Deck 12: Building and Managing Human Resources

Question 1

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

Answer 1

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 2

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

Answer 2

False
Explanation: Structured interviews are superior to unstructured interviews because they are more likely to yield information that will help identify qualified candidates,are less subjective,and may be less influenced by the interviewer's biases.

Question 3

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.

Answer 3

True
Explanation: 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 4

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

Question 5

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

Question 6

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

Question 7

Outsourcing reduces the flexibility of managers.

Question 8

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 9

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

Question 10

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 11

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

Question 12

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

Question 13

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

Question 14

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

Question 15

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 16

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

Question 17

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

Question 18

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 19

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

Question 20

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

Question 21

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

Question 22

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

Question 23

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

Question 24

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 25

Peers are the most common appraisers of performance.

Question 26

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 27

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

Question 28

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

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

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

Question 31

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

Question 32

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

Question 33

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 34

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

Question 35

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 36

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

Question 37

A mentor provides advice and guidance to a protégé.

Question 38

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

Question 39

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 40

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

Question 41

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

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

Question 42

The information that managers need to make good human resources decisions about how to train,motivate,and reward organizational members can be obtained through ___________.

A) recruitment
B) induction
C) training
D) the performance appraisal
E) feedback

Question 43

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

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

Question 44

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 45

The HRM process of determining whether a candidate has the potential to perform well in a specific job is a part of ____________.

A) validation
B) job analysis
C) recruitment
D) selection
E) appraisal

Question 46

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 47

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 48

The attempt by managers to estimate the qualifications and the number of employees an organization will need,given its goals and strategies,is the process of _____________.

A) supply forecasting
B) economic modeling
C) selection forecasting
D) demand forecasting
E) job analysis

Question 49

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

A) recruitment
B) development
C) selection
D) validation
E) orientation

Question 50

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

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

Question 51

Six Sigma programs ____________.

A) are a required part of every HR system
B) do not require HR initiatives
C) can be built by employees from the bottom up
D) require top management commitment
E) are the responsibility of middle management

Question 52

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 53

A software firm has an opening for a software programmer.Jason,the HR manager,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.This is the process of developing a job ____________.

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

Question 54

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 55

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 the HRM process of ____________.

A) self-managing work teams
B) selection
C) performance appraisal
D) orientation
E) training and development

Question 56

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.If her manager does not grant Steffie leave,the employer would be violating ____________.

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 57

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 58

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 59

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 60

In the United States,the law which requires male and female employees to be paid the same if they perform equal work is ____________.

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 61

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 62

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 63

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

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

Question 64

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 65

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?" This type of question is known as a(n)_______________ interview question.

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

Question 66

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 67

Karen is a manager in a large restaurant chain,and she wants to use situational interview questions while interviewing server candidates.A situational interview question Karen can ask is:

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 68

In the selection process managers use the ______________ tool.

A) recruiting
B) training
C) reference checking
D) performance appraisal
E) paralleling

Question 69

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 70

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 71

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 _______________ testing.

A) physical ability
B) personality
C) situational
D) unstructured
E) role-playing

Question 72

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:

A) reference checking
B) recruiting
C) selection
D) performance testing
E) ability testing

Question 73

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 _________________________ test.

A) personality
B) physical ability
C) role-playing
D) performance
E) stress management

Question 74

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.Lion is utilizing the screening procedure of _____________ tests.

A) personality
B) ability
C) situational
D) unstructured
E) stress management

Question 75

When interviewers 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 question is known as a(n)_______________ interview question.

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

Question 76

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) paralleling

Question 77

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.This manager is engaging in the HRM process of ____________.

A) reference checking
B) interviewing
C) ability testing
D) personality testing
E) background information

Question 78

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

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

Question 79

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 80

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

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