Chapter 8 Managing Human Resources - Amazon S3s3.amazonaws.com/prealliance_oneclass_sample/bznl7LqLJr.pdf · Chapter 8 Managing Human Resources 1) Adam, ... Managers tend to avoid

Chapter 8 Managing Human Resources1) Adam, the manager of sewing production has been asked to rank-order his team from top to bottom. This isan example of what type of ranking method?A) force distributionB) graphic ratingC) top-down order rankingD) simple rankingE) high-low feedback

Answer: DDiff: 1 Page Ref: 250

2) When an employee performance rater recalls examples of especially good or poor performance by anemployee this is called:A) the process improvement methodB) the new work force methodC) the inconsistency methodD) the high-visibility methodE) the critical incident method

Answer: EDiff: 2 Page Ref: 251

3) Managers tend to avoid giving employees negative feedback for all of the following reasons except:A) employee may be angryB) employee may be hurtC) employee may quitD) employee may be discouragedE) employee may be argumentative

Answer: CDiff: 2 Page Ref: 250

4) ________ is the set of organizational activities directed at attracting, developing, and maintaining an effectiveworkforce.A) Developing a mission statementB) Financial managementC) Production managementD) Human resource managementE) Operations management


5) Human resource managers are also sometimes calledA) personnel managers.B) accountants.C) production managers.D) financial managers.E) lawyers.

Answer: ADiff: 2 Page Ref: 238

Page 1

6) Human resources are a valuable means forA) reducing embarrassmentB) reducing the amount of strategic processesC) reducing unnecessary organizational costsD) improving government interactionsE) improving productivity


7) Which of the following is considered the starting point of effective human resource management?A) advertisingB) human resource planningC) recruitmentD) external staffingE) financing

Answer: BDiff: 2 Page Ref: 239

8) The evaluation of the duties required by a particular job and the qualities required to perform it is referred toasA) promotion.B) staffing.C) training.D) job analysis.E) advertising.


9) Cindy Stevens is observing and interviewing several database administrators to determine the duties andresponsibilities associated with their job, as well as the knowledge, skills, and abilities that someone musthave to perform the job. Cindy is performing the HR function ofA) staffing.B) promotion.C) advertising.D) job analysis.E) training.


10) A ________ is a document outlining the duties of a job, its working conditions, and the tools, materials, andequipment used to perform it.A) job specificationB) job advertisementC) job quantificationD) recruitment effortE) job description


Page 2

11) Cindy Stevens has developed a document that identifies the duties and responsibilities of a databaseadministrator. This document is referred to as aA) job quantification.B) job specification.C) job advertisement.D) recruitment effort.E) job description.


12) Which of the following describes the skills, education, and experience required by a job?A) job specificationB) staffing surveyC) on-the-job training agreementD) advertising budgetE) employee analysis


13) Cindy Stevens has identified the knowledge, skills, and abilities necessary for a database administrator inher organization. She will record this information in a(n)A) employee analysis.B) on-the-job training agreement.C) job specification.D) staffing survey.E) advertising budget.


14) Which of the following statements is NOT true regarding human resource management?A) HRM takes place in complex ever changing contextB) HRM is strategically importantC) HRM's importance has grown dramatically over the last two decades.D) The effectiveness of the HR function has a substantial impact on the bottom line.E) All of the above are true statements regarding human resource management.


15) When managers conduct a job analysis, they may use this information to:A) establish performance appraisal systemsB) set equitable compensation ratesC) develop appropriate selection methodsD) Start planning for the organizations future HR needs.E) all of the above


Page 3

16) Noah's Pottery wants to complete a job analysis of the company. This will involve studying:A) the specific duties in a particular jobB) the relationship a job has with others in the businessC) the time and motions it takes to complete specific tasksD) the demand for labour in the futureE) the requirements of a job for purposes of determining wage rates


17) George, the Director of Human Resources must start planning for human resources. What are the two stepsinvolved in planning for human resources?A) job analysis and forecastingB) job analysis and recruitingC) employee development and internal promotionD) recruiting and preparation of job descriptionsE) labour supply and labour demand


18) June has been given the responsibility of doing job analysis, but she doesn't have a clue about what it means,so she asks you. You say that it is:A) the detailed study of the specific duties required for a particular job and human qualities required toperform that job

B) an attempt to generate large numbers of qualified applicantsC) analysis of the characteristics of individuals who currently hold jobs with the firmD) the specific method by which the firm will attempt to reach its objectivesE) a written statement which outlines the duties, tasks, and relationship with other positions in theorganization


19) The foundations of effective HR management develops from:A) employee awareness programsB) effective HR forecastingC) effective HR personnelD) job analysis, job descriptions and job specificationE) management HR training


20) Joe manages 15 workers on a production line. He has asked each of them to create a checklist of all the dutiesthey perform. Joe is working on:A) job relatednessB) person-job matchingC) job analysisD) job specificationE) job description


Page 4

CUSTOMER

Highlight

21) In addition to spending several hours with each of her subordinates, Stephanie is having one-on-onemeetings with each of them to determine their exact duties, specific skills and education. Stephanie isworking on:A) person-job matchingB) job specificationC) job analysisD) job relatednessE) job description


22) John is reading a document which describes the conditions under which his job will be done, the ways inwhich it relates to other positions, and the skills needed to perform it. John is probably looking at:A) a job specificationB) job relatednessC) a job descriptionD) a job analysisE) person-job matching


23) Which document outlines the duties, responsibilities, and working relationships of a position?A) human resources planB) job analysisC) job forecastD) management development planE) job description


24) As a human resources specialist, you are responsible for developing job descriptions. But before you do this,you need to plan the steps to complete the task. Job descriptions are developed from the:A) forecast of the internal labour supplyB) bona fide occupational requirementC) job forecastD) job analysisE) job specification


25) A ________ outlines the objectives, responsibilities, and key tasks in a job.A) job descriptionB) job specificationC) job analysisD) job forecastE) job matching


Page 5

CUSTOMER

Highlight

26) The necessary skills, education, and experience needed to fill a position make up the:A) job descriptionB) job specificationC) job relatednessD) job designE) job analysis


27) Human resource managers use ________, which list each important managerial position, who occupies it,how long that person will likely stay in the job, and who is qualified as a replacement.A) the managerial gridB) job analysisC) job specificationsD) skills inventoriesE) replacement charts


28) A ________ contains information on each employee's education, skills, work experiences, and careeraspirations.A) skills inventoryB) replacement chartC) managerial gridD) job analysisE) job specification


29) Cindy Stevens has developed a ________, a database that contains information on each employee'seducation, skills, work experience, and career aspirations. She plans to use this database to identifyemployees to fill vacancies.A) job analysisB) replacement chartC) managerial gridD) skills inventoryE) job specification


30) ________ is the process of attracting qualified people to apply for jobs within an organization.A) Job analysisB) ValidationC) Collective bargainingD) RecruitmentE) Selection


Page 6

CUSTOMER

Highlight

31) Mark, a manager in production needs to determine the supply and demand of employees in order todevelop specific strategies. This is known as:A) forecastingB) job descriptionC) job specificationD) performance appraisalE) job analysis


32) When forecasting demand:A) the company forecasts the number and type of people who will be available for hiring from the labourmarket at large

B) industry comparisons are mandatoryC) employees are interviewed and asked how long they think they will remain with the companyD) a company must assess trends in past HR usage, future organizational plans, and general economictrends

E) employees sign a contract stating the number of years they will stayAnswer: DDiff: 2 Page Ref: 239-240

33) Forecasting the supply of labour involves two tasks. The first task is to forecast:A) trends in past HR usageB) general economic trendsC) demand for certain types of employeesD) the number and type of employees who will be in the firm at some future dateE) future organizational plans


34) The HR technique that lists each important managerial position, who occupies it, how long he or she willprobably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to moveinto it is known as:A) job analysisB) the replacement chartC) job specificationD) forecastingE) employee information systems


35) To facilitate both planning and identifying people for transfer or promotion, some organizations have________. These systems are usually computerized and contain information on each employee's education,skills, work experience and career aspirations.A) work inventoriesB) employee inventoriesC) skills inventoriesD) video assessmentsE) job inventories


Page 7

36) After comparing future demand and internal supply, managers can make plans to manage predictedshortfalls or overstaffing. If a shortfall is predicted, the company may do all of the following except:A) new employees can be hiredB) install labour-saving or productivity-enhancing systemsC) present employees can be retrainedD) encourage early retirementE) present employees can be transferred into understaffed areas


37) If overstaffing is expected to be a problem, managers may:A) retrain present employeesB) hire new employeesC) install labour-saving systemsD) encourage early retirementE) install productivity-enhancing systems


38) The process of attracting qualified persons to apply for the jobs that are open is called ________.A) recruitingB) searchingC) interviewingD) selectionE) soliciting


39) The purpose of recruiting is:A) to ensure that anyone who wishes to obtain a job has an equal opportunity to apply for itB) to find the best candidateC) to choose the best candidate for a jobD) to determine wage rates for a new employeeE) to develop a pool of interested, qualified applicants


40) External recruiting methods include all of the following except:A) referrals by present employeesB) promoting from withinC) union hiring hallsD) campus interviewsE) advertising


Page 8

41) What is the first step in obtaining applicants who are both interested in and qualified for available jobs?A) interviewsB) resume differentiationC) enlistmentD) recruitingE) selection


42) The use of newspaper advertisements, visits to high schools, colleges, and university campuses, and use ofemployment agencies are part of:A) internal training programsB) compensation studiesC) external recruitingD) community involvementE) performance appraisals


43) Carol wants to find a new employee from outside the company. As part of an external recruiting campaign,she can use all of the following except:A) advertisements in trade publicationsB) members of the unionC) word of mouthD) personal recommendationsE) recruiting visits to educational institutions


44) Evaluating each potential candidate for an existing job opening and deciding on who to extend a job offer tois called ________.A) interviewingB) recruitingC) screeningD) decision-makingE) selecting


45) What is the step in the staffing process in which managers must evaluate and select the best candidate?A) ability and aptitude testsB) application or resumeC) internal staffingD) organizational inductionE) selecting human resources


Page 9

46) The process of considering present employees as candidates for openings within the organization is referredto asA) vestibule training.B) job analysis.C) internal recruitment.D) profit sharing.E) external recruitment.


47) Cindy Stevens has placed an advertisement for a job vacancy in the employment section of the newspaper.This is a form ofA) job analysis.B) internal recruitment.C) vestibule training.D) profit sharing.E) external recruitment.


48) Selecting applicants from outside the organization is calledA) internal recruitment.B) homogenizing the work force.C) job posting.D) external recruitment.E) none of the above


49) Which of the following is NOT a form of external recruiting?A) campus interviewsB) employee referralsC) use of a skill inventoryD) use of employment agenciesE) advertising a vacancy in the newspaper


50) When the human resource manager attempts to determine the predictive value of a selection technique,he/she is conductingA) certification.B) validation.C) external recruitment.D) internal recruitment.E) training.


Page 10

CUSTOMER

Highlight

51) Which of the following is a selection technique?A) application formsB) interviewsC) polygraph testsD) aptitude testsE) all of the above

Answer: EDiff: 2 Page Ref: 243-245

52) A standardized form that asks the applicant for information such as background, experience, and educationis referred to as a(n)A) advertisement.B) performance recommendation.C) job application.D) resume.E) letter of introduction.


53) Louis, an information-technology manager, needs to select a new employee. Which of the following is notnormally used as a part of the employee selection process?A) medical examinationsB) applications and resumesC) performance appraisalsD) reference checksE) ability and aptitude tests


54) Jim, an accounts-receivable manager has received many applications for an accounts-receivable clerk. Whatis his next step?A) screening interviewsB) reference checksC) polygraph testsD) interviews with the managerE) give ability/aptitude tests


55) In the general selection process, what activity would normally follow the screening interview?A) medical/drug/polygraph testsB) an interview with the managerC) an ability/aptitude testD) a consideration of applications and resumesE) a polygraph test


Page 11

56) Which of the following steps is not part of the selection process?A) screening interviewB) screening of resumes and application formsC) development of a pool of applicantsD) job offerE) reference checks


57) Kim, an accounting manager needs an accounting clerk. After she has received resumes and applicationforms, she must:A) orient new employeesB) select individuals who meet the jobs' requirementsC) conduct a wage and salary survey of employers in the local areaD) forecast the internal labour supplyE) forecast the external labour supply


58) What is the name of the item that would ask the applicant for his/her background, and telephone number?A) application formB) reference check listC) job requisitionD) job specificationE) job description


59) Video assessment refers to:A) videotaping new hires to evaluate their personalityB) the expensive alternative to traditional hiring techniquesC) videotaping employees in order to evaluate their job performanceD) a film critic's job positionE) new hires watching videos that show a series of realistic work situations


60) ________ entails gathering information from a variety of sources including a manager's subordinates in orderto assess their performance.A) A traditional performance reviewB) Positive reinforcementC) 360-degree feedbackD) TailoringE) An internal appraisal


Page 12

61) Video assessments:A) provide a biased view of the corporationB) are more expensive than assessment centresC) can give management greater insight into employee strengths and weaknesses before they are hiredD) are not very reliableE) allows managers to screen less extensively for jobs at the higher levels in the organization


62) The process of introducing new employees to the organization so that they can more quickly becomeeffective contributors is known as:A) educatingB) orientationC) trainingD) developingE) acquainting


63) Which of the following is not part of orientation?A) polygraph testsB) pay daysC) reading manualsD) learning about parking prioritiesE) introduction to co-workers


64) The starting point in assessing training and developing needs is conducting a:A) performance analysisB) vestibule analysisC) development analysisD) needs analysisE) training analysis


65) You are responsible for training in your company. You have created a management training program to takeplace at a local conference center. This is an example of:A) a lecture program.B) off-the-job training.C) video conferencingD) mentoringE) vestibule training.


Page 13

CUSTOMER

Highlight

66) Employee training and development programs are used to:A) determine the wage and salary structureB) evaluate employee performance on the jobC) introduce employees to the businessD) make up for some deficiency or to help employees acquire a new skillE) provide input into the job analysis process


67) Which training program takes place while the employee is at work?A) work relatednessB) on-the-job trainingC) seminarsD) class roomE) vestibule


68) Suzy has been assigned to a veteran employee for the first week on a new job. She will follow him aroundand learn the job by watching how he does it. This process is:A) vestibule trainingB) off-the-job trainingC) orientationD) on-the-job trainingE) performance appraisal


69) Elsie is using a simulator to learn how to fly a new jet without ever leaving the ground. In order to learn thisnew skill set Elsie is usingA) vestibule training .B) on-the-job training .C) job shadowing .D) job rotation .E) job expansion.

Answer: ADiff: 1 Page Ref: 247-248

70) One major family of techniques and methods consists of various work-based programs. This include all ofthe following except:A) systematic job transfersB) lecture or discussion approachC) vestibule trainingD) on-the-job trainingE) systematic job rotations

Answer: BDiff: 2 Page Ref: 247-248

Page 14

71) The most commonly used instructional-based program is:A) vestibule trainingB) the lecture or discussion approachC) systematic job rotations and transfersD) off-the-job trainingE) on-the-job training


72) Vestibule training is:A) an instructional-based program in which a trainer presents material in a descriptive fashion to thoseattending a trainee program

B) a development program in which employees gain new skills at a location away from the normal worksite

C) a work simulation in which the job is performed under conditions closely simulating the actual workenvironment

D) a technique that ties training and development activities directly to task performanceE) training workers through the use of classroom-based programs


73) ________ means the base level of wages or salaries paid to an employee.A) Starting rateB) Base compensationC) Basic compensationD) Level oneE) Hiring compensation


74) In smaller organizations a ________ is quite often used as the foundation for HR forecasting.A) business planB) new product launchC) job selection historyD) sales forecastE) historical hiring levels


75) What is the process of evaluating, in writing, an employee's job performance?A) mentoringB) orientationC) performance appraisalD) performance analysisE) job analysis


Page 15

76) The ranking method which consists of a statement or question about some aspect of an individual's jobperformance is called:A) critical incident methodB) simple ranking systemC) agreement degree methodD) graphic rating scaleE) forced distribution method


77) One important aspect of human resources is compensation. As the person responsible, you need to knowthat a compensation includes:A) wages and salaries only.B) wages, salaries, profit-sharing, and employee benefits.C) base salary, incentives, bonuses, benefits and other rewards.D) wages, salaries, and employee benefits only.E) salaries and employee benefits.


78) Jake is reviewing his salary, the bonus plan, the profit-sharing plan as well as the benefit program. Jake islooking at the:A) merit salary systemB) compensation systemC) wages systemD) pay-for-performance systemE) salary system


79) Wages are paid for ________, while salary is paid for ________.A) time worked or number of units produced, getting a job doneB) number of units produced, getting a job doneC) getting a job done, time workedD) time worked, getting a job doneE) time worked, number of units produced


80) Bill is looking at his pay cheque. He worked 38 hours last week and since he is paid $10.00 per hour, hisgross pay was $380.00. Bill's compensation is in the form of:A) wagesB) bonusC) variable payD) salaryE) workers' compensation


Page 16

81) Scott is looking at his pay cheque. He worked 48 hours last week but got paid the same as he did theprevious week when he worked only 36 hours. His compensation plan is based on:A) salaryB) wagesC) workers' compensationD) variable payE) bonuses


82) A method for determining the relative value or worth of a job to the organization so that individuals whoperform it can be appropriately compensated is known as:A) job ratingB) job evaluationC) job determinationD) job analysisE) job description


83) Pay awarded to employees according to the relative value of their contributions is:A) knowledge-based payB) merit payC) incentive payD) skill-based payE) sales commission


84) The most general form of a merit pay plan is:A) benefitsB) a bonusC) profit-sharing planD) the raiseE) gainsharing program


85) What is the purpose of incentive pay plans?A) to motivate high performanceB) to reduce the amount of wages payable to employeesC) they permit accurate and honest performance appraisalsD) compliance with federal law which requires incentives such as social insurance and workers'compensation

E) they provide a mechanism for managers to constructively discipline troublesome employeesAnswer: ADiff: 2 Page Ref: 254

Page 17

86) Which of the following is considered to be the most common form of individual incentive?A) sales commissionB) cafeteria benefitsC) a favourable performance evaluationD) medical care insuranceE) excusing an employee from training programs if he or she meets the sales quota


87) All of the following are considered incentive systems except:A) benefitsB) sales commissionC) profit-sharing planD) gainsharingE) individual incentive plans

Answer: ADiff: 1 Page Ref: 254-255

88) Philip is the president of a small machining company who wants to motivate his employees. He asks foryour help and you indicate that ________ are designed to motivate employees.A) incentive programsB) wagesC) retirement plansD) free dental programsE) Christmas bonuses


89) Gina has heard good things about incentive programs, but doesn't know much about them. She asks for youradvice and you point out that two examples of incentive programs are:A) wages based on comparable worth and gain-sharing plansB) wages based on comparable worth and profit-sharing plansC) employee recognition and profit-sharing plansD) employee of the month awards and profit-sharing plansE) gainsharing plans and profit-sharing plans


90) After a very successful year when the firm exceeded targeted earnings levels by 10 percent, each employeereceived extra pay equal to 10 percent of what they earned for the year. This plan is called:A) gainsharingB) pay-for-performanceC) pay-for-knowledgeD) profit-sharingE) merit salary


Page 18

CUSTOMER

Highlight

91) Takato wants to set up either a gain-sharing plan or a profit-sharing plan. What is the difference between thetwo plans?A) gainsharing is based on cost savings from productivity improvements, while profit-sharing is basedon the firm's profits

B) gain-sharing plans generally result in more money being given to employees than profit-sharingplans do

C) profit-sharing plans are generally preferred by employeesD) there is really very little difference in the two types of plansE) gain-sharing plans are found only in the public sector, while profit-sharing plans are found only inthe private sector


92) ________ distribute bonuses to all employees in a company based upon reduced costs from working moreefficiently.A) Merit salary systemsB) Profit-sharing plansC) Assessment centre plansD) Bona fide occupational requirement plansE) Gainsharing plans


93) As a new human resources manager, you must design a benefits package for the employees. However, youneed to know that some benefits are voluntary and the law requires some. Benefits that companies oftenvoluntarily offer employees include all of the following except:A) disability insuranceB) extended health coverageC) workers' compensation coverageD) life insuranceE) dental benefits


94) Protection plans protect employees when their income is threatened or reduced by all of the followingexcept:A) deathB) disabilityC) holidaysD) unemploymentE) illness


95) The most important type of optional protection plan is:A) cafeteria-style benefit plansB) health insuranceC) paid vacationsD) workers' compensationE) wellness programs


Page 19

96) Shawn has been hurt while working on his job. The costs for him to have the injury repaired and torecuperate is covered under:A) hospitalization insuranceB) workers' compensationC) disability insuranceD) health insuranceE) major medical insurance


97) Rosalyn belongs to a company with a wellness program. The program may include:A) workers' compensationB) better health insuranceC) employment insuranceD) life insuranceE) stress management programs


98) A plan under which a certain dollar amount of benefits per employee is set aside and employees select froma variety of alternatives is called:A) optional benefits planB) alternative benefits planC) variable benefits planD) discretionary benefits planE) cafeteria benefits plan


99) Joan is finding that her current benefit does not meet her needs as it appears to be a "one size fits all"approach. What could Joan recommend to her employer to help tailor their benefits plan?A) offer only the benefits that are required by lawB) pay employees an additional amount in order to purchase their own external benefits planC) lower commission rates for sales people in order to expand the benefits offeredD) use a cafeteria benefit plan and let the employee select the benefits within a set monetary limitE) impose a wage and salary freeze in order to expand the benefits offered


100) As a new employee of Mega Computers, Sam has received a package outlining possible benefits that he maychoose from. He has been given a specific amount of annual benefit dollars with which he can select thebenefits which best fit his situation. This is a(n):A) cafeteria benefits planB) variable benefits planC) optional benefits planD) alternative benefits planE) discretionary benefits plan


Page 20

CUSTOMER

Highlight

101) Nondiscrimination in employment on the basis of race, color, creed, sex, or national origin is:A) reverse discriminationB) affirmative actionC) equal payD) comparable worthE) equal employment opportunity


102) The ________ prohibits a wide variety of practices in recruiting, selecting, promoting, and dismissingpersonnel.A) National Labour Relations ActB) Canadian Human Rights ActC) Canadian Labour Relations ActD) Canada Labour Standards ActE) Canadian Employment Equity Act


103) When an employer may choose one applicant over another based on overriding characteristics of the job, thisis called:A) discriminationB) comparable worthC) bona fide occupational requirementD) human rightsE) harassment


104) The ________ is federal legislation that designates four groups as employment disadvantaged women,visible minorities, aboriginal people, and people with disabilities.A) Canadian Employment Rights ActB) Canadian Human Rights ActC) Equal Pay Act of 1963D) Fair Labour Standards ActE) Employment Equity Act of 1986


105) In spite of recent advances, the average woman still earns only about ________ percent of what the averageman earns.A) 60B) 65C) 80D) 70E) 75


Page 21

106) The program for the same wages to be paid for jobs that have similar value to a firm regardless of the typicalgender of the job holder is:A) equal employment opportunityB) reverse discriminationC) comparable worthD) equal payE) affirmative action


107) Mimi, a Senior Secretary, has a value essentially the same as Tom, who is a Mechanic. She has found out thatTom is paid 5 percent less than she is. The firm's successful program is:A) affirmative actionB) male subjugationC) reverse discriminationD) comparable worthE) equal pay


108) Requests for sexual favors, unwelcome sexual advances or verbal or physical conduct of a sexual nature thatcreates an intimidating or hostile environment for an employee is called:A) an antiprogressive organizationB) repetitive strainC) discriminationD) a hostile work environmentE) sexual harassment


109) In cases of ________ harassment, sexual favors are requested in return for job-related benefits.A) reverseB) quid pro quoC) employment-at-willD) affirmative actionE) hostile work environment


110) Jane, a supervisor, has offered George, a subordinate, a raise and promotion in exchange for a sexualrelationship. This is an example of ________ harassment.A) hostile work environmentB) employment-at-willC) affirmative actionD) quid pro quoE) reverse


Page 22

111) Mary's male coworkers routinely make off-color jokes and display calendars of scantily clad women. This isan example of ________ harassment.A) affirmative actionB) hostile work environmentC) employment-at-willD) reverseE) quid pro quo


112) To deal effectively with the potential for sexual harassment, managers should do all of the following except:A) develop clear and enforceable policies dealing with sexual harassmentB) train employees to recognize and refrain from sexual harassmentC) establish a procedure for dealing with harassment complaintsD) take action against those who are involved in sexual harassmentE) take complaints about sexual harassment lightly

Answer: EDiff: 2 Page Ref: 260-261

113) ________ is responsible for carrying out enforcement of the Canadian Human Rights Act.A) The Court of Queen's BenchB) Canadian Human Rights CommissionC) The Provincial CourtD) The local police forceE) The Workers Compensation Board


114) Safety supervisors and workers' compensation boards have to deal with claims of repetitive strain injuries. Itis important to know that repetitive strain injuries:A) account for nearly half of all time-loss claimsB) account for a clear majority of all time-loss claimsC) account for one-quarter of all time-loss claimsD) are very rareE) are injuries that are not work-related


115) You are a pension consultant. In designing pension plans for companies you need to know the trend forretirement. The trend for retirement is:A) there is no trendB) the median age has been cyclical, being lower in good economic times and higher in poor economictimes

C) the median age has remained about the sameD) the median age is higherE) the median age is lower


Page 23

CUSTOMER

Highlight

116) Repetitive strain injuries disable more than ________ Canadians each year.A) 20 000B) 50 000C) 550 000D) 200 000E) 1 million


117) The range of workers' attitudes, values, beliefs, and behaviors that differ by gender, race, and ethnicity iscalled:A) reverse discriminationB) affirmative actionC) workforce diversityD) glass ceilingE) comparable worth


118) Organizations which tend to work towards getting all employees to think and behave in similar ways ispracticing:A) reverse discriminationB) equal employmentC) affirmative actionD) roboticsE) homogenizing


119) A successful work force diversity program would include all of the following except:A) hiring the best people from every groupB) focus on race and gender issuesC) encourage different types of thinkingD) make diversity a specific management goalE) analyze compensation scales


120) Programs that are designed to improve employee awareness of differences in attitudes and behaviors ofco-workers from different racial, ethnic, or gender groups are called:A) diversity trainingB) equal employment opportunityC) affirmative actionD) comparable worthE) sensitivity training


Page 24

121) Workers who are experts in specific fields and who add value because of what they know, rather than howlong they have worked or the job they do are known as:A) expert workersB) value workersC) information workersD) knowledge workersE) specialized workers


122) Knowledge workers include:A) musiciansB) athletesC) hairdressersD) HR managersE) engineers


123) ________ are employees who are of value because of the knowledge they possess.A) Shop stewardsB) Knowledge workersC) Contingent workersD) Technical expertsE) Temporary workers


124) Computer scientists, engineers, and physical scientists may all be examples of ________, employees who areof value because of the knowledge they possess.A) shop stewardsB) temporary workersC) technical expertsD) knowledge workersE) contingent workers


125) An employee who is hired on something other than a permanent or full-time basis is aA) contingent worker.B) shop steward.C) technical employee.D) knowledge worker.E) knowledge expert.


Page 25

126) Independent contractors, on-call workers, temporary employees, contract employees, and leased employeesare all examples ofA) migratory workers.B) flextime workers.C) contingent workers.D) telecommuters.E) union trustbusters.


127) Temporary workers hired to supplement an organization's permanent work force are:A) disposable workersB) contingent workersC) gap fillersD) fill-in workersE) hired guns


128) Categories of contingent workers include all of the following except:A) knowledge workersB) on-call workersC) freelancersD) part-time workersE) contract employees


129) The "glass ceiling" refers to the invisible barrier that prevents minorities from moving into the very top jobsin business firms.Answer: FALSEDiff: 2 Page Ref: 259

130) Human resources management involves the attraction, development and maintenance of an effectiveworkforce.Answer: TRUEDiff: 1 Page Ref: 238

131) Another name for human resource managers is personnel managers.Answer: TRUEDiff: 1 Page Ref: 238

132) Job analysis is a detailed study of a job to determine the specific duties and the human qualities required toperform that job.Answer: TRUEDiff: 1 Page Ref: 239

133) A job description outlines the key tasks, objectives, and responsibilities of a job.Answer: TRUEDiff: 1 Page Ref: 239

Page 26

134) A job description describes the skills, education, and experience required by a job.Answer: FALSEDiff: 1 Page Ref: 239

135) Planning for human resources involves an analysis of the job and recruitment of a pool of job applicants.Answer: FALSEDiff: 2 Page Ref: 239

136) Forecasting identifies the skills, education, and experience needed to fill a particular position.Answer: FALSEDiff: 1 Page Ref: 240

137) A key purpose of forecasting is to identify the supply and the demand of workers for higher wages andbetter working conditions.Answer: FALSEDiff: 2 Page Ref: 239-240

138) Forecasting internal supply refers to forecasting the number and type of employees who will be in the firm atsome future date.Answer: TRUEDiff: 1 Page Ref: 240

139) At higher levels of the organization, managers plan for specific people and positions. The technique mostcommonly used is the replacement chart.Answer: TRUEDiff: 2 Page Ref: 241

140) After comparing future demand and internal supply, managers can make plans to manage predictedshortfalls or overstaffing. If a shortfall is predicted, extra employees can be transferred and early retirementmay be encouraged.Answer: FALSEDiff: 1 Page Ref: 241

141) The purpose of recruiting is to select the very best applicant available for the position.Answer: FALSEDiff: 2 Page Ref: 242

142) Both external and internal staffing start with effective recruiting.Answer: TRUEDiff: 1 Page Ref: 241

143) Promotion from within can help build morale and keep high-quality employees from leaving.Answer: TRUEDiff: 1 Page Ref: 242

144) External recruiting methods include advertising, union hiring halls, referrals by present employees andcampus interviews.Answer: TRUEDiff: 1 Page Ref: 242

Page 27

145) The questionnaire which asks for information such as the background, experience and education of eachapplicant is known as the job application form.Answer: TRUEDiff: 1 Page Ref: 243

146) The training given to new employees, called vestibule training, focuses on simple things, such as workhours, parking, and pay schedules.Answer: FALSEDiff: 1 Page Ref: 247

147) The first step for a new employee is to enter a training program.Answer: FALSEDiff: 2 Page Ref: 247

148) A needs analysis focuses on two things: the organization's job-related needs and the capabilities of thecurrent workforce.Answer: TRUEDiff: 2 Page Ref: 247

149) Vestibule training is an instructional-based program in which a trainer presents material in a descriptivefashion to those attending a trainee program.Answer: FALSEDiff: 2 Page Ref: 247

150) Instructional-based programs include on-the-job training, vestibule training and systematic job rotationsand transfers.Answer: FALSEDiff: 2 Page Ref: 248

151) By using video conferencing, training of new employees involves considerably more interaction betweentrainer and trainee.Answer: TRUEDiff: 2 Page Ref: 248

152) A performance appraisal provides a benchmark to assess the extent to which recruiting and selectionprocesses are adequate.Answer: TRUEDiff: 1 Page Ref: 249

153) The simple ranking method involves grouping employees into predefined frequencies of performanceratings.Answer: FALSEDiff: 2 Page Ref: 250

154) A critical incident is simply an example of especially good or poor performance on the part of the employee.Answer: TRUEDiff: 2 Page Ref: 251

155) The purpose of a pay survey is to ensure the organization has the highest level of pay in an industry.Answer: FALSEDiff: 1 Page Ref: 252

Page 28

156) Wages and salary are interchangeable terms that refer to an employee's pay.Answer: FALSEDiff: 1 Page Ref: 252

157) Employers must consider competitors' compensation plans and the pay levels for different jobs in their ownfirm when setting wage and salary levels.Answer: TRUEDiff: 1 Page Ref: 252

158) John has been at Mountain Co. for over 20 years and has seniority over Peter. This means that he will havepriority in promotions over Peter.Answer: TRUEDiff: 2 Page Ref: 253

159) Company-wide incentive plans include pay-for-performance, profit-sharing, gainsharing, andpay-for-knowledge.Answer: FALSEDiff: 1 Page Ref: 255

160) A profit-sharing plan is when employees receive a bonus because of reduced costs.Answer: FALSEDiff: 2 Page Ref: 255

161) Special pay programs designed to motivate high performance are known as cafeteria plans.Answer: FALSEDiff: 2 Page Ref: 257

162) A cafeteria benefits plan provides lunch for all employees who are covered by the program.Answer: FALSEDiff: 1 Page Ref: 257

163) Bona fide occupational requirement is when an employer specifies specific requirements of a job position.Answer: FALSEDiff: 2 Page Ref: 258

164) Comparable worth requires that employers use the same pay scale for employees regardless of their race,colour, religion, national origin, or sex.Answer: TRUEDiff: 1 Page Ref: 259

165) In quid pro quo harassment, comments or actions of coworkers create a hostile work environment.Answer: FALSEDiff: 2 Page Ref: 260

166) It is the responsibility of the manager and the organization to control sexual harassment.Answer: TRUEDiff: 2 Page Ref: 281

167) Recent years indicate an explosion in the use of contingent and/or term workers.Answer: TRUEDiff: 2 Page Ref: 263

Page 29

168) What are the key activities of human resource management?Answer: ∙ attracting, developing and maintaining an effective workforceDiff: 2 Page Ref: 238

169) What are the two documents that result from job analysis?Answer: Job description and job specification.Diff: 2 Page Ref: 239

170) What type of information is included in a skills inventory?Answer: A skills inventory contains information on each employees' education, skills, work experience, and

career aspirations.Diff: 2 Page Ref: 241

171) What is recruitment?Answer: Recruitment is the process of attracting qualified persons to apply for jobs an organization is seeking

to fill.Diff: 2 Page Ref: 242

172) List four external recruitment methods.Answer: (Answers will vary.) Advertising, campus interviews, employment agencies, executive search firms,

union hiring halls, referrals by present employees, and hiring walk-ins.

Diff: 2 Page Ref: 242

173) What is validation?Answer: Validation is the process of determining the predictive value of a selection technique.Diff: 2 Page Ref: 243

174) What is vestibule training?Answer: Vestibule training is off-the-job training conducted in a simulated environment.Diff: 2 Page Ref: 247

175) What is the purpose of performance appraisal?Answer: Employers conduct performance appraisal to determine the degree at which an employee is

performing his/her job.Diff: 2 Page Ref: 249

176) What is a piece rate incentive plan?Answer: A compensation program where an employee receives a certain amount of money for each unit

produced.Diff: 2 Page Ref: 254

177) List three forms of performance based compensation.Answer: Merit pay plans, Incentive compensation systems, team and group incentive systems.Diff: 2 Page Ref: 253-255

178) List three team and group incentive plans.Answer: Profit-sharing plans, performance increases and gain sharing.Diff: 2 Page Ref: 276

Page 30

179) What are the two types of sexual harassment?Answer: Quid pro quo harassment and hostile work environment.Diff: 2 Page Ref: 260

180) What are knowledge workers?Answer: Knowledge workers are employees who are valuable because of the knowledge they possess.Diff: 2 Page Ref: 262

181) What is the difference between job analysis, job description, and job specification?Answer: ∙ job analysis is first and evaluates the duties of a job and the qualities to perform it

∙ job description is derived from job analysis and summarizes objectives, tasks, and responsibilities∙ job specification covers the skills, education, and experience needed to do the job


182) Why would a business firm wish to select employees for promotion from within the organization? Describehow an internal staffing system works.Answer: ∙ knowledgeable about current employees (skills, attitudes, work habits, etc.)

∙ promotion from within can help build morale and keep high-quality employees from leaving∙ in unionized firms, the procedures for notifying employees of internal job-change opportunities areusually spelled out in the union contract∙ for higher-level positions, a skills inventory system may be used to identify internal candidates ormanagers may be asked to recommend individuals who should be considered


183) What does the organization hope to accomplish in a recruiting effort? Identify ways that this recruiting maybe accomplished.Answer: ∙ to generate a large number of potential employees

∙ develop a pool of interested, qualified applicants for a position∙ ways:

∙ current employees∙ visit high schools, universities, vocational schools, and colleges∙ labour unions' membership rolls∙ advertise in newspapers, trade publications∙ help of public and private employment agencies∙ word of mouth∙ personal recommendations∙ unsolicited letters and resumes from job seekers


184) What are the typical stages of selecting from external candidates?Answer: ∙ application or resumes

∙ screening interview∙ ability/aptitude test∙ reference checks∙ interview with manager∙ medical, drug, and polygraphs


Page 31

185) What types of activities take place in the selection stage? Identify the variety of selection techniques that areused.Answer: ∙ sort through pool of candidates to choose the best one for a job

∙ techniques:∙ applications∙ ability and aptitude tests∙ resumes∙ reference checks∙ screening interviews∙ on site interview∙ medical, drug and polygraph tests

Diff: 1 Page Ref: 243-246

186) Describe the human resources development process.Answer: ∙ begins with orientation, then proceeds to the assessment of training and development needs

including the performance of a needs analysis and selecting the best training techniques and methods.Diff: 2 Page Ref: 246

187) What are work-based programs? What are the three common methods of work-based training?Answer: ∙ Work based programsa technique that ties training and development activities directly to task

performance∙ Three common methods: ∙ on-the-job trainingthose development programs in which employees gain new skills whileperforming them at work ∙ vestibule traininga work simulation in which the job is performed under conditions closelysimulating the actual work environment ∙ systematic job rotations and transfersa technique in which an employee is systematically rotatedor transferred from one job to another


188) What are instructional-based programs? What are the two common methods of instructional-basedtraining?Answer: ∙ Instructional-based programstraining workers through the use of classroom-based programs such as

the lecture approach∙ Two common methods: ∙ lecture or discussion approachan instructional-based program in which a trainer presents materialin a descriptive fashion to those attending a trainee program ∙ off-the-job trainingthose development programs in which employees learn new skills at alocation away from the normal work site


189) What is the purpose of a performance appraisal system? Explain how a good system works and howmanagement uses the information obtained through this system.Answer: ∙ a formal program for comparing employees' actual performance with expected performance; used in

making decisions about training, promoting, compensation and firing∙ make job performance expectations clear to an employee∙ observe performance∙ compare expectations with actual performance (rating scale)∙ written appraisal∙ decisions about any raise, promotion, demotion or firing of the employee∙ meet with employee to discuss the appraisal


Page 32

190) There are many methods used to appraise performance. Some of the methods are based on relative rankingsand others are based on ratings. Discuss four of these methods.Answer: ∙ Ranking Methods

∙ simple ranking methoda method of performance appraisal that requires a manager to rank-orderfrom top to bottom or from best to worst each member of a particular work group or department ∙ forced distribution methoda method of performance appraisal that involves grouping employeesinto predefined frequencies of performance ratings∙ Rating Methods ∙ graphic rating scalea statement or question about some aspect of an individual's job performancefor which the rater must select the response that fits best ∙ critical incident methoda technique of performance appraisal in which raters recall examples ofespecially good or poor performance by an employee and then describe what the employee did (ordid not do) that led to success or failure


191) Why do so many business firms have employee compensation and benefit programs? Identify and describesome of the usual benefits.Answer: ∙ to retain skilled workers

∙ to make employees feel valued while simultaneously keeping company costs to a minimum∙ parts of a compensation and benefit scheme: wages, salary, incentive program, gain-sharing plan,profit-sharing plan, benefits, cafeteria benefits, retirement plans


192) Identify and discuss the various types of incentive compensation plans.Answer: ∙ piece rate incentive plana compensation system in which an organization pays an employee a certain

amount of money for every unit produced∙ individual incentive plansa compensation system in which an employer gives an individual a salaryincrease or some other financial reward for outstanding performance immediately or shortly after theperformance occurred∙ sales commissionpaying salespeople based on the number of units they sell or the dollar value ofsales they generate for the company∙ gainsharing programan incentive program in which employees receive a bonus if the firm's costs arereduced because of greater worker efficiency and/or productivity∙ profit-sharing planan incentive program in which employees receive a bonus depending on thefirm's profits


193) What is a cafeteria style benefits plan?Answer: ∙ A flexible approach to providing benefits in which employees are allocated a certain sum to cover

benefits and can "spend" this allocation on the specific benefits they prefer.∙ The organization typically establishes a budget, indicating how much it is willing to spend, peremployee, on benefits. Employees are then presented with a list of possible benefits and the cost ofeach. They are free to put the benefits together in any combination they wish.


Page 33

194) Describe the bona fide occupational requirements and provide two examples.Answer: ∙ when an employer may choose one applicant over another based on overriding characteristics of the

job∙ examples could include:

∙ requiring delivery driver applicants to be tested to see if they can lift 50 pounds for the positionof delivery driver as your product weighs 50 pounds ∙ a woman hired to run women's locker room


195) Discuss some of the facts/issues of retirement.Answer: ∙ workers are retiring earlier than they used to

∙ boomer couples are unlikely to retire at the same time∙ in Canada workers have successfully challenged mandatory retirement rules∙ some companies need the expertise of older workers∙ women often stay in the workforce longer than their husbands∙ research shows employees who stay on the job past 65 are usually the most productive ones


196) Discuss the four keys to using contingent and temporary workers effectively.Answer: ∙ careful planningneed to integrate workers into the workplace in an organized fashion rather than

calling them in sporadically without notice∙ understanding this type of worker and realizing their advantages and disadvantages i.e. expectingtoo much from contingent workers∙ carefully assessing the costs associated with this course of action∙ fully understanding their own strategies including how they intend to manage temporary workersincluding their integration into the workplace


Page 34

Documents

Chapter 8 Managing Human Resources - Amazon S3s3.amazonaws.com/prealliance_oneclass_sample/bznl7LqLJr.pdf · Chapter 8 Managing Human Resources 1) Adam, ... Managers tend to avoid