1. Hiring and keeping quality employees is one of the most urgent concerns for today’s organizations.
a. True
b. False
2. The set of activities that are undertaken to attract, develop, and maintain an effective work force refers to human
resource management.
a. True
b. False
3. A key element of the strategic approach to human resource management argues that human resource management
is NOT a matching process and managers should avoid attempts to match or integrate employees to organization’s
strategy and goals.
a. True
b. False
4. The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and
maintain the workforce over a long term.
a. True
b. False
5. Finding the right people to apply new information technology for e-business is a current strategic issue of particular
concern for HR managers.
a. True
b. False
6. The economic value of the knowledge, experience, skills, and capabilities of employees refers to personal capital.
a. True
b. False
7. The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.
a. True
b. False
8. Affirmative action requires that an employer take positive steps to guarantee promotion from within.
a. True
b. False
9. Sexual harassment is a violation of Title VII of the Civil Rights Act.
a. True
b. False
10. The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.
a. True
b. False
11. People who work for an organization, but not on a permanent or full-time basis are called “employees of choice.”
a. True
b. False
12. Fortunately, today, part-time and temporary workers are not often used by most companies.
a. True
b. False
13. The first three steps involved in attracting an effective work force are HR planning, choosing recruiting sources,
and selecting the candidate.
a. True
b. False
14. Human resource specialists, with the matching model, exploit the newly hired employees.
a. True
b. False
15. Human resource planning refers to the forecasting of human resource needs and the projected matching of
individuals with expected job vacancies.
a. True
b. False
16. One of the questions that human resource planning should consider includes “what is the profit margin and inventory
turnover rate?”
a. True
b. False
17. Recruiting activities can be divided into (1) internal recruiting including “promote from within” policies, and (2)
external recruiting including the use of headhunters.
a. True
b. False
18. A systematic process of gathering and interpreting information about the essential duties refers to job design.
a. True
b. False
19. Research shows that realistic job previews lower employee satisfaction and increase turnover.
a. True
b. False
20. Job description is the process of determining the skills, abilities, and other attributes a person needs to perform a
particular job.
a. True
b. False
21. Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook.
a. True
b. False
22. Training is typically used to refer to teaching people how to perform tasks related to their present jobs, while
development means teaching people broader skills that are not only useful in their present jobs but also prepare
them for greater responsibilities in future jobs.
a. True
b. False
23. A type of training in which an experienced employee “adopts” a new employee to teach him or her how to perform
job duties is known as on–the-job training.
a. True
b. False
24. An in-house training and education facility that offers broad-based learning opportunities for employees refers to
on–the-job training.
a. True
b. False
25. Job evaluation comprises the steps of observing and assessing employee performance, recording the assessment,
and providing feedback to the employee.
a. True
b. False
26. A process that uses multiple raters, including self-rating, to appraise employee performance and guide development
refers to 180-degree feedback.
a. True
b. False
27. BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.
a. True
b. False
28. A type of rating error that occurs when an employee receives the same rating on all dimensions regardless of his or
her performance on individual ones refers to the halo effect.
a. True
b. False
29. The process of determining the value of jobs within an organization through an examination of job content refers to
job evaluation.
a. True
b. False
30. Competency-based pay systems are also called skill-based pay systems.
a. True
b. False
31. Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of “key” jobs
selected by the organization.
a. True
b. False
32. Skill-based pay means linking compensation to the specific tasks an employee performs.
a. True
b. False
33. All managers are involved in human resource management.
a. True
b. False
34. Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.
a. True
b. False
35. An exit interview is an interview conducted with departing employees to determine the reasons for their
termination.
a. True
b. False
36. refers to the activities undertaken to attract, develop, and maintain an effective workforce within an
organization.
a. Human resource management
b. Recruitment
c. Talent search
d. Strategic management
e. Operations management
37. The strategic approach to human resource management recognizes key elements. Which of the following is NOT
an ingredient in successful human resource management?
a. All managers are human resource managers.
b. Employees are viewed as assets.
c. Human resource management is a matching process.
d. Only top-line managers are predominantly human resource managers.
e. All of these are examples of key ingredients in human resource management.
38. All of the following are current strategic issues of particular concern to managers EXCEPT:
a. hiring the right people to become more competitive on a global basis.
b. hiring the right people for improving quality, innovation, and customer service.
c. hiring the right people to become more competitive on a local basis.
d. knowing the right people to retain during mergers and acquisitions.
e. hiring the right people to apply new information technology for e-business.
39. All of the following are goals of human resource management EXCEPT :
a. finding the right people for the job.
b. managing talent so people achieve their potential.
c. maintaining an effective work force.
d. turning over an effective workforce.
e. both attracting an effective work force and maintaining an effective work force.
40. Today, more than ever, strategic decisions are related to human resource considerations. Which of the following
refers to the economic value of the knowledge, experience, skills, and capabilities of employees?
a. Human capital
b. Economic capital
c. Contingency assets
d. Capital assets
e. Economic assets
41. Recruiting and selecting employees involves which human resource management goal?
a. Implementing strategies
b. Managing talent
c. Maintaining an effective workforce
d. Finding the right people
e. Controlling strategies
42. Which of the following created the Equal Employment Opportunity Commission?
a. Americans with Disabilities Act
b. Civil Rights Act
c. Equal Pay Act
d. Vocational Rehabilitation Act
e. Immigration Reform and Control Act
43. The hiring of applicants based on criteria that are not job-related is called:
a. affirmative action.
b. equal employment opportunity.
c. discrimination.
d. reverse discrimination.
e. employment-at-will.
44. Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of
_____.
a. discrimination
b. affirmative action
c. equal employment opportunity
d. employment-at-will
e. termination-at-will
45. is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their
organization.
a. Equal employment opportunity
b. Discrimination
c. Reverse discrimination
d. Affirmative action
e. Employment-at–will
46. Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender
stereotypes in the organization. This is an example of:
a. equal employment opportunity.
b. affirmative action.
c. cultural bias.
d. employment-at-will.
e. sexual harassment.
47. Family and Medical Leave Act require employers to provide up to weeks unpaid leave for childbirth,
adoption, or family emergencies.
a. 8
b. 12
c. 16
d. 24
e. 52
48. is part of the new social contract for employees.
a. Job security
b. A cog in the machine
c. Knowing
d. Employability, personal responsibility
e. Routine jobs
49. Which of the following is tied to the goal of managing talent in organizations?
a. Labor relations
b. Job analysis
c. Wages and salary
d. HRM planning
e. Training and development
50. From the employer’s viewpoint, which of these is part of new social contract?
a. Standard training programs
b. Limited information
c. Incentive compensation
d. Routine jobs
51. A(n) is a company that is highly attractive to potential employees because of human resources practices
that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems.
a. Fortune 500 company
b. employer of choice
c. socially responsible firm
d. rural firm
e. family-owned corporation
52. In the new workplace, are people who work for an organization, but not on a permanent or full-time basis.
a. upper-level employees
b. direct-related workers
c. temporary employees
d. contingent workers
e. low–level employees