Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
File: Chapter 09: Human Resource Management
Multiple Choice
1. __________ is the process of attracting, developing, and maintaining a high quality
workforce.
a) Crowdsourcing
b) Human resource management
c) General management
d) Outsourcing
2. Which of the following is NOT a task of human resource management?
a) Supervising a quality workforce
b) Attracting a quality workforce
c) Developing a quality workforce
d) Maintaining a quality workforce
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
3. Which of the following occurs when someone is denied a job or job assignment for non-job
relevant reasons?
a) Prejudice
b) Bias
c) Job discrimination
d) Impairment
4. The right to employment and advancement without regard to race, sex, color, religion, or
national origin is called:
a) equal employment opportunity.
b) discrimination.
c) affirmative action.
d) human resource management.
5. Job discrimination, the denial based on non-performance related issues, occurs when an
organization denies someone all of the following EXCEPT:
a) employment.
b) a job assignment.
c) an advancement opportunity.
d) vacation days.
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
6. The Title VII of the 1964 Civil Rights Act (CRA) guarantees protection against discrimination
based on all of the following categories EXCEPT:
a) religion.
b) race.
c) color.
d) age.
7. The Equal Employment Opportunity (EEO) Act guarantees all of the following EXCEPT:
a) the right to gain/keep employment based upon ability and performance.
b) equal pay for men and women.
c) protection from discrimination for people over 40.
d) zero discrimination in the workplace.
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
8. Which of the following refers to an effort on the part of the federal government to ensure
equal employment for members of protected groups by setting hiring quotas based on the
demographics of relevant markets?
a) Human resource management
b) Right to work
c) Affirmative action
d) Equal employment opportunity
9. Employment criteria justified by capacity to perform a job are called:
a) discriminations.
b) affirmative actions.
c) bona fide occupational qualifications.
d) career planning.
10. Which of the following actions is NOT required for the affirmative action process?
a) Hiring people from underrepresented classes, regardless of qualifications
b) Survey of the relevant labor market to determine its demographics
c) Comparison of the current company workforce with the available labor market
d) Analysis of the demographics of the current company workforce
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
11. In the U.S. workforce, the proportion of employees aged 40 or above is:
a) decreasing.
b) increasing.
c) staying constant.
d) fluctuating randomly.
12. According to the equal employment opportunity guidelines, which of the following hiring
requirements would be considered illegal?
a) A special pilot’s license to fly for major airlines
b) A minimum weight requirement to serve as a restaurant chef
c) Passing a criminal background check to be an elementary school teacher
d) A medical license to be a doctor
13. Who among the following is least likely to be protected by federal laws that guarantee equal
opportunity?
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
a) An applicant from a minority community
b) A 40-year-old worker
c) A job applicant who drinks
d) A pregnant worker
14. Which of the following bills signed by President Obama expanded workers’ rights to sue
employers on equal pay issue?
a) The Pregnancy Discrimination Pay for Performance Act
b) The Lilly Ledbetter Fair Pay Act
c) The Age Discrimination Wage Restriction Act
d) The Workplace Privacy Affirmative Action Pay Act
15. While safer to assume they have none, privacy at work is a right that applies to which of
these?
a) Only managers
b) Only non-managers
c) All employees
d) Only top performing employees
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
16. Which of the following statements is NOT true about privacy in the workplace?
a) Technology can allow employers to monitor emails from company computers.
b) Technology can allow employers to identify who is receiving phone calls.
c) Technology can allow employers to track internet searches done on company equipment.
d) Technology can allow employers to spy on employees to decide who will get a promotion.
17. In the U.S., what percent of age discrimination suits result in some financial settlement in
favor of the person filing the claim?
a) 80
b) 20
c) 50
d) 35
18. Which of the following processes occurs when companies try to attract a qualified pool of
applicants?
a) Planning
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
b) Screening
c) Selection
d) Recruitment
19. __________ is the extent to which an individual’s values, interests, and behaviors are
consistent with the culture of an organization.
a) Person-job fit
b) Person-organization fit
c) Recruitment
d) Job satisfaction
20. Which of the following practices should NOT be followed while preparing for a telephone
interview?
a) Studying the organization ahead and matching your strengths to it
b) Planning to take the call in a quiet, private location
c) Practicing your voice tone and modulation to set a good first impression
d) Attending the interview without preparing any questions
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
21. During the interview for a job, the process that attempts to reveal both the good and bad
points of the job is called:
a) an in-depth interview.
b) recruitment.
c) a realistic job preview.
d) orientation.
22. The process of choosing whom to hire from a pool of qualified candidates is called
__________.
a) assessment
b) recruitment
c) selection
d) review
23. While designing an employment test, ensuring that the results are an accurate predictor of
future job performance guarantees that the test instrument is __________.
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
a) valid
b) reliable
c) realistic
d) socialized
24. An assessment center evaluates a candidate’s:
a) professionalism.
b) socialization.
c) job potential.
d) behavior.
25. An assessment center evaluates candidates’ potential by:
a) placing each person into a frequency distribution.
b) evaluating each person against every other and then creating a summary ranking.
c) observing their performance in experiential activities designed to simulate daily work.
d) assigning them to senior employees are protégés.
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
26. The process of evaluating a candidate in an actual work situation is called __________.
a) behavior analysis
b) work sampling
c) coaching
d) socialization
27. Allison, a long-term employee at AIM Corporation, helps William, a new employee, learn
the culture of the organization. In this scenario, Allison uses the __________ process.
a) assessment
b) socialization
c) affirmative action
d) unionization
28. __________ sessions run by human resource managers and other staff members
communicate key information to new hires and allow them to complete employment documents.
a) Documentation
b) Socialization
c) Orientation
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
d) Coaching
29. Thomas is a new employee at Town Realty. Andrew, an experienced employee, has been
assigned to offer performance advice to Thomas. This arrangement illustrates:
a) on the job training.
b) orientation.
c) work sampling.
d) coaching.
30. Assigning an early career employee as a protégé to a more senior employee for the purpose
of professional advice and career guidance is called __________.
a) coaching
b) mentoring
c) assessing
d) socialization
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
31. Performance appraisal is the process of formally assessing performance and providing
__________ to jobholders.
a) motivation
b) promotions
c) feedback
d) mentoring
32. Which of the following appraisal methods uses specific descriptions of actual behaviors to
rate various levels of performance?
a) Graphic rating scale
b) Paired comparison
c) Critical-incident technique
d) Behaviorally anchored rating scale
33. The performance appraisal method that uses a log of an employee’s effective and ineffective
job behaviors is called a__________.
a) behaviorally anchored rating scale
b) critical-incident technique
c) forced distribution method
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
d) graphic rating scale
34. __________ is the performance appraisal method that includes superiors, subordinates, peers,
and even customers in the appraisal process.
a) A behaviorally anchored rating scale
b) The critical-incident technique
c) The forced distribution method
d) 360 feedback
35. The performance appraisal method that rates and ranks one person’s performance with others
is called __________.
a) a behaviorally anchored rating scale
b) the critical-incident technique
c) a multiperson comparison
d) a graphic rating scale
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
36. Which of the following performance review techniques evaluates each employee against
every other and then creates a summary ranking based on the number of superior scores?
a) Survey
b) Paired comparisons
c) Self-appraisal
d) Forced distribution
37. Which of the following is the process of managing how a person grows and progresses in a
career?
a) Career planning
b) Employee management
c) Career development
d) Multiperson comparison
38. The process of matching career goals and individual capabilities with opportunities for their
fulfillment is called __________.
a) career planning
b) employee management
c) career development
d) multiperson comparison
Schermerhorn & Bachrach / Exploring Management, 5th Edition Test Bank
39. People who are hired on temporary contracts and are not a part of an organization’s
permanent workforce are called __________.
a) selective workers
b) variable time employees
c) flex time workers
d) independent contractors
40. Modern organizations prefer employing independent contractors because they are:
a) available at minimum wage.
b) easy to hire and fire.
c) better workers.
d) always available.