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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. Prohibition of discrimination of qualified individuals by employers on the basis of disability and the requirement that
"reasonable accommodations" be provided are enforced by the Americans with Disabilities Act of 1990.
a.
True
b.
False
10. The Family and Medical Leave Act established mandatory safety and health standards in organizations for working
families.
a.
True
b.
False
11. Structured interviews allow the applicant a great deal of freedom in determining the course of the conversation, with
the interviewer taking care not to influence the person’s remarks.
a.
True
b.
False
12. Sexual harassment is a violation of Title VII of the Civil Rights Act.
a.
True
b.
False
13. Employability and personal responsibility are part of the old social contract between employees and employers.
a.
True
b.
False
14. Job security is an employee expectation that existed with the old social contract, but is no longer an expectation in the
new social contract.
a.
True
b.
False
15. 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
16. Challenging assignments and creative development opportunities are part of the new social contract between
employees and employers.
a.
True
b.
False
17. People who work for an organization, but not on a permanent or full-time basis are called "employees of choice."
a.
True
b.
False
18. Fortunately, today, part-time and temporary workers are not often used by most companies.
a.
True
b.
False
19. 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
20. Human resource specialists, with the matching model, exploit the newly hired employees.
a.
True
b.
False
21. 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
22. One of the questions that human resource planning should consider includes "what is the profit margin and inventory
turnover rate?"
a.
True
b.
False
23. 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
24. A systematic process of gathering and interpreting information about the essential duties refers to job design.
a.
True
b.
False
25. Research shows that realistic job previews lower employee satisfaction and increase turnover.
a.
True
b.
False
26. Getting referrals from current employees is a highly effective method used for recruiting.
a.
True
b.
False
27. One of the fastest-growing approaches to recruiting today is the use of the Internet, called E-cruiting.
a.
True
b.
False
28. 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
29. A written test designed to measure a particular attribute such as intelligence or aptitude is called an employment test.
a.
True
b.
False
30. Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook.
a.
True
b.
False
31. It is okay for a job application to ask whether the applicant has a legal right to work in the United States.
a.
True
b.
False
32. Assessment centers are normally located in a firm's accounting department and have the responsibility of assessing
other departments for the costs involved with human resource management.
a.
True
b.
False
33. An example of an in-basket simulation would require the applicant to play the role of a manager who must decide how
to respond to ten memos in his or her in-basket within a two-hour period.
a.
True
b.
False
34. 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
35. Coaching is when an experienced employee guides and supports a less-experienced employee.
a.
True
b.
False
36. A mentor is an experienced employee who guides and supports a less-experienced employee.
a.
True
b.
False
37. 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
38. 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
39. Job evaluation comprises the steps of observing and assessing employee performance, recording the assessment, and
providing feedback to the employee.
a.
True
b.
False
40. 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
41. BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.
a.
True
b.
False
42. 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
43. 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
44. Competency-based pay systems are also called skill-based pay systems.
a.
True
b.
False
45. 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
46. Skill-based pay means linking compensation to the specific tasks an employee performs.
a.
True
b.
False
47. All managers are involved in human resource management.
a.
True
b.
False
48. Unfortunately, today's organizations offer universal, "one-size-fits-all" benefits packages, rather than pay-for-
performance.
a.
True
b.
False
49. Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.
a.
True
b.
False
50. An exit interview is an interview conducted with departing employees to determine the reasons for their termination.
a.
True
b.
False
51. _____ 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
52. 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.
53. All of the following are current strategic issues of particular concern to managers EXCEPT:
a.
right people to become more competitive on a global basis.
b.
right people for improving quality, innovation, and customer service.
c.
right people to become more competitive on a local basis.
d.
right people to retain during mergers and acquisitions.
e.
right people to apply new information technology for e-business.
54. 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.
55. 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
56. 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
57. 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
58. 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.
59. 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
60. ____ 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
61. 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.
62. Which legal act underscored the need for well-written job descriptions and specifications that accurately reflect the
mental and physical dimensions of jobs?
a.
Vocational Rehabilitation Act
b.
Accountability Act
c.
Civil Rights Act
d.
Americans with Disabilities Act
e.
Patient Protection and Affordable Care Act
63. The _____ prohibits discrimination against qualified individuals by employers for a demand of "reasonable
accommodation."
a.
Civil Rights Act
b.
American with Disabilities Act
c.
Vocational Rehabilitation Act
d.
Family and Medical Leave Act
e.
Equal Pay Act
64. Which of the following restricts mandatory retirement?
a.
The Americans with Disabilities Act
b.
The Immigration Reform and Control Act
c.
The Vocational Rehabilitation Act
d.
The Age Discrimination in Employment Act
e.
The Vietnam-Era Veterans Readjustment Act
65. The _____ prohibits discrimination based on physical or mental disability.
a.
Civil Rights Act
b.
Immigration Reform and Control Act
c.
Vocational Rehabilitation Act
d.
Age Discrimination in Employment Act
e.
Vietnam-Era Veterans Readjustment Act
