussions

In assessment centers, typically, each assessor observes and records _____ employees' behaviors in each exercise. A. six or seven B. four or five C. eight or nine D. one or two E. ten or eleven

In the case of succession planning, job assignments for high-potential employees are based on A. the personal preferences of these employees. B. the immediate needs of an organization. C. the willingness of departments to accommodate these employees. D. the successful career paths of the managers whom these employees are preparing to replace. E. the availability of special assignments such as serving on committees and task forces.

Management at an IT firm is thinking of promoting Barbara, a customer service representative, to the position of senior customer relationship manager. Which of the following, if true, would make the promotion less likely? A. A promotion would reduce Barbara's feelings of accomplishment. B. Barbara wants to improve her pay and status at work. C. Barbara shows that she can handle greater responsibility. D. Slow growth has limited the opportunities available in the company. E. The company would have to provide information about the new position.

Martha Wong has been through a series of self-assessments and has received constant feedback. She has listed her goals for the future and thought of various ways in which she can accomplish them. The act of determining the various methods to accomplish Martha's goals is an example of _____. A. empowerment B. determination C. training D. an action plan E. a career restructure

Meryl, a training manager, is making a presentation to her company's business leaders. She says meeting the company's five-year plan will require skills in using some new technology. Employees and their supervisors are eager to learn, but Meryl says some situational constraints are standing in the way of meeting these objectives. Which of the following could be such a constraint? A. supervisors don't praise employees for learning B. supervisors don't believe training is relevant C. employees have a negative attitude toward training D. the company has not budgeted sufficient funds for training E. supervisors don't tell their employees about the training that is available

Michael, a newly appointed human resource manager at Zeta Inc., learns that several female managers have complained that the company has a "glass ceiling." Indeed, the top positions are all filled by men, but Michael isn't sure whether the pattern is just a coincidence. He agrees to investigate. Which of the following conditions, if it exists, would be evidence of a glass ceiling at Zeta? A. Patterns of promotion are the same for women and men at Zeta. B. Zeta has a formal process for identifying developmental needs. C. Managers making developmental assignments consider whether stereotypes are influencing assignments. D. Zeta has no formal mentoring program to ensure that the female managers have mentors. E. Zeta is preparing for the retirement of its leaders.

Using job experiences for development assumes that A. development occurs most often when jobs are structured to eliminate challenges. B. development occurs only through promotions. C. development is most likely to occur when the work involves high levels of negative stress. D. development is most likely when an employee's skills do not fully match the skills required. E. development is most likely when an employee already knows how to perform the job.

Which of the following is the main objective of diversity training programs that focus on behavior? A. to increase participants' awareness of cultural and ethnic differences as well as differences in personal and physical characteristics, such as disabilities B. to teach employees to be effective at different tasks and roles C. to send participants directly into communities where they interact with persons from different cultures, races, and nationalities D. to change organizational policies and individual conduct that inhibit employees' personal growth and productivity E. to make people aware of cultural differences and stereotypes

Which of the following statements is true of job enlargement? A. it creates a type of role ambiguity because an employee is not sure how to handle improvements. B. It allows employers more scope in recruiting more employees. C. It assigns an employee to a position in a different area of a company. D. It creates an opportunity for employees to develop new skills. E. It moves employees through a series of job assignments in one or more functional areas.

_____ is a team training method that trains a team on how to share information and decisions to obtain the best team performance. A. Behavior modeling B. Experiential program C. Diversity training D. Coordination training E. Simulation

_____ refers to the ways an organization's people encourage training. A. Situational constraint B. Employee orientation C. Benchmarking D. Social support E. Experiential program

Ernie, a manager at a large decoration store, is expecting increased sales during the upcoming holiday season. He knows that his current workforce will not be able to meet demand, putting him at risk of a labor shortage. Which strategy would be the best option to help Ernie avoid a labor shortage? a) Ernie should hire new employees because he will most likely need additional workers after the holiday season to deal with an increasing sales trend. b) Ernie should increase his current employees' pay during the holiday season so they will work harder to achieve sales targets. c) Ernie should keep his store closed during non-peak hours to compensate for labor shortages. This will ensure his current employees work harder during peak hours. d) Ernie should hire temporary employees because he can let them go once the holiday season is over. e) Ernie should consider increasing the prices of toys so he can make higher profits with fewer sales, thereby reducing the number of customers and consequently solving the labor shortage issue.

d) Ernie should hire temporary employees because he can let them go once the holiday season is over.

Maxim is an HR manager at a large accounting firm. He hires and trains the firm's staff of recruiters. Maxim hires people with education in human resource management and a warm attitude that displays a positive interest in people. How else should he equip the recruiters so that they have success in this kind of work? a) Maxim should give them a realistic job preview about the recruiters' position. b) Maxim should select recruiters in an ideal age range. c) Maxim should train the recruiters in how to perform candidates' jobs. d) Maxim should equip recruiters with the kinds of information job applicants are seeking. e) Maxim should tell recruiters to downplay any negative information about the firm.

d) Maxim should equip recruiters with the kinds of information job applicants are seeking.

Brenda, the vice president of human resources at FSE Inc., meets with the executive committee to discuss planning for future job openings at the vice president level. Brenda advises the committee that sending some high-potential employees to an assessment center would be beneficial, although a full-day assessment could cost $20,000. Which of the following statements supports Brenda's recommendation? A. Brenda's personal bias disqualifies her from selecting future candidates. B. An assessment center works with employees one-on-one at the work site as a way to fully assess an employee's potential. C. An assessment center would eliminate the need for personality tests. D. Assessment centers primarily identify whether employees have the functional skills they need to carry out their jobs. E. High assessment center ratings are associated with career success.

During the action planning and follow-up step of the career management process, the employer A. has the responsibility of communicating the performance evaluation. B. should identify opportunities and personal areas needing improvement. C. should ensure that the goal is specific. D. is responsible for identifying the steps and timetable to reach the goals. E. should identify the resources needed.

Identify the correct statement regarding audiovisual training. A. It is the best method to establish teams or work groups. B. It is an example of a hands-on method of training. C. It can be carried out only in a classroom. D. It does not allow users to have any control over the presentation. E. It is not affected by an individual trainer's goals and skills.

Identify the main purpose of diversity training programs that focus on attitudes. A. to teach employees not to have any stereotypes about other people B. to teach employees to be effective at behaviors that inhibit personal growth C. to change organizational policies that inhibit employees' personal growth and productivity D. to teach skills for constructively handling inevitable communication barriers and misunderstandings E. to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

Karen works as a sales manager for Apencience Corp. Karen can read, write, and speak Mandarin, English, and German. She assists top-level management in making business decisions and setting long-term goals for the organization. Which of Karen's abilities is illustrated in this scenario? A. emotional intelligence B. psychological mindedness C. spatial ability D. psychomotor skills E. cognitive ability

Matt, the training coordinator at Joaquim Solutions, inspected the written materials for a new training program and concluded that the materials were not very readable. Which of the following conditions would most likely lead Matt to this conclusion? A. The training material contained many checklists. B. Most statements of the training materials were limited to simple words. C. The training material was devoid of technical jargon. D. The text of the materials was combined with illustrations. E. The training material consisted of too many long sentences.

Michelle, an employee at Matthews Inc., finds it difficult to attain a promotion even after working for seven years at the firm. She believes that she is not being promoted because she is a woman. In this scenario, Michelle's progress in the organization is restricted by a _____. A. downward move B. nickel fence C. job reduction D. job rotation E. glass ceiling

Phonyton Inc. determines that it needs to train 200 employees on using a new software application. Philip, the training administrator, is investigating options to find the one that will meet the company's needs within the budget available. He determines that no one at Phonyton knows enough about the software to provide the training. Which of the following plans would be most likely to achieve training objectives at the lowest cost? A. hiring external consultants to create training specially tailored to the company B. passing out user manuals and hoping employees can learn enough on their own C. having Philip deliver the training, based on the content in the user manual D. delaying the training program until the company has more money in the budget E. having employees participate in a general outside training course for the software

To ensure transfer of training, an organization's training programs should prepare employees to self-manage their use of new skills and behaviors on the job. According to your text, Which of the following is NOT a way for trainee employees to manage their new skills and behaviors? A. Trainees should identify the positive and negative consequences of using their new skills. B. Trainees should set goals for using skills or behaviors on the job. C. Trainees should set goals for using skills and behaviors on the job. D. Trainees should practice monitoring their use of the new skills and behaviors. E. Trainees should employ their new skills and behaviors perfectly.

Tom, the marketing director of an automobile manufacturing company, enrolled a new group of trainees in experiential programs based on the responses evoked during a training session. Which of the following responses by the trainees could have resulted in their enrollment in experiential programs? A. The trainees expressed a desire to involve themselves in virtual realities that provided an interactive and three-dimensional learning experience. B. The trainees expressed a desire to partake in training sessions that involved observing the behavior of others and practicing it themselves. C. The trainees expressed a desire to create computer depictions of themselves, which could be manipulated onscreen to play roles as workers in various situations. D. The trainees expressed a desire to evaluate themselves and see the impact of their decisions in a risk-free environment. E. The trainees expressed a desire to be challenged and get out outside of their comfort zone but within limits that kept their motivation strong.

Which of the following is a characteristic of effective training objectives? A. disclaimers to prevent exaggerated expectations B. specified costs associated with the training C. specified methods of performance evaluation D. names of the trainers and trainees E. measurable performance standards

Which of the following is true about a transfer? A. It typically involves a full-time temporary position at another organization. B. A transfer fundamentally increases job responsibilities. C. A transfer essentially increases compensation. D. It occurs when an employee is given less responsibility and authority. E. It is an assignment of an employee to a position in a different area of the company, usually in a lateral move.

Which of the following is true of job enlargement? A. It is a systematic approach to help an organization modify its core processes to achieve more efficient results. B. It aims at greater productivity through reduced application of mental and physical effort. C. It attempts to motivate employees by giving them the opportunity to use specific skill sets. D. It involves moving employees through a series of job assignments in one or more functional areas. E. It involves adding challenges or new responsibilities to employees' current jobs.

Which of the following training methods involves representing a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job? A. apprenticeship B. cross-training C. action learning D. internship E. simulation

_____ helps employees select development activities that prepare them to meet their career goals. A. Career path B. Training C. Policy analysis D. Job sharing E. Career management

_____ is the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant. A. Acculturation B. Leaderless group discussion C. Benchmarking D. Data gathering E. Succession planning

__________ states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause. a) Due-process policy b) Employment flexibility c) Rule of fair treatment d) Rule of law e) Employment at will

e) Employment at will

A start-up software company hires Kiera as its first human resource manager. Whenever a new position needs to be filled, Kiera sits down with the supervisor to gather facts that will be included in a realistic job preview. Kiera knows that the impact of job previews on candidates is limited, but she believes the effort is important anyway. Which statement best explains Kiera's decision to provide realistic job previews? a) The recruiter is less important than personnel policies for affecting a candidate's decision. b) Realism in the recruiter's message is the most researched aspect of recruiting. c) Kiera feels pressure to exaggerate the negative qualities of each job vacancy. d) Employees are highly sensitive to negative information. e) Giving realistic information is not expensive or difficult, so it is worth even a small benefit.

e) Giving realistic information is not expensive or difficult, so it is worth even a small benefit.

identify what the sales representatives will need to learn.

In the context of HRM functions, the activities of training and development include

making decisions on whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. Explanation: Decisions related to training and development include whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. The organization may offer programs to a few employees in whom the organization wants to invest, or it may have a philosophy of investing in the training of all its workers. Some organizations, especially large ones, may have extensive formal training programs, including classroom sessions and training programs online.

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