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Management
Q:
Instead of hiring an accountant, an organization decides to contract with a local accounting firm for its tax accounting needs. The process is known as _____.
A. lateral recruitment
B. external recruitment
C. outsourcing
D. internal recruitment
E. offshoring
Q:
As a part of its human resource planning process, KRQ Consulting estimates the qualifications of all current employees as well as the qualifications of the available workers in the external job market. KRQ Consulting is engaging in_____.
A. management accounting
B. supply forecasting
C. insourcing
D. offshoring
E. simulations
Q:
When managers estimate the qualifications and numbers of employees an organization will need given its goals and strategies, they are engaging in _____.
A. supply forecasting
B. insourcing
C. training and development
D. demand forecasting
E. outsourcing
Q:
At the beginning of a fiscal year, Bob undertakes various activities to make demand and supply forecasts. Bob does these activities as a part of _____. Author: Would it be a good idea to specify labor supply and demand?
A. human resource accounting
B. human resource development
C. human resource planning
D. training and development
E. job analyses
Q:
_____ refers to the process by which managers decide the relative qualifications of job applicants and their potential for performing well in a particular job.
A. Training
B. Selection
C. Development
D. Performance appraisal
E. Feedback
Q:
_____ includes all the activities managers engage in to develop a pool of qualified candidates for open positions.
A. Labor relation
B. Subjective appraisal
C. Feedback
D. Recruitment
E. Job enlargement
Q:
An employee needs time off from work to care for a family member who is ailing from a terminal illness. Which of the following laws mandates that she be allowed to do this?
A. Occupational Safety and Health Act
B. Civil Rights Act
C. Family and Medical Leave Act
D. National Labor Relations Act
E. COBRA Act
Q:
The _____ restricts mandatory retirement and especially benefits older employees.
A. Equal Pay Act
B. Civil Rights Act
C. Age Discrimination in Employment Act
D. Americans with Disabilities Act
E. Family and Medical Leave Act
Q:
Which of the following laws requires that managers ensure that employees are protected from workplace hazards?
A. Occupational Safety and Health Act
B. Civil Rights Act
C. Family and Medical Leave Act
D. National Labor Relations Act
E. TaftHartley Act
Q:
The _____ component of human resource management encompasses the steps that managers take to develop and maintain a good working association with the workers' unions that represent their employees interests.
A. recruitment and selection
B. labor relations
C. performance appraisal and feedback
D. pay and benefits
E. training and development
Q:
Which of the following components of the HRM system serves a developmental purpose by providing employees valuable information about their strengths and weaknesses?
A. Recruitment and selection
B. Labor relations
C. Performance appraisal and feedback
D. Pay and benefits
E. Training and development
Q:
Which of the following components of the HRM system focuses on ensuring employees learn and build the skills and abilities needed to perform their jobs effectively both in the present and the future? Author: Or "effectively in the present as well as the future."
A. Recruitment and selection
B. Labor relations
C. Performance appraisal
D. Performance feedback
E. Training and development
Q:
Managers at Wayfowler Inc. ensure that new recruits receive on-the-job coaching by experienced employees who serve as mentors and advisers to them. This is an example of which of the following components of the HRM system?
A. Training and development
B. Recruitment and selection
C. Labor relations
D. Performance appraisal
E. Feedback
Q:
Davidson Software Technologies believes in hiring only the best programmers in the industry. As a result, it uses a comprehensive hiring process that involves testing and interviewing dozens of highly qualified professionals before hiring. This is an example of which of the following components of the HRM system?
A. Training and development
B. Labor relations
C. Recruitment and selection
D. Performance appraisal
E. Performance feedback
Q:
Which of the following components of the HRM system focuses on attracting and hiring employees who have the abilities and experience to help the organization achieve its goals? Author: If you actually mean "experiences," you would need to write, "who have the abilities and have had the experiences." Otherwise, the sentence is ungrammatical.
A. Training and development
B. Labor relations
C. Recruitment and selection
D. Performance appraisal
E. Feedback
Q:
_____ includes all the activities managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals.
A. Product management
B. Human resource management
C. Total quality management
D. Distribution management
E. Customer relationship management
Q:
Using grievance procedures, workers who believe they are not being fairly treated are allowed to voice their concerns and have their interests represented by the union.
A. True
B. False
Q:
Collective bargaining refers to negotiation between labor unions and managers to resolve conflicts and disputes about important issues.
A. True
B. False
Q:
The National Unions and Labor Laws Act of 1935 prohibits workers from organizing into unions.
A. True
B. False
Q:
Labor relations are the activities managers engage in to ensure that they have effective working relationships with the workers' unions that represent their employees interests.
A. True
B. False
Q:
In cafeteria-style benefit plans, all employees are offered the same benefit package that is predetermined by managers at the top.
A. True
B. False
Q:
All benefits are optional; organizations are not legally obligated to provide any benefit.
A. True
B. False
Q:
A high pay level is best suited for an organization that is pursuing a low-cost strategy.
A. True
B. False
Q:
Pay structure is the arrangement of jobs into categories reflecting their relative importance to the organization and its goals, levels of skill required, and other characteristics.
A. True
B. False
Q:
Benefits include employees base salaries, pay raises, and bonuses and are determined by a number of factors such as characteristics of the organization and the job and levels of performance.
A. True
B. False
Q:
An informal appraisal is conducted at a set time during the year and is based on performance dimensions and measures that were specified in advance.
A. True
B. False
Q:
In a 360-degree appraisal, a manager receives feedback based on evaluations by his or her superior alone.
A. True
B. False
Q:
A subjective appraisal is an appraisal that is based on perceptions of traits, behaviors, or results.
A. True
B. False
Q:
Behavior appraisals are especially useful when what workers are like is more important than how workers perform their jobs.
A. True
B. False
Q:
Trait appraisals have the advantage over behavioral appraisals in giving employees clear information about what they are doing right and wrong and how they can improve their performance.
A. True
B. False
Q:
A trait appraisal involves assessing subordinates on personal characteristics that are relevant to job performance, such as skills, abilities, or personality.
A. True
B. False
Q:
Performance feedback demotivates the employees and affects their performance negatively.
A. True
B. False
Q:
The process by which managers share performance appraisal information with their subordinates is known as performance feedback.
A. True
B. False
Q:
Performance appraisal is the evaluation of employees job performance and contributions to the organization.
A. True
B. False
Q:
In simulations, learning occurs in the work setting as employees perform their job tasks.
A. True
B. False
Q:
In on-the-job training, learning occurs outside the work setting, in classrooms where employees acquire the knowledge and skills required to perform their jobs.
A. True
B. False
Q:
Development activities tend to take place at the lower levels of management of the organization, while training activities tend to take place at the higher levels of the organization.
A. True
B. False
Q:
Promising employees are required to undergo various training programs that focus on the skills required to become an effective manager in their respective fields in the future. This is called development.
A. True
B. False
Q:
Training focuses more on building the skills of organization members to take on new responsibilities than equipping them to perform the current tasks effectively.
A. True
B. False
Q:
In the context of selection tools, validity is the degree to which a test predicts performance on the tasks or job in question.
A. True
B. False
Q:
Ability tests assess the extent to which applicants possess the skills necessary for job performance, such as verbal comprehension or numerical skills.
A. True
B. False
Q:
In an unstructured interview, the interviewer feels free to ask probing questions to discover what the applicant is like and does not ask a fixed set of questions determined in advance.
A. True
B. False
Q:
An honest assessment of the advantages and disadvantages of a job and organization is called a job appraisal.
A. True
B. False
Q:
Lateral moves refer to job changes that entail significant changes in job responsibility and authority.
A. True
B. False
Q:
An organization that selects students by conducting career fairs on college campuses is using internal recruitment.
A. True
B. False
Q:
Instead of hiring an accountant, J&K Consultants decide to contract with a local accounting firm for their accounting needs. This is an example of outsourcing.
A. True
B. False
Q:
Supply forecasts estimate the supply of qualified workers in the external labor market.
A. True
B. False
Q:
Cost saving is the only reason why managers engage in offshoring.
A. True
B. False
Q:
A disadvantage of outsourcing is increased cost and decreased flexibility.
A. True
B. False
Q:
An advantage afforded by outsourcing is the increased control that managers gain over the quality of goods and services.
A. True
B. False
Q:
Human resource management is simple because organizations need not adhere to state or national laws.
A. True
B. False
Q:
Labor relations encompass the steps that managers take to develop and maintain good working relationships with the unions that may represent their employees interests.
A. True
B. False
Q:
By regularly evaluating employee performance, managers may fail to identify their strengths and weaknesses.
A. True
B. False
Q:
A human resource management system is a part of the organizational architecture that managers develop to use resources efficiently and effectively.
A. True
B. False
Q:
Human resource management (HRM) includes all the activities managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals.
A. True
B. False
Q:
Describe the collective bargaining process.
Q:
Discuss how different organizational strategies affect wages and pay levels.
Q:
List at least five guidelines for giving effective performance feedback that contributes to employee motivation and performance.
Q:
Differentiate between objective and subjective appraisals.
Q:
List and explain the three factors on which performance is evaluated in a performance appraisal. Author: Or, simpler, "on which performance is appraised."
Q:
Discuss how performance appraisal and feedback contribute to the effective management of human resources within an organization.
Q:
Differentiate between training and development. Provide two examples each of the different types of training and development.
Q:
What are reliability and validity in the context of selection tools?
Q:
Discuss the advantages and disadvantages of internal recruitment. Explain how external recruitment can compensate for these disadvantages.
Q:
Discuss the reasons why managers may choose to outsource and also evaluate the disadvantages of outsourcing for an organization.
Q:
Discuss the five major components of a human resource management system.
Q:
What is the goal of equal employment opportunity? List and briefly describe any three major equal employment opportunity laws that affect human resource management.
Q:
A neutral third party called a(n) _____ is usually called in to resolve any conflict that may arise over the interpretation of the contract that spells out the terms of the collective bargaining agreement.
A. mediator
B. management spokesperson
C. arbitrator
D. picketer
E. union representative
Q:
Negotiation between labor unions and managers to resolve conflicts and disputes about important issues such as working hours, wages, working conditions, and job security is called _____.
A. organized labor
B. picketing
C. group protesting
D. collective bargaining
E. strike instigating
Q:
The act that made it legal for workers to organize into unions was the _____.
A. Fair Labor Standards Act
B. Civil Rights Act
C. National Labor Relations Act Author: Wasn't it the National Unions and Labor Laws Act?
D. Occupational Safety and Health Act
E. Equal Employment Opportunity Act
Q:
_____ are the activities managers engage in to ensure that they have effective working relationships with the labor unions that represent their employees' interests.
A. Subjective appraisals
B. Labor relations
C. Conflict management
D. Conflict resolution
E. Objective appraisals
Q:
_____ is an example of a benefit that is legally required and hence not optional.
A. Life insurance
B. Unemployment insurance
C. Health insurance
D. Dental insurance
E. Child care
Q:
A(n) _____ clusters jobs into categories reflecting their relative importance to the organization and its goals, levels of skill required, and other characteristics managers consider important.
A. employee grade
B. pay structure
C. job analysis
D. job description
E. simulated structure
Q:
A broad comparative concept that refers to how an organization's monetary compensation incentives compare, in general, to those of other organizations in the same industry employing similar kinds of workers is known as:
A. pay level.
B. pay structure.
C. economies of scale.
D. relative benefits plans.
E. relative employee perks.
Q:
In _____ managers and their subordinates meet whenever the need to discuss ongoing progress and areas for improvement arises.
A. informal appraisals
B. conventional appraisals
C. annual appraisals
D. reserved appraisals
E. formal appraisals
Q:
An organization that officially fixes meetings on a particular day on a yearly basis between a manager and a subordinate in which the subordinate is given feedback on her performance uses the _____ method.
A. informal appraisal
B. casual appraisal
C. off-the-record appraisal
D. formal appraisal
E. unofficial appraisal
Q:
In order to improve his performance and motivation, Scott's performance is evaluated not only by his direct manager, but also by his customers, subordinates, and coworkers. This is an example of a _____.
A. self appraisal
B. peer appraisal
C. client appraisal
D. supervisor appraisal
E. 360-degree appraisal
Q:
The behaviorally anchored rating scale (BARS) and the behavior observation scale (BOS) that measures performance as perceived by the manager are often used in _____.
A. subjective appraisals
B. mathematical appraisals
C. objective appraisals
D. factual appraisals
E. statistical appraisals
Q:
A sales manager working for a car dealership evaluates each one of his sales staff solely on the number of cars sold by each member in one month and not by the method used to make the sales. This is an example of a(n) _____.
A. subjective appraisal
B. trait appraisal
C. personality appraisal
D. behavioral appraisal
E. objective appraisal
Q:
Organizations that focus on the actual outcomes of work behaviors rather than how the outcome has been achieved, are using _____.
A. result appraisals
B. trait appraisals
C. behavior appraisals
D. personality appraisals
E. cognitive appraisals