Which of the following is NOT a recommended way to stand out in a new job? |
B. underpromise |
The activities managers perform to plan for, attract, develop and retain an effective workforce are called |
C. human resource management |
The strategic human resource management process includes which of these? |
C. establish the grand strategy |
What is the final step in the strategic human resource management process? |
B. perform appraisals of people |
The economic or productive potential of employee knowledge and actions is called |
A. human capital |
The economic or productive potential of strong, trusting, and cooperative relationships is called |
B. social capital |
The purpose of the strategic human resource process is to |
E. get optimal work performance to help realize company’s mission and vision |
A specialist at UPS that rides with couriers to learn about delivery times and potential problems is conducting a job |
C. analysis |
A ______ describes the minimum qualifications a person must have to perform a job successfully. |
A. job specification |
Gabriella had been working as an executive assistant to the president for nearly twenty years, so when she retired no one had a good idea of all that her job entailed. Before she left, Laura sat with her for two weeks to observe her duties and ask her the details of all functions. Laura was performing a |
D. job analysis |
In considering the staffing an organization might need in the future, human resource managers should |
D. understand the organization’s vision and strategy and hire to support them |
A report listing your organization’s employees by name, education, training, languages, and other important information is called a(n) |
A. human resource inventory |
Adam, an HR manager, was using reports from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau for information about his industry’s labor pool in his geographic area. Adam is planning to |
E. recruit from outside the organization |
Passed in 1935, the ______ Act resulted in the National Labor Relations Board. |
A. Wagner |
Which piece of legislation first established the U.S. federal minimum wage? |
C. Fair Labor Standards Act |
The ______ Act established the Equal Employment Opportunity Commission. |
E. Civil Rights |
Which of the following protects employees who raise accusations of fraud to a federal agency? |
D. Sarbanes-Oxley Act |
The law that requires an extension of health insurance benefits after termination is the |
C. Consolidated Omnibus Budget Reconciliation Act (COBRA) |
Which of the following requires employers with more than 50 employees to provide health insurance? |
E. Patient Protection & Affordable Care Act |
Which of the following permits suits against employers for punitive damages in cases of intentional discrimination? |
A. Civil Rights Act |
Peter has a degenerative eye disease that is causing him to gradually lose his eyesight. When he asked his employer to purchase him a low vision computer for use at work, he was instead let go. This violates provisions of the |
D. Americans with Disabilities Act (ADA) |
______ occurs when people are hired or promoted—or denied hiring or promotion—for reasons not relevant to the job. |
B. Discrimination |
After being referred by a friend, Shabina attended a job interview. She didn’t feel it went well, but was surprised when her friend told her the boss didn’t like that she had worn her hijab, a traditional headscarf, saying "our customers prefer working with Christians". This is an example of |
C. discrimination |
Management at Perry Architecture wanted to raise the levels of minorities and women in its ranks. So, the company began an active recruitment program with a local university, and a special career development program as well. Perry has started a(n) ______ plan. |
E. affirmative action |
Which of the following statements about sexual harassment is true? |
C. A person who feels he/she must acquiesce to a sexual proposition in order to keep his/her job is facing a quid pro quo. |
Lauren worked in a distribution warehouse for a power tool company. Throughout the building, there were posters and calendars of a sexually explicit nature, and they made Lauren very uncomfortable. This is |
E. a hostile work environment. |
The process of locating and attracting qualified applicants for jobs open in the organization is called |
D. recruiting. |
Placing information about job vacancies and qualifications in places where employees can see them such as on bulletin boards or the company’s intranet is called |
E. job posting. |
Which of the following external recruiting methods works best? |
B. Employee referrals |
Which of the following is true of external recruiting, compared to internal recruiting? |
E. The process takes longer. |
When Javier became one of three final candidates for a managerial position with a large medical supply company, the director of the department scheduled a special meeting with him. There, the two talked about the stressful deadlines and heavy travel required of the position, as well as the great compensation and multiple perks. Javier appreciated that the director took time to conduct a |
B. realistic job preview. |
Which of the following statements about background information is FALSE? |
A. Applicants with weak credit scores are more likely to be dishonest employees. |
The type of interview that is most likely to cause managers problems because of its potential for bias and questionable legality is the |
B. unstructured interview. |
Which of the following is a good suggestion for managers when conducting interviews? |
E. After the interview write a short report with a quantitative score of the candidate’s qualifications. |
In an interview Gabe asked Danielle to tell him about a time when she was able to overcome some sort of adversity. Gabe is conducting a(n) |
D. behavioral description interview. |
Which of the following is NOT considered, legally, to be an employment test? |
C. Job analyses |
The Myers-Briggs Type Indicator is considered a ______ test. |
D. personality |
When Greg interviewed for a position as an entry-level structural engineer, he was asked to solve several engineering problems by hand. This is an example of a(n) |
B. performance test. |
The degree to which a test measures the same thing consistently is known as its |
B. reliability. |
______ refers to educating ______ employees in skills needed to do their jobs in the future. |
D. Development; managerial and professional |
Tracy, an HR manager, had a meeting with the director of operations to determine if the new training program appears to be effective in improving productivity on the shop floor. Tracy is performing which step of the training process? |
E. Evaluation |
Which of the following training and development methods is most appropriate when people just need to learn facts such as work rules or legal matters? |
A. Videotapes |
Tomiko, an HR manager, is designing a training class for those working on various cross-functional teams within her company. This class that is aimed at improving group decision making. What method of delivery should she choose? |
B. Role plays |
Which of the following is an on-the-job training method? |
C. Job rotation |
Which of the following is a form of off-the-job training? |
B. Classroom instruction |
Performance appraisal consists of |
C. assessing performance and providing feedback. |
MBO is consistent with a(n) ______ performance appraisal. |
D. objective |
Sandra is conducting performance appraisals of members of her sales team. The report is quite simple; she compares each person’s sales on a quarterly basis to the goal for that quarter. Sandra is using a(n) ______ system of appraisal. |
A. objective |
The type of performance appraisal that consists of ratings of subjective attributes like attitude or leadership is a(n) ______ appraisal. |
B. trait |
The type of performance appraisal that judges specific, observable aspects of performance like being on time for work is a(n) ______ appraisal |
D. behavioral |
Viviana is conducting a performance appraisal for Jeff, one of her subordinates. The company’s performance appraisal form asks her to rate Jeff’s performance on various items like "Turns in reports on time with minimal errors." on a scale from 1 to 5. Viviana’s company has a(n) ______ appraisal system. |
D. BARS |
The type of appraisal that is most subject to validity problems due to evaluator bias is the ______ appraisal. |
E. trait |
A feedback technique in which an employee is appraised by her boss, peers, subordinates, and possibly clients is called a |
D. 360-degree appraisal. |
Using 360-degree feedback appraisals to trigger pay and personnel decisions puts ______ at risk. |
A. trust |
A performance review system in which all employees within a business unit are ranked against one another is known as a |
D. forced ranking. |
) In giving feedback to a subordinate, a manager should |
E. keep diaries about specific incidents of the subordinates’ performance. |
Which of the following is the best statement of feedback? |
D. "Your last report contained seven errors which I think you could improve." |
The point of the performance appraisal is to |
B. stimulate better job performance. |
Carmela was surprised to learn that at her company not everyone would receive a bonus this year. Instead, management planned to rank all of the employees in her division and award bonuses only to the top 20%. This is an example of a ______ performance review system. |
D. forced ranking |
Which of the following is NOT a type of compensation? |
B. Promotions |
Which of the following is an example of an employee benefit? |
A. Education reimbursements |
Executives often negotiate generous severance packages that they receive if the company is taken over by another. These are known as |
B. golden parachutes. |
Which of the following is NOT a characteristic of a successful incentive pay plan? |
D. Complex and comprehensive rules |
) In managing subordinates under an incentive pay plan, a manager should |
A. regularly communicate with subordinates about the plan. |
In considering a promotion for a subordinate, a manager must ensure fairness and |
D. nondiscrimination. |
Which of the following is NOT a principal reason why an employee may be transferred? |
C. Employee is suspected of illegal behavior |
If an employee has been dismissed "for cause" this means that |
E. he is being fired for his job performance. |
The risk of "wrongful termination" lawsuits is reduced with careful |
C. documentation. |
______ means that anyone can be dismissed at any time for any reason at all—or for no reason. |
A. Employment at will |
Quinton has a difficult employee, Melissa, with whom he has been dealing for over a year. Despite repeated attempts to correct her workplace behavior, she has not improved. Which of the following is a good suggestion for handling this case? |
D. Dismiss Melissa but offer her assistance in finding another job. |
MAN3025 Exam 4 (Ch 9)
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