Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees Questions and Answers | ALL ANSWEWRS CORRECT

Document Content and Description Below

Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees TEST PLANNING TABLE FOR CHAPTER 11 Learning Goal LL:1 Knows Basic Terms and Facts LL:2 Understands Concepts and ... Principles LL:3 Applies Principles 1. Explain the importance of human resource management, and describe current issues in managing human resources. 1,2,3,4,5,6,7,8,9,10,11,12, 13,14, 242,243,244,245,246,247, 248 15,16~,17~,18,19,20~, 21~,22, 249,250,251,252 23,24,25,26,27, 253,254,255~,256~, 449 2. Illustrate the effects of legislation on human resource management. 28,29,30,31,32,33,34,35, 36~,37~,38,39,40,41,42,43, 44, 257,258,259,260,261,262, 263~,264~,265,266 45~,46~,47~,48~,49, 267,268,269,270, 453 50,51,52,53~,54,55, 56, 271,272,273,274,275, 276~, 454* 3. Summarize the five steps in human resource planning. 56,57,58,59,60,61,62,63, 64,65,66,67, 277,278,279,280,281,282, 283,284,285 68,69,70, 286,287,288,289,290, 291 71,72,73,74,75,76,77, 292,293,294,295,296, 297,298 4. Describe methods that companies use to recruit new employees, and explain some of the issues that make recruitment challenging. 78,79,80,81,82,83,84,85, 86~,87, 299,300,301,302,303~ 88,89,90,91~,92,93, 94, 304,305,306,307,308, 309,310~ 95~, 311,312,313,314~ 5. Outline the six steps in selecting employees. 96,97,98,99,100,101,102, 103,104,105,106,107,108, 109,110,111,112, 315,316,317,318,319,320, 321,322,323,324 113,114~,115, 325,326,327,328,329, 330~ 116,117,118,119,120, 121, 331,332,333,334,335, 450 6. Illustrate employee training and development methods. 122,123,124,125,126,127, 128,129,130,131,132,133, 134,135,136,137,138,139, 140,141,142,143, 336,337,338,339,340,341, 342,343,344,345,346,347, 348,349,350,351 144,145,146, 352,353,354,355,356, 357,358,359,360 147,148,149,150,151, 152,153, 361,362,363,364,365, 366,367,368,369,370, 371,372, 457* 7. Trace the six steps in appraising employee performance. 154,155,156,157,158,159, 160,161,162,163,164,165, 166, 373,374,375,376 167,168,169,170, 377,378,379,380 171,172,173,174,175, 381,382,383,384,385, 451, 455*,458* 8. Summarize the objectives of employee compensation programs, and evaluate pay systems and fringe benefits. 176,177,178,179,180,181, 182,183,184,185,186,187, 188,189,190,191,192,193, 194~, 386,387,388,389,390,391, 392,393,394,395,396,397, 398,399 195,196~,197,198, 199,200, 400,401,402,403,404, 405~,406 201,202,203,204,205, 206, 407,408,409,410,411, 412,413~, 456* 11-1 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 9. Show how managers use scheduling plans to adapt to workers’ needs 207,208,209,210,211,212, 213,214,215,216,217,218, 414,415,416,417,418,419, 420,421 219,220, 422,423,424,425,426, 452 221,222,223,224,225, 226, 427,428,429,430,431, 432,433 10. Describe how employees can move through a company: promotion, reassignment, termination, and retirement 227,228,229,230,231,232, 233, 434,435,436,437,438 234,235,236,237, 439,440,441,442 238,239,240,241, 443,444,445,446,447, 448 Total number of test items: 458 True/false questions are in plain text. Multiple choice questions are in bold text. Questions on boxed material are in bold text with a tilde~. Essay questions are in bold underlined text. Minicase questions are in bold with an asterisk*. 11-2 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees Chapter 11 Human Resource Management: Finding and Keeping the Best Employees True / False Questions 1. Human Resources Management is the process of deciding the number and types of people your business needs, and then, recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals. True False 2. Human resource management is receiving increased attention because the shift from traditional manufacturing industries to service and high-tech manufacturing industries requires workers to have more technical job skills. True False 3. Recruiting is relatively easy today because qualified labor is so plentiful. True False 4. Today, human resource management is viewed as a clerical function of keeping personnel records and processing payroll. True False 5. The human resource function has become so critical that it is now a concern of all managers. True False 6. The human resource manager's job is easier today than it was in the past because a growing percentage of the work force is highly educated and well-prepared for jobs in the contemporary business environment. True False 11-3 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 7. The reason industries such as robotics and biotechnology have grown rapidly in recent years is that the United States has a surplus of highly educated and experienced workers available for employment in these fields. True False 8. One of the challenges facing today's human resource managers is a shift in the age distribution of the labor force, including aging baby boomers, many of whom are deferring retirement. True False 9. Today's workers have an increased demand for benefits tailored to their individual needs. True False 10. Today's workers place a lower priority on leisure time than they did in the past. True False 11. One challenge faced by today's human resource managers is the fact that workers overseas often work for lower wages and are subject to fewer laws and regulations. True False 12. Today's workers tend to be very loyal, as evidenced by declining turnover rates in most industries. True False 13. Underemployed workers present a challenge for human resources managers. These are people who are working beyond their capabilities. True False 11-4 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 14. The appropriate term for employees whose skills and knowledge go beyond their current work environment and work responsibilities are underemployed workers. True False 15. Very few experienced employees have skill and knowledge that is considered a higher level than what they use at their jobs. True False 16. According to the Thinking Green box, "Green Eggs and Ham", contemporary firms do not see a cost benefit to providing healthy snacks for employees. True False 17. Contemporary firms such as Google who care about their employees also care about what their employees eat, as well as what is offered in the company cafeteria. True False 18. It is challenging for HR managers to deal with a declining economy that results in a shortterm preference for part-time and/or temporary employees; and, a trend to outsource jobs, even though there are skilled employees who are willing to work. True False 19. The growing importance of human resource issues has led most firms to expect only its human resource specialists to tackle HR issues. True False 20. According to the Thinking Green box titled, "Green Eggs and Ham", your firm stands to benefit more by encouraging employees to eat healthier. True False 11-5 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 21. San Diego State University continues to serve its employees fatty meats and dairy products in its cafeteria and vending machines because it's cheaper; it does not want to promote one choice over another; and, it can convert any waste from these products to compost. True False 22. HR is focused on issues directly related to a person's job and with things that happen at work, as opposed to concerns that may affect one's work such as elder care and child care, but are not directly related to work. True False 23. Robotek International is a rapidly growing firm specializing in the production of sophisticated robots. One of the major problems Robotek is likely to face is a shortage of qualified workers. True False 24. Rick is in his early sixties. A few years ago he had planned to retire by the time he was sixty, but when the time came, he decided to continue working. In fact, not only is Rick still working, he has no intention of retiring or setting a time when retirement might occur. Rick's decision to keep working into his late sixties is unusual in today's labor market. True False 25. Elise is the manager in the finance department for a company that competes in a service industry. If her company is like most contemporary firms, Elise will leave almost all aspects of human resource functions to specialists in the human resource department. True False 26. Last year Adam lost his job as a skilled welder at an automobile assembly plant. After looking for work for several months, he finally accepted a job as an unskilled laborer at a local nursery. Although he is pleased to have work, Adam feels that his new job doesn't use his skills to their full potential. Adam is an example of an underemployed worker. True False 11-6 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 27. In one year's time, James developed gall bladder problems and needed surgery; he became a single parent; he willingly moved his older mom in to live with him in order to avoid placing her in a nursing home; and, he unexpectedly tore his rotator cuff playing softball during the summer. Overall, these are not considered circumstances that impact job performance because they fall outside of the workplace. HR managers need only be concerned with how James performs when he is at work. True False 28. The federal government has to minimized its role in human resource management. True False 29. Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, or compensation, based on race, religion, creed, sex, or national origin. True False 30. The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in the workplace. True False 31. Congress has given the Equal Employment Opportunity Commission broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities. True False 32. The effectiveness of the EEOC has been limited because Congress never gave it any authority to enforce its mandates. True False 33. Affirmative action programs are the least controversial method of correcting job inequities created by past discrimination. True False 11-7 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 34. Reverse discrimination is the term the EEOC uses to refer to activities designed to "right past wrongs" that resulted from discrimination against women and minorities. True False 35. The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from the firms that discriminated against them. True False 36. Although the purpose of affirmative action was to "right past wrongs" against minorities, subsequent laws were passed to reverse earlier decisions that required some industries to maintain employment quotas when it came to the hiring of minorities. True False 37. Recent federal law clearly and strongly supports the notion that companies must use strict employment quotas to correct for past discriminatory actions. True False 38. The concept of "reasonable accommodations" means that all workers should be treated in the same manner. True False 39. The EEOC sets guidelines that human resource managers follow in the process of hiring and dismissing employees. True False 40. Most firms have trouble implementing the structural changes required by the Americans with Disabilities Act. True False 11-8 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 41. In their efforts to accommodate disabled workers, most firms experience difficulties with cultural changes, more so than with structural changes. True False 42. The Age Discrimination in Employment Act only prevents discrimination against employees who are over the age of 65. True False 43. The Age Discrimination in Employment Act permits age limits in professions where it can be established that ability to perform the job declines significantly with age. True False 44. One way human resource managers can keep current on human resource legislation and rulings is to read current business literature such as The Wall Street Journal and Business Week. True False 45. When it comes to human resource management issues, the federal government generally has taken a "hands off" approach since the early 1960s. True False 46. There are laws that protect employees from undo harm due to hazardous work conditions. True False 47. The Americans With Disabilities Act protects people who are born with physical disabilities, exclusively, but not those who acquire disabilities later in life. True False 11-9 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 48. The Americans With Disabilities Act protects qualified persons from discriminatory hiring practices, but does not require employers to provide suitable accommodations in the workplace, or opportunities for promotion. This is left to occupational safety laws. True False 49. Introduction to Business students know that the creation of laws are the first step that a society takes in order to act in an ethical manner. The U.S. government learned that unless it stepped in and created business laws, many firms would not concern themselves with fair practices when it comes to hiring, firing, and non-discriminatory actions. True False 50. Chip Dodson is a middle-aged white male employed by a large company. Recently, he was passed over for a promotion, despite receiving an excellent performance appraisal. The promotion went to a woman Chip felt was less qualified. His supervisor told him the woman got the promotion because the business was trying to comply with affirmative action guidelines. Critics of affirmative action would cite this situation as a case of reverse discrimination. True False 51. Ruth Gray is a manager who takes pride in her ability to be fair and impartial. She treats all workers the same way, and evaluates them all using the same standards. Ruth is likely to have difficulty with the adjustments needed to accommodate disabled workers. True False 52. Sonny Skies is in his late fifties and loves his work as a pilot for a major airline. He wants to continue working for many more years. The Age Discrimination in Employment Act provides Sonny with the right to keep his job as long as his company is financially sound and he does not commit a felony. True False 11-10 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 53. Sean works for a large discount retailer. His wife works for a large bank with several branches. After recently adopting a child, the couple agreed that each would take six-weeks of leave from work in order to care for the newborn. According to the Family and Medical Leave Act, one, but not both are eligible for leave. True False 54. Zorn Enterprises hired several qualified soldiers returning from the war with hearing impairment to rehab its recently acquired apartment complexes. As a growing business, it is abiding by the law as currently stated. It is not required to adapt the work site to help these soldiers hear and communicate better with each other. True False 55. Mario and Marla are web development professionals for a popular high tech company. Due to injuries Mario sustained while serving in the Army Reserves, upon his return the company provided him and other returning soldiers with ergonomic desks and chairs that accommodates wheel chairs and bad backs. Although Marla is hearing impaired, the company does not need to consider providing her with a headset that magnifies sound because she is the only employee out of 200 requiring this accommodation. True False 56. Ramona is a recent HR hire for a security firm that hires retired law enforcement officers to provide security for retail malls across the nation. Her supervisor was impressed with Ramona's knowledge of current laws with respect to hiring practices, but asked her to quickly get up to speed on compensation and training laws. This is a reasonable request if Ramona plans to stay in the HR field. True False 57. Like all management, human resource management begins with planning. True False 11-11 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 58. The first step in the human resource planning process is to prepare a job analysis for each available position within the firm. True False 59. One purpose of a human resource inventory is to determine whether the labor force is technically up-to-date and well trained. True False 60. The result of a job analysis is a written document called a human resource inventory. True False 61. When you collect information about a particular job title, including how the job is performed and what it takes to perform the job, you are conducting a job analysis. True False 62. A job analysis consists of creating two documents called a job inventory and a performance appraisal. True False 63. A job specification is a statement of the job itself, while a job description is a statement about the person who does the job. True False 64. A job specification identifies the minimum qualifications a person must have to fill a particular job. True False 11-12 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 65. A job description identifies and describes the type of person who should perform the job, including important qualifications such as deduction, skills, and experience. True False 66. Human resource planning involves the assessment of both the future demand and the future supply of the various types of labor needed by the organization. True False 67. The first four steps in human resource planning all lead to the final step, which is the development of a strategic human resource plan. True False 68. The second step in human resource planning consists of conducting job analyses. Through observation and research, the manager will collect information on the kinds of things that each job title performs and how they are performed, as well as the skill and knowledge requirements for doing the job. True False 69. Job analysis helps a manager answer the question: "How many workers in my organization have this particular skill"? True False 70. Essentially, the steps of the human resource plan require the HR professional to (1) take inventory of the type of workers (including the skills of the workers) that the business already has, in order to determine if it has the most up to date workforce for its needs; he/she then proceeds with (2) analyzing each job; (3) forecasting the firm's requirements for various job titles, and (4) making a determination of the future supply of skilled labor available to meet the demands of the business. Lastly, the HR professional (5) develops a human resource strategic plan. True False 11-13 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 71. Chris Schubert is a human resource manager with the Night Owl Publishing Company. He just finished creating a document that describes what editors do at their jobs. The study Chris has completed is known as a human resource inventory. True False 72. Lani wants to know how many workers in her company have certain specialized skills and have received training to update their qualifications within the past year. She could use a human resource inventory to help her find this type of information. True False 73. As an HR manager, Erin is assigned to updating all job descriptions and job specifications for her company. Erin will begin by collecting information about each job title, as well as learning about the kinds of activities and responsibilities that go with each job. After she thoroughly analyzes a job, she will write the job description and job specifications for that job. True False 74. Toni Matthews is interested in a position that has opened up at her firm, but she wants to find out more about the type of work and responsibilities involved in the job. A document that would have the information she wants is the job specification. True False 75. Career Builders.com has posted a variety of sales management positions. Some require the manager to have five to ten years of experience and preferably a Master's Degree in a field of science. These requirements are part of the job specification. True False 11-14 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 76. The Administrative Assistant II position at Idle Time Gaming, Inc. performs word processing and spreadsheet development for two vice-presidents, and other secretarial duties as needed. Other job responsibilities include maintaining the office operations budget, receiving guests, and supervising two clerical positions. These tasks are part of the job description for this position. True False 77. Helen Caldwell is a human resource manager for a firm that is planning to switch to a more sophisticated production method. As a human resource manager, one of Helen's duties will be to forecast the demand for the type of labor needed to implement the new method. True False 78. Recruitment is a set of activities undertaken for attracting qualified people, at the right time. True False 79. Because of the continuous flow of potential employees into the labor market, recruiting usually is the easiest task for a human resource manager to accomplish. True False 80. Union rules and company policies can make the recruitment process more difficult. True False 81. When recruiting, human resource managers must attract people who not only have the right skills, but also fit in with the corporate culture, and work well under the company's leadership style. True False 82. Small businesses usually find recruitment easier than large firms. True False 11-15 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 83. An advantage of hiring from within is that it improves employee morale. True False 84. External recruitment sources are usually cheaper to use than internal sources. True False 85. Transfers and promotions are internal sources used by human resource managers to fill recruiting needs. True False 86. According to the "Spotlight on Small Business" box in Chapter 11, one way that a small business can attract qualified employees is to hire its customers. True False 87. Public and private employment agencies and college placement offices are internal sources used by human resource managers when they are recruiting employees. True False 88. When recruiting employees, human resource managers focus primarily on the skills and training of the people they are recruiting, and work on determining "fit" after the hiring process has occurred. True False 89. Advertisements in trade journals, private and public employment agencies, college placement offices, and trade associations are internal sources for recruitment. True False 11-16 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 90. Temporary help services, job fairs and the Internet are external sources for recruitment. True False 91. According to the Spotlight on Small Business box in Chapter 11, small businesses have an advantage over large businesses when it comes to recruiting good talent for two reasons: they can afford to pay better; and they already have great employees who recruit for them. True False 92. Rob is the human resource manager for a medium- sized corporation. He understands the value of hiring from within to fill positions whenever possible. This means that Rob relies extensively on promotions, transfers, and recommendations from current employees to find qualified employees. True False 93. As the HR manager at a small business, John handles most of his firm's recruiting efforts. Because John recruits for a small business he has a distinct advantage over larger competitor firms when it comes to finding the right people to fill his firm's needs. True False 94. The What's Hapnin' Corporation is about to diversify into an entirely new market. This move will create the need for several new positions in the production and marketing departments. However, the production technologies and the marketing environment in this new market are very different than in What's Hapnin's traditional market. The company is likely to rely on external sources to fill many of the positions created by its diversification. True False 95. Charlie plans to hire three outside sales professionals for his small non-profit organization that operates out of a suburb of Chicago. The new recruits know that after a three-month period, only one will remain. He is using a method of recruitment called part-time, temporary employment. True False 11-17 Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees 96. Selection is the process of gathering information and deciding who should be hired, under legal guidelines, for the best interests of the individual and the organization. True False 97. The cost of recruiting, processing, and training a new entry level employee is significant, and sometimes exceeds the annual salary earned by the employee. True False 98. The amount most businesses spend on selecting and training workers is relatively low. True False 99. Because current legal guidelines limit the types of questions that can be asked, completed job application forms contain very little useful information about job candidates. True False [Show More]

Last updated: 1 year ago

Preview 1 out of 286 pages