Deck 12: Building and Managing Human Resources

Question 1

The process by which managers decide on the relative qualifications of job applicants for a particular job opening is known as the recruitment process.

Answer 1

False
Explanation: Recruitment includes all the activities managers engage in to develop a pool of qualified candidates for open positions. The process of selection is used by managers to determine the relative qualifications of job applicants and their potential for performing well in a particular job.

Question 2

Outsourcing of jobs works best for jobs that require problem solving and creativity.

Answer 2

False
Explanation: Outsourcing can be used for a wide range of jobs. Outsourcing is used for functional activities such as after-sales service on appliances and equipment, legal work, and the management of information systems.

Question 3

Job changes that entail no major changes in responsibility or authority levels are known as lateral moves.

Answer 3

True
Explanation: A job change that entails no major change in responsibility or authority levels is known as a lateral move. This is form of internal recruiting.

Question 4

Honesty tests have been widely accepted as valid for hiring purposes.

Question 5

In general,unstructured job interviews work better than structured job interviews in the selection process of organizations.

Question 6

Questioning a candidate about how to handle an irate customer is an example of a situational interview question.

Question 7

When interviewing prospective job applicants,managers cannot ask questions that are irrelevant to the job in question.

Question 8

Outsourcing reduces the flexibility of managers.

Question 9

"Six Sigma" quality improvement plans utilize human resource-related initiatives.

Question 10

An organization estimates the qualifications of current employees along with the qualifications of the available workers in the external job market.This is known as a demand forecast.

Question 11

The activities in which managers engage in order to develop a pool of qualified candidates for a position are known collectively as the selection process.

Question 12

When managers look outside their organizations and attempt to hire new employees who have not previously worked for their organization,this is known as external recruiting.

Question 13

Outsourcing is the process of using in-house suppliers and manufacturers to produce goods and services.

Question 14

The goal of EEO is to ensure that all citizens have an equal opportunity to obtain employment regardless of their gender,race,country of origin,religion,age,or disabilities.

Question 15

Job interviewers need to be knowledgeable in the EEO laws so that they do not act in ways that violate these laws.

Question 16

Title VII of the 1964 Civil Rights Act prohibits discrimination in hiring,but not in working conditions.

Question 17

Feedback from a performance appraisal system can serve a developmental purpose for managers.

Question 18

Background information can be helpful both to screen out applicants who are lacking key qualifications and to determine which qualified applicants are more promising than others.

Question 19

Personality tests assess the degree to which job applicants have the necessary skills for successful job performance.

Question 20

Job analysis needs to be done for every job in an organization.

Question 21

Subjective appraisals are based on facts and are likely to be numerical.

Question 22

Collective bargaining is negotiation between labor unions and managers to resolve conflicts and disputes about important issues.

Question 23

Employers are required to provide workers' compensation benefits to their employees,but not unemployment insurance.

Question 24

The process by which managers share performance appraisal information with their subordinates is known as performance feedback.

Question 25

Decisions about pay raise,bonuses,promotions,and job moves hinge on the accurate appraisal of performance.

Question 26

A mentor provides advice and guidance to a protégé.

Question 27

In a 360-degree appraisal,a variety of people,beginning with the manager and including peers or coworkers,subordinates,superiors,and sometimes even customers or clients,appraise a manager's performance.

Question 28

In a simulation,key aspects of the work situation and job tasks are duplicated as closely as possible in an artificial setting.

Question 29

Benefit structure is the arrangement of jobs into categories reflecting their relative importance to the organization and its goals,levels of skill required,and other characteristics.

Question 30

Peers are the most common appraisers of performance.

Question 31

The NLRB conducts certification elections,which are held among the employees of an organization,to determine whether they want a union to represent their interests.

Question 32

After creating training and development programs,managers should perform a needs assessment to determine which employees need training or development and what type of skills or knowledge they need to acquire.

Question 33

The evaluation of an employee's job performance is known as performance appraisal.

Question 34

The purpose of development activities within an organization is to teach current employees how to perform their current jobs.

Question 35

Performance tests measure job applicants' performance on actual job tasks.

Question 36

Low wages give an organization a cost advantage and help ensure that an organization is going to be able to recruit,select,and retain high performers.

Question 37

The purpose of training activities within organizations is to teach current employees new skills so they can be better prepared to take on new responsibilities within the organization.

Question 38

The degree to which a test measures what it is supposed to measure is known as the reliability of the test.

Question 39

Behavior appraisals assess what workers are like,while trait appraisals assess what workers do on their jobs.

Question 40

The degree to which a test measures the same thing each time it is administered is known as the validity of the test.

Question 41

The process by which managers determine the relative qualifications of job applicants for an open position is known as:

A) validation.
B) selection.
C) recruitment.
D) appraisal.
E) induction.

Question 42

A software firm has an opening for a software programmer.Jason,the HR manager of the firm,is making a list of all the tasks,duties,and responsibilities that make up a software programmer's job.He then lists the knowledge,skills,and abilities that a candidate should posses in order for him/her to perform the job.Which of the following best describes what Jason is doing?

A) Job hypothesis
B) Job validation
C) Job utilization
D) Job design
E) Job analysis

Question 43

Microsoft Corporation interviews dozens of highly qualified programmers before deciding on which ones to hire.This is an example of which component of the HRM process?

A) Recruitment
B) Development
C) Selection
D) Validation
E) Orientation

Question 44

The process of identifying and describing in writing the tasks,duties,and responsibilities for a specific job results in a:

A) job description.
B) job specification.
C) job validation.
D) job design.
E) job hypothesis.

Question 45

The component of an HRM system that focuses on helping employees to build the skills and abilities that will enable them to perform their jobs successfully is:

A) training and development.
B) education.
C) quality improvement.
D) performance appraisal.
E) feedback.

Question 46

The set of activities in which managers generate a pool of qualified candidates for open positions is known as:

A) selection.
B) outsourcing.
C) induction.
D) recruitment.
E) development.

Question 47

Determining whether a candidate has the potential to perform well in a specific job is a very important aspect for an organization.Which of the following is responsible for determining this aspect?

A) Validation
B) Job analysis
C) Recruitment
D) Selection
E) Appraisal

Question 48

When managers hire contract employees who are not regular employees of their organization to produce goods and services,it is known as:

A) open sourcing.
B) downsizing.
C) insourcing.
D) job specification.
E) outsourcing.

Question 49

A summary of the knowledge,skills,and abilities that are needed to perform a specific job is known as a:

A) job design.
B) job hypothesis.
C) job description.
D) job specification.
E) job validation.

Question 50

Which of the following statements is true?

A) Six Sigma programs are a required part of every HR system.
B) Six Sigma programs do not require HR initiatives.
C) Employees can build a Six Sigma program from the bottom up.
D) Six Sigma programs require top management commitment.
E) The basic responsibility for Six Sigma programs falls on middle management.

Question 51

The component of an HRM system that focuses on attempting to attract and hire employees who have the abilities and experiences to help the organization to achieve its goals is known as:

A) job searching.
B) development.
C) recruitment and selection.
D) advertising.
E) outsourcing.

Question 52

A large publishing company contracts with a freelance writer for the task of copyediting a new manuscript,instead of hiring a full-time copyeditor.This is an example of:

A) lateral movement.
B) open sourcing.
C) outsourcing.
D) job rotation.
E) downsizing.

Question 53

Newly-hired programmers at Microsoft Corporation join small work teams so that experienced workers can serve as mentors to them while they are adjusting to their new job.This is an example of which component of the HRM process?

A) Self-managing work teams
B) Selection
C) Performance appraisal
D) Orientation
E) Training and development

Question 54

Which of the following can provide managers with the information they need to make good human resources decisions about how to train,motivate,and reward organizational members?

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

Question 55

Steffie has requested for a week's leave to be with her mother who is very ill.Her manager refuses to grant her the leave even though Steffie is aware that this would result in a loss of pay and she is agreeable to it.Which of the following would the employer be violating if he does not grant Steffie leave?

A) The Age Discrimination in Employment Act
B) Title VII of the 1964 Civil Rights Act
C) The Family and Medical Leave Act
D) The Equal Pay Act
E) The Union Act

Question 56

Managers face contemporary challenges such as managing HIV-positive employees,managing older workers,and eliminating sexual harassment.These arise out of the _____ environment of business.

A) economic
B) social
C) legal
D) political
E) demographic

Question 57

The set of activities in which managers engage to predict the future human resource needs of their organization is known as:

A) appraisal.
B) human resource management.
C) human resource planning.
D) recruitment.
E) scenario planning.

Question 58

The process of identifying the job descriptions and the job specifications for all of the jobs within an organization is known as:

A) job design.
B) job analysis.
C) job utilization.
D) job hypothesis.
E) job validation.

Question 59

In the United States,which of the following laws requires male and female employees to be paid the same if they perform equal work?

A) Title VII of the 1964 Civil Rights Act
B) The Comparable Worth Act
C) The Americans with Disabilities Act
D) The Equal Pay Act
E) The Labor Union Act

Question 60

Which of the following best explains managers' attempts to estimate the qualifications and the numbers of employees an organization will need given its goals and strategies?

A) Supply forecasting
B) Economic modeling
C) Selection forecasting
D) Demand forecasting
E) Job analysis

Question 61

When managers use a set of predetermined questions for all the applicants for a specific job,this is known as:

A) situational interviewing.
B) an unstructured interview.
C) a stress interview.
D) behavioral interviewing.
E) a structured interview.

Question 62

Tests that measure a job applicant's performance on actual tasks of the job are known as:

A) physical ability tests.
B) paper-and-pencil tests.
C) personality tests.
D) unstructured tests.
E) performance tests.

Question 63

General Motors tests applicants for autoworker positions on their mechanical dexterity in an attempt to determine if they have the capability of performing an assembly-line job.This is an example of:

A) physical ability testing.
B) personality testing.
C) situational testing.
D) unstructured testing.
E) role-play testing.

Question 64

An individual who contacts an organization and applies for a job in that organization without being asked to do so by anyone in that organization is referred to as:

A) outsourcing.
B) a job placement contact.
C) a walk-in.
D) insourcing.
E) a lateral mover.

Question 65

Karen is a manager in a large restaurant chain.She wants to use situational interview questions while interviewing candidates for the post of servers.Which of the following question would she ask?

A) "What are your strengths and weaknesses as a server?"
B) "Tell me something about your last job as a server."
C) "What do you like about being a server?"
D) "What would you do if a customer wanted to be seated away from small children?"
E) "Do you like to work with people?"

Question 66

A job applicant seeking a position in an organization is asked to furnish written letters from former supervisors about the quality of his work performance.This is known as:

A) structured interviewing.
B) unstructured interviewing.
C) personality testing.
D) ability testing.
E) reference checking.

Question 67

When managers present a job applicant with a scenario that is likely to occur on the job and ask the applicant how he/she would respond,this type of interview is known as a(n):

A) unstructured interview.
B) ad hoc interview.
C) situational interview.
D) personality test.
E) semi-structured interview.

Question 68

When a manager studies the résumé of a job applicant to determine the work history and education of the applicant,this is known as the process of:

A) interviewing.
B) induction.
C) gathering background information.
D) situational interviewing.
E) stress interviewing.

Question 69

Tests that assess the skills of a job applicant that are necessary for the successful performance of a job are known as:

A) stress management tests.
B) personality tests.
C) structured interview tests.
D) performance tests.
E) ability tests.

Question 70

A job applicant calls a former college professor and asks him to write a letter to her prospective employer commenting on her classroom performance.This is an example of which component of the HRM process?

A) Reference checking
B) Recruiting
C) Training
D) Performance testing
E) Ability testing

Question 71

A manager changes jobs within an organization and moves to another job at the same level without any major changes in authority or responsibility.This is known as:

A) insourcing.
B) a lateral move.
C) outsourcing.
D) paralleling.
E) induction.

Question 72

A manager requires all job applicants to complete an online questionnaire that claims to tell the manager if each applicant is an extrovert or an introvert.In which aspect of the HRM process is this manager engaging?

A) Reference checking
B) Interviewing
C) Ability testing
D) Personality testing
E) Background information

Question 73

Which of the following is NOT a tool that managers use in the selection process?

A) Performance tests
B) Performance appraisals
C) Reference checking
D) Background information
E) Interviews

Question 74

Tests that measure the personal characteristics of job applicants that are relevant to successful performance on the job are known as:

A) ability tests.
B) structured interview tests.
C) performance tests.
D) personality tests.
E) unstructured interview tests.

Question 75

Lion Motors asks applicants for assembly-line positions to complete a computer exercise on their reading and mathematical abilities in order to determine if they have the mental skills necessary to do these types of jobs.What type of screening procedure is being used?

A) Personality test
B) Ability test
C) Situational test
D) Unstructured test
E) Stress management test

Question 76

When managers attempt to fill open positions with workers who are already working for the organization in some other capacity,they are engaging in:

A) referral recruiting.
B) external recruiting.
C) walk-in recruiting.
D) outsourcing.
E) internal recruiting.

Question 77

The degree to which a test generates a similar score each time it is administered to a job applicant is known as the _____ of the test.

A) validity
B) recruitment ability
C) stability
D) reliability
E) utility

Question 78

All of the job applicants for a sales position are asked: "What would you do when a customer complains that it takes too long to receive service?" Which of the following best describes this type of interviewing?

A) Unstructured
B) Situational
C) Personality
D) Ad hoc
E) Semi-structured

Question 79

A manager interviews a series of job applicants and asks each applicant whatever he feels like asking without trying to ask all of the applicants the same questions.This is known as a(n):

A) structured interview.
B) realistic job preview.
C) unstructured interview.
D) situational interview.
E) personality interview.

Question 80

A manager requires all applicants for a secretarial position to type a 1,000-word report to determine their error rate and typing speed.This is an example of a:

A) personality test.
B) physical ability test.
C) role-play test.
D) performance test.
E) stress management test.