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Chapter 10—Managing Human Resource Systems
TRUE/FALSE
1. Human resource management (HRM) is the process of finding, developing, and keeping the right
people for the company.
2. The only time gender, age, religion, etc. can be used to make employment decisions is when they are
considered a bona fide occupational qualification (BFOQ).
3. Disparate treatment and adverse impacts are defined in labor laws issued by the National Labor
Relations Board.
4. In legal terms, intentional discrimination by an employer is identified as adverse impact while
unintentional discrimination is called disparate treatment.
5. The hostile work environment form of sexual harassment occurs when employment outcomes such as
hiring, promotion, or simply keeping one's job depend on whether an individual submits to being
sexually harassed.
6. Full compliance with federal law is enough to ensure that an organization cannot incur liability in
sexual harassment complaints.
7. Job analysis is a purposeful and systematic process of collecting information on the important
work-related aspects of a job.
8. A job specification summarizes the basic tasks, duties, and responsibilities of a job, and a job
description summarizes the qualifications needed to successfully perform the job.
9. Job analyses, job descriptions, and job specifications help companies meet the legal requirement that
their human resource decisions be job-related.
10. Validation is the process of determining how well a selection test or procedure predicts future job
performance.
11. Background checks can be used to verify the truthfulness and accuracy of information that applicants
provide about themselves.
12. Cognitive ability tests are also called aptitude tests.
13. If an HR manager were allowed to use just one selection test, cognitive ability tests would be the one
to use.
14. Since interviews are especially good at assessing applicants' interpersonal skills, they work especially
well together with cognitive ability tests, where the combination leads to even better selection
decisions than using either alone.
15. Training provides opportunities for employees to develop the job-specific skills, experience, and
knowledge they need to do their jobs or improve their performance.
16. To choose the best training method, a company should consider such factors as the number of people
to be trained, the cost of training, and the objectives of the training.
17. In setting their pay structures, companies use a procedure known as performance assessment, which
determines the worth of each job by determining the market value of the knowledge, skills, and
requirements needed to perform it.
18. Piecework, sales commission, profit sharing, employee stock ownership plans, and stock options are
common pay-variability options.
19. Wrongful discharge is a legal doctrine that requires a manager to have the approval of the human
resource manager to terminate employees.
20. Once a company finishes the downsizing process, it should never need to downsize again.
21. Employee turnover is always bad for an organization.
22. Dysfunctional turnover is the loss of high-performing employees due to unplanned downsizing.
MULTIPLE CHOICE
1. ____ is the process of finding, developing, and keeping the right people for the company.
a.
Functional resource planning
b.
Human resource management
c.
Work force forecasting
d.
Recruiting
e.
Human resource implementation
2. Which of the following statements about federal employment law is true?
a.
This body of law has not changed during the last two decades.
b.
The intent of anti-discrimination law is to make factors such as gender, race, or age
irrelevant in employment decisions.
c.
Federal law prohibits the use of gender, race, and age as the basis for employment
decisions under all circumstances.
d.
All federal laws are administered by the Department of Labor.
e.
Federal employment laws do not deal with training and development activities.
3. To which of the following aspects of the human resource management process does U.S. Federal
employment law apply?
a.
selection decisions
b.
compensation decisions
c.
performance appraisals
d.
training and development activities
e.
all of these
4. The fact that a 98-pound job candidate is not hired as a dock worker to move 60-pound boxes of
produce is legal as a result of ____.
a.
the four-fifths rule
b.
adverse impact rulings
c.
bona fide occupational qualifications (BFOQs)
d.
gender selectivity
e.
benefits and features for occupational quality (BFOQs)
5. Engineered Fabrics makes bladders for airplane gas tanks. In the event of a puncture, the bladder will
prevent the tank from exploding. The bladders must be defect-free. To check the bladders, company
employees must be able to crawl in an 18-inch diameter hole in the bladder side and look for light
leaks. A limitation on weight and height of individuals working in quality control at this company
would be legal because it is an example of ____.
a.
the four-fifths rule
b.
adverse impact rulings
c.
bona fide occupational qualifications (BFOQs)
d.
gender selectivity
e.
benefits and features of occupational quality (BFOQs)
6. ____ is intentional discrimination that occurs when people are purposefully not given the same hiring,
promotion, or membership opportunities because of their race, sex, age, ethnic group, national origin,
or religious beliefs.
a.
Disparate treatment
b.
Adverse harassment
c.
The four-fifths rule
d.
Deliberate negative reinforcement
e.
Inequitable discrimination
7. ____ is unintentional discrimination in which there is a substantially different rate of selection in
hiring, promotion, or other employment decisions that works to the disadvantage of members of a
particular race, sex, age, ethnicity, or protected group.
a.
Disparate treatment
b.
Adverse impact
c.
Bona fide discrimination
d.
Unsolicited discrimination
e.
Demographic discrimination
8. When a CEO opened the nationwide sales force meeting with a crude sexually explicit joke it was an
example of ____.
a.
an unwelcome sexual advance
b.
adverse impact discrimination
c.
demographic discrimination
d.
sexual harassment
e.
disparate treatment
9. Darlene Jespersen worked in a sports bar. She was an outstanding employee, but she didn't wear
makeup because she felt it "took away her credibility" and interfered with her ability to be an effective
bartender, which sometimes required her to deal with unruly, intoxicated guests. This changed when
the sports bar implemented a "beverage department image transformation" program. Female
employees were told they would be fired if they did not wear makeup. Jespersen contended that it was
an example of ____ because male employees did not have to wear makeup.
a.
disparate treatment
b.
adverse harassment
c.
the four-fifths rule
d.
deliberate negative reinforcement
e.
inequitable discrimination
10. The International Gay Rodeo Association (IGRA) began in 1976. By the end of the 1980s, gay rodeos
were being held in more than a dozen states, and today there are 24 chapters that have raised millions
for charity. But even the IGRA is not exempt from concerns about discrimination. To avoid claims of
____, straights are allowed to participate in all IGRA events.
a.
bona fide discrimination
b.
disparate treatment
c.
gender selectivity
d.
quid pro quo selectivity
e.
hostile impact
11. The ____ is a rule of thumb used by the courts and the EEOC to determine whether there is evidence
of adverse impact. A violation of this rule occurs when the selection rate for a protected group is less
than a specified level of the selection rate for a nonprotected group.
a.
two-fifths rule
b.
80 percent rule
c.
dysfunctional turnover rule
d.
disparate treatment rule
e.
principle of adverse impact
12. From a legal perspective, there are two kinds of sexual harassment. They are ____.
a.
quid pro quo and hostile work environment
b.
hostile work environment and bona fide
c.
adverse impact and bona fide
d.
quid pro quo and bona fide
e.
adverse impact and disparate treatment
13. ____ is the form of sexual harassment in which employment outcomes such as hiring, promotion, or
simply keeping one's job depend on whether an individual submits to sexual harassment.
a.
Bona fide sexual harassment
b.
Quid pro quo sexual harassment
c.
Adverse impact sexual harassment
d.
Disparate gender treatment
e.
Hostile work environment sexual harassment
14. Which of the following statements about sexual harassment is true?
a.
Only people who have themselves been harassed can file complaints or lawsuits.
b.
Nonemployees cannot be guilty of sexual harassment.
c.
Sexual harassment can occur between people of the same sex.
d.
The three kinds of sexual harassment are quid pro quo, bona fide, and disparate treatment.
e.
None of these statements about sexual harassment is true.
15. Former female employees of a national real estate brokerage firm claimed that they were subjected to
lewd remarks, unwanted groping, and sexual propositions by male co-workers. According to their
attorney, "The firm created a frat-house culture and then failed to do anything about it." Their suit
claims the women were victims of ____.
a.
disparate treatment
b.
a hostile work environment
c.
gender discrimination
d.
quid pro quo sexual harassment
e.
adverse treatment
16. To ensure that sexual harassment laws are followed and not violated, companies should ____.
a.
respond immediately when sexual harassment is reported
b.
write a clear, understandable, strongly worded policy that is well publicized within the
company
c.
make sure they are acting in compliance with not only federal but also local laws
d.
respect the privacy of the accused and the accusers
e.
do all of these
17. A ____ is a purposeful, systematic process for collecting information on the important work-related
aspects of a job.
a.
job analysis
b.
task evaluation
c.
job specification
d.
job validation
e.
job description
18. Bona fide occupational qualifications would be most likely included in a(n) ____.
a.
job specification
b.
employee assignment list
c.
labor resource guide
d.
job description
e.
task inventory
19. Two of the most important results of a job analysis are ____.
a.
recruiting guidelines and selection boundaries
b.
job descriptions and job specifications
c.
rater training and selection validation
d.
employee-needs assessment and performance appraisal evaluation
e.
employee-needs assessment and job mapping
20. ____ help companies meet the legal requirement that their human resource decisions be job-related.
a.
Job analyses, task evaluations, and employee-needs assessment
b.
Job descriptions, external environments, and employee mapping
c.
Job specifications, job analyses, and job descriptions
d.
Job analyses, task specializations, and external environments
e.
Internal environments, external environments, and job descriptions
21. The United Kingdom issued a new recruitment publication for the nation's Fire Service. The
publication lists all of the qualifications needed to become a fire fighter. This recruitment pamphlet is
actually a(n) ____.
a.
job specification
b.
task inventory
c.
labor resource guide
d.
job description
e.
organizational chart
22. Which of the following types of information would typically be collected as part of a job analysis?
a.
work activities
b.
tools and equipment used
c.
knowledge, skills, and abilities needed to do the job
d.
job context
e.
all of these
23. Before beginning to recruit, organizations must ____.
a.
advertise for job candidates
b.
create a job description
c.
conduct a job analysis
d.
create a job specification
e.
match salaries to industry averages
24. In order to be considered ____, recruitment, selection, training, performance appraisals, and employee
separations must be valid and be directly related to the important aspects of the job and identified by a
careful job analysis.
a.
employee related
b.
reliable
c.
concrete
d.
competitive
e.
job-related
25. Which of the following is an internal recruiting method?
a.
advertising
b.
job fairs
c.
job posting
d.
Internet job sites
e.
walk-ins
26. Which of the following is an internal recruiting method?
a.
employee referrals
b.
career paths
c.
walk-ins
d.
employment services
e.
advertisements
27. Which of the following is an external recruiting method?
a.
advertising
b.
career paths
c.
job posting
d.
needs-assessment implementations
e.
all of these
28. Which of the following statements about Internet recruiting is true?
a.
Internet recruiting costs are considerably higher than traditional external recruiting
methods.
b.
The Internet allows companies to quickly reach large numbers of people.
c.
The company will only receive applications from qualified people.
d.
There are no drawbacks to Internet recruiting.
e.
All of these are statements about Internet recruiting are true.
29. ____ is the process of gathering information about job applicants to decide who should be offered a
job.
a.
Job validation
b.
Pool enrichment
c.
Recruiting
d.
Selection
e.
Job inventorying
30. A study in the construction industry found that when equipment is stolen from building sites, workers
are the culprits 82 percent of the time. If background checks reduced employee thievery over a period
of time and throughout the industry, then this selection process would be ____.
a.
validation
b.
EEOC certified
c.
legally authorized
d.
corroborated
e.
legally binding
31. Which of the following statements about résumés and job application forms is true?
a.
Résumés and job application forms provide the employer with distinctly different
information for each candidate.
b.
It is nearly impossible to check the information provided on résumés.
c.
Employee-related laws apply to job application forms and résumés.
d.
Potential employees typically create résumés that honestly describe their work
experiences.
e.
There is international agreement on what type of information can be gathered on job
application forms
32. Which of the following statements about job validation tests is true?
a.
The Uniform Guidelines on Employee Selection Procedures recommend validation only
for written tests used as selection procedures.
b.
Validation refers to the process of determining how well a selection test or procedure
predicts future job performance.
c.
A test is said to be valid when it produces the same results every time it is used.
d.
In terms of recruitment, validation is most important in identifying what training
prospective employees need.
e.
None of these statements about validation is true.
33. The first selection device most job applicants encounter when they seek a job are ____.
a.
Internet sites and trade shows
b.
recruitment centers and Internet sites
c.
interviews and job application letters
d.
help wanted ads
e.
application forms and résumés
34. ____ are procedures used to verify the truthfulness and accuracy of information that applicants provide
about themselves and to uncover negative, job-related background information not provided by
applicants.
a.
Integrity checks
b.
Background checks
c.
Recruitment evaluation procedures
d.
Biographical data assessments
e.
Validation tests
35. Which of the following is a legal problem employers may encounter in seeking, providing, or using
employment references as part of the selection process?
a.
defamation lawsuits
b.
adverse impact lawsuits
c.
product liability lawsuits
d.
accusations of disparate discrimination
e.
accusations of reciprocity
36. A study in the construction industry found that when equipment is stolen from building sites, workers
are the culprits 82 percent of the time. Which type of selection information would employers in the
construction industry receive the greatest benefit from if their goal is to stop employee theft?
a.
résumés
b.
performance appraisals
c.
job descriptions
d.
background checks
e.
connotative ability tests
37. Estimates of from 2 percent to 20 percent of a taxicab company’s driver workforce could result as new
federal regulations requiring that all drivers be fingerprinted and the drivers checked to see if they have
a criminal record. This new ____ will cause a worsening problem for the already over-extended
employer.
a.
integrity check
b.
background check
c.
recruitment evaluation procedure
d.
biographical data assessment
e.
validation test
38. “References Etc” will pose as a prospective employer, call a prior employer on an employee's behalf,
and find out what the former employer is saying. If the prior employer provides unsubstantiated
negative information, then the job applicant ____.
a.
should not use the employee as a reference
b.
must not list references on the job application
c.
can sue for defamation
d.
must lie on the job application form
e.
must hire an HR expert to check their résumés
39. Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants
during the selection process?
a.
Are you a United States citizen?
b.
Have you ever filed a lawsuit against an employer?
c.
Have you ever been convicted of a crime?
d.
Do you smoke or use tobacco products?
e.
None of these
40. All job applicants for a position in an interior design company were given 10 swatches of fabrics of
different colors and textures, 30 different paint chips, and 6 different floor treatments. They were then
told to select the best fabric, paint, and floor treatment for an office. What type of selection test was
used in this example?
a.
biotesting
b.
cognitive ability testing
c.
environmental sensitivity testing
d.
aptitude testing
e.
personality testing
41. Aptitude tests are also called ____.
a.
specific ability tests
b.
cognitive ability tests
c.
personality tests
d.
work sample tests
e.
job-related achievement tests
42. Which of the following types of tests accurately predicts job performance in almost all kinds of jobs?
a.
specific ability tests
b.
cognitive ability tests
c.
personality tests
d.
achievement tests
e.
work sample tests
43. A perennial problem of teacher education programs is to screen the highest quality candidates from
those who should not work in schools. One suggested method is to ask applicants a series of questions
about their experiences with siblings, how they treat stress, their attitude toward procrastination, and
ways they like to have fun. This method, which can use over 100 questions, gathers ____.
a.
background data
b.
validation material
c.
work situation assessments
d.
biodata
e.
information on affective skills
44. According to the text, if an employer were to use only one type of selection test, ____ would be the
one to use.
a.
achievement tests
b.
personality tests
c.
cognitive ability tests
d.
work sample tests
e.
biodata
45. Which of the following is a direct (rather than indirect) measure of job applicants' capability to do the
job?
a.
creativity tests
b.
cognitive ability tests
c.
personality tests
d.
achievement tests
e.
work sample tests
46. The ____ interview uses only standardized, job-related interview questions that are prepared ahead of
time and asked of all candidates
a.
formalized
b.
structured
c.
semi-structured
d.
informal
e.
canned
47. What is the primary advantage of the structured interview?
a.
the amount of background information it reveals
b.
its ability to substitute for biodata
c.
all applicants are asked the same questions
d.
its low costs
e.
its validity
48. What type of job interview might be used after a background question revealed the applicant had spent
three years working in Africa convincing parents to allow their children to take polio vaccine?
a.
canned
b.
semistructured
c.
tangential
d.
creative
e.
programmed
49. ____ means providing opportunities for employees to develop the job-specific skills, experience, and
knowledge they need to do their jobs or improve their performance.
a.
Supervising
b.
Directing
c.
Training
d.
Mentoring
e.
Mediating
50. ____ interviewing typically leads to much more accurate hiring decisions (i.e., correctly predicting
which job applicants will perform better, and therefore should be hired).
a.
Structured
b.
Unstructured
c.
Scripted
d.
Formalized
e.
Scenario
51. Which of the following training methods is most appropriate for imparting information or knowledge
to trainees?
a.
group discussions
b.
lectures and planned readings
c.
role-playing
d.
case studies
e.
coaching and mentoring
52. Which of the following training methods is most appropriate when the objective of training is
practicing, learning, or changing behaviors?
a.
group discussions
b.
planned readings and lectures
c.
role-playing
d.
case studies
e.
films and videos
53. Which of the following is one of the ways in which training can be evaluated?
a.
reactions of employees
b.
on how much employees learned
c.
how much employees actually modified their on-the- job behavior
d.
how job performance improved
e.
all of these
