d.
Unidimensional rating scale
e.
All of these
a
404
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
122. _____ is developed from critical incidents relating to job performance.
a.
Performance appraisal interview
b.
Semantic differential rating scale
c.
Behaviorally anchored rating scale
d.
Unidimensional rating scale
e.
All of these
c
404
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
123. One of the most dangerous performance evaluation errors is _____, which places an employee into a class or
category based on one or a few traits or characteristics.
a.
homogeneity
b.
the halo effect
c.
stereotyping
d.
diversion
e.
leniency
c
404
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
124. Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless
grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience and
educational background were not that exceptional. What rating error did Colby succumb to?
a.
Halo effect
b.
Central tendency
c.
Homogeneity
d.
Leniency
e.
General tendency
a
404
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
A
125. Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to
reward employees?
a.
b.
c.
d.
e.
406
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
126. With _____, compensation is linked to the specific tasks that an employee performs.
a.
skill-based pay
b.
incentive pay
c.
job-based pay
d.
salary
e.
competency-based pay
c
406
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
127. Sandra, a human resources manager at an advertising firm, is currently in the process of determining the value and
worth of advertising executive positions within the agency. This is referred to as _____.
a.
compensation
b.
rightsizing
c.
wage and salary surveying
d.
incentive pay
e.
job evaluation
e
406
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
A
128. _____ is incentive pay that ties at least part of compensation to employee effort and performance.
a.
Pay-for-performance
b.
Seniority pay
c.
Universal compensation plan
d.
Cafeteria-plan
e.
Group performance pay
a
407
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
129. _____ allow employees to select the benefits of greatest value to them.
a.
Pay-for-performance
b.
Cafeteria-plan benefits packages
c.
Incentive pay
d.
Group performance pay
e.
Merit-based pay
407
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
130. Intentionally reducing the company’s workforce to the point where the number of employees is deemed to be right
for the company’s current situation is referred to as _____.
a.
restructuring
b.
rightsizing
c.
supersizing
d.
reengineering
e.
recruiting
407
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
131. Which are used to help determine why employees are leaving their jobs?
a.
Termination interviews
b.
Focus groups
c.
Employment tests
d.
Exit interviews
e.
Assessment Centers
408
MGMT.DAFT.12.12-07 – 12–07
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
Scenario – Gregory Trout
Gregory Trout has just received a memo explaining that because of his department’s success with the newly developed
Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with
the areas of human resource management in recruiting, selecting, training and maintaining effective employees.
132. In recruiting and selecting employees for the new positions, Gregory will apply which human resource management
goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
c
2
391-392
MGMT.DAFT.12.12-05 – 12–05
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
A
133. To select high-potential individuals for management positions, what is the best selection device that Gregory could
use?
a.
Interview.
b.
Employment test.
c.
Assessment center.
d.
Job application form.
e.
None of these are essential.
c
1
2
MGMT.DAFT.12.12-05 – 12–05
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
A
134. When making a performance evaluation, which of the following suggestions would NOT help Gregory?
a.
Be personally knowledgeable about the employee’s job and performance levels.
b.
Be prepared to tell and sell his view to the employee when necessary.
c.
Give more frequent feedback to newer employees.
d.
All of these suggestions would be helpful.
b
1
2
400
MGMT.DAFT.12.12-06 – 12–06
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
A
135. In training employees for the new positions, Gregory will apply which human resource management goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
400
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
136. The term _____ refers to activities undertaken to attract, develop, and maintain an effective workforce within an
organization.
human resource management
382
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
137. _____ refers to the economic value of the knowledge, experience, skills, and capabilities of employees.
Human capital
382
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
138. _____ is the hiring or promoting of applicants based on criteria that are not job relevant.
386
United States – BUSPROG: Analytic
United States – LA – DISC: HRM
Bloom’s: Knowledge
139. A policy requiring employers to take positive steps to guarantee equal employment opportunities for people within
protected groups is known as _____.
140. _____ are people who work for an organization, but not on a permanent or full-time basis.
141. _____ means using computers and telecommunications equipment to perform work from home or another remote
location.
142. With the _____, the organization and the individual attempt to match the needs, interests, and values that they offer
each other.
143. _____ is the forecasting of human resource needs.
144. _____ is defined as “activities or practices that define the characteristics of applicants to whom selection procedures
are ultimately applied.”
145. The systematic process of gathering and interpreting information about essential duties refers to _____.
146. The _____ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately
perform the job.
147. A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization
is called a(n) _____.
148. A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.
149. In the _____ process, employers attempt to determine the skills, abilities, and other attributes a person needs to
perform a particular job.
150. The _____ is used to collect information about the applicant’s education, previous job experience, and other
background characteristics.
151. A written test, designed to measure a particular attribute such as intelligence or aptitude, is called a(n) _____.
152. _____ present a series of managerial situations to a group of applicants over a period of time.
153. In _____, an experienced employee is asked to take a new employee “under his or her wing” and show the newcomer
how to perform job duties.
154. A(n) _____ is an in-house training and education facility that offers broad-based learning opportunities for
employees.
155. _____ comprises the steps of observing and assessing employee performance, recording and assessment, and
providing feedback to the employee.
156. A process that uses multiple raters including self-rating, to appraise employee performance and guide development is
called _____.
157. _____ occurs when an employee receives the same rating on all dimensions even if his or her performance is good on
some dimensions and poor on others.
158. The _____ is developed from critical incidents pertaining to job performance. Each job performance scale is
anchored with specific behavioral statements that describe varying degrees of performance.
159. The term _____ refers to (1) all monetary payments and (2) all goods or commodities used in lieu of money to
reward employees.
160. _____ is the process of determining the value of jobs within an organization through an examination of job content.
161. _____ show what other organizations pay incumbents in jobs that match a sample of “key” jobs selected by the
organization.
162. _____ is incentive pay that ties at least part of compensation to employee effort and performance.
163. A(n) _____ is an interview conducted with departing employees to determine why they are leaving.
164. What are some innovative approaches that managers can use to recruit the right people?
165. List the three most common types of employment tests that organizations may use to select employees.
166. List the most frequently used selection devices.
400
167. List the four steps in attracting an effective workforce.
406
168. What are the three primary goals of human resource management (HRM)?
383
169. Define discrimination and affirmative action.
385-386
170. Explain the Americans with Disabilities Act.
171. Describe the concept of changing social contract by differentiating between the new and the old contract.
172. What are the three primary ways human resource management is changing?
173. Explain the purpose of the selection process and identify four of the most frequently used selection devices.
174. Name and briefly describe four approaches to training and development.
175. Explain the appraisal process known as “360-degree feedback.”
176. Describe how to maintain an effective workforce.
177. Human resource management (HRM) involves those systems in an organization that are designed to make sure
human talent is used effectively and efficiently to further organizational goals. Write a short essay in which you interpret
the three key elements that characterize a strategic approach to HRM, and address how these elements relate to the
strategic issues that managers are faced with today.
178. The legal, social, and regulatory environment is constantly changing, and an organization’s HR needs must
be managed within that context. Based on the relevant laws you studied in the text, write an essay describing
some changes in social trends and values in the United States and the resultant federal legislation that affects the
workplace.
179. Effective managers must learn to react to staffing problems in their organization as they arise. If you were
the manager of a manufacturing plant, what factors would you consider in determining your staffing needs over
the next year, five years, and 10 years? When is the right time to address staffing needs?
180. After a qualified pool of job candidates has been recruited, a hiring manager must go through the selection
process—choosing the best candidate for the job. Some managers feel that they should look at an applicant’s
social media profile(s) to get a better sense of the applicant. In a brief essay, explain why you think this is or is
not an appropriate part of the selection process. Be sure to consider both sides of the issue—the hiring
manager’s needs and the applicant’s rights. Your answer should include alternate methods of screening.
181. After a workforce has been recruited, selected, and developed, it must be maintained. In a short essay, defend the
concept that an organization’s compensation structure is as important as rightsizing in maintaining an effective workforce.