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66. Which legal act establishes mandatory safety and health standards in organizations?
a.
Occupational Safety and Health Act
b.
Consolidated Omnibus Budget Reconciliation Act
c.
Family and Medical Leave Act
d.
Americans with Disabilities Act
e.
Civil Rights Act
67. 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
68. Which Health/Safety law requires continued health insurance coverage (paid by employee) following termination?
a.
Consolidated Omnibus Budget Reconciliation Act
b.
Health Maintenance Organization Act
c.
Occupational Safety and Health Act
d.
Family and Medical Leave Act
e.
None of these
69. _____ 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
70. 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
71. 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
72. _____ has led to the elimination of many positions in organizations.
a.
Globalization
b.
Insourcing
c.
Differentiation
d.
Restructuring
e.
All of these
73. 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
74. Which of the following is a key performance driver that is tied to human capital investments?
a.
Revenue growth
b.
Innovation
c.
Workforce planning
d.
Career development
e.
Recruiting
75. 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
76. Artie’s Pretzels is a small but well-known company that receives thousands of job applications every year, though it
only fills about 50 positions annually. Company managers have learned that Artie’s human resource practices are one of
the driving factors that attract potential employees. Artie’s Pretzels is an example of a(n) _____.
a.
contingency employer
b.
employer of options
c.
employer of choice
d.
Employer of necessity
e.
telecommuter-friendly employer
77. Which of the following means using computers and telecommunications equipment to do work without going to an
office?
a.
Telecommuting
b.
Social Loafing
c.
New social contract
d.
Outsourcing
e.
Realistic Job Preview
78. _____ is the first step in attracting an effective work force.
a.
Selecting the candidate
b.
Choosing recruiting sources
c.
Applying the matching model
d.
Human resource planning
e.
Initiating change
79. _____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied
employees.
a.
Selecting the candidate
b.
Choosing recruiting procedures
c.
Applying the matching model
d.
Human resource planning
e.
Initiating change
80. In utilizing the matching model of employee selection, the organization offers _____ and the employee offers ____.
a.
contributions, inducements
b.
inducements, contributions
c.
contributions, pay and benefits
d.
ability, training
e.
skills, rewards
81. The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is
referred to as human resource _____.
a.
development
b.
organizing
c.
planning
d.
selection
e.
downsizing
82. Bryan, who works in the human resource department, is interested in gathering data on the projected number of
resignations and retirements over the next ten years. He is most likely to perform which of the following activities?
a.
Choosing a recruiting source
b.
Selecting an employment candidate
c.
Human resource planning
d.
Welcoming new employees
e.
Downsizing
83. All of the following are questions relevant to human resource planning EXCEPT:
a.
"What is the current turnover rate?"
b.
"What is the volume of business expected to be over the next five years?"
c.
"What was the volume of business over the past five years?”
d.
"How will new technology affect the organization?"
e.
All of these are relevant questions for human resource planning.
84. Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next
five years. Which of the following questions is irrelevant to her task?
a.
How many tellers are expected to retire over the next five years?
b.
What new technologies (e.g., automated teller machines) will be introduced over the next five years?
c.
How many new branches does the bank expect to open over the next five years?
d.
All of these are relevant.
e.
All of these are irrelevant.
85. _____ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are
ultimately applied.
a.
Selection
b.
Recruiting
c.
Training
d.
Developing
e.
Planning
86. An example of _____ is when current employees are given preference when a position opens in their organization.
a.
discrimination
b.
internal recruiting
c.
nepotism
d.
external recruiting
e.
cannibalizing
87. _____ generates higher employee commitment, development, and satisfaction than does _____.
a.
External recruiting, internal recruiting
b.
External selection, internal selection
c.
Internal recruiting, external recruiting
d.
Internal recruiting, internal selection
e.
Downsizing, monetary rewards
88. Conolly Company uses internal recruiting whenever possible. This practice:
a.
costs more than external recruiting.
b.
decreases employee satisfaction.
c.
generates increased employee commitment.
d.
demotivates existing employee given limited socializing opportunities.
e.
gives employees an upper hand in negotiations.
89. _____ is a systematic process of gathering and interpreting information about the essential duties.
a.
A job analysis
b.
A job listing
c.
A job requirement
d.
A job description
e.
A realistic job preview
90. Which of the following is NOT a method used in external recruiting?
a.
Private employment agencies
b.
Employee referrals
c.
Newspaper advertising
d.
Employee resource chart
e.
State employment services
91. Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the
job and the organization?
a.
Reality check
b.
Affirmative action
c.
Realistic job preview
d.
Employment-at-will
e.
Chart selection approach
92. _____ is a listing of job duties and desirable qualifications for a particular job.
a.
A job analysis
b.
A job listing
c.
A job requirement
d.
A job description
e.
A realistic job previews
93. A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.
a.
job description
b.
application form
c.
assessment test
d.
paper-and-pencil test
e.
OJT
94. At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who
subsequently accept employment with the company. This is an example of which innovation in recruiting?
a.
Trade group networking
b.
Social networking
c.
Employee referral
d.
Cold call recruiting
e.
Geographic networking
95. _____ dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and
saving time and money.
a.
Competitor referrals
b.
E-cruiting
c.
Newspaper ads
d.
Trade shows
e.
Hiring older workers
96. Which of the following is a device for collecting information about an applicant's education, previous job experience,
and other background characteristics?
a.
An employment test
b.
An assessment center
c.
An application form
d.
An affirmative action form
e.
A privacy form
97. Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to
perform a particular job?
a.
Recruiting
b.
Training
c.
Selection
d.
Development
e.
Orientation
98. While interviews are _____, they are generally _____ predictors of subsequent job performance.
a.
rarely used, not valid
b.
widely used, not valid
c.
rarely used, excellent
d.
widely used, valid
e.
painful, excellent
99. Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource
department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time.
It was concluded that unmet expectations were the primary reason these people were leaving so soon. RBI can begin to
solve this problem by emphasizing:
a.
external recruiting.
b.
affirmative action.
c.
better training and development.
d.
the use of realistic job previews.
e.
employment-at-will.
100. Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are
examples of:
a.
equal employment opportunity.
b.
affirmative action.
c.
illegal discrimination.
d.
unfair labor practices.
e.
nepotism.
101. Which of the following is inappropriate to ask on an employment application?
a.
If the applicant is over 18
b.
Where the applicant went to school
c.
If the applicant has ever been convicted of a crime
d.
Whether the applicant has any disabilities that might inhibit job performance
e.
Applicant’s ancestry/ethnicity
102. On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT:
a.
race or color of skin.
b.
if the applicant is over 18.
c.
if the applicant has ever been convicted of a crime.
d.
prior work experience.
e.
if the applicant has a legal right to work in the United States.
103. According to MANAGER'S SHOPTALK in chapter 12, which of the following would improve your chances of
getting the job?
a.
Talking too much
b.
Turning questions into conversations
c.
Failing to effectively close
d.
Stretching the truth
e.
Making a fashion statement
104. What type of interview allows the applicant a great deal of freedom in determining the course of the conversation,
bringing to light information that could otherwise remain concealed?
a.
Nondirective interview
b.
Structured interview
c.
Panel interview
d.
Biographical interview
e.
Situational interview
105. _____ requires 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.
Multitasking
b.
Employee motivation test
c.
In-basket simulation
d.
Employee capability test
e.
Cold call simulation
106. One of the newest ways of gauging whether a candidate is right for the company is by checking:
a.
previous places of employment.
b.
with references.
c.
trial employment period.
d.
aptitude tests.
e.
social networking sites.
107. All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) _____.
a.
application form
b.
interview
c.
employment test
d.
assessment center
e.
drug usage test
108. Which of these may include intelligence tests, aptitude and ability test, and personality inventories?
a.
Assessment tests
b.
Probability exams
c.
Employment tests
d.
Development tests
e.
Culture exams
109. Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him that he will ask
him a series of standardized questions that are being asked of every applicant interviewing for the same position. This can
best be described as what type of interview?
a.
Nondirective interview
b.
Structured interview
c.
Panel interview
d.
Biographical interview
e.
Situational interview
110. While on a job interview for an administrative position at a university, Alyssa was asked to respond to simulated
memos and emails that are similar to those she would address if she was in that position. This is an example of a(n)
_____.
a.
cognitive ability test
b.
performance review
c.
360 degree feedback test
d.
work sample test
e.
assessment center
111. Which of the following refers to a method of directing, instructing and training a person with the goal to develop
specific management skills?
a.
Mentoring
b.
Shadowing
c.
Coaching
d.
Apprenticeship
e.
Guiding
112. A junior VP at a financial services firm meets regularly with Edward, a retired businessman who is now in the
business of directing, instructing, and training managers in the development of their personal competencies. Edward can
best be described as a(n) _____.
a.
enabler
b.
protege
c.
coach
d.
recruiter
e.
mentor
113. Which of these is(are) part of new approaches to recruiting?
a.
Recruiting welfare recipients
b.
E-cruiting
c.
Hiring former prison inmates
d.
Non-traditional sources of employees
e.
All of these
114. In _____, an experienced manager shows a new employee how to perform job duties.
a.
on-the-job training
b.
classroom training
c.
orientation training
d.
computer-assisted instruction
e.
realistic job previews
115. The most common form of formal corporate training is:
a.
on-the-job training.
b.
classroom training.
c.
orientation training.
d.
developmental training.
e.
external training.
116. When an experienced employee guides and supports a newcomer or less-experienced employee, this is referred to as
_____.
a.
mentoring
b.
coaching
c.
managing
d.
directing
e.
consulting
117. Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities
for employees. Pizza Deluxe University would be considered a(n) _____.
a.
assessment center
b.
on-the-job training center
c.
orientation center
d.
corporate university
e.
learning community
118. The process of observing and evaluating an employee's performance, recording the assessment, and providing
feedback to the employee is referred to as:
a.
orientation training.
b.
classroom training.
c.
a paper-and-pencil test.
d.
performance appraisal.
e.
none of these.
119. ____ provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding
and developing their abilities.
a.
Promotions
b.
Appraisals
c.
Evaluations
d.
Endorsements
e.
Coaching
120. Which of the following is a process that uses multiple raters, including self-rating, to appraise employee performance
and guide development?
a.
A 360-degree feedback
b.
Job evaluation
c.
Multiple-rater appraisal
d.
Performance appraisal interview
e.
Homogeneity appraisal
121. Which of the following performance appraisal methods essentially evaluates employees by pitting them against one
another?
a.
Performance review ranking system
b.
Semantic differential rating scale
c.
Behaviorally anchored rating scale
