Page 1. Diff: 2 Page Ref: 250. Diff: 2 Page Ref: 238

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1 Chapter 8 Managing Human Resources 1) Adam, the manager of sewing production has been asked to rank-order his team from top to bottom. This is an example of what type of ranking method? A) force distribution B) graphic rating C) top-down order ranking D) simple ranking E) high-low feedback Diff: 1 Page Ref: 250 2) When an employee performance rater recalls examples of especially good or poor performance by an employee this is called: A) the process improvement method B) the new work force method C) the inconsistency method D) the high-visibility method E) the critical incident method Diff: 2 Page Ref: 251 3) Managers tend to avoid giving employees negative feedback for all of the following reasons except: A) employee may be angry B) employee may be hurt C) employee may quit D) employee may be discouraged E) employee may be argumentative Diff: 2 Page Ref: 250 4) is the set of organizational activities directed at attracting, developing, and maintaining an effective workforce. A) Developing a mission statement B) Financial management C) Production management D) Human resource management E) Operations management Diff: 2 Page Ref: 238 5) Human resource managers are also sometimes called A) personnel managers. B) accountants. C) production managers. D) financial managers. E) lawyers. Diff: 2 Page Ref: 238 Page 1

2 6) Human resources are a valuable means for A) reducing embarrassment B) reducing the amount of strategic processes C) reducing unnecessary organizational costs D) improving government interactions E) improving productivity Diff: 1 Page Ref: 238 7) Which of the following is considered the starting point of effective human resource management? A) advertising B) human resource planning C) recruitment D) external staffing E) financing Diff: 2 Page Ref: 239 8) The evaluation of the duties required by a particular job and the qualities required to perform it is referred to as A) promotion. B) staffing. C) training. D) job analysis. E) advertising. Diff: 1 Page Ref: 239 9) Cindy Stevens is observing and interviewing several database administrators to determine the duties and responsibilities associated with their job, as well as the knowledge, skills, and abilities that someone must have to perform the job. Cindy is performing the HR function of A) staffing. B) promotion. C) advertising. D) job analysis. E) training. Diff: 2 Page Ref: ) A is a document outlining the duties of a job, its working conditions, and the tools, materials, and equipment used to perform it. A) job specification B) job advertisement C) job quantification D) recruitment effort E) job description Diff: 1 Page Ref: 239 Page 2

3 11) Cindy Stevens has developed a document that identifies the duties and responsibilities of a database administrator. This document is referred to as a A) job quantification. B) job specification. C) job advertisement. D) recruitment effort. E) job description. Diff: 2 Page Ref: ) Which of the following describes the skills, education, and experience required by a job? A) job specification B) staffing survey C) on-the-job training agreement D) advertising budget E) employee analysis Diff: 1 Page Ref: ) Cindy Stevens has identified the knowledge, skills, and abilities necessary for a database administrator in her 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. Diff: 1 Page Ref: ) Which of the following statements is NOT true regarding human resource management? A) HRM takes place in complex ever changing context B) HRM is strategically important C) 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. Diff: 2 Page Ref: ) When managers conduct a job analysis, they may use this information to: A) establish performance appraisal systems B) set equitable compensation rates C) develop appropriate selection methods D) Start planning for the organizations future HR needs. E) all of the above Diff: 2 Page Ref: 239 Page 3

4 16) Noah's Pottery wants to complete a job analysis of the company. This will involve studying: A) the specific duties in a particular job B) the relationship a job has with others in the business C) the time and motions it takes to complete specific tasks D) the demand for labour in the future E) the requirements of a job for purposes of determining wage rates Diff: 3 Page Ref: ) George, the Director of Human Resources must start planning for human resources. What are the two steps involved in planning for human resources? A) job analysis and forecasting B) job analysis and recruiting C) employee development and internal promotion D) recruiting and preparation of job descriptions E) labour supply and labour demand Diff: 1 Page Ref: ) 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 to perform that job B) an attempt to generate large numbers of qualified applicants C) analysis of the characteristics of individuals who currently hold jobs with the firm D) the specific method by which the firm will attempt to reach its objectives E) a written statement which outlines the duties, tasks, and relationship with other positions in the organization Diff: 1 Page Ref: ) The foundations of effective HR management develops from: A) employee awareness programs B) effective HR forecasting C) effective HR personnel D) job analysis, job descriptions and job specification E) management HR training Diff: 2 Page Ref: ) Joe manages 15 workers on a production line. He has asked each of them to create a checklist of all the duties they perform. Joe is working on: A) job relatedness B) person-job matching C) job analysis D) job specification E) job description Diff: 2 Page Ref: 239 Page 4

5 21) In addition to spending several hours with each of her subordinates, Stephanie is having one-on-one meetings with each of them to determine their exact duties, specific skills and education. Stephanie is working on: A) person-job matching B) job specification C) job analysis D) job relatedness E) job description Diff: 1 Page Ref: ) John is reading a document which describes the conditions under which his job will be done, the ways in which it relates to other positions, and the skills needed to perform it. John is probably looking at: A) a job specification B) job relatedness C) a job description D) a job analysis E) person-job matching Diff: 1 Page Ref: ) Which document outlines the duties, responsibilities, and working relationships of a position? A) human resources plan B) job analysis C) job forecast D) management development plan E) job description Diff: 1 Page Ref: ) 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 supply B) bona fide occupational requirement C) job forecast D) job analysis E) job specification Diff: 1 Page Ref: ) A outlines the objectives, responsibilities, and key tasks in a job. A) job description B) job specification C) job analysis D) job forecast E) job matching Diff: 1 Page Ref: 239 Page 5

6 26) The necessary skills, education, and experience needed to fill a position make up the: A) job description B) job specification C) job relatedness D) job design E) job analysis Diff: 1 Page Ref: ) 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 grid B) job analysis C) job specifications D) skills inventories E) replacement charts Diff: 1 Page Ref: ) A contains information on each employee's education, skills, work experiences, and career aspirations. A) skills inventory B) replacement chart C) managerial grid D) job analysis E) job specification Diff: 1 Page Ref: ) Cindy Stevens has developed a, a database that contains information on each employee's education, skills, work experience, and career aspirations. She plans to use this database to identify employees to fill vacancies. A) job analysis B) replacement chart C) managerial grid D) skills inventory E) job specification Diff: 2 Page Ref: ) is the process of attracting qualified people to apply for jobs within an organization. A) Job analysis B) Validation C) Collective bargaining D) Recruitment E) Selection Diff: 1 Page Ref: 242 Page 6

7 31) Mark, a manager in production needs to determine the supply and demand of employees in order to develop specific strategies. This is known as: A) forecasting B) job description C) job specification D) performance appraisal E) job analysis Diff: 1 Page Ref: ) When forecasting demand: A) the company forecasts the number and type of people who will be available for hiring from the labour market at large B) industry comparisons are mandatory C) employees are interviewed and asked how long they think they will remain with the company D) a company must assess trends in past HR usage, future organizational plans, and general economic trends E) employees sign a contract stating the number of years they will stay Diff: 2 Page Ref: ) Forecasting the supply of labour involves two tasks. The first task is to forecast: A) trends in past HR usage B) general economic trends C) demand for certain types of employees D) the number and type of employees who will be in the firm at some future date E) future organizational plans Diff: 1 Page Ref: ) The HR technique that lists each important managerial position, who occupies it, how long he or she will probably stay in it before moving on, and who (by name) is now qualified or soon will be qualified to move into it is known as: A) job analysis B) the replacement chart C) job specification D) forecasting E) employee information systems Diff: 1 Page Ref: ) 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 inventories B) employee inventories C) skills inventories D) video assessments E) job inventories Diff: 1 Page Ref: 241 Page 7

8 36) After comparing future demand and internal supply, managers can make plans to manage predicted shortfalls or overstaffing. If a shortfall is predicted, the company may do all of the following except: A) new employees can be hired B) install labour-saving or productivity-enhancing systems C) present employees can be retrained D) encourage early retirement E) present employees can be transferred into understaffed areas Diff: 2 Page Ref: ) If overstaffing is expected to be a problem, managers may: A) retrain present employees B) hire new employees C) install labour-saving systems D) encourage early retirement E) install productivity-enhancing systems Diff: 1 Page Ref: ) The process of attracting qualified persons to apply for the jobs that are open is called. A) recruiting B) searching C) interviewing D) selection E) soliciting Diff: 1 Page Ref: ) The purpose of recruiting is: A) to ensure that anyone who wishes to obtain a job has an equal opportunity to apply for it B) to find the best candidate C) to choose the best candidate for a job D) to determine wage rates for a new employee E) to develop a pool of interested, qualified applicants Diff: 2 Page Ref: ) External recruiting methods include all of the following except: A) referrals by present employees B) promoting from within C) union hiring halls D) campus interviews E) advertising Diff: 1 Page Ref: 242 Page 8

9 41) What is the first step in obtaining applicants who are both interested in and qualified for available jobs? A) interviews B) resume differentiation C) enlistment D) recruiting E) selection Diff: 1 Page Ref: ) The use of newspaper advertisements, visits to high schools, colleges, and university campuses, and use of employment agencies are part of: A) internal training programs B) compensation studies C) external recruiting D) community involvement E) performance appraisals Diff: 2 Page Ref: ) 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 publications B) members of the union C) word of mouth D) personal recommendations E) recruiting visits to educational institutions Diff: 1 Page Ref: ) Evaluating each potential candidate for an existing job opening and deciding on who to extend a job offer to is called. A) interviewing B) recruiting C) screening D) decision-making E) selecting Diff: 1 Page Ref: ) What is the step in the staffing process in which managers must evaluate and select the best candidate? A) ability and aptitude tests B) application or resume C) internal staffing D) organizational induction E) selecting human resources Diff: 1 Page Ref: 243 Page 9

10 46) The process of considering present employees as candidates for openings within the organization is referred to as A) vestibule training. B) job analysis. C) internal recruitment. D) profit sharing. E) external recruitment. Diff: 1 Page Ref: ) Cindy Stevens has placed an advertisement for a job vacancy in the employment section of the newspaper. This is a form of A) job analysis. B) internal recruitment. C) vestibule training. D) profit sharing. E) external recruitment. Diff: 2 Page Ref: ) Selecting applicants from outside the organization is called A) internal recruitment. B) homogenizing the work force. C) job posting. D) external recruitment. E) none of the above Diff: 1 Page Ref: ) Which of the following is NOT a form of external recruiting? A) campus interviews B) employee referrals C) use of a skill inventory D) use of employment agencies E) advertising a vacancy in the newspaper Diff: 3 Page Ref: ) When the human resource manager attempts to determine the predictive value of a selection technique, he/she is conducting A) certification. B) validation. C) external recruitment. D) internal recruitment. E) training. Diff: 1 Page Ref: 243 Page 10

11 51) Which of the following is a selection technique? A) application forms B) interviews C) polygraph tests D) aptitude tests E) all of the above Diff: 2 Page Ref: ) A standardized form that asks the applicant for information such as background, experience, and education is referred to as a(n) A) advertisement. B) performance recommendation. C) job application. D) resume. E) letter of introduction. Diff: 2 Page Ref: ) Louis, an information-technology manager, needs to select a new employee. Which of the following is not normally used as a part of the employee selection process? A) medical examinations B) applications and resumes C) performance appraisals D) reference checks E) ability and aptitude tests Diff: 1 Page Ref: ) Jim, an accounts-receivable manager has received many applications for an accounts-receivable clerk. What is his next step? A) screening interviews B) reference checks C) polygraph tests D) interviews with the manager E) give ability/aptitude tests Diff: 2 Page Ref: ) In the general selection process, what activity would normally follow the screening interview? A) medical/drug/polygraph tests B) an interview with the manager C) an ability/aptitude test D) a consideration of applications and resumes E) a polygraph test Diff: 2 Page Ref: 244 Page 11

12 56) Which of the following steps is not part of the selection process? A) screening interview B) screening of resumes and application forms C) development of a pool of applicants D) job offer E) reference checks Diff: 2 Page Ref: ) Kim, an accounting manager needs an accounting clerk. After she has received resumes and application forms, she must: A) orient new employees B) select individuals who meet the jobs' requirements C) conduct a wage and salary survey of employers in the local area D) forecast the internal labour supply E) forecast the external labour supply Diff: 1 Page Ref: ) What is the name of the item that would ask the applicant for his/her background, and telephone number? A) application form B) reference check list C) job requisition D) job specification E) job description Diff: 1 Page Ref: ) Video assessment refers to: A) videotaping new hires to evaluate their personality B) the expensive alternative to traditional hiring techniques C) videotaping employees in order to evaluate their job performance D) a film critic's job position E) new hires watching videos that show a series of realistic work situations Diff: 1 Page Ref: ) entails gathering information from a variety of sources including a manager's subordinates in order to assess their performance. A) A traditional performance review B) Positive reinforcement C) 360-degree feedback D) Tailoring E) An internal appraisal Diff: 1 Page Ref: 250 Page 12

13 61) Video assessments: A) provide a biased view of the corporation B) are more expensive than assessment centres C) can give management greater insight into employee strengths and weaknesses before they are hired D) are not very reliable E) allows managers to screen less extensively for jobs at the higher levels in the organization Diff: 2 Page Ref: ) The process of introducing new employees to the organization so that they can more quickly become effective contributors is known as: A) educating B) orientation C) training D) developing E) acquainting Diff: 1 Page Ref: ) Which of the following is not part of orientation? A) polygraph tests B) pay days C) reading manuals D) learning about parking priorities E) introduction to co-workers Diff: 1 Page Ref: ) The starting point in assessing training and developing needs is conducting a: A) performance analysis B) vestibule analysis C) development analysis D) needs analysis E) training analysis Diff: 1 Page Ref: ) You are responsible for training in your company. You have created a management training program to take place at a local conference center. This is an example of: A) a lecture program. B) off-the-job training. C) video conferencing D) mentoring E) vestibule training. Diff: 1 Page Ref: 248 Page 13

14 66) Employee training and development programs are used to: A) determine the wage and salary structure B) evaluate employee performance on the job C) introduce employees to the business D) make up for some deficiency or to help employees acquire a new skill E) provide input into the job analysis process Diff: 2 Page Ref: ) Which training program takes place while the employee is at work? A) work relatedness B) on-the-job training C) seminars D) class room E) vestibule Diff: 1 Page Ref: ) Suzy has been assigned to a veteran employee for the first week on a new job. She will follow him around and learn the job by watching how he does it. This process is: A) vestibule training B) off-the-job training C) orientation D) on-the-job training E) performance appraisal Diff: 1 Page Ref: ) Elsie is using a simulator to learn how to fly a new jet without ever leaving the ground. In order to learn this new skill set Elsie is using A) vestibule training. B) on-the-job training. C) job shadowing. D) job rotation. E) job expansion. Diff: 1 Page Ref: ) One major family of techniques and methods consists of various work-based programs. This include all of the following except: A) systematic job transfers B) lecture or discussion approach C) vestibule training D) on-the-job training E) systematic job rotations Diff: 2 Page Ref: Page 14

15 71) The most commonly used instructional-based program is: A) vestibule training B) the lecture or discussion approach C) systematic job rotations and transfers D) off-the-job training E) on-the-job training Diff: 2 Page Ref: ) Vestibule training is: A) an instructional-based program in which a trainer presents material in a descriptive fashion to those attending a trainee program B) a development program in which employees gain new skills at a location away from the normal work site C) a work simulation in which the job is performed under conditions closely simulating the actual work environment D) a technique that ties training and development activities directly to task performance E) training workers through the use of classroom-based programs Diff: 2 Page Ref: ) means the base level of wages or salaries paid to an employee. A) Starting rate B) Base compensation C) Basic compensation D) Level one E) Hiring compensation Diff: 1 Page Ref: ) In smaller organizations a is quite often used as the foundation for HR forecasting. A) business plan B) new product launch C) job selection history D) sales forecast E) historical hiring levels Diff: 2 Page Ref: ) What is the process of evaluating, in writing, an employee's job performance? A) mentoring B) orientation C) performance appraisal D) performance analysis E) job analysis Diff: 2 Page Ref: 249 Page 15

16 76) The ranking method which consists of a statement or question about some aspect of an individual's job performance is called: A) critical incident method B) simple ranking system C) agreement degree method D) graphic rating scale E) forced distribution method Diff: 1 Page Ref: ) One important aspect of human resources is compensation. As the person responsible, you need to know that 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. Diff: 2 Page Ref: ) Jake is reviewing his salary, the bonus plan, the profit-sharing plan as well as the benefit program. Jake is looking at the: A) merit salary system B) compensation system C) wages system D) pay-for-performance system E) salary system Diff: 2 Page Ref: ) Wages are paid for, while salary is paid for. A) time worked or number of units produced, getting a job done B) number of units produced, getting a job done C) getting a job done, time worked D) time worked, getting a job done E) time worked, number of units produced Diff: 2 Page Ref: ) Bill is looking at his pay cheque. He worked 38 hours last week and since he is paid $10.00 per hour, his gross pay was $ Bill's compensation is in the form of: A) wages B) bonus C) variable pay D) salary E) workers' compensation Diff: 1 Page Ref: 252 Page 16

17 81) Scott is looking at his pay cheque. He worked 48 hours last week but got paid the same as he did the previous week when he worked only 36 hours. His compensation plan is based on: A) salary B) wages C) workers' compensation D) variable pay E) bonuses Diff: 2 Page Ref: ) A method for determining the relative value or worth of a job to the organization so that individuals who perform it can be appropriately compensated is known as: A) job rating B) job evaluation C) job determination D) job analysis E) job description Diff: 1 Page Ref: ) Pay awarded to employees according to the relative value of their contributions is: A) knowledge-based pay B) merit pay C) incentive pay D) skill-based pay E) sales commission Diff: 1 Page Ref: ) The most general form of a merit pay plan is: A) benefits B) a bonus C) profit-sharing plan D) the raise E) gainsharing program Diff: 2 Page Ref: ) What is the purpose of incentive pay plans? A) to motivate high performance B) to reduce the amount of wages payable to employees C) they permit accurate and honest performance appraisals D) 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 employees Diff: 2 Page Ref: 254 Page 17

18 86) Which of the following is considered to be the most common form of individual incentive? A) sales commission B) cafeteria benefits C) a favourable performance evaluation D) medical care insurance E) excusing an employee from training programs if he or she meets the sales quota Diff: 2 Page Ref: ) All of the following are considered incentive systems except: A) benefits B) sales commission C) profit-sharing plan D) gainsharing E) individual incentive plans Diff: 1 Page Ref: ) Philip is the president of a small machining company who wants to motivate his employees. He asks for your help and you indicate that are designed to motivate employees. A) incentive programs B) wages C) retirement plans D) free dental programs E) Christmas bonuses Diff: 1 Page Ref: ) Gina has heard good things about incentive programs, but doesn't know much about them. She asks for your advice and you point out that two examples of incentive programs are: A) wages based on comparable worth and gain-sharing plans B) wages based on comparable worth and profit-sharing plans C) employee recognition and profit-sharing plans D) employee of the month awards and profit-sharing plans E) gainsharing plans and profit-sharing plans Diff: 2 Page Ref: ) After a very successful year when the firm exceeded targeted earnings levels by 10 percent, each employee received extra pay equal to 10 percent of what they earned for the year. This plan is called: A) gainsharing B) pay-for-performance C) pay-for-knowledge D) profit-sharing E) merit salary Diff: 2 Page Ref: 255 Page 18

19 91) Takato wants to set up either a gain-sharing plan or a profit-sharing plan. What is the difference between the two plans? A) gainsharing is based on cost savings from productivity improvements, while profit-sharing is based on the firm's profits B) gain-sharing plans generally result in more money being given to employees than profit-sharing plans do C) profit-sharing plans are generally preferred by employees D) there is really very little difference in the two types of plans E) gain-sharing plans are found only in the public sector, while profit-sharing plans are found only in the private sector Diff: 3 Page Ref: ) distribute bonuses to all employees in a company based upon reduced costs from working more efficiently. A) Merit salary systems B) Profit-sharing plans C) Assessment centre plans D) Bona fide occupational requirement plans E) Gainsharing plans Diff: 2 Page Ref: ) As a new human resources manager, you must design a benefits package for the employees. However, you need to know that some benefits are voluntary and the law requires some. Benefits that companies often voluntarily offer employees include all of the following except: A) disability insurance B) extended health coverage C) workers' compensation coverage D) life insurance E) dental benefits Diff: 3 Page Ref: ) Protection plans protect employees when their income is threatened or reduced by all of the following except: A) death B) disability C) holidays D) unemployment E) illness Diff: 1 Page Ref: ) The most important type of optional protection plan is: A) cafeteria-style benefit plans B) health insurance C) paid vacations D) workers' compensation E) wellness programs Diff: 2 Page Ref: 256 Page 19

20 96) Shawn has been hurt while working on his job. The costs for him to have the injury repaired and to recuperate is covered under: A) hospitalization insurance B) workers' compensation C) disability insurance D) health insurance E) major medical insurance Diff: 2 Page Ref: ) Rosalyn belongs to a company with a wellness program. The program may include: A) workers' compensation B) better health insurance C) employment insurance D) life insurance E) stress management programs Diff: 2 Page Ref: ) A plan under which a certain dollar amount of benefits per employee is set aside and employees select from a variety of alternatives is called: A) optional benefits plan B) alternative benefits plan C) variable benefits plan D) discretionary benefits plan E) cafeteria benefits plan Diff: 2 Page Ref: ) 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 law B) pay employees an additional amount in order to purchase their own external benefits plan C) lower commission rates for sales people in order to expand the benefits offered D) use a cafeteria benefit plan and let the employee select the benefits within a set monetary limit E) impose a wage and salary freeze in order to expand the benefits offered Diff: 2 Page Ref: ) As a new employee of Mega Computers, Sam has received a package outlining possible benefits that he may choose from. He has been given a specific amount of annual benefit dollars with which he can select the benefits which best fit his situation. This is a(n): A) cafeteria benefits plan B) variable benefits plan C) optional benefits plan D) alternative benefits plan E) discretionary benefits plan Diff: 2 Page Ref: 257 Page 20

21 101) Nondiscrimination in employment on the basis of race, color, creed, sex, or national origin is: A) reverse discrimination B) affirmative action C) equal pay D) comparable worth E) equal employment opportunity Diff: 2 Page Ref: ) The prohibits a wide variety of practices in recruiting, selecting, promoting, and dismissing personnel. A) National Labour Relations Act B) Canadian Human Rights Act C) Canadian Labour Relations Act D) Canada Labour Standards Act E) Canadian Employment Equity Act Diff: 2 Page Ref: ) When an employer may choose one applicant over another based on overriding characteristics of the job, this is called: A) discrimination B) comparable worth C) bona fide occupational requirement D) human rights E) harassment Diff: 2 Page Ref: ) The is federal legislation that designates four groups as employment disadvantaged women, visible minorities, aboriginal people, and people with disabilities. A) Canadian Employment Rights Act B) Canadian Human Rights Act C) Equal Pay Act of 1963 D) Fair Labour Standards Act E) Employment Equity Act of 1986 Diff: 2 Page Ref: ) In spite of recent advances, the average woman still earns only about percent of what the average man earns. A) 60 B) 65 C) 80 D) 70 E) 75 Diff: 2 Page Ref: 259 Page 21

22 106) The program for the same wages to be paid for jobs that have similar value to a firm regardless of the typical gender of the job holder is: A) equal employment opportunity B) reverse discrimination C) comparable worth D) equal pay E) affirmative action Diff: 2 Page Ref: ) Mimi, a Senior Secretary, has a value essentially the same as Tom, who is a Mechanic. She has found out that Tom is paid 5 percent less than she is. The firm's successful program is: A) affirmative action B) male subjugation C) reverse discrimination D) comparable worth E) equal pay Diff: 2 Page Ref: ) Requests for sexual favors, unwelcome sexual advances or verbal or physical conduct of a sexual nature that creates an intimidating or hostile environment for an employee is called: A) an antiprogressive organization B) repetitive strain C) discrimination D) a hostile work environment E) sexual harassment Diff: 2 Page Ref: ) In cases of harassment, sexual favors are requested in return for job-related benefits. A) reverse B) quid pro quo C) employment-at-will D) affirmative action E) hostile work environment Diff: 1 Page Ref: ) Jane, a supervisor, has offered George, a subordinate, a raise and promotion in exchange for a sexual relationship. This is an example of harassment. A) hostile work environment B) employment-at-will C) affirmative action D) quid pro quo E) reverse Diff: 3 Page Ref: 260 Page 22

23 111) Mary's male coworkers routinely make off-color jokes and display calendars of scantily clad women. This is an example of harassment. A) affirmative action B) hostile work environment C) employment-at-will D) reverse E) quid pro quo Diff: 3 Page Ref: ) 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 harassment B) train employees to recognize and refrain from sexual harassment C) establish a procedure for dealing with harassment complaints D) take action against those who are involved in sexual harassment E) take complaints about sexual harassment lightly Diff: 2 Page Ref: ) is responsible for carrying out enforcement of the Canadian Human Rights Act. A) The Court of Queen's Bench B) Canadian Human Rights Commission C) The Provincial Court D) The local police force E) The Workers Compensation Board Diff: 2 Page Ref: ) Safety supervisors and workers' compensation boards have to deal with claims of repetitive strain injuries. It is important to know that repetitive strain injuries: A) account for nearly half of all time-loss claims B) account for a clear majority of all time-loss claims C) account for one-quarter of all time-loss claims D) are very rare E) are injuries that are not work-related Diff: 3 Page Ref: ) You are a pension consultant. In designing pension plans for companies you need to know the trend for retirement. The trend for retirement is: A) there is no trend B) the median age has been cyclical, being lower in good economic times and higher in poor economic times C) the median age has remained about the same D) the median age is higher E) the median age is lower Diff: 2 Page Ref: 261 Page 23

24 116) Repetitive strain injuries disable more than Canadians each year. A) B) C) D) E) 1 million Diff: 2 Page Ref: ) The range of workers' attitudes, values, beliefs, and behaviors that differ by gender, race, and ethnicity is called: A) reverse discrimination B) affirmative action C) workforce diversity D) glass ceiling E) comparable worth Diff: 1 Page Ref: ) Organizations which tend to work towards getting all employees to think and behave in similar ways is practicing: A) reverse discrimination B) equal employment C) affirmative action D) robotics E) homogenizing Diff: 3 Page Ref: ) A successful work force diversity program would include all of the following except: A) hiring the best people from every group B) focus on race and gender issues C) encourage different types of thinking D) make diversity a specific management goal E) analyze compensation scales Diff: 3 Page Ref: ) Programs that are designed to improve employee awareness of differences in attitudes and behaviors of co-workers from different racial, ethnic, or gender groups are called: A) diversity training B) equal employment opportunity C) affirmative action D) comparable worth E) sensitivity training Diff: 2 Page Ref: 262 Page 24

25 121) Workers who are experts in specific fields and who add value because of what they know, rather than how long they have worked or the job they do are known as: A) expert workers B) value workers C) information workers D) knowledge workers E) specialized workers Diff: 2 Page Ref: ) Knowledge workers include: A) musicians B) athletes C) hairdressers D) HR managers E) engineers Diff: 1 Page Ref: ) are employees who are of value because of the knowledge they possess. A) Shop stewards B) Knowledge workers C) Contingent workers D) Technical experts E) Temporary workers Diff: 1 Page Ref: ) Computer scientists, engineers, and physical scientists may all be examples of, employees who are of value because of the knowledge they possess. A) shop stewards B) temporary workers C) technical experts D) knowledge workers E) contingent workers Diff: 2 Page Ref: ) An employee who is hired on something other than a permanent or full-time basis is a A) contingent worker. B) shop steward. C) technical employee. D) knowledge worker. E) knowledge expert. Diff: 1 Page Ref: 263 Page 25

26 126) Independent contractors, on-call workers, temporary employees, contract employees, and leased employees are all examples of A) migratory workers. B) flextime workers. C) contingent workers. D) telecommuters. E) union trustbusters. Diff: 2 Page Ref: ) Temporary workers hired to supplement an organization's permanent work force are: A) disposable workers B) contingent workers C) gap fillers D) fill-in workers E) hired guns Diff: 2 Page Ref: ) Categories of contingent workers include all of the following except: A) knowledge workers B) on-call workers C) freelancers D) part-time workers E) contract employees Diff: 1 Page Ref: ) The "glass ceiling" refers to the invisible barrier that prevents minorities from moving into the very top jobs in business firms. Diff: 2 Page Ref: ) Human resources management involves the attraction, development and maintenance of an effective workforce. Diff: 1 Page Ref: ) Another name for human resource managers is personnel managers. Diff: 1 Page Ref: ) Job analysis is a detailed study of a job to determine the specific duties and the human qualities required to perform that job. Diff: 1 Page Ref: ) A job description outlines the key tasks, objectives, and responsibilities of a job. Diff: 1 Page Ref: 239 Page 26

27 134) A job description describes the skills, education, and experience required by a job. Diff: 1 Page Ref: ) Planning for human resources involves an analysis of the job and recruitment of a pool of job applicants. Diff: 2 Page Ref: ) Forecasting identifies the skills, education, and experience needed to fill a particular position. Diff: 1 Page Ref: ) A key purpose of forecasting is to identify the supply and the demand of workers for higher wages and better working conditions. Diff: 2 Page Ref: ) Forecasting internal supply refers to forecasting the number and type of employees who will be in the firm at some future date. Diff: 1 Page Ref: ) At higher levels of the organization, managers plan for specific people and positions. The technique most commonly used is the replacement chart. Diff: 2 Page Ref: ) After comparing future demand and internal supply, managers can make plans to manage predicted shortfalls or overstaffing. If a shortfall is predicted, extra employees can be transferred and early retirement may be encouraged. Diff: 1 Page Ref: ) The purpose of recruiting is to select the very best applicant available for the position. Diff: 2 Page Ref: ) Both external and internal staffing start with effective recruiting. Diff: 1 Page Ref: ) Promotion from within can help build morale and keep high-quality employees from leaving. Diff: 1 Page Ref: ) External recruiting methods include advertising, union hiring halls, referrals by present employees and campus interviews. Diff: 1 Page Ref: 242 Page 27

28 145) The questionnaire which asks for information such as the background, experience and education of each applicant is known as the job application form. Diff: 1 Page Ref: ) The training given to new employees, called vestibule training, focuses on simple things, such as work hours, parking, and pay schedules. Diff: 1 Page Ref: ) The first step for a new employee is to enter a training program. Diff: 2 Page Ref: ) A needs analysis focuses on two things: the organization's job-related needs and the capabilities of the current workforce. Diff: 2 Page Ref: ) Vestibule training is an instructional-based program in which a trainer presents material in a descriptive fashion to those attending a trainee program. Diff: 2 Page Ref: ) Instructional-based programs include on-the-job training, vestibule training and systematic job rotations and transfers. Diff: 2 Page Ref: ) By using video conferencing, training of new employees involves considerably more interaction between trainer and trainee. Diff: 2 Page Ref: ) A performance appraisal provides a benchmark to assess the extent to which recruiting and selection processes are adequate. Diff: 1 Page Ref: ) The simple ranking method involves grouping employees into predefined frequencies of performance ratings. Diff: 2 Page Ref: ) A critical incident is simply an example of especially good or poor performance on the part of the employee. Diff: 2 Page Ref: ) The purpose of a pay survey is to ensure the organization has the highest level of pay in an industry. Diff: 1 Page Ref: 252 Page 28

29 156) Wages and salary are interchangeable terms that refer to an employee's pay. Diff: 1 Page Ref: ) Employers must consider competitors' compensation plans and the pay levels for different jobs in their own firm when setting wage and salary levels. Diff: 1 Page Ref: ) John has been at Mountain Co. for over 20 years and has seniority over Peter. This means that he will have priority in promotions over Peter. Diff: 2 Page Ref: ) Company-wide incentive plans include pay-for-performance, profit-sharing, gainsharing, and pay-for-knowledge. Diff: 1 Page Ref: ) A profit-sharing plan is when employees receive a bonus because of reduced costs. Diff: 2 Page Ref: ) Special pay programs designed to motivate high performance are known as cafeteria plans. Diff: 2 Page Ref: ) A cafeteria benefits plan provides lunch for all employees who are covered by the program. Diff: 1 Page Ref: ) Bona fide occupational requirement is when an employer specifies specific requirements of a job position. Diff: 2 Page Ref: ) Comparable worth requires that employers use the same pay scale for employees regardless of their race, colour, religion, national origin, or sex. Diff: 1 Page Ref: ) In quid pro quo harassment, comments or actions of coworkers create a hostile work environment. Diff: 2 Page Ref: ) It is the responsibility of the manager and the organization to control sexual harassment. Diff: 2 Page Ref: ) Recent years indicate an explosion in the use of contingent and/or term workers. Diff: 2 Page Ref: 263 Page 29

30 168) What are the key activities of human resource management? Answer: attracting, developing and maintaining an effective workforce Diff: 2 Page Ref: ) What are the two documents that result from job analysis? Answer: Job description and job specification. Diff: 2 Page Ref: ) What type of information is included in a skills inventory? skills inventory contains information on each employees' education, skills, work experience, and career aspirations. Diff: 2 Page Ref: ) 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: ) 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: ) What is validation? Answer: Validation is the process of determining the predictive value of a selection technique. Diff: 2 Page Ref: ) What is vestibule training? Answer: Vestibule training is off-the-job training conducted in a simulated environment. Diff: 2 Page Ref: ) What is the purpose of performance appraisal? mployers conduct performance appraisal to determine the degree at which an employee is performing his/her job. Diff: 2 Page Ref: ) What is a piece rate incentive plan? compensation program where an employee receives a certain amount of money for each unit produced. Diff: 2 Page Ref: ) List three forms of performance based compensation. Answer: Merit pay plans, Incentive compensation systems, team and group incentive systems. Diff: 2 Page Ref: ) List three team and group incentive plans. Answer: Profit-sharing plans, performance increases and gain sharing. Diff: 2 Page Ref: 276 Page 30

31 179) What are the two types of sexual harassment? Answer: Quid pro quo harassment and hostile work environment. Diff: 2 Page Ref: ) What are knowledge workers? Answer: Knowledge workers are employees who are valuable because of the knowledge they possess. Diff: 2 Page Ref: ) 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 Diff: 2 Page Ref: ) Why would a business firm wish to select employees for promotion from within the organization? Describe how 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 are usually spelled out in the union contract for higher-level positions, a skills inventory system may be used to identify internal candidates or managers may be asked to recommend individuals who should be considered Diff: 1 Page Ref: ) What does the organization hope to accomplish in a recruiting effort? Identify ways that this recruiting may be 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 Diff: 2 Page Ref: ) 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 Diff: 2 Page Ref: 244 Page 31

32 185) What types of activities take place in the selection stage? Identify the variety of selection techniques that are used. 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: ) 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: ) What are work-based programs? What are the three common methods of work-based training? Answer: Work based programs a technique that ties training and development activities directly to task performance Three common methods: on-the-job training those development programs in which employees gain new skills while performing them at work vestibule training a work simulation in which the job is performed under conditions closely simulating the actual work environment systematic job rotations and transfers a technique in which an employee is systematically rotated or transferred from one job to another Diff: 2 Page Ref: ) What are instructional-based programs? What are the two common methods of instructional-based training? Answer: Instructional-based programs training workers through the use of classroom-based programs such as the lecture approach Two common methods: lecture or discussion approach an instructional-based program in which a trainer presents material in a descriptive fashion to those attending a trainee program off-the-job training those development programs in which employees learn new skills at a location away from the normal work site Diff: 2 Page Ref: ) What is the purpose of a performance appraisal system? Explain how a good system works and how management 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 Diff: 2 Page Ref: Page 32

33 190) There are many methods used to appraise performance. Some of the methods are based on relative rankings and others are based on ratings. Discuss four of these methods. Answer: Ranking Methods simple ranking method a method of performance appraisal that requires a manager to rank-order from top to bottom or from best to worst each member of a particular work group or department forced distribution method a method of performance appraisal that involves grouping employees into predefined frequencies of performance ratings Rating Methods graphic rating scale a statement or question about some aspect of an individual's job performance for which the rater must select the response that fits best critical incident method a technique of performance appraisal in which raters recall examples of especially good or poor performance by an employee and then describe what the employee did (or did not do) that led to success or failure Diff: 2 Page Ref: ) Why do so many business firms have employee compensation and benefit programs? Identify and describe some 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 Diff: 3 Page Ref: ) Identify and discuss the various types of incentive compensation plans. Answer: piece rate incentive plan a compensation system in which an organization pays an employee a certain amount of money for every unit produced individual incentive plans a compensation system in which an employer gives an individual a salary increase or some other financial reward for outstanding performance immediately or shortly after the performance occurred sales commission paying salespeople based on the number of units they sell or the dollar value of sales they generate for the company gainsharing program an incentive program in which employees receive a bonus if the firm's costs are reduced because of greater worker efficiency and/or productivity profit-sharing plan an incentive program in which employees receive a bonus depending on the firm's profits Diff: 2 Page Ref: ) 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, per employee, on benefits. Employees are then presented with a list of possible benefits and the cost of each. They are free to put the benefits together in any combination they wish. Diff: 1 Page Ref: 257 Page 33