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

Laura Benitez was hired as a management trainee by Simulex Corporation through a special program designed to "right past wrongs" by giving females and minorities greater opportunities for employment and advancement. The program is enforced by the Equal Employment Opportunity Commission. Laura was hired through a(n) program.

Unlike a traditional performance appraisal, a 360-degree review:

The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in the workplace.

Tri Cities Professional Printing wants to expand its services into new markets, but to remain competitive it needs to keep its costs low. If it is like most firms, one way Tri Cities can save a lot of money is by reducing the time and effort it devotes to the selection of employees.

Staff members from the human resource department seldom take part in initial screening interviews, but often participate in the follow-up interviews of top job candidates.

Most experienced workers have a clear idea of what is expected of them even if managers do not communicate their expectations explicitly.

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.

When Tim joined Alamo Scientific as a sales manager, part of his sign-on bonus included the opportunity to buy up to 500 shares of the company's publicly traded stock at $10 per share, during the first three months of employment. The stock was trading on the NASDAQ exchange for $22 per share. Tim's new company was offering a dividend reinvestment plan.

As a human resources professional for a large company, David is involved with the process. His goal is to find the right number of qualified people at the right time. He will screen a qualified pool of candidates and send these individuals forward to others in the firm who will make the final selection decision.

The is an evaluation of the performance level of employees against established standards to make decisions about promotions, compensation, additional training, or firing.

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. -Before the director's accident, Dee had worked with him to devise a plan that would allow each employee to select the fringe benefits he or she wants up to a certain dollar amount. The type of plan Dee and the director developed is known as a(n):

Steve works in purchasing for the Department of the Army on the east coast. He arrives at work at 6:00 a.m. and leaves by 3:00 p.m. He enjoys this schedule because he is an early riser. A disadvantage to the government in allowing Steve to use flextime is:

As an important step in the human resource selection process, which of the following will expedite the process of conducting background investigations and promises to get suitable results?

The long-term success of a firm often depends on its ability to control employee costs and optimize employee efficiency.

The reason that companies use the gain sharing pay system and the skill based pay system to compensate teams of employees is that both are closely tied to profit performance.

Online training gives employers the ability to provide consistent content that is tailored to specific employee training needs.

Introduction to Business students know that the creation of laws are the first step that a society takes in order to act in an ethical manner. The U.S. government learned that unless it stepped in and created business laws, many firms would not concern themselves with fair practices when it comes to hiring, firing, and non-discriminatory actions.

The result of a job analysis is a written document called a human resource inventory.

The human resource function has become so critical that it is now a concern of all managers.

Blue collar and clerical workers are normally paid a salary.