Question 1

A human resource inventory is designed to reveal whether:

Accepted Answer

A) all workers are paid a fair wage. 
B) the firm has enough land and capital to use with its labor. 
C) the firm's labor force is technically up-to-date and well trained. 
D) worker morale is high or low. 
A) all workers are paid a fair wage. 
B) the firm has enough land and capital to use with its labor. 
C) the firm's labor force is technically up-to-date and well trained. 
D) worker morale is high or low. C

Question 2

A 360-degree review will include the opinions of an employee's subordinates,as well as those above him/her in the organization structure,and those who work alongside the employee in comparable positions.

Accepted Answer

A) True 
 B)False  True

Question 3

According to the Reaching Beyond Our Borders box in Chapter 11,human resource managers will be able to count on the superiority of American business practices as they help manage a global workforce.

Accepted Answer

A) True 
 B)False  False

Question 4

Today,fringe benefits account for approximately ______ percent of total payroll costs.

Accepted Answer

A) 6 
B) 18 
C) 24 
D) 30 
A) 6 
B) 18 
C) 24 
D) 30

Question 5

After graduating with a double major in engineering and business,Scott accepted a job with a large telecommunications company with the understanding that his first two years on the job would be spent internationally - Argentina and Kore A.The company was willing to offer a compensation package that would compensate him for the sacrifice of leaving his family and living abroad,and if things went well,they anticipated that he would receive a promotion when coming back to the states.According to the Reaching Beyond our Borders box,titled,"Working Worldwide",which of the following is the firm least likely to consider when planning Scott's compensation plan?

Accepted Answer

A) special relocation allowances for housing and travel 
B) currency conversions and tax consequences 
C) health insurance concerns 
D) soft benefits 
A) special relocation allowances for housing and travel 
B) currency conversions and tax consequences 
C) health insurance concerns 
D) soft benefits

Question 6

Like all management,human resource management begins with planning.

Accepted Answer

A) True 
 B)False

Question 7

Rick is in his early sixties.A few years ago he had planned to retire by the time he was sixty,but when the time came,he decided to continue working.In fact,not only is Rick still working,he has no intention of retiring or setting a time when retirement might occur.Rick's decision to keep working into his late sixties is unusual in today's labor market.

Accepted Answer

A) True 
 B)False

Question 8

Underemployed workers present a challenge for human resources managers.These are people who are working beyond their capabilities.

Accepted Answer

A) True 
 B)False

Question 9

One purpose of a human resource inventory is to determine whether the labor force is technically up-to-date and well trained.

Accepted Answer

A) True 
 B)False

Question 10

Employment testing:

Accepted Answer

A) was declared illegal by the EEOC in 1989,because it was often used to discriminate against women and minorities. 
B) is legal,but is a very poor predictor of worker performance. 
C) should be directly related to the job. 
D) should focus on the most basic and general skills rather than on skills directly related to the job. 
A) was declared illegal by the EEOC in 1989,because it was often used to discriminate against women and minorities. 
B) is legal,but is a very poor predictor of worker performance. 
C) should be directly related to the job. 
D) should focus on the most basic and general skills rather than on skills directly related to the job.

Question 11

Which of the following workers would be the best example of a contingent worker?

Accepted Answer

A) an assembly line worker who belongs to a union and has 17 years of seniority 
B) an accountant hired to help during the busy tax season 
C) an elementary school teacher who just received tenure 
D) an electrical engineer who frequently travels out of the country to the various manufacturing facilities owned and operated by his firm 
A) an assembly line worker who belongs to a union and has 17 years of seniority 
B) an accountant hired to help during the busy tax season 
C) an elementary school teacher who just received tenure 
D) an electrical engineer who frequently travels out of the country to the various manufacturing facilities owned and operated by his firm

Question 12

Which of the following statements about contingent workers is most accurate?

Accepted Answer

A) More than 75 percent of contingent workers are employed in office-clerical work. 
B) The number of contingent workers in the U.S.has steadily declined over the past decade. 
C) U.S.labor laws require firms to offer contingent employees the same wages and benefits as other employees performing similar work. 
D) Companies will rely on contingent workers in an uncertain economy. 
A) More than 75 percent of contingent workers are employed in office-clerical work. 
B) The number of contingent workers in the U.S.has steadily declined over the past decade. 
C) U.S.labor laws require firms to offer contingent employees the same wages and benefits as other employees performing similar work. 
D) Companies will rely on contingent workers in an uncertain economy.

Question 13

One of the key functions of human resource management is:

Accepted Answer

A) departmentalizing. 
B) recruiting. 
C) budgeting. 
D) auditing. 
A) departmentalizing. 
B) recruiting. 
C) budgeting. 
D) auditing.

Question 14

One way firms have made the application process more efficient and effective is by:

Accepted Answer

A) concentrating on internal sources of recruitment so that detailed information is already available. 
B) including more questions on the application form about family background and other characteristics that are not job-related. 
C) using an artificial intelligence program such as Workforce Acquisition™ to quickly assess qualifications and help the manager decide whether to request an interview with the applicant. 
D) offering small monetary rewards to existing employees who recommend new people that are ultimately made a job offer. 
A) concentrating on internal sources of recruitment so that detailed information is already available. 
B) including more questions on the application form about family background and other characteristics that are not job-related. 
C) using an artificial intelligence program such as Workforce Acquisition™ to quickly assess qualifications and help the manager decide whether to request an interview with the applicant. 
D) offering small monetary rewards to existing employees who recommend new people that are ultimately made a job offer.

Question 15

Charlie plans to hire three outside sales professionals for his small non-profit organization that operates out of a suburb of Chicago.The new recruits know that after a three-month period,only one will remain.He is using a method of recruitment called part-time,temporary employment.

Accepted Answer

A) True 
 B)False

Question 16

Steely Percussion Inc.briefly tried to implement a flextime system only to abandon it after a few months.Which of the following is the most likely reason Steely would drop its flextime plan?

Accepted Answer

A) It caused an increase in traffic congestion. 
B) It often made communication among employees more difficult. 
C) The employees resented being required to come to work early or stay late. 
D) Workers tend to be less productive when they have to work longer hours in a single day. 
A) It caused an increase in traffic congestion. 
B) It often made communication among employees more difficult. 
C) The employees resented being required to come to work early or stay late. 
D) Workers tend to be less productive when they have to work longer hours in a single day.

Question 17

Which of the following statements identifies a key difference between a job description and a job specification?

Accepted Answer

A) A job description is concerned with the short-run objectives of a job,but a job specification is concerned with the job's long-run objectives. 
B) A job description is based on a human resource inventory,while a job specification is the result of a performance appraisal. 
C) A job description is a statement about the job,while a job specification is a statement about the person who does the job. 
D) A job description is a brief summary of what a job involves,while a job specification is a detailed and technically complete statement of what a job involves. 
A) A job description is concerned with the short-run objectives of a job,but a job specification is concerned with the job's long-run objectives. 
B) A job description is based on a human resource inventory,while a job specification is the result of a performance appraisal. 
C) A job description is a statement about the job,while a job specification is a statement about the person who does the job. 
D) A job description is a brief summary of what a job involves,while a job specification is a detailed and technically complete statement of what a job involves.

Question 18

The main reason firms conduct performance appraisals is to establish a formal record of job performance that will protect them from lawsuits filed by unhappy workers.

Accepted Answer

A) True 
 B)False

Question 19

A management training program that gives managers assignments in a variety of departments in order to expose them to different functions within the organization is called:

Accepted Answer

A) job enlargement. 
B) vestibule training. 
C) job rotation. 
D) an apprenticeship program. 
A) job enlargement. 
B) vestibule training. 
C) job rotation. 
D) an apprenticeship program.

Question 20

__________ is the process of establishing and maintaining contacts with key managers in one's own organization and in other organizations,and using those contacts to establish strong relationships that serve as informal development systems.

Accepted Answer

A) Training and development 
B) Social integration 
C) Orienteering 
D) Networking 
A) Training and development 
B) Social integration 
C) Orienteering 
D) Networking

Exam 11: Human Resource Management: Finding and Keeping the Best Employees

A human resource inventory is designed to reveal whether:

A 360-degree review will include the opinions of an employee's subordinates,as well as those above him/her in the organization structure,and those who work alongside the employee in comparable positions.

According to the Reaching Beyond Our Borders box in Chapter 11,human resource managers will be able to count on the superiority of American business practices as they help manage a global workforce.

Today,fringe benefits account for approximately ______ percent of total payroll costs.

Like all management,human resource management begins with planning.

Underemployed workers present a challenge for human resources managers.These are people who are working beyond their capabilities.

One purpose of a human resource inventory is to determine whether the labor force is technically up-to-date and well trained.

Employment testing:

Which of the following workers would be the best example of a contingent worker?

Which of the following statements about contingent workers is most accurate?

One of the key functions of human resource management is:

One way firms have made the application process more efficient and effective is by:

Charlie plans to hire three outside sales professionals for his small non-profit organization that operates out of a suburb of Chicago.The new recruits know that after a three-month period,only one will remain.He is using a method of recruitment called part-time,temporary employment.

Steely Percussion Inc.briefly tried to implement a flextime system only to abandon it after a few months.Which of the following is the most likely reason Steely would drop its flextime plan?

Which of the following statements identifies a key difference between a job description and a job specification?

The main reason firms conduct performance appraisals is to establish a formal record of job performance that will protect them from lawsuits filed by unhappy workers.

A management training program that gives managers assignments in a variety of departments in order to expose them to different functions within the organization is called:

__________ is the process of establishing and maintaining contacts with key managers in one's own organization and in other organizations,and using those contacts to establish strong relationships that serve as informal development systems.

Taking Risks and Making Profits Within the Dynamic Business Environment

Understanding Economics and How It Affects Business

Doing Business in Global Markets

Demanding Ethical and Socially Responsible Behavior

How to Form a Business

Entrepreneurship and Starting a Small Business

Management and Leadership

Structuring Organizations for Todays Challenges

Production and Operations Management

Motivating Employees

Dealing With Union and Employeemanagement Issues

Marketing: Helping Buyers Buy

Developing and Pricing Goods and Services

Distributing Products

Using Effective Promotions

Understanding Accounting and Financial Information

Financial Management

Using Securities Markets for Financing and Investing Opportunities

Money,financial Institutions,and the Federal Reserve

test Planning Table for Bonus Chapter A

Using Technology to Manage Information

Managing Risk

Managing Personal Finances

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