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

Because of the continuous flow of potential employees into the labor market, recruiting usually is the easiest task for a human resource manager to accomplish.

Almost 10 million U.S. workers now telecommute, working several days each month, at home.

Notes of appreciation, awards, and gift certificates given to reward employees for accomplishing or surpassing established objectives are all examples of:

Zorn Enterprises hired several qualified soldiers returning from the war with hearing impairment to rehab its recently acquired apartment complexes. As a growing business, it is abiding by the law as currently stated. It is not required to adapt the work site to help these soldiers hear and communicate better with each other.

Sally is a human resource manager with Weldun Cooking Supplies who needs to recruit sales professionals to fill several positions within her company. Sally is likely to rely on external recruiting sources if she:

The Americans With Disabilities Act protects qualified persons from discriminatory hiring practices, but does not require employers to provide suitable accommodations in the workplace, or opportunities for promotion. This is left to occupational safety laws.

The federal government has to minimized its role in human resource management.

Which of the following statements about home-based work and telecommuting is most accurate?

HR manger Rob Spears is very concerned about the high cost of labor turnover at his firm. A good way for Rob's firm to eliminate high turnover costs at the company is to establish a policy of hiring workers for trial periods.

The second step in human resource planning consists of conducting job analyses. Through observation and research, the manager will collect information on the kinds of things that each job title performs and how they are performed, as well as the skill and knowledge requirements for doing the job.

Companies compete with other firms for good employees.

Chip Dodson is a middle-aged white male employed by a large company. Recently, he was passed over for a promotion, despite receiving an excellent performance appraisal. The promotion went to a woman Chip felt was less qualified. His supervisor told him the woman got the promotion because the business was trying to comply with affirmative action guidelines. Critics of affirmative action would cite this situation as a case of reverse discrimination.

Mini-Case Dee Pozitt had been the assistant human resource director at Fleesum Financial Services for a bit more than a year when the company's human resource director was injured in a sky diving accident. Because of his injuries the director would be unable to work for several months. Howie Fleesum, the company's CEO, decided to name Dee the acting director of human resources. Though she had been at the firm for a shorter period of time than most other managers, he felt that her position as the director's assistant had given her insights into the company's human resource issues that the other managers lacked. He also was very impressed by the glowing performance appraisal Dee recently received from the director, her peers, and even subordinates. Before accepting the position as acting director, Dee made sure that Mr. Fleesum recognized her authority to implement some major changes in policies she and the director had been planning before his accident. The changes were intended to make the company more responsive to the needs of employees, thus improving morale and reducing worker turnover. Although Dee was sorry the director was injured, she was pleased that Mr. Fleesum had confidence in her and was willing to give her the authority to implement important new programs. The only aspect of her opportunity that worried her was the resentment and hostility she sensed from a few of the older, more experienced managers. One of the most hostile coworkers was a fellow named Mort Gage. Dee decided she had better talk to Mort and find out why he was so upset. -Dee wants to give Fleesum's employees more freedom to schedule when they begin and end their workdays. Her plan still requires employees to work eight hours per day, but allows them to start as early as 7:00 a.m. or as late as 9:00 a.m., and leave as early as 4:00 p.m. or as late as 6:00 p.m. Her plan also requires all workers to be on the job between 9:00 a.m. and noon, and between 2:00 p.m. and 4:00 p.m. The type of plan Dee wants to implement is known as a:

Ruth Gray is a manager who takes pride in her ability to be fair and impartial. She treats all workers the same way, and evaluates them all using the same standards. Ruth is likely to have difficulty with the adjustments needed to accommodate disabled workers.

As companies continue to develop women and minorities for management positions, they:

The information contained in performance appraisals helps managers:

During the employee selection process, the screening interview is often conducted by:

Which of the following statements describes the relationship between employee training and employee development?

Managers at Wrise & Schein want to make sure their decisions about compensation, promotions and firings are based on sound information that meet legal requirements. One way to achieve this objective would be to:

A firm would implement a policy of holding exit interviews if it wanted to: