Staffing and human resource management multiple choice



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CHAPTER 9—STAFFING AND HUMAN RESOURCE MANAGEMENT
MULTIPLE CHOICE
1. Human resources executive Sarah says, "I finally have a seat at the table." She most likely is implying that

a.

she is allowed into the executive dining room.

b.

her work is tied in with company business strategy.

c.

she no longer has to stand in the back of the room during meetings.

d.

she will be allowed to negotiate with the labor union.

ANS: B PTS: 1 DIF: E REF: p. 310

NAT: AACSB: Reflective Thinking, HRM
2. A specific way in which human resources contributes to business strategy is by

a.

helping to build high-performance work practices.

b.

organizing company picnics.

c.

making PowerPoint presentations to top management.

d.

helping to prepare job descriptions.

ANS: A PTS: 1 DIF: M REF: p. 311

NAT: AACSB: Reflective Thinking, HRM
3. An example of a workplace factor that could lead to turnover is

a.

a booming economy with many job opportunities.

b.

a worker's limited ability to cope with the job demands.

c.

job-hopping tendencies of the worker.

d.

lack of emotional support from the supervisor.

ANS: D PTS: 1 DIF: M REF: p. 313

NAT: AACSB: Analytic, Environmental Influence
4. According to the theory of job imbeddedness, whether employees stay with a firm depends on

a.

how long a worker has held the job.

b.

how well the employee is liked by coworkers.

c.

a variety of factors on and off the job.

d.

the worker's demographic characteristics.

ANS: C PTS: 1 DIF: E REF: p. 313

NAT: AACSB: Analytic, Individual Dynamics
5. An affirmative action program must comply with anti-discrimination law and

a.

create managerial opportunities for minorities and women.

b.

change employee attitudes about discrimination.

c.

increase minority hiring by 40 percent.

d.

increase minority pay by 40 percent.

ANS: A PTS: 1 DIF: M REF: p. 314

NAT: AACSB: Diversity, HRM
6. According to federal laws prohibiting discrimination, it is illegal to discriminate against people

a.

in any aspect of employment.

b.

mostly with respect to hiring.

c.

mostly with respect to transfer, promotion, layoff, or recall.

d.

mostly with respect to recruitment and testing.

ANS: A PTS: 1 DIF: D REF: p. 315

NAT: AACSB: Ethics, Legal Responsibilities
7. The general purpose of strategic human resource planning is to

a.

develop selection systems to meet the needs of the firm.

b.

control costs in carrying out the human resource function.

c.

identify skills needed for the success of the business.

d.

ensure that business strategy does not neglect people.

ANS: C PTS: 1 DIF: M REF: p. 316

NAT: AACSB: Reflective Thinking, HRM
8. Recruiting is the process of

a.

attracting job candidates.

b.

finding candidates with the right characteristics and skills to fill job openings.

c.

both a & b

d.

training job candidates.

ANS: C PTS: 1 DIF: E REF: p. 317

NAT: AACSB: Analytic, HRM
9. A job specification describes the

a.

working conditions encountered on the job.

b.

pay and benefits associated with the job.

c.

demands of the job.

d.

qualifications needed for the job.

ANS: D PTS: 1 DIF: M REF: p. 318

NAT: AACSB: Analytic, HRM
10. Online recruiting

a.

now accounts for about 80% of external hires.

b.

occurs on social networking Web sites such as Facebook, LinkedIn, and Twitter.

c.

is considered discriminatory because they require computer literacy.

d.

suffers from not attracting a large enough number of inquiries.

ANS: B PTS: 1 DIF: D REF: p. 319

NAT: AACSB: Technology, HRM
11. Much informal learning takes place

a.

in meetings

b.

on breaks

c.

in customer interactions

d.

all of the choices

ANS: D PTS: 1 DIF: M REF: p. 333

NAT: AACSB: Communication, Environmental Influence
12. A multicultural employee

a.

is able to conduct business in another culture.

b.

was raised in a multicultural environment.

c.

speaks three or more languages fluently.

d.

has experience working in other countries.

ANS: A PTS: 1 DIF: M REF: p. 320

NAT: AACSB: Diversity, Individual Dynamics
13. An example of a knock out question for a flight attendant would be

a.

"Would you want a child of yours to be an airplane pilot?"

b.

"Are you currently employed?"

c.

"Who invented the airplane?"

d.

"Are you afraid of flying?"

ANS: D PTS: 1 DIF: M REF: p. 321

NAT: AACSB: Communication, Strategy
14. All of the big five personality factors

a.

are included in the Americans with Disabilities Act.

b.

influence job performance.

c.

are part of measuring the person-organization fit.

d.

create job problems, if present.

ANS: B PTS: 1 DIF: M REF: p. 323

NAT: AACSB: Reflective Thinking, Individual Dynamics
15. The purpose of a realistic job preview is to give the job applicant a(n)

a.

accurate picture of the potential problems within the job.

b.

accurate picture of the earnings potential within the job.

c.

thorough analysis of his or her perceived strengths.

d.

thorough analysis of his or her perceived weaknesses.

ANS: A PTS: 1 DIF: E REF: p. 325

NAT: AACSB: Communication, HRM
16. Lucy applies for the position of ambulance medic. To give her a job simulation screening test, the interviewer

a.

asks her to say the alphabet backwards in three minutes.

b.

has her stop the bleeding of an accident victim.

c.

interviews her in an ambulance.

d.

interviews her in an operating room.

ANS: B PTS: 1 DIF: D REF: p. 325

NAT: AACSB: Communication, HRM
17. E-learning, is least likely to be effective for teaching

a.

financial ratios.

b.

product information.

c.

interpersonal skills.

d.

software skills.

ANS: C PTS: 1 DIF: D REF: p. 331

NAT: AACSB: Technology, Individual Dynamics
18. A key advantage of delivering training content by MP3 players is that workers can

a.

listen to music while being trained.

b.

impress customers with how cool they look.

c.

design their own training content.

d.

receive training during spare moments.

ANS: D PTS: 1 DIF: M REF: p. 332

NAT: AACSB: Technology, Information Technologies
19. Performance, as measured in performance evaluation systems, appears to have the three following components:

a.

task performance, interpersonal performance, and mental performance

b.

task performance, citizenship performance, and counterproductive performance

c.

past performance, present performance, and future performance

d.

performance related to customers, the manager, and coworkers

ANS: B PTS: 1 DIF: D REF: p. 334

NAT: AACSB: Reflective Thinking, Strategy
20. Forced rankings

a.

evaluate employees against a performance standard.

b.

measure employees against one another.

c.

select an outstanding performer.

d.

both a & b.

ANS: D PTS: 1 DIF: M REF: p. 334

NAT: AACSB: Analytic, HRM
21. Performance evaluation methods are usually designed to measure

a.

traits

b.

behavior.

c.

results.

d.

all of the choices

ANS: D PTS: 1 DIF: D REF: p. 335

NAT: AACSB: Analytic, HRM
22. 360-degree feedback is

a.

a performance appraisal.

b.

an evaluation using a sampling of all the people with whom an employee interacts.

c.

both a & b

d.

a selection tool.

ANS: C PTS: 1 DIF: D REF: p. 335

NAT: AACSB: Analytic, HRM
23.

A ranking system that requires managers to rank each employee within each unit and

distribute raises and bonuses accordingly is called

a.

stack-ranking

b.

360-degree feedback

c.

employee benefits

d.

workman’s compensation

ANS: A PTS: 1 DIF: M REF: p. 338

NAT: AACSB: Analytic, Creation of Value
24. Under a variable pay system, workers receive some of their pay based on

a.

demonstration of skills.

b.

demonstration of competencies the company needs for its success.

c.

number of years of employment.

d.

actual job performance.

ANS: D PTS: 1 DIF: E REF: p. 337

NAT: AACSB: Analytic, HRM
25. A concern is that in some industries, union demands for compensation

a.

include variable pay.

b.

have made it difficult for companies to remain competitive.

c.

include wellness clinics.

d.

seek unfair treatment for workers.

ANS: B PTS: 1 DIF: D REF: p. 342

NAT: AACSB: Reflective Thinking, Environmental Influence
TRUE/FALSE
1. To make a maximum contribution, the human resource function separates itself from the company's business strategy.

ANS: F PTS: 1 DIF: E REF: p. 310

NAT: AACSB: Analytic, Strategy
2. When the human resources group in helps build high-performance work practices, the group is contributing to business strategy.

ANS: T PTS: 1 DIF: M REF: p. 311

NAT: AACSB: Reflective Thinking, Strategy
3. Individual, environmental, and workplace factors often work in combination to produce turnover.

ANS: T PTS: 1 DIF: M REF: p. 312

NAT: AACSB: Reflective Thinking, HRM
4. According to the job embeddedness theory of job turnover, the longer a worker stays in the same job, the less likely he or she will quit.

ANS: F PTS: 1 DIF: M REF: p. 313

NAT: AACSB: Reflective Thinking, Individual Dynamics
5. Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, religion, sex, or national origin except for temporary workers and undocumented aliens.

ANS: F PTS: 1 DIF: D REF: p. 314

NAT: AACSB: Ethics, Legal Responsibilities
6. Affirmative action programs are designed to implement anti-discrimination employment legislation.

ANS: T PTS: 1 DIF: E REF: p. 314

NAT: AACSB: Diversity, Legal Responsibilities
7. Strategic human resource planning attempts to match up the human resources in the firm with its business strategy.

ANS: T PTS: 1 DIF: M REF: p. 316

NAT: AACSB: Reflective Thinking, Strategy
8. A key purpose of recruiting is to sell the organization to high quality prospective candidates.

ANS: T PTS: 1 DIF: M REF: p. 317

NAT: AACSB: Reflective Thinking, HRM
9. Global recruiting for managers can be difficult because candidates must be found who can blend the work practices of two cultures.

ANS: T PTS: 1 DIF: M REF: p. 320

NAT: AACSB: Diversity, HRM
10. Situational judgment tests measure of the potential for success in situations or scenarios that describe a dilemma or problem representative of the job under consideration.

ANS: T PTS: 1 DIF: D REF: p. 322

NAT: AACSB: Analytic, HRM
11. A validity study is a statistical and scientific method of seeing whether a selection device does predict job performance.

ANS: T PTS: 1 DIF: D REF: p. 324

NAT: AACSB: Analytic, Individual Dynamics
12. The purpose of behavioral interviewing is to reveal behaviors that would be either a strength or a weakness in the job under consideration.

ANS: T PTS: 1 DIF: E REF: p. 325

NAT: AACSB: Reflective Thinking, Individual Dynamics
13. A reference check is an inquiry to a second party about a job candidate’s suitability for employment.

ANS: T PTS: 1 DIF: E REF: p. 328

NAT: AACSB: Analytic, HRM
14. Giving out negative information about a former employee is considered to be legal so long as the person receiving the information has a legitimate interest in receiving the information.

ANS: T PTS: 1 DIF: D REF: p. 328

NAT: AACSB: Ethics, Legal Responsibilities
15. According to the Americans with Physical Disabilities Act, job applicants are no longer required to take a physical exam if they do not wish to.

ANS: F PTS: 1 DIF: M REF: p. 328

NAT: AACSB: Ethics, Legal Responsibilities
16. A key success factor in cross-cultural selection is matching a person's personality to the culture in which he or she will work, such as sending a polite, refined person to England.

ANS: T PTS: 1 DIF: D REF: p. 329

NAT: AACSB: Diversity, Environmental Influence
17. Orientation, training, and development are useful ways of combating a "sink or swim" philosophy of employee learning.

ANS: T PTS: 1 DIF: M REF: p. 329

NAT: AACSB: Reflective Thinking, Group Dynamics
18. E-learning training programs tend to be well structured, and give the learner the opportunity to interact with the training material.

ANS: T PTS: 1 DIF: M REF: p. 331

NAT: AACSB: Technology, Information Technology
19. Developmental needs can be organization-wide as well as individual.

ANS: T PTS: 1 DIF: M REF: p. 333

NAT: AACSB: Reflective Thinking, Creation of Value
20. You are engaged in informal learning when you and a few co-workers exchange ideas about a new technology while working out in the company gym.

ANS: T PTS: 1 DIF: M REF: p. 333

NAT: AACSB: Communication, Group Dynamics
21. A forced ranking system of performance evaluation allows the manager to place all employees into one or two categories such as "outstanding" or "substandard."

ANS: F PTS: 1 DIF: M REF: p. 334

NAT: AACSB: Reflective Thinking, HRM
22. The 360-degree performance appraisal offers the advantage of the person being rated receiving multiple opinions and viewpoints.

ANS: T PTS: 1 DIF: E REF: p. 335

NAT: AACSB: Reflective Thinking, HRM
23. According to the stack-ranking method, only the workers ranked number one and number two in the unit receive a bonus.

ANS: F PTS: 1 DIF: D REF: p. 338

NAT: AACSB: Analytic, HRM
24. A consumer driven health plan requires that the employee pay a large deductible before receiving reimbursement from the insurance company.

ANS: T PTS: 1 DIF: D REF: p. 339

NAT: AACSB: Analytic, HRM
25. The thrust of the American Rights to Work Group is to establish cooperative, productive relationships between management and labor unions.

ANS: T PTS: 1 DIF: D REF: p. 342

NAT: AACSB: Ethics, Legal Responsibilities
ESSAY
1. Describe how a firm can use the organization staffing model.

ANS:


The arrows pointing to “Retention” in the model suggest that a major strategy of staffing is to retain valuable employees and that any aspect of talent management can contribute to retention. For example, selecting the right person for the job increases the probability that he or she will enjoy the job and stay with the firm

PTS: 1 DIF: M REF: p. 312 NAT: AACSB: Analytic, HRM


2. Describe the various ways in which employers recruit, or search, for potential job candidates.

ANS:
1. Present employees. Companies post job openings and encourage current employees to apply.

2. Referrals by present and former employees.

3. Online recruiting including company Web sites.

4. External sources other than online approaches.

PTS: 1 DIF: E REF: p. 319

NAT: AACSB: Communication, HRM
3. Google began crunching data from employee reviews and promotion and pay histories in a mathematical formula to identify which of its 20,000 employees were most likely to quit.

Applying a complex equation to a basic human resource problem is pure Google, a company

that made using heavy data to drive decisions.
1. Why is Google identifying employees that are most likely to quit?
2. Why is Google using technology to recruit new employees?

ANS:


1. This is a retention strategy. Google wants to retain its most promising engineers, designers,

and sales executives from leaving at a time when its once powerful draws—a start-up

atmosphere and soaring stock price—have been diluted as the company got bigger.
2. As the company grows, Google needs to expand the company’s talent planning process to

meet its human resources needs.

PTS: 1 DIF: D REF: pp. 309-310

NAT: AACSB: Reflective Thinking, HRM


4. Suppose your job is to establish a performance evaluation system for your company that has 300 employees. Describe the system you would install.

ANS:


Many performance evaluation systems consider results as well as traits and behaviors. The performance evaluation system should encourage some risktaking behavior even if it could mean not reaching agreed-upon goals. Without prudent risk taking, innovation would be stifled. Employees are most satisfied with performance evaluation when they participate in the process. Participation can take a number of forms: jointly setting goals with the manager, submitting a self-appraisal as part of the evaluation, and having the opportunity to fully discuss the results

PTS: 1 DIF: D REF: p. 336



NAT: AACSB: Reflective Thinking, HRM


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