Deck 14: Human Resource Management: A Line Managers Perspective

Question 1

The management of the human resource department of the organization _______________.

A) has direct authority over all department managers and employees concerning infractions of work rules and personnel policies
B) should wait to be called upon before offering advice, counsel, or assistance
C) exercises line authority only within the human resources department
D) functions best in a natural adversarial relationship with department managers

Answer 1

C

Question 2

The federal legislation that has made the greatest impact on the workload of human resources is _________________.

A) the Family and Medical Leave Act
B) the Civil Rights Act of 1964
C) the Americans with Disabilities Act
D) the 1975 amendments to Taft-Hartley (the Labor Management Relations Act)

Answer 2

B

Question 3

Which of the following activities is LEAST likely to be found in the majority of present-day human resource departments?

A) Compensation
B) Risk management
C) Recruitment
D) Employee relations

Answer 3

B

Question 4

When human resources finds it necessary to recommend against a department manager who wishes to fire a particular employee, it is usually because ____________.

A) there is no documentation trail showing that procedures have been followed
B) human resources, not the manager, is responsible for deciding who gets fired
C) human resource practitioners' judgment overrules that of the department managers
D) the department manager is most likely acting arbitrarily

Question 5

Concerning the wage and hour laws applicable to the organizations, the department manager ________________.

A) need know little or nothing about these laws, which are the province of human resources
B) need not be concerned with the differences between exempt and nonexempt employees
C) should be generally conversant with these laws so as to be able to answer employees' routine questions
D) should have full working knowledge of all pertinent aspects of the Fair Labor Standards Act

Question 6

The widespread changing of the name "personnel" to "human resources" has been instrumental in elevating the status of this organizational activity.

Question 7

Sexual harassment is not limited to the workplace; it can still occur off-premises and after hours.

Question 8

The federal legislation that had the greatest influence on the human resources workload was the Equal Pay Act of 1963.

Question 9

Because of its value in the organization, the human resource department is essentially immune to downsizing or outsourcing.

Question 10

Human resources is not the ultimate decider of whether an individual is discharged.

Question 11

In a given organization, the labor relations function might be part of human resources, or it might be a department in its own right.

Question 12

In working with human resources on recruitment, the department manager should continue to request more applicants until a perfect or near-perfect one arrives.

Question 13

Although the bulk of the payroll function may reside in the finance division or even be outsourced, human resources often handles the critical input to the payroll system.

Question 14

The human resource department's involvement with the performance appraisal system is limited to the distribution of forms and the filing of completed evaluations.

Question 15

The final exit interview conducted by the Human Resource Department usually includes completion of a final evaluation, by HR manager, of the worker's productivity and performance.