Chapter 09 Human Resource Management: Getting the Right People for
Managerial Success Answer Key
True / False Questions
1.
Studies show that when companies have high-quality human resource practices and
programs, those companies have higher levels of employee satisfaction, financial
performance, and service performance.
2.
Google’s treatment of its employees is indicative of its belief that its biggest competitive
advantage lies in its personnel department.
3.
Human resource (HR) management consists of the activities managers perform to plan for,
attract, develop, and retain an effective workforce.
4.
The sole purpose of the human resource management process is to recruit and select people.
5.
Establishing the mission and vision is the first step in the strategic human resource process.
6.
Social capital is the economic or productive potential of employee knowledge and actions.
7.
Social capital is the economic or productive potential of strong, trusting, and cooperative
relationships.
8.
Understanding current employee needs is the sole purpose of strategic human resource
planning.
9.
Interviews with people who currently hold a job is part of a job analysis for that position.
10.
A job specification describes the minimum qualifications a person must have to perform the
job successfully.
11.
The process of writing job analyses, descriptions, and specifications often helps you to avoid
hiring people who are underqualified.
12.
A report that lists an organization’s employees by name, education, training, languages, and
other important information is called a human resource inventory.
13.
Reports from the U.S. Census Bureau are a good source of information to assess internal
candidates for promotion.
14.
Collective bargaining consists of negotiations between management and employees about
disputes over compensation, benefits, working conditions, and job security.
15.
A 1947 law, the Taft-Hartley Act, allows the President of the United States to prevent or end a
strike that threatens national security.
16.
Products from child labor were banned under the Taft-Hartley Act.
17.
The 2010 health care reform legislation requires employers with less than 50 employees to
provide health insurance.
18.
The Family and Medical Leave Act requires employers to provide 12 weeks of unpaid leave for
medical and family reasons, including for childbirth, adoption, or family emergency.
19.
The Equal Pay Act requires an extension of health insurance benefits after termination.
20.
Antidiscrimination laws require employers to extend preferential treatment because of race,
color, or religion.
21.
Programs that try to make up for past discrimination in employment by actively finding, hiring,
and developing the talents of people from groups traditionally discriminated against are known
as Title VII.
22.
Hostile environment occurs when the person to whom the unwanted sexual attention is
directed is put in the position of jeopardizing being hired for a job or obtaining job benefits or
opportunities unless he or she implicitly or explicitly acquiesces.
23.
Tiffany is an architect for the building of a large office complex downtown. Frequently a group
of steel workers whistle at her as she climbs a ladder or interacts with staff. The men’s actions
create a hostile work environment.
24.
Internal recruitment, hiring from the inside, means making people already employed by the
organization aware of job openings.
25.
Most jobs are filled through external recruiting, mainly through job postings.
26.
LinkedIn, a business-oriented social network, accounts for 94% of the people hired via social
media.
27.
To protect their own reputations, employees are fairly careful about whom they recommend
and provide a good source of employee referrals.
28.
A job analysis gives a candidate a picture of both positive and negative features of the job and
the organization before he or she is hired.
29.
There are fewer risks with internal recruiting because internal candidates are already known
and are familiar with the organization.
30.
Recruiting is the process of screening job applicants to hire the best candidate.
31.
References are an ineffective way to obtain reliable information about a prospective job
candidate.
32.
Interviewing is the most commonly used employee-selection technique.
33.
Structured interviews are more accurate than unstructured interviews in assessing an
applicant’s job-related personality traits.
34.
Structured interviews involve asking each applicant different questions and comparing their
responses to a standardized set of answers.
35.
An example of a behavioral-description interview question is “What was the best idea you ever
sold to a supervisor, teacher, peer, or subordinate?”
36.
In a behavioral-description interview, the interviewer explores how applicants might respond to
situations in the future.
37.
Application forms, interviews, and educational requirements are not legally considered
employment tests.
38.
An assessment center is typically used to assess physical capabilities of skilled labor
candidates.
39.
Performance tests are a more direct measure of how well the employee will perform in the job
on actual job tasks than personality tests.
40.
Validity means that the test measures what it purports to measure and is free of bias.
41.
An orientation helps a newcomer fit smoothly into the job and the organization.
42.
Understanding the organization’s mission and operations, the job routine and the
organization’s work rules and benefits should be considered an integral part of employee
orientation.
43.
The first step in the training process is an assessment of what training is needed.
44.
HR professionals distinguish between training and development.
45.
Computer-assisted instruction is often a type of off-the-job training.
46.
When doing a performance appraisal, the manager will assess the employee’s performance
and provide feedback.
47.
The continuous cycle of improving job performance through goal setting, feedback and
coaching, and rewards and positive reinforcement is called performance management.
48.
A company that evaluates its truckers based on miles of freight hauled is using subjective
appraisals.
49.
Subjective appraisals are harder to challenge legally than objective appraisals.
50.
Because the evaluator’s personal bias can affect the ratings, trait appraisals’ validity may be
questionable.
51.
A behaviorally anchored rating scale (BARS) rates employee gradations in performance
according to scales of specific behaviors.
52.
The type of appraisal in which employees are evaluated by their managers, peers, and
subordinates is called the 360-degree assessment.
53.
Depending on preparation, the forced ranking performance review system may have negative
effects on morale, productivity, and loyalty or it may encourage managers to identify and
remove poor performers.
54.
Every year 10% of GE’s managers are assigned the bottom grade, and if they don’t improve,
they are asked to leave the company. This is an example of a forced ranking performance
review system.
55.
Formal appraisals are conducted on an unscheduled basis and consist of less rigorous
indications of employee performance.
56.
Incentives are not considered a part of compensation.
57.
Factors such as what the individual’s level is in the organization or how much experience he or
she has do not determine basic compensation.
58.
Stock options are found not to induce employees to be more productive or to attract or retain
top performers.
59.
Designed to enrich the lives of all employees in the organization, who are paid all or in part by
the organization, benefits are additional nonmonetary forms of compensation.
60.
In the United States, private industry spends an average of $31.93 per hour worked in
employment compensation, of which wages and salaries accounted for 69.9% and benefits
30.1%.
61.
Recreation options, country club memberships, and discounts on merchandise are not
considered examples of benefits.
62.
Simplicity is one of the keys to a successful incentive–pay plan.
63.
If there is a problem such as an employee who has personal differences with his or her boss,
a transfer may be used to solve the problem.
64.
An employee can be dismissed permanently “for cause” for absenteeism.
65.
The great majority of union workers are in the public-sector.