Deck 14: Human Resource Management: Building a Top-Quality Workforce

Question 1

In order to effectively develop the organization's workforce, human resource managers must work independently of other key managers within their organization.

Answer 1

False

Question 2

While many companies are ignoring the problem, the aging of the baby boom generation has caused some forward-thinking firms to develop policies designed to retain the best of these employees.

Answer 2

True

Question 3

While young workers are actively pursuing more flexibility and work?0?life balance in their jobs, middle-aged and older workers are generally quite comfortable and satisfied with the traditional "9 to 5" arrangement that characterized most corporate work schedules throughout the 20th century.

Answer 3

False

Question 4

Daria is a human resource manager at a large corporation. In this position, her primary responsibility is likely to find ways to minimize her company's total expenditures on labour, including the costs involved in wages, salaries, benefits, recruitment, and training.

Question 5

Because they recognize that many in the baby boom generation are reaching retirement age, most firms now have extensive programs in place to try to retain their older workers.

Question 6

The goal of human resource management is to nurture the organization's human investment so that it yields the highest possible return.

Question 7

So far, the outsourcing of jobs to foreign countries has only had a significant impact on poorly educated, low-skilled workers.

Question 8

Most effective and forward-thinking human resource managers find a workable approach to building a top-quality workforce and consistently stick to that approach.

Question 9

Workers, shareholders, and other stakeholders generally accept that the gap between average worker pay and the pay of CEOs can be justified by the heavy burdens and responsibilities associated with holding the top job at a major corporation.

Question 10

Human resource management must operate under the constraint that the needs of other stakeholders must come before the needs of employees.

Question 11

Investing in employees and treating them well can be an effective way to sustain a competitive edge.

Question 12

The discrimination in terms of both promotions and pay that women have faced in the past has largely disappeared since the beginning of the 21st century.

Question 13

Human resource management achieves its goals by focusing on strategies to keep the cost of labour as low as possible.

Question 14

Younger workers often bring optimism, open minds, technological know-how, a team orientation, and a multicultural perspective to the workforce.

Question 15

The discrimination faced by women in the workforce has contributed to a brain drain.

Question 16

Human resource management is the management function focused on maximizing the effectiveness of the workforce by recruiting world-class talent, promoting career development, and determining workforce strategies to boost organizational effectiveness.

Question 17

One of the advantages of hiring younger workers is that they tend to have a strong sense of loyalty and commitment to the organizations they join, which pays off in terms of lower worker turnover.

Question 18

Comparing CEO pay to worker pay demonstrates a startling wage gap.

Question 19

One way human resource managers try to keep the best workers is to offer them more flexible work arrangements.

Question 20

The human resources department achieves business goals by recruiting world-class talent, promoting career development, and boosting the effectiveness of its organization.

Question 21

Some employees view the human resources (HR) department as irrelevant and do not consider HR practitioners as true business leaders.

Question 22

As a 47-year-old human resource manager who has gradually and patiently worked his way up the management ladder of his company, George Singleton is likely to find that the attitudes of many of his company's recently hired younger workers toward work, pay, and company loyalty are quite different from those held by most members of his generation.

Question 23

The structured interview process is an interviewing approach that involves developing a list of questions beforehand and asking the same questions in the same order to each candidate.

Question 24

Most human resource managers have strong strategic skills.

Question 25

Job specifications define the jobholder's responsibilities for a specific position.

Question 26

Independent contractors, on-call workers, and workers provided by temporary agencies are all examples of contingent workers.

Question 27

One problem faced by human resource (HR) managers is that employees in other areas of their companies often view the HR department as being either irrelevant or "the enemy."

Question 28

Because they deal mainly with "people issues" rather than production or marketing issues, human resource managers must be experts in areas such as employment law, pay structure, and employee motivation, but they don't really need a strong understanding of their firm's goals, customers, and competition.

Question 29

One sign that senior management doesn't place much value in the human resources function is an organization chart that shows the HR department reporting to the CFO.

Question 30

Almost all companies now do a very careful and thorough job of checking references and backgrounds before they hire new employees.

Question 31

Job analysis is the examination of specific tasks assigned to a position, independent of who might be holding the job at any specific time.

Question 32

Human resource professionals should ask the following questions when developing the roles and responsibilities for workers to perform: What are the organization's strategic goals? Who are the core customers? Who is the competition?

Question 33

A job description defines the specific qualifications necessary to hold a particular position.

Question 34

Leading-edge firms expect every department including human resources to offer "big picture" strategic contributions that boost company value.

Question 35

Gabby works in the HR department for a well-known corporation. Though she deals with people rather than with revenue-generating products, her efforts can still impact the value of the firm to its shareholders.

Question 36

Internal recruitment is the process of seeking employees who are currently within the firm to fill open positions.

Question 37

Contingent workers are employees who do not expect regular, full-time jobs, including temporary full-time workers, independent contractors, and temporary agency or contract agency workers.

Question 38

The most effective way for companies to retain their best employees is to focus their efforts on pay plans based on worker seniority.

Question 39

Because the human resources department generally attracts the best and brightest managerial talent in most companies, human resource managers are generally held in very high regard by others within their organizations.

Question 40

Shelly Tessier is a human resource manager with a medium-sized corporation. She has noticed that managers in other departments seldom seem to include her and other HR managers in their planning efforts. One problem Shelly and her HR colleagues face is that it is virtually impossible to quantify the financial impact HR functions have on the company's bottom line.

Question 41

Vestibule training is a type of off-the-job training that involves working with "real" equipment very similar to the equipment the worker will use on the job.

Question 42

Apprenticeship programs are more popular in Canada than in Europe.

Question 43

Flextime is a scheduling option that allows workers to choose when they start and finish their workday, as long as they complete the required number of hours.

Question 44

Benefits are noncash compensation, including programs such as health insurance, vacation, and childcare.

Question 45

Compacted scheduling is the term used for a version of flextime scheduling that allows employees to work a full-time number of hours in fewer days than the standard work week.

Question 46

On-the-job training is usually an effective first stage in the training of workers hired to perform complex and challenging jobs.

Question 47

Apprenticeships are training programs in which newly hired managers rotate jobs, serving for short periods of time in each of several management positions in order to get a good feel for all of the functional areas of the business.

Question 48

Eliza thinks she might be interested in applying for a managerial job in her company, but would like to know more about the nature of the position. In particular, she wonders whether it would involve much travel and whether she would have any direct interaction with the company's key customers. This type of information is likely to be included in the job description.

Question 49

Probationary periods are only necessary for younger, less experienced workers about whom the employer has strong reservations as to whether or not the newly hired worker has the ability to perform the job.

Question 50

On-the-job training requires employees to simply begin their jobs and to learn as they go.

Question 51

Ramon is interested in hiring a clerical worker for his department. He notes that the clerk must be able to type at least 40 words-per-minute, know how to use a fax machine, have good filing skills, and have good people skills. Ramon could have obtained this information by looking at the job description for this position.

Question 52

Firms that have seasonal business patterns are less likely to hire contingent workers than firms that have relatively stable employment patterns.

Question 53

Cafeteria-style benefit programs are an approach to employee benefits that gives each employee a set dollar amount he or she can spend on company benefits. Employees choose how to allocate the money among various possible benefits offered by the firm.

Question 54

Compensation of workers includes the combination of pay and benefits that employees receive in exchange for their work.

Question 55

A firm that wants to tap new ideas and fresh perspectives is likely to find an internal recruitment approach to be the best way to fill positions that come open.

Question 56

Telecommuting is working remotely and connecting to the office via phone lines, fax machines, and broadband networks.

Question 57

Management development helps current and potential executives develop the skills they need to move into leadership positions.

Question 58

Salary is the pay an employee receives over a fixed period, most often weekly or monthly. Most professional, administrative, and managerial jobs pay salaries.

Question 59

Wages are the pay that employees receive in exchange for the number of hours or days worked.

Question 60

Performance appraisal is a formal feedback process that requires managers to give their subordinates feedback on a one-to-one basis. Managers typically compare the subordinates' actual results to expected results.

Question 61

How can companies nurture their human investment so it yields the highest possible return?

A) by applying the autocratic leadership style
B) by promoting career development
C) by reprimanding employees who do not achieve goals
D) by providing employee parking far from the building so employees get a workout on their way in to work

Question 62

Jasmine's company, MarbleTech Inc., recently won a major government contract scheduled to last six years. Jasmine has been given the responsibility to recruit, select, and train the high-quality workforce the company will need to complete the contract on time and within budget. Which of the following will Jasmine be required to perform?

A) line management responsibilities
B) human resources management
C) WTA management
D) overseeing the CAD/CAM process for MarbleTech

Question 63

Which group often brings optimism, open minds, technological know-how, a team orientation, and a multicultural perspective to the workforce?

A) middle-aged workers
B) older workers
C) younger workers
D) retired workers

Question 64

Human resource managers must maintain awareness of the latest government legislation that impacts HR management.

Question 65

What has been happening to high-tech and low-tech jobs in Canada, which has caused turmoil for HR managers?

A) They are in high demand.
B) There are too many qualified applicants.
C) Companies have had to expand their internal technical departments.
D) They are being outsourced as companies continue to downsize.

Question 66

Which of the following do many firms consider to be their biggest investment?

A) human resources
B) cash equivalents
C) accounts payable
D) legal advice

Question 67

Ramona and Clio both work for the Megabux Corporation and perform similar jobs. They earn the same wage rate, and Megabux provides them with the same dollar value of benefits. But Ramona (who has young children) has opted to spend most of her benefit dollars on childcare, while Clio is using hers to pay for tuition at a local community college to take a variety of classes. The fact that Megabux offers these options suggests that it provides a cafeteria-style benefits program.

Question 68

Which group of workers has no expectation that employers will be loyal and does not feel that they owe their companies strong loyalty in return?

A) younger workers
B) older workers
C) workers with disabilities
D) women

Question 69

Which function is focused on maximizing the effectiveness of the workforce by recruiting world-class talent, promoting career development, and determining workforce strategies to boost organizational effectiveness?

A) performance management
B) collective bargaining
C) human resource management
D) management development

Question 70

What does human resource management focus on?

A) developing ways to keep labour costs low in order to increase profits
B) putting workers first and treating them right as an effective way to increase return
C) developing an effective human resource strategy with the cooperation of labour unions
D) paying workers high wages to ensure outstanding performance

Question 71

What is the core goal of human resource management?

A) to minimize labour costs
B) to get the highest possible return on their investment in human resources
C) to satisfy all federal regulatory requirements that cover workforce issues
D) to balance the internal and external recruitment of employees to ensure the best mix of human resources

Question 72

Rose Holcomb is the CEO of Holcomb Engineering, a small but growing firm. She believes that the talents and abilities of her company's employees are underutilized and wants to bring someone into the organization who can help her devise more effective human resource strategies. Thus, she has decided to hire her firm's first human resource manager. What will be the likely result of Rose's decision?

A) It may result in a movement among workers to form a union.
B) It may lead to unnecessary expenses, because managers in other functional areas of the business are perfectly capable of performing human resource functions on their own.
C) It may result in better morale but is unlikely to help the firm financially.
D) It may well improve the firm's profitability.

Question 73

The most influential piece of employment legislation may well be the Employment Equity Act.

Question 74

One drawback of telecommuting is zero commute time.

Question 75

The bottom-line goal of most employment legislation is to ensure employers hire an equal number of women as men.

Question 76

Since employment equity and human rights legislation has been passed throughout Canada, there has been considerable debate whether this results in reverse discrimination.

Question 77

Roy Stewart wants to be an electrician, but has found that before he can be hired as a fully qualified electrician, he must assist an experienced electrician for a period of two years while learning the profession. This type of arrangement is an example of an apprenticeship program.

Question 78

What does human resource management primarily focus on?

A) maximizing the organization's effectiveness by providing quality workers
B) brainstorming with top executives to develop new business strategies
C) planning employee business activities and social festivities
D) creating a healthy menu in the company cafeteria

Question 79

Janelle was just hired to work on an assembly line at a manufacturing company. However, her supervisor has told her that before she works independently on the assembly line, she will have to complete some vestibule training. This means that she will be assigned to work under the direct supervision of a more experienced worker on the factory floor until that worker is convinced she can work effectively on her own.

Question 80

Telecommuting lowers costs for office space, equipment, and upkeep. It also improves employee productivity due to better morale, fewer sick days, and more focused performance.