Deck 12: Human Resource Management

Question 1

The management inventory card,the position replacement form,and the management manpower replacement chart are three separate recordkeeping devices for a human resource inventory.

Answer 1

True

Question 2

In a lecture,trainees participate primarily through listening and note taking.

Answer 2

True

Question 3

Typing and keyboarding tests are examples of aptitude tests.

Answer 3

False

Question 4

A job description refers to the characteristics of the individual who should be hired for the job.

Question 5

Wikstrom's human resource inventory forms are meant to be used exclusively for filling managerial positions and cannot be used for filling nonmanagerial positions.

Question 6

In the area of equal employment opportunity,the basic purpose of positive movement is to eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals.

Question 7

To be considered as effective,test results should not be used as the sole determinant of a hiring decision.

Question 8

EEOC has the authority to prosecute organizations that use discriminatory testing practices.

Question 9

Wikstrom's position replacement form focuses on position-centered information rather than the people-centered information maintained on the management inventory card.

Question 10

Performance appraisal is not applicable to the newcomers in the organization as they need orientation time.

Question 11

The phrase "appropriate human resources" refers to the individuals within the organization who make a valuable contribution to management system goal attainment.

Question 12

Although conceptually separate,performance and objectives should be distinct and independent topics of discussion during performance appraisals.

Question 13

Sources of human resources available to fill a position can be generally categorized in two ways: sources inside the organization and sources outside the organization.

Question 14

When employees' performance is appraised using a rating scale,only one employee can occupy a particular ranking.

Question 15

One of the weaknesses of performance appraisals is that the emphasis is on completing paperwork rather than on critiquing individual performance.

Question 16

Private employment agencies collect a fee from either the person hired or the organization doing the hiring,once the hire has been finalized.

Question 17

An assessment center is a place in which participants engage in a number of individual and group exercises constructed to simulate important activities at the organizational levels to which they aspire.

Question 18

Performance appraisals should emphasize how well the individual is doing the job,not the evaluator's impression of the individual's work habits.

Question 19

Equal opportunity legislation protects the right of a citizen to work and obtain a fair wage based primarily on race and ethnicity.

Question 20

Recruitment is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.

Question 21

Which of the following is the first step in providing appropriate human resources for an organization?

A)selection
B)orientation
C)recruitment
D)training
E)performance appraisal

Question 22

Which of the following functions does a position replacement form perform?

A)provides information about the organizational history of an individual
B)describes the merits of a current employee in a specific position to be used as a benchmark for future potential recruits
C)determines who might be eligible to fill a vacant position
D)assesses the potential of an employee in the organization
E)advertises a vacant position in the organization and requests applications from qualified candidates

Question 23

A(n)________ consists of information about the characteristics of organization members.

A)job evaluation
B)employee payroll
C)job analysis
D)human resource inventory
E)curriculum vitae

Question 24

Which of the following human resource inventory records proposed by Walter S.Wikstrom contains an organizational history of an individual and an indication of how he or she might be used in the future?

A)management manpower replacement chart
B)employee payroll graph
C)position replacement form
D)organizational restructuring chart
E)management inventory card

Question 25

Which of the following processes involves choosing an individual to hire from all those who have been screened from the prospective human resources available to fill a position?

A)selection
B)training
C)recruitment
D)promotion
E)orientation

Question 26

The ________ seeks to uphold the equal opportunity legislation which protects the right of a citizen to work and obtain a fair wage based primarily on merit and performance.

A)American Equal Rights Association
B)United States Commission on Civil Rights
C)Federal Labor Relations Authority
D)Social Security Act
E)Equal Employment Opportunity Commission

Question 27

The basic purpose of recruitment is to ________.

A)increase the productivity of employees by influencing their behavior
B)furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality
C)eliminate barriers and increase opportunities for the utilization of underutilized and/or disadvantaged individuals
D)narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired
E)refine work methods,reduce production costs,and increase the level of organizational diversity

Question 28

A ________ details the characteristics of the individual who should be hired for a particular job.

A)job description
B)workforce profile
C)curriculum vitae
D)job specification
E)performance appraisal

Question 29

Which of the following is an objective of a human resource inventory?

A)advertising a vacant organizational position in a publication whose readers are likely to be interested in filling the position
B)keeping the management up to date about the possibilities for filling a position from within
C)eliminating barriers and increasing opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals
D)scouting external sources to identify prospective individuals to be employed via external recruitment
E)increasing the productivity of employees by influencing their behavior

Question 30

________ is the process of outlining who will follow whom in various organizational positions.

A)Organizational restructuring
B)Succession planning
C)Forecasting
D)Recruiting
E)Scheduling

Question 31

Which of the following entities was created by the Civil Rights Act,passed in 1964 and amended in 1972,to enforce federal laws prohibiting discrimination on the basis of race,color,religion,sex,and national origin in recruitment,hiring,firing,layoffs,and all other employment practices?

A)American Equal Rights Association
B)United States Commission on Civil Rights
C)Federal Labor Relations Authority
D)Equal Employment Opportunity Commission
E)National Labor Relations Board

Question 32

________ is the initial attraction and screening of the supply of prospective human resources available to fill a position.

A)Onboarding
B)Job analysis
C)Recruitment
D)Prospecting
E)Orientation

Question 33

The technique commonly used to gain an understanding of a position to be filled so that the broad range of potential employees can be narrowed intelligently is known as ________.

A)job analysis
B)workforce planning
C)employment status
D)performance appraisal
E)workplace orientation

Question 34

The basic purpose of affirmative action is to ________.

A)narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired
B)eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals
C)increase the productivity of employees by influencing their behavior
D)reduce production costs and increase the level of organizational diversity
E)furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality

Question 35

Basically,a job analysis is aimed at determining the job description and ________.

A)the job specification
B)recruitment process profile
C)number of positions to fill
D)training curriculum
E)the difficulty of the aptitude test

Question 36

Two tools often used in the selection process are ________.

A)recruitment and training
B)testing and assessment centers
C)programmed learning and performance appraisal
D)affirmative action program and learning-by-doing
E)public and private employment agencies

Question 37

________ is examining human resources for qualities relevant to performing available jobs.

A)Selection
B)Orientation
C)Testing
D)Induction
E)Training

Question 38

Which of the following items is likely to be found in a job specification?

A)job title
B)working conditions
C)equipment used
D)job summary
E)physical skills

Question 39

The activities that a job entails are collectively referred to as the ________.

A)job specification
B)job description
C)job analysis
D)job requirements
E)performance appraisal

Question 40

The ________ is a human resource inventory record that presents a composite view of the individuals management considers significant for human resource planning.

A)management inventory card
B)employment authorization document
C)job analysis chart
D)management manpower replacement chart
E)position replacement form

Question 41

Tests that measure the level of skill or knowledge an individual possesses in a certain area are called ________.

A)aptitude tests
B)vocational tests
C)achievement tests
D)intelligence tests
E)personality tests

Question 42

________ attempt to describe an individual's personality dimension in such areas as emotional maturity,subjectivity,honesty,and objectivity.

A)Aptitude-interest tests
B)Vocational interest tests
C)Intelligence tests
D)Personality tests
E)Functional interest tests

Question 43

________ attempt to measure an individual's interest in performing various kinds of jobs.

A)Aptitude-interest tests
B)Vocational interest tests
C)Keyboarding tests
D)Typing tests
E)Functional interest tests

Question 44

________ is a training technique for instructing without the presence or intervention of a human instructor.

A)Experiential learning
B)Programmed learning
C)On-the-job training
D)Active learning
E)Lecture

Question 45

A(n)________ is a program in which participants engage in a number of individual and group exercises constructed to simulate important activities at the organizational levels to which they aspire.

A)job analysis
B)assessment center
C)performance appraisal
D)employment audit
E)workforce plan

Question 46

When tests are used as part of the selection process,care must be taken to ensure that the test being used is both valid and reliable.A test is reliable if ________.

A)it proactively reduces an employee's anxiety
B)it can be used as the sole determinant of a hiring decision
C)it measures similarly time after time
D)its questions are asked in various languages as it has to cater to a diverse group of individuals
E)it changes constantly so as to keep malpractices at bay

Question 47

A forestry services firm tested Gerald on his emotional quotient which included questions evaluating his honesty and other personal traits.Gerald just took a(n)________.

A)personality test
B)aptitude test
C)vocational test
D)achievement test
E)technical skill test

Question 48

Which of the following is an advantage of using a programmed learning approach for training employees?

A)The cost of programmed learning is practically nonexistent as training is delivered through computer programs.
B)One-on-one interaction with mentors and trainers fosters a co-learning atmosphere in the organization.
C)Employees get a firsthand experience of their job demands as they learn skills by performing them.
D)Employees are able to learn at their own pace,picking up information piece by piece.
E)Programmed learning allows instructors to expose trainees to a maximum amount of information within a given time period.

Question 49

Aptitude tests measure ________.

A)the physical ability an individual possesses to perform a certain task
B)an individual's interest in performing various kinds of jobs
C)the potential of an individual to perform a task
D)an individual's personality dimensions in such areas as emotional maturity,subjectivity,honesty,and objectivity
E)an individual's response to stressful situations in order to assess his/her presence of mind

Question 50

The first step of the training process is ________.

A)designing the training program
B)administering the training program
C)determining the training needs
D)evaluating the training program
E)standardizing the training program

Question 51

When tests are used as part of the selection process,care must be taken to ensure that the test being used is both valid and reliable.A test is valid if ________.

A)it measures what it is designed to measure
B)it is used as the sole determinant to hire an individual
C)it changes constantly so as to keep malpractices at bay
D)it doesn't contain language or cultural biases that discriminate against minorities
E)it subjectively assesses candidates' potential and desire to obtain a position

Question 52

Which of the following is an advantage of lectures as a training method?

A)Lectures are extremely helpful in promoting attitudinal and behavioral changes among trainees.
B)Lectures provide ample opportunity to check on whether trainees really understand the training material.
C)Lectures allow instructors to expose trainees to a maximum amount of information within a given time period.
D)Lectures are ideal training methods for handling the wide diversity of ability,attitude,and interest that prevails among trainees.
E)Lectures facilitate opportunities for practice,reinforcement,knowledge of results,and overlearning.

Question 53

Which of the following statements is true of lectures as a training method?

A)Lectures involve an even exchange of information between instructors and trainees by way of discussions and debates.
B)Lectures are disadvantaged by their inability to expose trainees to a substantial amount of information within a given time period.
C)The nature of the lecture situation makes it of minimal value in promoting attitudinal or behavioral change.
D)Instructors can handle the wide diversity of ability,attitude,and interest that may prevail among the trainees by way of lectures.
E)A lecture format provides opportunities for practice,reinforcement,knowledge of results,and overlearning.

Question 54

The purpose of training is to ________.

A)increase the productivity of employees by influencing their behavior
B)furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality
C)eliminate barriers for the purpose of increasing the utilization of disadvantaged individuals
D)narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired
E)refine work methods,reduce production costs,and increase the level of organizational diversity

Question 55

A ________ is primarily a one-way communication situation in which an instructor orally presents information to a group of listeners.

A)group discussion
B)lecture
C)student debate
D)brainstorming session
E)symposium

Question 56

________ is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.

A)Recruitment
B)Training
C)Selection
D)Performance appraisal
E)Induction

Question 57

Cal appears for a battery of tests as part of a selection process that aims to fill ten positions in a certain company.He fails to clear the tests the first time and appears for them again after three months.This time,however,he manages to pass the tests.Which of the following characteristics is attributed to these tests?

A)unreliable
B)objective
C)invalid
D)discriminatory
E)unfair

Question 58

________ refer(s)to the information or skill areas of an individual or group that require further development to increase the productivity of that individual or group.

A)Training needs
B)Professional maturity
C)Self actualization needs
D)Vocational interest
E)Growth potential

Question 59

Which of the following is an example of an achievement test?

A)psychometric test
B)aptitude test
C)thematic apperception test
D)keyboarding test
E)visual skills test

Question 60

Margie has applied for a job with the Lumineer Company.She was asked "how would you handle an angry customer?" and "If you caught a coworker lying,what would you do?" These are examples of questions you would hear in ________.

A)aptitude-interest tests
B)vocational interest tests
C)typing test
D)personality tests
E)communications test

Question 61

The process of reviewing individuals' past productive activity to evaluate the contribution they have made toward attaining management system objectives is known as ________.

A)job analysis
B)workforce profiling
C)performance appraisal
D)employee audit
E)workplace turnover

Question 62

Which of the following performance appraisal methods requires appraisers to simply write down their impressions of employees in paragraph form?

A)forced ranking
B)rating scale
C)free-form essay
D)employee comparison
E)critical-form essay

Question 63

________ are training vehicles for assigning a particular task to an individual to furnish him or her with experience in a designated area.

A)Virtual teams
B)Cross-functional teams
C)Special project committees
D)Geographically dispersed teams
E)New product committees

Question 64

The main purpose of performance appraisal is to ________.

A)keep management up to date about the possibilities for filling a position from within
B)refine work methods,reduce production costs,and increase the level of organizational diversity
C)furnish feedback to organization members about how they can become more productive and useful to the organization in its quest for quality
D)eliminate barriers and increase opportunities for the purpose of increasing the utilization of underutilized and/or disadvantaged individuals
E)narrow a large field of prospective employees to a relatively small group of individuals from which someone eventually will be hired

Question 65

Which of the following is a disadvantage of using performance appraisals?

A)Performance appraisals do not provide judgments systematic enough to support salary increases,promotions,or transfers.
B)Performance appraisals focus employees on short-term rewards rather than on issues that are important to the long-run success of the organization.
C)Performance appraisals place undue emphasis on critiquing individual performance rather than increasing organizational productivity and completing paperwork.
D)Individuals only tend to participate in the evaluation as they view it as a rewarding prospective.
E)Performance appraisals are not effective at telling subordinates how they are doing and of suggesting needed changes in behavior,attitudes,skills,or job knowledge.

Question 66

________ is a performance appraisal method in which appraisers rank employees according to factors such as job performance and value to organization,where an employee can occupy only a particular ranking.

A)Rating scale
B)Employee comparison
C)Likert scale
D)Semantic differential
E)Rasch model

Question 67

Which of the following is a guideline for handling performance appraisals?

A)The evaluator should attack the negative aspects of the subject's personality.
B)The evaluator should take care to reduce the anxiety of the subject on his performance.
C)It should emphasize how well the individual is doing the job,not the evaluator's impression of the individual's work habits.
D)The subject should not be forced to undergo evaluation and has the right to deny evaluation of his productivity.
E)The evaluator should emphasize an individual's work habits.

Question 68

Which of the following statements is true about performance appraisals?

A)Performance and organizational objectives are discussed separately during performance appraisals.
B)Performance appraisals should ideally reflect the evaluator's impression of the employee's work habits.
C)The goal of performance appraisals is to subjectively analyze an individual's habits,rather than objectively evaluate the employee's performance.
D)Performance appraisals provide systematic judgments to support salary increases,promotions,transfers,and sometimes demotions or terminations.
E)Performance appraisal is a continuing activity that focuses solely on established human resources within the organization.

Question 69

________ is an on-the-job training technique that involves direct critiquing of how well an individual is performing a job.

A)Programmed learning
B)Coaching
C)Lecturing
D)Overlearning
E)Position rotation

Question 70

Which of the following characteristics can be attributed to classroom training techniques in contrast to lectures?

A)lack of opportunity for attitudinal or behavioral change in trainees
B)learning through listening and note-taking
C)maximum amount of information transmission to trainees in limited amount of time
D)inability to handle wide diversity of ability,attitude,and interest among trainees
E)high levels of discussion and interaction among trainees

Question 71

A potential weakness of performance appraisal is that the individuals involved view them as a ________.

A)forced behavioral-change situation
B)salary-increment opportunity
C)promotion opportunity
D)fair and unbiased evaluation
E)reward-punishment situation

Question 72

________ typically involves acting out and then reflecting on some people-oriented problem that must be solved in the organization.

A)Position rotation
B)Sequence learning
C)Management games
D)Role-playing format
E)Declarative learning

Question 73

Sean has been working for Bailee Cabinets for 15 years.Every year they have a routine safety day.This quarter the company has decided to market a new set of cabinets for premanufactured homes.Sean and his coworkers are required to learn how to use a new product and how to manufacture it.This is an example of ________.

A)programmed learning
B)lectures
C)on-the-job training
D)passive learning
E)transmitting technique

Question 74

In which of the following performance appraisal methods do appraisers write down particularly good or bad events involving employees as these events occur and evaluate each employee's performance using their respective records of all documented events?

A)rating scale
B)free-form essay
C)forced distribution
D)critical-form essay
E)employee comparison

Question 75

Which of the following is the right question to ask when determining the effectiveness of the training program?

A)Are deadlines being met more regularly?
B)What skills do employees need to improve their performance?
C)Should the training program follow a lecture approach?
D)How much time and money must be invested in training employees?
E)Should on-the-job training be preferred over classroom training techniques?

Question 76

________ for developing skills reflect a blend of job-related knowledge and experience.

A)Position rotation
B)Overlearning
C)Virtual teams
D)Special project reviews
E)Classroom techniques

Question 77

Which of the following is a disadvantage of programmed learning as a training method?

A)Programmed learning methods do not lend themselves easily to computerization.
B)The limited time period of programmed learning modules are disadvantageous to students who prefer to learn at their own pace.
C)Programmed learning approaches are not conducive for encouraging students' active participation in the learning process.
D)With programmed learning,there is no one present to answer a confused learner's questions.
E)Students using programmed learning approaches are often slow as they go about learning at their own respective pace.

Question 78

What should evaluators do to avoid the potential weaknesses of performance appraisals?

A)Point out the subject's negative work habits.
B)Punish or reward the employee through positive and negative feedback.
C)The appraisal feedback should be tactful and objective as possible to minimize negative reactions.
D)The evaluation paperwork should be done with quickly so as to achieve targets.
E)The evaluator should hold a feedback session to point out the collective negative aspects of all the individuals under evaluation.

Question 79

________ is a performance appraisal method in which individuals appraising performance rank several employee qualities and characteristics on a continuum.

A)Free-form essay
B)Forced ranking
C)Critical-form essay
D)Rating scale
E)Forced distribution

Question 80

________ is an on-the-job training technique that involves moving an individual from job to job to enable the person to gain an understanding of the organization as a whole.

A)Position rotation
B)Declarative learning
C)Coaching
D)Overlearning
E)Sequence learning