Deck 10: HRM: Building a Winning Culture

Question 1

Keeping track of expertise is a challenge in a global workforce.

Answer 1

True

Question 2

People are the most critical and valuable strategic assets an organization can have;consequently,people must be a top priority in any organization with high performance aspirations.

Answer 2

True

Question 3

The HRM function being headed by a human resources director reporting to an executive vice president is an important indicator that human resource management is truly strategic in an organization.

Answer 3

False

Question 4

According to Jeffrey Pfeffer's research,organizations that invest in people outperform organizations that do not.

Question 5

Whenever national origin,race,gender,religion,marital or parental status,sexual orientation ethnicity or other diversity characteristics interfere with finding,hiring,and utilizing the best employees,one organization's loss in human capital can be another's gain.

Question 6

The Canadian Human Rights Act guarantees people the right to employment and advancement without regard to race,color,national origin,religion,gender,age,or mental or physical ability.

Question 7

Race,religion,political belief and criminal conviction are prohibited grounds for discrimination in all provinces of Canada

Question 8

In Canada,human resource management practices are affected by the Canadian Human Rights Act.

Question 9

High-performing organizations thrive on strong foundations of human capital.

Question 10

The basic goal of human resource management is building organizational performance capacity by raising human capital to ensure that highly capable and enthusiastic people are always available.

Question 11

The responsibility of attracting a quality workforce encompasses career development,work-life balance,compensation and benefits,retention and turnover,and labour-management relations.

Question 12

Human capital is the economic value of people with job-relevant abilities,knowledge,ideas,energies,and commitments.

Question 13

Discrimination occurs when someone is denied a job or a job assignment for reasons that are not job relevant.

Question 14

Affirmative action is an effort to give preference in employment to women and minority group members.

Question 15

All organizations that are financially successful treat people as costs to be reduced.

Question 16

Human resource specialists are increasingly important in attracting,developing,and maintaining a quality workforce in an environment complicated by legal issues,labour shortages,economic turmoil,and changing corporate strategies.

Question 17

Strategic human resource management mobilizes human capital through the HRM process to best implement organizational strategies.

Question 18

The strategic importance of HRM has been accentuated by the spate of corporate ethics scandals.

Question 19

Human resource management is the process of attracting,developing,and maintaining a high-quality workforce.

Question 20

The responsibility of developing a quality workforce involves human resource planning,recruitment,and selection.

Question 21

Banks and broadcasters must adhere to The Employment Equity Act.

Question 22

The right of employees to have privacy on the job is known as workplace privacy.

Question 23

Job analysis is the orderly study of job facts to determine what is done,when,where,how,why,and by whom in existing jobs or potential new jobs.

Question 24

Recruitment is a set of activities designed to attract a qualified pool of job applicants to an organization.

Question 25

The three steps in the typical recruitment process are advertising job vacancies,screening résumés,and making preliminary contacts.

Question 26

Realistic job previews seek to "sell" the firm to outsiders by communicating only the most positive features of the job to potential candidates.Traditional recruitment seeks to provide the candidate with complete information regarding the actual job and organizational features before the job is accepted.

Question 27

Before a company can begin the process of attracting a qualified workforce,it must have a clear understanding of the jobs to be done,know what talents are required to perform the jobs,and have systems in place to excel at employee recruitment and selection.

Question 28

Permatemps are independent contractors that are engaged regularly by the same organization.

Question 29

Sexual harassment occurs when people experience conduct or language of a sexual nature that affects his/her employment situation.

Question 30

Each province has the right to impose remedies on organizations that do provide a timely resolution to any discrimination charges brought against them.

Question 31

A written statement detailing the duties and responsibilities of a job is called a job specification.

Question 32

The qualifications required of any job applicant are called job descriptions.

Question 33

Comparable worth refers to the notion that persons performing jobs of similar importance should be paid at comparable levels.

Question 34

In external recruitment,job candidates are sought from outside the hiring organizations,whereas with internal recruitment,job candidates are sought from among existing employees.

Question 35

Employment equity gives preference to four designated groups-Aboriginals,women,visible minorities and people with physical/mental disabilities.

Question 36

Until the legal status of employee surveillance through the use of information technology is clarified,the best advice for everyone is to assume your employer will protect your privacy and will let you know whenever you are being monitored.

Question 37

A job analysis provides information that can be used to develop or update job descriptions and job specifications

Question 38

The potential disadvantages of external recruitment include bringing in outsiders with fresh perspectives,providing access to specialized expertise not otherwise available from current employees,and providing access to work experience not otherwise available from current employees.

Question 39

The Employment Equity Act applies only to the federal government.

Question 40

Human resource planning is the process of analyzing an organization's human resource needs and determining how to best fill them.

Question 41

Interviews can be difficult for job applicants,if the applicants are unprepared,are poor communicators,or lack interpersonal skills.

Question 42

An assessment center is an employment test that evaluates a person's potential by observing his or her performance in experiential activities that simulate daily work activities.

Question 43

A physical examination helps ensure that the applicant is physically capable of fulfilling job requirements,but it does not provide the basis for enrolling the applicant in health-related fringe benefits programs.

Question 44

Socialization is a set of activities designed to familiarize new employees with their jobs,with co-workers,and with the organization as a whole.Orientation is the process of influencing the expectations,behaviours,and attitudes of a new employee in a manner considered desirable by the organization.

Question 45

Any selection device should be both reliable and valid.

Question 46

Selection is the process of choosing,from a pool of applicants,the person or persons who offer the greatest performance potential.

Question 47

The intent of socialization in the human resource management process is to help newcomers fit into the work environment in a way that furthers their development and performance potential.

Question 48

Reference checks are inquiries to previous employers,academic advisors,co-workers,and/or acquaintances regarding the qualifications,experience,and past work records of a job applicant.

Question 49

A selection device is said to be valid when it yields the same results over time if taken by the same person.

Question 50

Work sampling has applicants work on actual job tasks while being graded by observers on their performance.

Question 51

Employee orientation typically involves clarifying the organization's mission and culture,explaining operating objectives and job expectations,and communicating policies and procedures.

Question 52

An application form declares an individual to be a formal candidate for a job and documents the applicant's personal history and qualifications.

Question 53

One of the major goals of realistic job previews is to promote job satisfaction and reduce turnover.

Question 54

The selection process involves the completion of a formal application,interviewing,testing,reference checks,physical examination,and final analysis and decision to hire or reject.

Question 55

Interviews can be potential stumbling blocks in the selection process,particularly if the interviewer asks the wrong things,talks too much,or lets personal biases prevent an applicant's capabilities from being fully considered.

Question 56

The best selection decisions are most likely made when responsibility for analyzing all the data and making the final decision to hire or reject an applicant rests with the applicant's prospective manager or team leader,potential coworkers,and the human resources staff.

Question 57

To succeed in a telephone interview,an applicant should be prepared ahead of time,take the call in private,dress professionally,practice an interview voice,have reference materials handy,have a list of questions ready,and ask what happens next.

Question 58

Recruiting is the six-step process that involves completion of a formal application,interviewing,testing,reference checks,physical examination,and final analysis and decision to hire or reject.

Question 59

The first six months of employment in a given organization is crucial because it is during this time that original performance expectations are set and patterns for future employee-employer relationships are established.

Question 60

The primary intent of orientation is to enable new employees time to complete job-related paperwork.

Question 61

Management development involves training that is specifically targeted to improve a person's knowledge and skills in the fundamentals of management and leadership.

Question 62

When an experienced person provides performance advice to another person,the on-the-job training method known as coaching is being used.

Question 63

In the rank ordering method of multiperson comparison,each person is formally compared with every other person and is rated as either the superior or weaker member of the pair.

Question 64

Base compensation can assist the organization by eliminating the need for fringe benefits programs.

Question 65

Training is a set of activities that help people acquire and improve job-related skills.

Question 66

A performance management system sets standards,assesses results,and plans actions to improve future performance.

Question 67

A manager is using the behaviourally anchored rating scale method of performance appraisal when the employee's performance is evaluated using specific descriptions of actual behaviours in a given job.

Question 68

Top managers will likely benefit from management development programs that focus on developing a better understanding of multifunctional viewpoints.

Question 69

A recent survey conducted by the Society for Human Resource Management found that the most effective tools for maintaining a quality workforce are good health care benefits,competitive salaries,flexible work schedules and personal time off,and opportunities for training and development.

Question 70

Wrongful dismissal is a doctrine giving workers legal protections against discriminatory firings.

Question 71

A manager acts in a judgmental role when he or she gives a direct evaluation of another person's accomplishments,and in a counselling role when he or she focuses on a subordinate's developmental needs.

Question 72

Base compensation can assist the organization by making it a more desirable place of employment,attracting the right people for the right jobs,and retaining qualified employees.

Question 73

Performance appraisal is the process of formally assessing someone's work accomplishments and providing feedback.

Question 74

The act of sharing experiences and insights between a senior person and a new or early-career employee is known as management development.

Question 75

360º feedback is a performance appraisal method that uses a rank ordering,paired comparisons,or a forced distribution to formally compare one person's performance with that of one or more others.

Question 76

The critical-incident technique of performance appraisal involves keeping a running log or inventory of effective and ineffective job behaviours.

Question 77

In the forced distribution method of multiperson comparison,each person is placed into a frequency distribution that requires a certain percentage of employees to fall into specific performance classifications.

Question 78

The development purpose of performance appraisal is intended to let people know where they stand relative to performance objectives and standards.

Question 79

The evaluation purpose of performance appraisal is intended to assist people in their training and continued personal development.

Question 80

The term "work-life balance" deals with how people balance the demands of careers with demands of their personal and family needs.