Deck 9: Human Resource Management: Getting the Right People for Managerial Success

Question 1

The 2010 health care reform legislation requires employers with more than 50 employees to provide health insurance.

Answer 1

True
Explanation: The 2010 health care reform legislation requires employers with more than 50 employees to provide health insurance.

Question 2

The process of writing job analyses, descriptions, and specifications often helps you to hire people who are overqualified.

Answer 2

False
Explanation: The process of writing job analyses, descriptions, and specifications can help you avoid hiring people who are overqualified (and presumably more expensive) or underqualified (and thus not as productive) for a particular job.

Question 3

Reports from the U.S.Bureau of Labor Statistics are a good source of information to assess internal candidates for promotion.

Answer 3

False
Explanation: In looking outside for recruiting, you need to consider the availability of talent in your industry's and geographical area's labor pool, the training of people graduating from various schools, and such factors as what kind of people are moving into your area.The U.S.Bureau of Labor Statistics and the U.S.Census Bureau issue reports on such matters.

Question 4

Google's treatment of its employees is indicative of its belief that its biggest competitive advantage lies in its human resources.

Question 5

Human capital is the economic or productive potential of employee knowledge and actions.

Question 6

A human resource inventory organizes information for assessing which of your current employees are promotable and what kind of training your organization might have to do.

Question 7

Interviews with people who currently hold a job is part of a job analysis for that position.

Question 8

The Family and Medical Leave Act requires employers to provide 12 weeks of paid leave for medical and family reasons like childbirth or adoption.

Question 9

When starting a new job, it is best to avoid giving or getting feedback during the first 60 days so that everyone has an opportunity to get an accurate impression.

Question 10

Recruiting and selecting people is the first step in the strategic human resource process.

Question 11

Title VII of the Civil Rights Act of 1964 applies to all for-profit companies.

Question 12

Collective capital is the economic or productive potential of strong, trusting, and cooperative relationships.

Question 13

Understanding current employee needs and predicting future ones are the two parts of strategic human resources recruiting.

Question 14

Personnel management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.

Question 15

Products from child labor were banned under the Fair Labor Standards Act of 1938.

Question 16

The Wagner Act allows the President of the United States to prevent or end a strike that threatens national security.

Question 17

Collective bargaining consists of negotiations between top management and shareholders about disputes over compensation and benefits.

Question 18

A job description describes the minimum qualifications a person must have to perform the job successfully.

Question 19

Antidiscrimination laws do not require employers to extend preferential treatment because of race, color, or religion.

Question 20

The purpose of the strategic human resource management process is to get optimal work performance to help realize the company's mission and goals.

Question 21

Managers should use personality tests in selecting new employees, because they are the most direct measure of how well the employee will perform in the job.

Question 22

References are an effective way to obtain reliable information about a prospective job candidate.

Question 23

Job posting is the primary method of recruiting internally.

Question 24

A job specification gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired.

Question 25

The screening of job applicants in order to hire the best candidate is known as the preference process.

Question 26

The most commonly used employee-selection technique is interviewing.

Question 27

Programs that attempt to make up for past discrimination in employment are known as affirmative action programs.

Question 28

A test is reliable if it measures what it purports to measure and is free of bias.

Question 29

External recruitment is the process of locating and attracting qualified applications for jobs open in the organization.

Question 30

In the situational interview a typical question might be "What is the best idea you ever sold to someone?"

Question 31

The comparative interview involves asking each applicant the same questions and comparing their responses to a standardized set of answers.

Question 32

There are fewer risks associated with external recruiting than with internal since the pool of potential candidates is much larger.

Question 33

In general, the most effective sources of good external candidates are employee referrals.

Question 34

Application forms, interviews, and educational requirements are now legally considered employment tests.

Question 35

An assessment center is typically used to assess physical capabilities of skilled labor candidates.

Question 36

In a behavioral-description interview, the interviewer explores what applicants have actually done in the past.

Question 37

Karen is a construction manager for the building of a large parking structure downtown.One day a group of steel workers whistled at her as she climbed a ladder.The men's actions created a hostile work environment.

Question 38

Unstructured interviews are more accurate than structured interviews in assessing an applicant's job-related personality traits.

Question 39

LinkedIn, a business-oriented social network, is an effective way to do internal recruiting.

Question 40

One type of gender discrimination is known as quid pro quo.

Question 41

One of the factors that determines base pay is what competitors are paying.

Question 42

In the United States, benefits account for only about 10% of total employment compensation.

Question 43

Stock options are considered a benefit, as part of a compensation package.

Question 44

A company that evaluates its truckers based on miles of freight hauled is using objective appraisals.

Question 45

Objective appraisals are harder to challenge legally than subjective appraisals.

Question 46

Benefits are additional nonmonetary forms of compensation designed to enrich the lives of all employees in the organization, which are paid all or in part by the organization.

Question 47

A manager employing a BARS is using a trait appraisal.

Question 48

When doing a performance appraisal the manager will provide the subordinate with feedback.

Question 49

The first step in the training process is setting objectives for what the training should achieve.

Question 50

Performance management is a method used to improve profitability through a rapid downsizing.

Question 51

The three parts of compensation are wages, incentives, and benefits.

Question 52

For HR professionals, employee training is synonymous with development.

Question 53

The type of appraisal in which employees are evaluated not only by their managerial superiors but also by peers and subordinates is called the 180-degree assessment.

Question 54

Defining the organization's mission and operations should be considered an integral part of employee orientation.

Question 55

The forced ranking performance review system may have negative effects on morale, productivity, and loyalty.

Question 56

Computer-assisted instruction is an example of on-the-job training.

Question 57

Trait appraisals are of questionable validity because an evaluator's personal biases can affect ratings.

Question 58

Appraisals that are conducted on an unscheduled basis and consist of less rigorous indications of employee performance are known as unofficial appraisals.

Question 59

An orientation helps a newcomer fit smoothly into the job and the organization.

Question 60

When it comes to performance appraisal feedback, the longer the appraisal document, the better.

Question 61

A ______ summarizes what the holder of the job does and how and why he or she does it.

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

Question 62

One of the keys to a successful incentive-pay plan is its uniformity.

Question 63

Which of the following is not a recommended way to stand out in a new job?

A)Come in early and stay late to observe others.
B)Underpromise.
C)Be aware of the power of first impressions.
D)Make it easy for others to give you feedback.
E)Overdeliver.

Question 64

What is the final step in the strategic human resource management process?

A)Plan future human resources needs.
B)Perform appraisals of people.
C)Assess success of recruitment process.
D)Orient, train, and develop people.
E)Recruit and select people.

Question 65

The "closed shop," in which an employer may hire for a job only workers who are already in the union, is illegal in the United States.

Question 66

Susan had been working as an executive assistant to the president for nearly 20 years, so when she retired no one had a good idea of all that her job entailed.Before she left, Ben sat with her for two weeks to observe her duties and ask her the details of all functions.Ben was performing a

A)behavioral-description interview.
B)performance appraisal.
C)informal appraisal.
D)job analysis.
E)job rotation.

Question 67

An arbitrator makes a decision that the parties have agreed will be binding on them.

Question 68

If managers regularly communicate with employees about the incentive pay plan, the organization's plan is more likely to meet its goals.

Question 69

The activities managers perform to plan for, attract, develop, and retain an effective workforce are called

A)personnel development.
B)contingency planning.
C)human resource management.
D)job analysis.
E)performance appraisal.

Question 70

In considering the staffing an organization might need in the future, human resource managers should

A)focus efforts on replacing those who retire or resign.
B)assume that the organization will not change much.
C)assume that there will be radical changes in the supply of labor and the nature of the organization's jobs, so planning here must be deferred.
D)understand the organization's vision and strategy and hire to support them.
E)hire 10% more people than were needed last year to cover possible growth.

Question 71

A transfer can be used to retain an employee's interest and motivation by presenting a new challenge.

Question 72

Among aspects of ________ are goodwill, mutual respect, cooperation, and teamwork.

A)relational capital
B)social capital
C)personal capital
D)productivity capital
E)human capital

Question 73

The strategic human resource management process includes which of these?

A)Plan financial resources needed.
B)Identify social capital.
C)Orient, train, and develop.
D)Investigate competitive job positions.
E)Correct underperformance.

Question 74

Gwen, an HR manager, was using reports from the U.S.Bureau of Labor Statistics and the U.S.Census Bureau for information about her industry's labor pool in her geographic area.Gwen is planning to

A)perform a job analysis.
B)recruit from inside the organization.
C)analyze human capital.
D)develop an affirmative action program.
E)recruit from outside the organization.

Question 75

The purpose of the strategic human resource process is to

A)maintain a stable workforce for the minimum expense.
B)inform the grand strategy.
C)formulate human resource-sensitive strategic plans.
D)find the human resources needed in a timely fashion.
E)get optimal work performance to help realize company's mission and vision.

Question 76

The great majority of union workers are in the private sector; fewer than 20% of union workers have government jobs.

Question 77

A report listing your organization's employees by name, education, training, languages, and other important information is called a(n)

A)human resource inventory.
B)labor register.
C)skills record.
D)job analysis.
E)employee database.

Question 78

The economic or productive potential of employee knowledge and actions is called

A)human capital.
B)labor capital.
C)social capital.
D)potential capital.
E)productivity capital.

Question 79

An employee cannot be dismissed permanently "for cause" for absenteeism.

Question 80

A specialist at UPS that rides with couriers to learn about delivery time measurements and potential service problems is conducting a job

A)posting.
B)specification.
C)analysis.
D)description.
E)rotation.