Chapter 12--Managing Human Resources

Chapter 12--Managing Human ResourcesStudent: ___________________________________________________________________________1.Hiring and keeping quality employees is one of the most urgent concerns for today's organizations.TrueFalse2.The set of activities that are undertaken to attract, develop, and maintain an effective work force refers to human resource management.TrueFalse3.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.TrueFalse4.The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and maintain the workforce over a long term.TrueFalse5.Finding the right people to apply new information technology for e-business is a current strategic issue of particular concern for HR managers.TrueFalse6.The economic value of the knowledge, experience, skills, and capabilities of employees refers to personal capital.TrueFalse7.The Civil Rights Act of 1964 created the Equal Employment Opportunity Commission.TrueFalse8.Affirmative action requires that an employer take positive steps to guarantee promotion from within.TrueFalse9.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.TrueFalse10.The Family and Medical Leave Act established mandatory safety and health standards in organizations for working families.TrueFalse11.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 persons remarks.TrueFalse12.Sexual harassment is a violation of Title VII of the Civil Rights Act.TrueFalse13.Employability and personal responsibility are part of the old social contract between employees and employers.TrueFalse14.Job security is an employee expectation that existed with the old social contract, but is no longer an expectation in the new social contract.TrueFalse15.The percentage of contingent workers in the United States has shrunk as a result of the recession of the late 2010s.TrueFalse16.Challenging assignments and creative development opportunities are part of the new social contract between employees and employers.TrueFalse17.People who work for an organization, but not on a permanent or full-time basis are called "employees of choice."TrueFalse18.Fortunately, today, part-time and temporary workers are not often used by most companies.TrueFalse19.The first three steps involved in attracting an effective work force are HR planning, choosing recruiting sources, and selecting the candidate.TrueFalse20.Human resource specialists, with the matching model, exploit the newly hired employees.TrueFalse21.Human resource planning refers to the forecasting of human resource needs and the projected matching of individuals with expected job vacancies.TrueFalse22.One of the questions that human resource planning should consider includes "what is the profit margin and inventory turnover rate?"TrueFalse23.Recruiting activities can be divided into (1) internal recruiting including "promote from within" policies, and (2) external recruiting including the use of headhunters.TrueFalse24.A systematic process of gathering and interpreting information about the essential duties refers to job design.TrueFalse25.Research shows that realistic job previews lower employee satisfaction and increase turnover.TrueFalse26.Getting referrals from current employees is a highly effective method used for recruiting.TrueFalse27.One of the fastest-growing approaches to recruiting today is the use of the Internet, called E-cruiting.TrueFalse28.Job description is the process of determining the skills, abilities, and other attributes a person needs to perform a particular job.TrueFalse29.A written test designed to measure a particular attribute such as intelligence or aptitude is called an employment test.TrueFalse30.Recruiters are now viewing the profiles and pictures of candidates on social networking sites such as Facebook.TrueFalse31.It is okay for a job application to ask whether the applicant has a legal right to work in the United States.TrueFalse32.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.TrueFalse33.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.TrueFalse34.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.TrueFalse35.Coaching is when an experienced employee guides and supports a less-experienced employee.TrueFalse36.A mentor is an experienced employee who guides and supports a less-experienced employee.TrueFalse37.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.TrueFalse38.An in-house training and education facility that offers broad-based learning opportunities for employees refers to on-the-job training.TrueFalse39.Job evaluation comprises the steps of observing and assessing employee performance, recording the assessment, and providing feedback to the employee.TrueFalse40.A process that uses multiple raters, including self-rating, to appraise employee performance and guide development refers to 180-degree feedback.TrueFalse41.BARS stand for Behaviorally Administered Rating Scale and is used to measure performance evaluation errors.TrueFalse42.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.TrueFalse43.The process of determining the value of jobs within an organization through an examination of job content refers to job evaluation.TrueFalse44.Competency-based pay systems are also called skill-based pay systems.TrueFalse45.Wage and salary surveys show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.TrueFalse46.Skill-based pay means linking compensation to the specific tasks an employee performs.TrueFalse47.All managers are involved in human resource management.TrueFalse48.Unfortunately, today's organizations offer universal, "one-size-fits-all" benefits packages, rather than pay-for-performance.TrueFalse49.Exit interviews are valuable HR tools only if the departing employee leaves voluntarily.TrueFalse50.An exit interview is an interview conducted with departing employees to determine the reasons for their termination.TrueFalse51._____ refers to the activities undertaken to attract, develop, and maintain an effective workforce within an organization.A.Human resource managementB.RecruitmentC.Talent searchD.Strategic managementE.Operations management52.The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management?A.All managers are human resource managers.B.Employees are viewed as assets.C.Human resource management is a matching process.D.Only top-line managers are predominantly human resource managers.E.All of these are examples of key ingredients in human resource management.53.All of the following are current strategic issues of particular concern to managers EXCEPT:A.right people to become more competitive on a global basis.B.right people for improving quality, innovation, and customer service.C.right people to become more competitive on a local basis.D.right people to retain during mergers and acquisitions.E.right people to apply new information technology for e-business.54.All of the following are goals of human resource management EXCEPT :A.finding the right people for the job.B.managing talent so people achieve their potential.C.maintaining an effective work force.D.turning over an effective workforce.E.both attracting an effective work force and maintaining an effective work force.55.Today, more than ever, strategic decisions are related to human resource considerations. Which of the following refers to the economic value of the knowledge, experience, skills, and capabilities of employees?A.Human capitalB.Economic capitalC.Contingency assetsD.Capital assetsE.Economic assets56.Recruiting and selecting employees involves which human resource management goal?A.Implementing strategiesB.Managing talentC.Maintaining an effective workforceD.Finding the right peopleE.Controlling strategies57.Which of the following created the Equal Employment Opportunity Commission?A.Americans with Disabilities ActB.Civil Rights ActC.Equal Pay ActD.Vocational Rehabilitation ActE.Immigration Reform and Control Act58.The hiring of applicants based on criteria that are not job-related is called:A.affirmative action.B.equal employment opportunity.C.discrimination.D.reverse discrimination.E.employment-at-will.59.Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of _____.A.discriminationB.affirmative actionC.equal employment opportunityD.employment-at-willE.termination-at-will60.____ is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their organization.A.Equal employment opportunityB.DiscriminationC.Reverse discriminationD.Affirmative actionE.Employment-at-will61.Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of:A.equal employment opportunity.B.affirmative action.C.cultural bias.D.employment-at-will.E.sexual harassment.62.Which legal act underscored the need for well-written job descriptions and specifications that accurately reflect the mental and physical dimensions of jobs?A.Vocational Rehabilitation ActB.Accountability ActC.Civil Rights ActD.Americans with Disabilities ActE.Patient Protection and Affordable Care Act63.The _____ prohibits discrimination against qualified individuals by employers for a demand of "reasonable accommodation."A.Civil Rights ActB.American with Disabilities ActC.Vocational Rehabilitation ActD.Family and Medical Leave ActE.Equal Pay Act64.Which of the following restricts mandatory retirement?A.The Americans with Disabilities ActB.The Immigration Reform and Control ActC.The Vocational Rehabilitation ActD.The Age Discrimination in Employment ActE.The Vietnam-Era Veterans Readjustment Act65.The _____ prohibits discrimination based on physical or mental disability.A.Civil Rights ActB.Immigration Reform and Control ActC.Vocational Rehabilitation ActD.Age Discrimination in Employment ActE.Vietnam-Era Veterans Readjustment Act66.Which legal act establishes mandatory safety and health standards in organizations?A.Occupational Safety and Health ActB.Consolidated Omnibus Budget Reconciliation ActC.Family and Medical Leave ActD.Americans with Disabilities ActE.Civil Rights Act67.Family and Medical Leave Act require employers to provide up to _____ weeks unpaid leave for childbirth, adoption, or family emergencies.A.8B.12C.16D.24E.5268.Which Health/Safety law requires continued health insurance coverage (paid by employee) following termination?A.Consolidated Omnibus Budget Reconciliation ActB.Health Maintenance Organization ActC.Occupational Safety and Health ActD.Family and Medical Leave ActE.None of these69._____ is part of the new social contract for employees.A.Job securityB.A cog in the machineC.KnowingD.Employability, personal responsibilityE.Routine jobs70.Which of the following is tied to the goal of managing talent in organizations?A.Labor relationsB.Job analysisC.Wages and salaryD.HRM planningE.Training and development71.From the employer's viewpoint, which of these is part of new social contract?A.Standard training programsB.Limited informationC.Incentive compensationD.Routine jobs72._____ has led to the elimination of many positions in organizations.A.GlobalizationB.InsourcingC.DifferentiationD.RestructuringE.All of these73.A(n) _____ is a company that is highly attractive to potential employees because of human resources practices that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems.A.Fortune 500 companyB.employer of choiceC.socially responsible firmD.rural firmE.family-owned corporation74.Which of the following is a key performance driver that is tied to human capital investments?A.Revenue growthB.InnovationC.Workforce planningD.Career developmentE.Recruiting75.In the new workplace, _____ are people who work for an organization, but not on a permanent or full-time basis.A.upper-level employeesB.direct-related workersC.temporary employeesD.contingent workersE.low-level employees76.Describe how to maintain an effective workforce.

77.Which of the following means using computers and telecommunications equipment to do work without going to an office?A.TelecommutingB.Social LoafingC.New social contractD.OutsourcingE.Realistic Job Preview78._____ is the first step in attracting an effective work force.A.Selecting the candidateB.Choosing recruiting sourcesC.Applying the matching modelD.Human resource planningE.Initiating change79._____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied employees.A.Selecting the candidateB.Choosing recruiting proceduresC.Applying the matching modelD.Human resource planningE.Initiating change80.In utilizing the matching model of employee selection, the organization offers _____ and the employee offers ____.A.contributions, inducementsB.inducements, contributionsC.contributions, pay and benefitsD.ability, trainingE.skills, rewards81.The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as human resource _____.A.developmentB.organizingC.planningD.selectionE.downsizing82.Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next ten years. He is most likely to perform which of the following activities?A.Choosing a recruiting sourceB.Selecting an employment candidateC.Human resource planningD.Welcoming new employeesE.Downsizing83.All of the following are questions relevant to human resource planning EXCEPT:A."What is the current turnover rate?"B."What is the volume of business expected to be over the next five years?"C."What was the volume of business over the past five years?D."How will new technology affect the organization?"E.All of these are relevant questions for human resource planning.84.Jenna has been given the assignment of determining how many new tellers her bank will need to hire over the next five years. Which of the following questions is irrelevant to her task?A.How many tellers are expected to retire over the next five years?B.What new technologies (e.g., automated teller machines) will be introduced over the next five years?C.How many new branches does the bank expect to open over the next five years?D.All of these are relevant.E.All of these are irrelevant.85._____ is defined as activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied.A.SelectionB.RecruitingC.TrainingD.DevelopingE.Planning86.An example of _____ is when current employees are given preference when a position opens in their organization.A.discriminationB.internal recruitingC.nepotismD.external recruitingE.cannibalizing87._____ generates higher employee commitment, development, and satisfaction than does _____.A.External recruiting, internal recruitingB.External selection, internal selectionC.Internal recruiting, external recruitingD.Internal recruiting, internal selectionE.Downsizing, monetary rewards88.Conolly Company uses internal recruiting whenever possible. This practice:A.costs more than external recruiting.B.decreases employee satisfaction.C.generates increased employee commitment.D.demotivates existing employee given limited socializing opportunities.E.gives employees an upper hand in negotiations.89._____ is a systematic process of gathering and interpreting information about the essential duties.A.A job analysisB.A job listingC.A job requirementD.A job descriptionE.A realistic job preview90.Which of the following is NOT a method used in external recruiting?A.Private employment agenciesB.Employee referralsC.Newspaper advertisingD.Employee resource chartE.State employment services91.Which of the following is a recruiting approach that gives applicants all pertinent and realistic information about the job and the organization?A.Reality checkB.Affirmative actionC.Realistic job previewD.Employment-at-willE.Chart selection approach92._____ is a listing of job duties and desirable qualifications for a particular job.A.A job analysisB.A job listingC.A job requirementD.A job descriptionE.A realistic job previews93.A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.A.job descriptionB.application formC.assessment testD.paper-and-pencil testE.OJT94.At GoodSpeak Telecommunications, employees receive a cash bonus when they submit names of people who subsequently accept employment with the company. This is an example of which innovation in recruiting?A.Trade group networkingB.Social networkingC.Employee referralD.Cold call recruitingE.Geographic networking95._____ dramatically extends the organization's recruiting reach, offering access to a wider pool of applicants and saving time and money.A.Competitor referralsB.E-cruitingC.Newspaper adsD.Trade showsE.Hiring older workers96.Which of the following is a device for collecting information about an applicant's education, previous job experience, and other background characteristics?A.An employment testB.An assessment centerC.An application formD.An affirmative action formE.A privacy form97.Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job?A.RecruitingB.TrainingC.SelectionD.DevelopmentE.Orientation98.While interviews are _____, they are generally _____ predictors of subsequent job performance.A.rarely used, not validB.widely used, not validC.rarely used, excellentD.widely used, validE.painful, excellent99.Rock Bottom, Inc. (RBI) has a relatively high turnover rate among its new employees. Recently, the human resource department conducted a series of interviews with employees who were choosing to leave RBI after a short period of time. It was concluded that unmet expectations were the primary reason these people were leaving so soon. RBI can begin to solve this problem by emphasizing:A.external recruiting.B.affirmative action.C.better training and development.D.the use of realistic job previews.E.employment-at-will.100.Recruiting methods that are used to promote the hiring, development, and retention of "protected groups" are examples of:A.equal employment opportunity.B.affirmative action.C.illegal discrimination.D.unfair labor practices.E.nepotism.101.Which of the following is inappropriate to ask on an employment application?A.If the applicant is over 18B.Where the applicant went to schoolC.If the applicant has ever been convicted of a crimeD.Whether the applicant has any disabilities that might inhibit job performanceE.Applicants ancestry/ethnicity102.On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT:A.race or color of skin.B.if the applicant is over 18.C.if the applicant has ever been convicted of a crime.D.prior work experience.E.if the applicant has a legal right to work in the United States.103.According to MANAGER'S SHOPTALK in chapter 12, which of the following would improve your chances of getting the job?A.Talking too muchB.Turning questions into conversationsC.Failing to effectively closeD.Stretching the truthE.Making a fashion statement104.What type of interview allows the applicant a great deal of freedom in determining the course of the conversation, bringing to light information that could otherwise remain concealed? A.Nondirective interviewB.Structured interviewC.Panel interviewD.Biographical interviewE.Situational interview105._____ requires 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.A.MultitaskingB.Employee motivation testC.In-basket simulationD.Employee capability testE.Cold call simulation106.One of the newest ways of gauging whether a candidate is right for the company is by checking:A.previous places of employment.B.with references.C.trial employment period.D.aptitude tests.E.social networking sites.107.All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) _____.A.application formB.interviewC.employment testD.assessment centerE.drug usage test108.Which of these may include intelligence tests, aptitude and ability test, and personality inventories?A.Assessment testsB.Probability examsC.Employment testsD.Development testsE.Culture exams109.Blayne is interviewing for an IT specialist position at a technology firm. His interviewer informs him that he will ask him a series of standardized questions that are being asked of every applicant interviewing for the same position. This can best be described as what type of interview?A.Nondirective interviewB.Structured interviewC.Panel interviewD.Biographical interviewE.Situational interview110.While on a job interview for an administrative position at a university, Alyssa was asked to respond to simulated memos and emails that are similar to those she would address if she was in that position. This is an example of a(n) _____.A.cognitive ability testB.performance reviewC.360 degree feedback testD.work sample testE.assessment center111.Which of the following refers to a method of directing, instructing and training a person with the goal to develop specific management skills?A.MentoringB.ShadowingC.CoachingD.ApprenticeshipE.Guiding112.A junior VP at a financial services firm meets regularly with Edward, a retired businessman who is now in the business of directing, instructing, and training managers in the development of their personal competencies. Edward can best be described as a(n) _____.A.enablerB.protegeC.coachD.recruiterE.mentor113.Which of these is(are) part of new approaches to recruiting?A.Recruiting welfare recipientsB.E-cruitingC.Hiring former prison inmatesD.Non-traditional sources of employeesE.All of these114.In _____, an experienced manager shows a new employee how to perform job duties.A.on-the-job trainingB.classroom trainingC.orientation trainingD.computer-assisted instructionE.realistic job previews115.The most common form of formal corporate training is:A.on-the-job training.B.classroom training.C.orientation training.D.developmental training.E.external training.116.When an experienced employee guides and supports a newcomer or less-experienced employee, this is referred to as _____.A.mentoringB.coachingC.managingD.directingE.consulting117.Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees. Pizza Deluxe University would be considered a(n) _____. A.assessment centerB.on-the-job training centerC.orientation centerD.corporate universityE.learning community118.The process of observing and evaluating an employee's performance, recording the assessment, and providing feedback to the employee is referred to as:A.orientation training.B.classroom training.C.a paper-and-pencil test.D.performance appraisal.E.none of these.119.____ provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities.A.PromotionsB.AppraisalsC.EvaluationsD.EndorsementsE.Coaching120.Which of the following is a process that uses multiple raters, including self-rating, to appraise employee performance and guide development?A.A 360-degree feedbackB.Job evaluationC.Multiple-rater appraisalD.Performance appraisal interviewE.Homogeneity appraisal121.Which of the following performance appraisal methods essentially evaluates employees by pitting them against one another?A.Performance review ranking systemB.Semantic differential rating scaleC.Behaviorally anchored rating scaleD.Unidimensional rating scaleE.All of these122._____ is developed from critical incidents relating to job performance.A.Performance appraisal interviewB.Semantic differential rating scaleC.Behaviorally anchored rating scaleD.Unidimensional rating scaleE.All of these123.One of the most dangerous performance evaluation errors is _____, which places an employee into a class or category based on one or a few traits or characteristics.A.homogeneityB.the halo effectC.stereotypingD.diversionE.leniency124.Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience and educational background were not that exceptional. What rating error did Colby succumb to?A.Halo effectB.Central tendencyC.HomogeneityD.LeniencyE.General tendency125.Which of the following refers to all monetary payments and all goods or commodities used in lieu of money to reward employees?A.BonusB.CompensationC.WagesD.Incentive PayE.Point System126.With _____, compensation is linked to the specific tasks that an employee performs.A.skill-based payB.incentive payC.job-based payD.salaryE.competency-based pay127.Sandra, a human resources manager at an advertising firm, is currently in the process of determining the value and worth of advertising executive positions within the agency. This is referred to as _____.A.compensationB.rightsizingC.wage and salary surveyingD.incentive payE.job evaluation128._____ is incentive pay that ties at least part of compensation to employee effort and performance.A.Pay-for-performanceB.Seniority payC.Universal compensation planD.Cafeteria-planE.Group performance pay129._____ allow employees to select the benefits of greatest value to them.A.Pay-for-performanceB.Cafeteria-plan benefits packagesC.Incentive payD.Group performance payE.Merit-based pay130.Intentionally reducing the companys workforce to the point where the number of employees is deemed to be right for the companys current situation is referred to as _____.A.restructuringB.rightsizingC.supersizingD.reengineeringE.recruiting131.Which are used to help determine why employees are leaving their jobs?A.Termination interviewsB.Focus groupsC.Employment testsD.Exit interviewsE.Assessment Centers132.Scenario - Gregory Trout

Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees.

In recruiting and selecting employees for the new positions, Gregory will apply which human resource management goal?a.Implementing strategiesb.Managing talentc.Maintaining an effective workforced.Finding the right peoplee.Controlling strategies

133.Scenario - Gregory Trout

Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees.

To select high-potential individuals for management positions, what is the best selection device that Gregory could use?a.Interview.b.Employment test.c.Assessment center.d.Job application form.e.None of these are essential.

134.Scenario - Gregory Trout

Gregory Trout has just received a memo explaining that because of his department's success with the newly developed Trout, Inc., that his request for three new employees has been approved. Gregory now faces the challenge of working with the areas of human resource management in recruiting, selecting, training and maintaining effective employees.

When making a performance evaluation, which of the following suggestions would NOT help Gregory?a.Be personally knowledgeable about the employee's job and performance levels.b.Be prepared to tell and sell his view to the employee when necessary.c.Give more frequent feedback to newer employees.d.All of these suggestions would be helpful.

135.In training employees for the new positions, Gregory will apply which human resource management goal?a.Implementing strategiesb.Managing talentc.Maintaining an effective workforced.Finding the right peoplee.Controlling strategies

136.The term _____ refers to activities undertaken to attract, develop, and maintain an effective workforce within an organization.________________________________________137._____ refers to the economic value of the knowledge, experience, skills, and capabilities of employees.________________________________________138._____ is the hiring or promoting of applicants based on criteria that are not job relevant.________________________________________139.A policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups is known as _____.________________________________________140._____ are people who work for an organization, but not on a permanent or full-time basis.________________________________________141._____ means using computers and telecommunications equipment to perform work from home or another remote location.________________________________________142.With the _____, the organization and the individual attempt to match the needs, interests, and values that they offer each other.________________________________________143._____ is the forecasting of human resource needs.________________________________________144._____ is defined as "activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied."________________________________________145.The systematic process of gathering and interpreting information about essential duties refers to _____.________________________________________146.The _____ outlines the knowledge, skills, education, physical abilities, and other characteristics needed to adequately perform the job.________________________________________147.A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization is called a(n) _____.________________________________________148.A(n) _____ typically lists job duties as well as desirable qualifications for a particular job.________________________________________149.In the _____ process, employers attempt to determine the skills, abilities, and other attributes a person needs to perform a particular job.________________________________________150.The _____ is used to collect information about the applicant's education, previous job experience, and other background characteristics.________________________________________151.A written test, designed to measure a particular attribute such as intelligence or aptitude, is called a(n) _____.________________________________________152._____ present a series of managerial situations to a group of applicants over a period of time.________________________________________153.In _____, an experienced employee is asked to take a new employee "under his or her wing" and show the newcomer how to perform job duties.________________________________________154.A(n) _____ is an in-house training and education facility that offers broad-based learning opportunities for employees.________________________________________155._____ comprises the steps of observing and assessing employee performance, recording and assessment, and providing feedback to the employee.________________________________________156.A process that uses multiple raters including self-rating, to appraise employee performance and guide development is called _____.________________________________________157._____ occurs when an employee receives the same rating on all dimensions even if his or her performance is good on some dimensions and poor on others.________________________________________158.The _____ is developed from critical incidents pertaining to job performance. Each job performance scale is anchored with specific behavioral statements that describe varying degrees of performance.________________________________________159.The term _____ refers to (1) all monetary payments and (2) all goods or commodities used in lieu of money to reward employees.________________________________________160._____ is the process of determining the value of jobs within an organization through an examination of job content.________________________________________161._____ show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.________________________________________162._____ is incentive pay that ties at least part of compensation to employee effort and performance.________________________________________163.A(n) _____ is an interview conducted with departing employees to determine why they are leaving.________________________________________164.What are some innovative approaches that managers can use to recruit the right people?

165.List the three most common types of employment tests that organizations may use to select employees.

166.List the most frequently used selection devices.

167.List the four steps in attracting an effective workforce.

168.What are the three primary goals of human resource management (HRM)?

169.Define discrimination and affirmative action.

170.Explain the Americans with Disabilities Act.

171.Describe the concept of changing social contract by differentiating between the new and the old contract.

172.What are the three primary ways human resource management is changing?

173.Explain the purpose of the selection process and identify four of the most frequently used selection devices.

174.Name and briefly describe four approaches to training and development.

175.Explain the appraisal process known as "360-degree feedback."

Chapter 12--Managing Human Resources Key1.TRUE2.TRUE3.FALSE4.TRUE5.TRUE6.FALSE7.TRUE8.FALSE9.TRUE10.FALSE11.FALSE12.TRUE13.FALSE14.TRUE15.FALSE16.TRUE17.FALSE18.FALSE19.TRUE20.FALSE21.TRUE22.FALSE23.TRUE24.FALSE25.FALSE26.TRUE27.TRUE28.FALSE29.TRUE30.TRUE31.TRUE32.FALSE33.TRUE34.TRUE35.FALSE36.TRUE37.TRUE38.FALSE39.FALSE40.FALSE41.FALSE42.TRUE43.TRUE44.TRUE45.TRUE46.FALSE47.TRUE48.FALSE49.FALSE50.TRUE51.A52.D53.C54.D55.A56.D57.B58.C59.A60.D61.B62.D63.B64.D65.C66.A67.B68.A69.D70.E71.C72.D73.B74.B75.D76.An effective workforce is maintained through:1.Compensation which helps attract and retain talented workers.2.Wage and salary system stimulate employee performance3.Benefits required by law and those not required are considered part of compensation4.Termination maintains an effective workforce through dismissing low-performing workers and gathering information about pockets of dissatisfaction through exit interviews.

77.A78.D79.B80.B81.C82.C83.C84.D85.B86.B87.C88.C89.A90.D91.C92.D93.A94.C95.B96.C97.C98.B99.D100.B101.E102.A103.B104.A105.C106.E107.E108.C109.B110.D111.C112.C113.E114.A115.B116.A117.D118.D119.A120.A121.A122.C123.C124.A125.B126.C127.E128.A129.B130.B131.D132.c133.c134.b135.b136.human resource management137.Human capital138.Discrimination139.affirmative action140.Contingent workers141.Telecommuting142.matching model143.Human resource planning144.Recruiting145.job analysis146.job specification147.realistic job previeworRJP148.job description149.selection150.application form151.employment test152.Assessment centers153.on-the-job training154.corporate university155.Performance appraisal156.360-degree feedback157.Halo effect158.behaviorally anchored rating scaleorBARS159.compensation160.Job evaluation161.Wage and salary surveys162.Pay-for-performance163.exit interview164. Use of social media Referrals from current employees Searching among the membership of trade groups and associations165. Cognitive ability tests Physical ability tests Personality tests166.The most frequently used selection devices are the application form, the interview, employment tests, and assessment centers.167.The four steps are (1) human resource planning, (2) choose recruiting sources, (3) select the candidate, and (4) welcome the new employee.168.The first goal is to attract an effective workforce to the organization. The second goal is to train and develop the workforce to reach its potential. The third goal is to maintain the effectiveness of the workforce over the long run.169.Discrimination is the hiring or promoting of applicants based on criteria that are not job relevant. Affirmative action is a policy requiring employers to take positive steps to guarantee equal employment opportunities for people within protected groups.170.The Americans with Disabilities Act (ADA) was passed in 1990. It prohibits discrimination against qualified individuals by employers on the basis of disability. It may require that the organization provide reasonable accommodations for the disabled to allow performance of essential job duties.171.Please refer to Exhibit 12.4 in the text.172.HRM is changing in three primary ways: focusing on building human capital, developing global HR strategies; and using information technology.173.The purpose of the selection process is to select desired employees from the pool of recruited applicants. Employers attempt to determine the best fit between the job requirements and applicant capabilities. Four of the most frequently used selection devices are application forms, interviews, employment tests, and assessment centers.174.On-the-job training has an experienced employee "adopt" a new employee to teach him how to perform job duties.

Corporate universities are in-house training and educational facilities that offer broad-based learning opportunities for employees.

Mentoring involves a more experienced employee being paired with a newcomer or less-experienced worker to provide guidance, support, and learning opportunities.

Promotion from within helps employees grow by expanding and developing their abilities.175.360-degree feedback is a process that uses multiple raters, including self-rating, as a way to increase awareness of strengths and weaknesses and guide employee development. Members of the appraisal group may include supervisors, coworkers, and customers, as well as the individual, thus providing appraisal of the employee from a variety of perspectives.