161. The president of the United States established the requirements for affirmative action in human resources practices
among
a. all employers.
b. employers on a voluntary basis.
c. small employers with at least fifteen employees.
d. all employers with fifty or more employees holding federal contracts in excess of $50,000.
e. employers that never thought about establishing an affirmative action plan.
162. Universal Dynamics Corporation recently was awarded a $150,000 federal contract. Thus, the government requires
the corporation to engage in affirmative action related to
a. recruitment and selection.
b. compensation and hiring.
c. training and development.
d. hiring and firing.
e. planning and interviewing.
163. The 1998 annual report for Sears shows that, since 1978, it has experienced dramatic changes in the composition of
its workforce. Sears has increased the number of women, blacks, and Hispanics in all job categories, including
managerial, technical, and sales positions. This increase is most likely due to the company’s
a. strong stand against reverse discrimination.
b. new image.
c. support of the OSHA amendments.
d. strong stand on equal pay.
e. affirmative action program.
164. The Employee Retirement Income Security Act of 1974 provides federal insurance for bankrupt retirement plans. It
also
a. requires every firm to provide a retirement plan for its employees.
b. regulates the degree to which employees can be exposed to hazardous substances.
c. specifies that if a retirement plan is provided, it must be managed in the best interests of employees.
d. requires all employees to retire by age 70.
e. established the National Labor Relations Board.
165. Affirmative action in human resources practices requires employers with fifty or more employees holding federal
government contracts in excess of $50,000 to actively encourage job applications from members of minority groups
and
a. hire qualified employees from minority groups not fully represented in their organizations.
b. pay equal wages for equal work.
c. refrain from discrimination on the basis of sex, race, color, or religion.
d. refrain from discrimination based on age.
e. outlaw retirement of employees before age 70.
166. Human resources management consists of or includes all activities involved in acquiring, maintaining, and
developing an organization’s human resources.
a. True
b. False
167. The phase of human resources management in which an employee’s skills are improved and his or her capabilities
are expanded is known as maintaining.
a. True
b. False
168. Human resources planning and recruiting are two of the activities carried out during the development phase of
human resources management.
a. True
b. False
169. Human resources planning is determining the firm’s future human resources needs.
a. True
b. False
170. Performance appraisal is the evaluation of an employee’s current and potential levels of performance within a firm.
a. True
b. False
171. Human resources management is the sole responsibility of line managers.
a. True
b. False
172. Forecasting the human resources supply for a company is based on workforce statistics and industry growth
projections provided by the United States Census Bureau.
a. True
b. False
173. A skills inventory is a computerized list of all the skills a prospective employee needs to fill a position.
a. True
b. False
174. When demand is forecast to be greater than supply, plans must be made to reduce the size of the workforce.
a. True
b. False
175. Attrition is a method of reducing the size of the workforce by permitting people who are within a few years of
retirement to retire early with full benefits.
a. True
b. False
176. Workplace diversity is forcing managers to learn to supervise and motivate people with a broader range of value
systems.
a. True
b. False
177. Because today‘s employees are better educated, they want greater flexibility and independence, competitive
compensation, and a better quality of life.
a. True
b. False
178. A firm that properly manages cultural diversity can develop cost advantages over firms that do not manage
diversity well.
a. True
b. False
179. Managers should view cultural diversity as an opportunity rather than as a limitation.
a. True
b. False
180. A diversity program can be successful even without strong, sustained commitment from top management.
a. True
b. False
181. Job specification is a systematic procedure for studying jobs to determine their various elements and requirements.
a. True
b. False
182. Job analysis is the systematic procedure for studying jobs to determine expected levels of productivity.
a. True
b. False
183. Job analysis provides a job description and a job specification for a particular position.
a. True
b. False
184. Job analysis is the list of qualifications required to perform a particular job.
a. True
b. False
185. A list of skills, abilities, education, and experience required for a position is called a job analysis.
a. True
b. False
186. The primary disadvantage of internal recruiting is that promoting a current employee leaves another position to be
filled, possibly meaning that two employees must be trained instead of one.
a. True
b. False
187. In the selection process, the goal should always be to hire the person with the most qualifications.
a. True
b. False
188. Today, most companies do not require employment applications.
a. True
b. False
189. The two main purposes of employment applications are to identify candidates for further consideration and to
provide background information for interviewers.
a. True
b. False
190. The assessment center technique for selecting employees is ideal for small firms because such centers involve
limited expense.
a. True
b. False
191. The process of acquainting new employees with an organization is called orientation.
a. True
b. False
192. Compensation and benefits are related to employee motivation.
a. True
b. False
193. Usually, management sets employees’ pay levels higher than at comparable firms.
a. True
b. False
194. The collection of data on prevailing wage rates within an industry or geographic area is referred to as a wage
survey.
a. True
b. False
195. The wage structure is almost always developed on the basis of job evaluation.
a. True
b. False
196. In human resources management, job evaluation means that managers evaluate each employee on how well he or
she is performing assigned tasks.
a. True
b. False
197. A flexible benefit plan allows an employee to allocate a predetermined amount of benefit dollars to various
categories of benefits to design a benefit mix that best fits that employee‘s needs.
a. True
b. False
198. The process of preparing managers and other professionals to assume increased responsibility in present and future
positions is called employee training.
a. True
b. False
199. The results of training evaluations should not be made known to all those involved in training programs.
a. True
b. False
200. Subjective appraisal methods use some measurable quantity, such as dollar volume of sales, as the basis for
assessing performance.
a. True
b. False
201. The results of an evaluation should be discussed with an employee soon after the evaluation is completed.
a. True
b. False
202. Legislation regarding personnel practices has been primarily in the areas of employee rights, job safety, and
elimination of discrimination.
a. True
b. False
203. No federal law forbids age discrimination against people younger than 40.
a. True
b. False
204. OSHA is charged with enforcing Title VII.
a. True
b. False
205. The need to enforce the Occupational Safety and Health Act of 1970 led to the creation of OSHA.
a. True
b. False
206. The Employee Retirement Income Security Act passed in 1974 requires firms to provide a retirement plan for their
employees.
a. True
b. False
207. Firms with federal government contracts that exceed $50,000 must have an affirmative action program.
a. True
b. False