Exam 13: Managing Human Resources

According to our textbook,intelligence tests are reasonably good predictors for ________ positions.

High-performance work practices are those that lead to high individual and high organizational performance.

Jerry's company is transferring him from St.John's to Vancouver.Although Jerry will be doing the same job as before,he will receive a higher salary to reflect the higher cost of living in Vancouver.His compensation has been influenced by which factor?

Which of the following selection devices is the best predictor for routine work positions?

The ________ creates four protected groups that must not be discriminated against by federally regulated employers.

Carly has just returned from a conference on performance appraisal methods. It was an interesting conference and it generally confirmed what Carly had suspected about her company's performance management system—it required some drastic revision! The company's current method is to have the immediate supervisor write out an evaluation of each individual employee. This method is time-consuming for the supervisors, and is as much a test of their writing skills as it is an evaluation of actual employee performance. Carly considered three alternative methods to replace the current system. The first method was one of the oldest and most popular performance appraisals. It involved listing a set of performance factors such as quantity of work, quality of work, level of cooperation, etc., and then rating each factor on an incremental scale. The second alternative method involved a system that focused on specific and measurable job behaviours. It required appraisers to rate employees according to numbered items which each represented actual job behaviours, rather than general descriptions or traits. The third alternative method was very results-oriented and was often used to evaluate managers and professional employees based on their accomplishment of specific goals that had been jointly established with their superiors. -What is the third alternative method that Carly is considering?

Successful orientation lowers the likelihood of poor work performance.

Carly has just returned from a conference on performance appraisal methods. It was an interesting conference and it generally confirmed what Carly had suspected about her company's performance management system—it required some drastic revision! The company's current method is to have the immediate supervisor write out an evaluation of each individual employee. This method is time-consuming for the supervisors, and is as much a test of their writing skills as it is an evaluation of actual employee performance. Carly considered three alternative methods to replace the current system. The first method was one of the oldest and most popular performance appraisals. It involved listing a set of performance factors such as quantity of work, quality of work, level of cooperation, etc., and then rating each factor on an incremental scale. The second alternative method involved a system that focused on specific and measurable job behaviours. It required appraisers to rate employees according to numbered items which each represented actual job behaviours, rather than general descriptions or traits. The third alternative method was very results-oriented and was often used to evaluate managers and professional employees based on their accomplishment of specific goals that had been jointly established with their superiors. -The primary disadvantage of using the second alternative method is that it ________.

In skill-based pay systems,an employee's job title defines his or her pay category.

In a short essay,describe high-performance work practices and give specific examples of such practices.

Sexual harassment can occur between members of the opposite sex or of the same sex.

People who prefer integration are more likely to respond positively to options such as flextime and part-time hours.

Downsizing is the planned elimination of ________ in an organization.

In the selection process,a reject error occurs when ________.

With ________ training,employees learn how to do tasks simply by performing them.

Wade McKenzie is a new sales manager for The Medi-Mac Group, a medical supply company based in Ontario. Wade was hired from within the firm and he is now supervising many of the people he formerly worked with, including two friends with whom he competed for his new job. As a result, Wade is concerned about potential problems stemming from the performance evaluation process, and is conducting research on the advantages and disadvantages of various methods. -Over the course of the year,Wade has taken some time to compile and write down a series of anecdotes about his employees.Some reflect particularly superior or ineffective performance,others are just plain funny.All the anecdotes describe specific behaviours of his employees.During the national sales meeting,time is provided for a break out session for each region to meet separately.Wade presents these stories,not revealing the identity of the salesperson.The salespeople all enjoy the funny stories.Wade makes a point of commending the superior performance behaviours.After each of the anecdotes reflecting ineffective behaviours,he asks the group to suggest ideas for handling the situation differently.This is most reflective of which appraisal technique?

As a selection device,the interview would be most valid in predicting which of the following occupations?

Downsizing can be traumatic for those employees remaining.In order to lessen the disruptions in the workplace,managers should ________ for the remaining employees.

Nikhil was required to take a dictation test and to receive a score of 75 words per minute on the test.The job he is applying for no longer requires the use of dictation.This test has low ________.

One of the final activities of the human resource management process ensures ________.