Deck 16: Appendix-Managing Human Resources and Diversity

Question 1

The three primary goals of HRM are to attract the right people,manage talent so people achieve their potential,and maintain the workforce over the long-term.

Answer 1

True

Question 2

Hiring and keeping quality employees is one of the most urgent concerns for today's organizations.

Answer 2

True

Question 3

Vocational Rehabilitation Act provides for possible compensatory and punitive damages plus traditional back pay for cases of intentional discrimination.

Answer 3

False

Question 4

Challenging assignments and creative development opportunities are part of the new social contract between employees and employers.

Question 5

Employability and personal responsibility are part of the new social contract between employees and employers.

Question 6

Discrimination in employment on the basis of race or religion is prohibited by the Civil Rights Act of 1964.

Question 7

Affirmative action is a policy requiring employers to take positive steps to guarantee equal opportunities for people within protected groups.

Question 8

The set of activities that are undertaken to attract,develop,and maintain an effective workforce refers to human resource management.

Question 9

The economic value of the knowledge,experience,skills,and capabilities of employees refers to personal capital.

Question 10

Employability and personal responsibility are part of the old social contract between employees and employers.

Question 11

People who work for an organization,but not on a permanent or full-time basis are called "employees of choice."

Question 12

Affirmative action requires that an employer take positive steps to guarantee promotion from within.

Question 13

Sexual harassment is a violation of Title VII of the Civil Rights Act.

Question 14

The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.

Question 15

Human resource management is a matching process,integrating the federal laws with employee skills.

Question 16

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.

Question 17

All managers are involved in human resource management.

Question 18

The Family and Medical Leave Act established mandatory safety and health standards in organizations for working families.

Question 19

Prohibition of discrimination of qualified individuals by employers on the basis of disability and the requirement that "reasonable accommodations" be provided are enforced by the Americans with Disabilities Act of 1990.

Question 20

Standard training programs and routine jobs are part of the old social contract between employees and employers.

Question 21

Research shows that realistic job previews lower employee satisfaction and increase turnover.

Question 22

A systematic process of gathering and interpreting information about the essential duties refers to job design.

Question 23

One of the questions that human resource planning should consider includes "what is the profit margin and inventory turnover rate?"

Question 24

The first three steps involved in attracting an effective work force are HR planning,choosing recruiting sources,and selecting the candidate.

Question 25

Unfortunately,today,part-time and temporary workers are not used by most companies.

Question 26

Getting referrals from current employees is a highly effective method used for recruiting.

Question 27

An "employer of choice" is a company that is highly attractive to potential employees because of human resources practices that focuses on tangible and intangible benefits.

Question 28

Affirmative action refers to the use of goals,timetables,or other methods in recruiting to promote the hiring,development,and retention of protected groups.

Question 29

A device for collecting information about an applicant's education,previous job experience,and other background characteristics refers to a resume.

Question 30

Human resource planning refers to the forecasting of human resource needs and the projected matching of individuals with expected job vacancies.

Question 31

One of the fastest-growing approaches to recruiting today is the use of the Internet,called E-cruiting.

Question 32

A written test designed to measure a particular attribute such as intelligence or aptitude is called an employment test.

Question 33

A one-way communication channel that allows the organization to obtain information about the applicant is an interview.

Question 34

Human resource specialists,with the matching model,exploit the newly hired employees.

Question 35

Recruiting activities can be divided into (1)internal recruiting including "promote from within" policies,and (2)external recruiting including the use of headhunters.

Question 36

Job description is the process of determining the skills,abilities,and other attributes a person needs to perform a particular job.

Question 37

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.

Question 38

Telecommuting means using computers and telephones at the office.

Question 39

Orientation tests may include intelligence tests,aptitude and ability tests,and personality inventories.

Question 40

A virtual interview is an interview in which the candidate meets with several interviewers who take turns asking questions.

Question 41

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.

Question 42

An in-house training and education facility that offers broad-based learning opportunities for employees refers to on-the-job training.

Question 43

Job evaluation comprises the steps of observing and assessing employee performance,recording the assessment,and providing feedback to the employee.

Question 44

Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook and MySpace.

Question 45

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.

Question 46

The process of determining the value of jobs within an organization through an examination of job content refers to job evaluation.

Question 47

A corporate university is an in-house training and education facility that offers broad-based learning opportunities for employees.

Question 48

Pay-for-performance is incentive pay that ties at least part of compensation to employee effort and performance.

Question 49

A process that uses multiple raters,including self-rating,to appraise employee performance and guide development refers to 180-degree feedback.

Question 50

Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.

Question 51

Training and development represent a planned effort by an organization to facilitate employees' learning of job-related skills and behaviors.

Question 52

Coaching is when an experienced employee guides and supports a less-experienced employee.

Question 53

BARS is a rating technique that relates an employee's performance to specific job-related incidents.

Question 54

Managers must acknowledge that jobs are multidimensional and job performances may be multidimensional as well to obtain an accurate performance rating.

Question 55

BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.

Question 56

Competency-based pay systems are also called skill-based pay systems.

Question 57

According to SPOTLIGHT ON SKILLS in chapter 9,job applicants should wear clothing that makes a fashion statement to interviews.

Question 58

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.

Question 59

Coaching is a method of directing,instructing,and training a person with the goal to develop specific management skills.

Question 60

In the United States,due to the recessionary times,organizations offer only the benefits required by law.

Question 61

The genuine efforts to accept and manage diverse people in North America are a phenomenon that emerged in the 1800s.

Question 62

Skill-based pay means linking compensation to the specific tasks an employee performs.

Question 63

In the recruiting process,employers assess applicants' characteristics in an attempt to determine the "fit" between the job and applicant characteristics.

Question 64

The value of an exit interview is to provide an excellent and inexpensive tool for learning about pockets of dissatisfaction within the organization and hence for reducing future turnover.

Question 65

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.

Question 66

Because the legal and regulatory environment is constantly changing,HR managers have to stay on top of issues that might have legal consequences.

Question 67

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.

Question 68

It is okay for a job application to ask whether the applicant has a legal right to work in the United States.

Question 69

Restructuring refers to intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation.

Question 70

Finding the right people to apply new information technology for e-business is a current strategic issue of particular concern for HR managers.

Question 71

Recruiting is sometimes referred to as talent acquisition to reflect the importance of the human factor in the organization's success.

Question 72

Cognitive tests assess such characteristics as openness to learning,agreeableness,responsibility,creativity,and emotional stability.

Question 73

The Family and Medical Leave Act prohibits gender-based differences in pay for substantially equal work.

Question 74

Unfortunately,today's organizations offer universal,"one-size-fits-all" benefits packages,rather than pay-for-performance.

Question 75

Today's workforce is growing older with an average age of 40.8 years in 2006 and it is expected to increase to 42.1 years in 2016.

Question 76

In 1970,Joseph Searles became the first African American member of the New York Stock Exchange.

Question 77

An exit interview is an interview conducted with departing employees to determine the reasons for their termination.

Question 78

Job security is an employee expectation that existed with the old social contract,but is no longer an expectation in the new social contract.

Question 79

Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.

Question 80

The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.