Chapter 12—Managing Human Resources
TRUE/FALSE
1. Hiring and keeping quality employees is one of the most urgent concerns for today’s organizations.
2. The set of activities that are undertaken to attract, develop, and maintain an effective work force refers
to human resource management.
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.
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.
5. Finding the right people to apply new information technology for e-business is a current strategic issue
of particular concern for HR managers.
6. The economic value of the knowledge, experience, skills, and capabilities of employees refers to
personal capital.
7. The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.
8. Affirmative action requires that an employer take positive steps to guarantee promotion from within.
9. 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.
10. Sexual harassment is a violation of Title VII of the Civil Rights Act.
11. The percentage of contingent workers in the United States has shrunk as a result of the recession of the
late 2010s.
12. People who work for an organization, but not on a permanent or full-time basis are called “employees
of choice.”
13. Fortunately, today, part-time and temporary workers are not often used by most companies.
14. The first three steps involved in attracting an effective work force are HR planning, choosing
recruiting sources, and selecting the candidate.
15. Human resource specialists, with the matching model, exploit the newly hired employees.
16. Human resource planning refers to the forecasting of human resource needs and the projected
matching of individuals with expected job vacancies.
17. One of the questions that human resource planning should consider includes “what is the profit margin
and inventory turnover rate?”
18. Recruiting activities can be divided into (1) internal recruiting including “promote from within”
policies, and (2) external recruiting including the use of headhunters.
19. A systematic process of gathering and interpreting information about the essential duties refers to job
design.
20. Research shows that realistic job previews lower employee satisfaction and increase turnover.
21. Job description is the process of determining the skills, abilities, and other attributes a person needs to
perform a particular job.
22. A written test designed to measure a particular attribute such as intelligence or aptitude is called an
employment test.
23. Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as
Facebook.
24. 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.
25. 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.
26. 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.
27. 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.
28. An in-house training and education facility that offers broad-based learning opportunities for
employees refers to on-the-job training.
29. Job evaluation comprises the steps of observing and assessing employee performance, recording the
assessment, and providing feedback to the employee.
30. A process that uses multiple raters, including self-rating, to appraise employee performance and guide
development refers to 180-degree feedback.
31. BARS stand for Behaviorally Administered Rating Scale and is used to measure performance
evaluation errors.
32. 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.
33. The process of determining the value of jobs within an organization through an examination of job
content refers to job evaluation.
34. Competency-based pay systems are also called skill-based pay systems.
35. Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of
“key” jobs selected by the organization.
36. Skill-based pay means linking compensation to the specific tasks an employee performs.
37. All managers are involved in human resource management.
38. Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.
39. An exit interview is an interview conducted with departing employees to determine the reasons for
their termination.
MULTIPLE CHOICE
1. _____ 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
2. 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.
3. 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.
4. 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.
5. 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
6. 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
7. 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
8. 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.
9. 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
10. ____ 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
11. 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.
12. 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
13. _____ is part of the new social contract for employees.
a.
Traditional compensation package
b.
Limited information
c.
Standard training programs
d.
Personal responsibility
e.
Routine jobs
14. 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
15. _____ has led to the elimination of many positions in organizations.
a.
Globalization
b.
Insourcing
c.
Differentiation
d.
Restructuring
e.
All of these
16. 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
17. 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
18. 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
19. 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
20. 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
21. _____ 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
22. _____ 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
23. 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
24. 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
25. 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.
26. 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.
27. _____ 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
28. 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
29. _____ 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
30. 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.
31. _____ 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
32. 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
33. 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
34. _____ 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
35. 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
36. 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
37. 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
38. 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
39. 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
40. 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.
41. 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.
42. 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
43. 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.
44. 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
45. 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
46. _____ 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
47. 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.