82) Small business owners can contract with private vendors for training workers, testing
applicants, appraising employees.
83) Appropriately compensating employees is difficult for small businesses because of the lack
of access to salary surveys.
84) Research indicates that the majority of workplace accidents, especially serious accidents,
occur in firms that employ less than 50 workers.
85) For a fee, a small business can receive an on-site safety consultation with an OSHA safety
expert to help improve the health and safety systems at the worksite.
86) Unlike large organizations, small businesses benefit from familiarity with employees and
flexibility and informality in HR management.
87) In order to recruit top-quality employees, the majority of small businesses offer retirement
benefits.
88) Small businesses primarily rely on Internet-based recruitment and selection tools rather than
employee referrals which are frequently unsuccessful.
89) The simplicity of SIMPLE IRAs makes them appropriate for small businesses with 100 or
fewer employees.
90) Although employer contributions to SIMPLE IRAS are tax deductible, the plans have fairly
high administrative costs.
91) Small businesses typically do not provide employee training that emphasizes long-term
management skills because of concerns regarding employee turnover.
92) Human resource outsourcers handle a firm’s HR functions on an administrative level, so the
client firm’s employees are not added to the HROs payroll.
93) A PEO handles a client’s payroll, Social Security payments, and unemployment insurance,
but recruiting and hiring remain the responsibility of the client.
94) Small businesses frequently use PEOs because they lack dedicated HR managers.
95) In most cases, a PEO shares liability with its clients, which encourages the PEO to ensure
that its clients comply with COBRA, Title VII, and OSHA.
96) PEOs enable small businesses to attain insurance and other benefits at lower costs because
the PEO absorbs the small company’s employees into a larger insurable group.
97) A small firm usually begins with a manual human resource management system before
shifting to an automated system.
98) With an intranet-based HRIS, employees can access the benefits home page and find
information about their firm’s medical and dental plans.
99) Compressed work weeks, flexible work schedules, and occasional free meals are work-life
benefits that small firms use to retain good employees.
100) When using the four-step training process, the first step involves developing a task analysis
record form.
101) How does HR management differ in small and large firms? How do HR systems differ in
small and large firms?
102) What are the personal strengths of most successful entrepreneurs? What are the strengths of
small businesses? How can small businesses use these strengths to improve their HRM
practices?
103) What types of HR-related risks are faced by most small businesses? How can PEOs help
small firms with these risks?
104) What risks are faced by most small business owners regarding laws, litigation, and safety?
What government tools are available to assist small businesses with these risks?
105) How has the Internet changed how small businesses compete with large businesses in
regards to HR-related issues?
106) In a brief essay, discuss the Wonderlic Personnel Test, the Predictive Index, and work
sampling methods for screening employees. What are the advantages and disadvantages of each
for small businesses?
107) What work-life benefits are offered by small firms that are not available with large firms? If
given a choice, would you rather work for a small or a large firm? Use specific details to support
your argument.
108) You are the owner of a small business and feel overwhelmed by the paperwork. You have
decided to use a PEO. What are the issues you must address to determine which PEO is best for
your company?
109) What are the basic elements and steps involved in a manual HR system? What are the
benefits of using an automated HR system?
110) According to Stephen Covey, what can small businesses do to provide job-related training
without actually establishing expensive formal training programs?