198 Cards in this Set
| Front | Back |
|---|---|
|
In general, many companies are realizing diminished demand for "touch labor" and an increasing demand for "knowledge workers."
|
True
|
|
Proactive change is change that occurs when external forces have started affecting performance.
|
False; reactive.
|
|
As many as half of all high school seniors are unable to handle basic math involving fractions, decimals, and simple algebra.
|
True
|
|
T/F Methods of reducing labor costs include downsizing, outsourcing, and employee leasing
|
True
|
|
By 2050, the percentage of Hispanics in the US is expected to nearly triple, while the percentage of people of Asian descent is expected to significantly decrease.
|
False
|
|
An HR manager is typically expected to function as an in-house consultant to supervisors, managers and executives.
|
True
|
|
Because HR managers function in an advisory role, they are responsible for issuing policy revisions and implementing them.
|
False; implementation of supervisor/manager
|
|
Employee leasing shifts administrative costs from the company to a professional employer organization.
|
True
|
|
Human Resources Planning (HRP) is the conducting of recruitment and selection methods according to a strategic plan.
|
PART of planning.
|
|
Forecasting may be as informal as having one person familiar with the organization anticipate HR needs.
|
True. Sometimes one person is good enough, but not always.
|
|
Trend analysis relies on a single business factor.
|
True
|
|
Markov analysis is used to track an organization's internal supply of labor.
|
True
|
|
Core values are the essence of a corporate culture and an expression of its personality.
|
True
|
|
Succession planning is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions.
|
True
|
|
In international joint ventures, the issue of culture is paramount.
|
True
|
|
Differentiation strategy is based on efficiency and productivity.
|
False; low cost strategy
|
|
Markov analysis shows the percentage of employees who remain in each of the firm's jobs from one year to the next.
|
True
|
|
Training in and knowledge of EEO legislation are essential for managers and supervisors because organizations an be held accountable and legally responsible for their managers' decisions.
|
True
|
|
Managers cannot be sued for discrimination because they merely act as agents of their employer.
|
False
|
|
Title VII of the Civil Rights Act provides for exemptions to discrimination on the basis of race, color, religion, or sex.
|
True. BFOQ
|
|
State and local gov't.s are exempt from the provisions of the Civil Rights Act and Equal Employment law.
|
False; federal is exempt.
|
|
An employer may be guilty of sexual harassment when an employee finds jokes, pictures, or language used by others offensive.
|
True
|
|
Title VII provides employees with a statutory right to complete religious freedom in the workplace.
|
False; expect reasonable accommodations.
|
|
No adverse impact exists if members of a protected class represent a significantly smaller percentage of the organization's workforce than the percentage found in the population of the surrounding community.
|
False; qualification must be considered also.
|
|
The 4/5 Rule applies when the number of employees from a protected class is less than 4/5 of the number of employees hired from the class with the highest selection rate.
|
False
|
|
Advertisements can allow selectivity in attracting applicants.
|
True
|
|
Recruiters sent to college campuses must be properly trained and prepared to talk to candidates about their company and job requirements of specific openings.
|
True
|
|
Yield ratios should be calculated for each recruiting source.
|
True; costs for hire need to be considered
|
|
Job posting and bidding can be done via bulletin boards, internet, and electronic notification.
|
True
|
|
IF career development is to succeed, it must receive the complete support of top management.
|
True
|
|
Career planning workbooks are popular means of helping employees identify their potential.
|
True
|
|
Some organizations make career counseling a part of the annual performance appraisal.
|
True
|
|
Some surveys show that text messaging is the most popular type of e-recruiting.
|
True
|
|
Glass ceiling reviews are conducted by the Department of Labor and are lists of companies that hinder upward mobility of women and minorities.
|
False
|
|
A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.
|
False
|
|
Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.
|
False
|
|
Correlation (validity) coefficients range from 0.00 to 1.00
|
False
|
|
Asking an applicant for an accounting position to solve accounting problems is similar to those encountered on the job is an example of construct validity.
|
False
|
|
"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.
|
False
|
|
Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious.
|
False
|
|
Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis on the essential functions of the job.
|
True
|
|
If a work sample test includes major job functions and predicts job success, it has construct validity.
|
False
|
|
"Tell me more about your experiences on your last job" is an example of a non-directive interview question.
|
True
|
|
It is much easier to measure what individuals can do than what they will do.
|
True
|
|
The World Trade Organization (WTO) utilizes ____ to establish rules and guidelines for global commerce:
-NAFTA
-GATT
-FTAA
-APEC
|
GATT (General Agreement on Tariffs and Trade)
|
|
Today, approximately ___ of private sector workers have pension plans?
|
15%
|
|
Millennials are also known as:
|
Generation Y
|
|
Which of the following is one of the largest expenditures of service companies?
|
Labor costs
|
|
Which of the following is NOT an approach used by organizations to try to lower labor costs?
|
Employee development
|
|
Which strategy is the planned elimination of jobs?
|
Downsizing
|
|
Which one of the following is NOT an HR cost that is typically incurred as a result of downsizing?
|
Developmental expenses
|
|
Hiring someone outside the company to perform tsaks that could be done internally is known as:
|
Outsourcing
|
|
Over the last few decades, the educational attainment of the US labor force has:
|
Risen dramatically; there are more people to draw upon for skill sets.
|
|
Which of the following does NOT represent a cultural change emerging in organizations?
|
Accommodating unemployed workers.
|
|
Employee rights include all of the following EXCEPT:
|
Company funded pension plan
|
|
Which of the following is FALSE?
-A majority of employees have no children under 18
-Family friendly policies have no positive outcomes for firms
-Flextime options are on the rise for employees
-Family friendly policies may include day care, part-time work, and job sharing.
|
Family friendly policies have no positive outcomes for firms.
|
|
A firm's top ___ manager is in a good position to be the "chief of ethics officer" of an organization.
|
HR
|
|
Globalization is really of interest to ____ companies.
|
All
|
|
The most obvious impact of technology HRM has been _____.
|
Operational
|
|
Human capital is ____ and ____ be managed the way organizations manage jobs, products, and technologies
|
intangible; cannot
|
|
L. L. Bean softened the impact of downsizing on its employees through ____.
|
Early retirement and "sweetened" voluntary separation programs.
|
|
Human resources planning is:
|
The process of anticipating and making provision for movement of people into, within, and out of an organization.
|
|
The systematic, regular monitoring of major external forces influencing the organization is called:
|
Environmental scanning
|
|
The examinatoin of the attitudes and activities of a company's workforce refers to:
|
A cultural audit
|
|
___ is the process of identifying, developing, and tracking key individuals for executive positions.
|
Succession planning
|
|
Questions that might typically be found on a cultural audit include all of the following EXCEPT:
-Age, race, and gender
-Pay and benefits
-Diversity efforts
-Hiring practices
|
Age, race, and gender.
|
|
When a firm's human resources improve the efficiency or effectiveness of the company, these are known as:
|
valuable
|
|
Which of the following is NOT an element of organizational growth?
-Increased employee productivity
-A greater number of employees
-Employees developing or acquiring new skills
-An increase in profitability
|
An increase in profitability
|
|
Talent inventories can be used to develop ____, which list current jobholders and identify possible replacements.
|
Replacement charts
|
|
A firm with a ____ focuses on only a limited portion of the industry.
|
Concentration strategy.
|
|
Cooperative strategies pursued by firms include:
|
joint ventures
|
|
Layoff decisions can cause management's discretion to be ____ where layoffs are based on seniority.
|
reduced
|
|
Layoff decisions are frequently based on:
|
Seniority
|
|
According to 7-S framework analysis, whcih of the following is NOT in the "Hard S" category?
-Strategy
-Shared values
-Structure
-System
|
Shared values
|
|
Measures of turnover costs include:
|
separation cots and training program costs.
|
|
The first step in strategic planning is:
|
Establish a mission, vision, and values for the organization.
|
|
In the telephone industry, mobile phones and VOIP are examples of ____ for traditional firms.
|
Substitutes
|
|
A factor that appears to have influenced the growth of EEO legislation is:
|
The changing attitudes of society at large.
|
|
Employers that pay men and women a different salary are violating the Equal Pay Act ONLY if the pay difference is a result of:
|
performing work of similar skill effort and responsibility under similar conditions.
|
|
The Equal Pay Act was passed as an amendment to the:
|
Fair Labor Standards Act
|
|
Which of the following employers are covered under the Civil Rights Act?
-Organizations hiring native Americans on or near a reservation
-Bona fide, tax-exempt private clubs
-Religious organizations employing persons of a specific religion
-Unionized organizations
|
Unionized organizations
|
|
Title VII provisions for religion require employers to make _____ for religious observance or practice.
|
Reasonable accommodations
|
|
According to the Pregnancy Discrimination Act, it is NOT illegal to:
|
Deny all employees sick-leave benefits including those for pregnancy-related illnesses.
|
|
Giving preference to members of protected classes to the extent that unprotected individuals believe they are suffering is known as:
|
Reverse discrimination
|
|
The procedural document developed by the Equal Employment Opportunity Commission is the:
|
Uniform Guidelines on Employee Selection Procedures
|
|
When pursuing an adverse impact claim, and individual is alleging:
|
Unintentional discrimination against a protected class.
|
|
Employers with 100+ employees must annually file a(n):
|
EEO-1 form
|
|
Under the law, discrimination charges must be filed within ____ days of the alleged unlawful practice.
|
180 Days. Every paycheck gets 180 days. (Lilly Ledbetter case)
|
|
Legally, an affirmative action program is required when:
|
a firm has a federal contract exceeding $50,000.
|
|
a firm has a federal contract exceeding $50,000.
|
analyze their workforce and develop a plan of action to correct areas of past discrimination.
|
|
Basic steps in developing an effective affirmative action plan include all of the following EXCEPT:
|
Establish a quota system and timetable for hiring.
|
|
____ is a labor market in which workers are hired into entry level jobs and higher levels are filled from within.
|
Internal labor markets.
|
|
____ is the business practice of searching for and utilizing goods sources from around the world.
|
Global sourcing
|
|
Which of the following is NOT one of Marriott's recruiting principles?
|
"Bring in new blood"
|
|
Just-in-time staffing refers to:
|
maintaining a core staff of employees that is augmented by a highly skilled supplementary workforce.
|
|
For each vacant position, HR staff and managers typically review _____ resumes.
|
20-100 resumes
|
|
Some surveys show _____ is the most popular type of e-recruiting.
|
Social networking and text messaging.
|
|
____ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.
|
Re-recruiting
|
|
A means by which organizations can assess and weigh the knowledge and skills that each of its jobs requires is ______.
|
Competency analysis
|
|
The lines of advancement for an individual within an organization are known as:
|
Career paths
|
|
The three principle criteria for determining promotions are:
|
Merit, seniority, and potential.
|
|
A boundary-less career model depends on each of the following EXCEPT:
|
Developing free agents within the organization
|
|
If 100 resumes were obtained from an employment agency and 17 of the applicants submitting those resumes were invited for an on-site interview, the yield ratio for that agency would be ____%.
|
17%
|
|
Illiteracy in the US is:
|
Increasing.
|
|
Organizations like to hire older workers because:
|
they have proven employment experience.
|
|
Retirees often return to their old employers because:
|
The employers request them to.
|
|
____ organizational structure within firms means that there are fewer positions for promotions.
|
Flatter. The US tends to be "taller;" the rest of the world tends to be "flatter."
|
|
Some labor unions maintain _____ that provide a supply of job applicants.
|
Hiring halls
|
|
The type of information obtained from an applicant should be based on:
|
Job specifications
|
|
The interview remains a mainstay of selection because of all of the following EXCEPT:
|
It absolves the organization of legal liability. (But it's not reliable.)
|
|
The process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study is called:
|
A cross-validation.
|
|
Validity coefficients range from:
|
-1.00 to +1.00.
|
|
Which is the most direct and least complicated type of validity to assess?
|
Content validity (job content)
|
|
Intelligence, mechanical comprehension, and anxiety are examples of:
|
Constructs
|
|
Which of the following is inappropriate on an application form?
|
Asking the applicant to disclose any prior arrests. (Can only ask about convictions; cannot use it against them though unless it's relevant to the job.)
|
|
Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:
-Job satisfaction
-Theft
-Absenteeism
-Job performance
|
Job satisfaction.
|
|
A pre-employment test is an objective and standardized measure of:
|
A sample of employee behavior.
|
|
Interviews as a method of selection are popular for all of the following reasons EXCEPT:
|
Interviews are the most valid method of selection.
|
|
An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:
|
Situational interview.
|
|
A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a _____ model.
|
Multiple cutoff model.
|
|
A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process is referred to as a ____ model.
|
Multiple hurdle model.
|
|
State courts have ruled that companies can be held liable for _____ if they fail to do adequate background checks.
|
Negligent hiring.
|
|
Generally, ______ reference checks are preferable because they save time and provide for greater candor.
|
Telephone.
|
|
Multiple Cutoff Model:
|
A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions.
|
|
Multiple Hurdle Model:
|
A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process.
|
|
Compensatory Model:
|
Allows strong performance in some areas to offset weak performance in other areas.
|
|
Contingency Model:
|
Selecting the correct kind of leader for a certain situation or changing the situation to fit the leadership style.
|
|
Which of the following employers are covered under the Civil Rights Act?
-Organizations hiring Native Americans on or near a reservation
-Bona fide, tax-exempt private clubs
-Religious organizations employing persons of a specific religion
-Unionized organizations
|
Unionized organizations
|
|
The procedural document developed by the Equal Employment Opportunity Commission is the:
|
Uniform Guidelines on Employee Selection procedures.
|
|
The examination of the attitudes and activities of a company's workforce refers to:
|
A cultural audit
|
|
Which of the following is one of the largest expenditures of service companies?
-Production costs
-Marketing costs
-Labor costs
-Distribution costs
|
Labor costs
|
|
Markov analysis is used to track an organization's internal supply of labor.
|
True
|
|
The realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.
|
True
|
|
At least one research study has found that managers often hire external candidates rather than promote their current employees is because they have a tendency to overvalue unfamiliar candidates and undervalue known ones.
|
True
|
|
Even when a job opening is described thoroughly in an advertisement, many unqualified applicants will still apply.
|
True
|
|
In a boundary-less career, individuals see themselves as free agents who move proactively from employer to employer.
|
True
|
|
Glass ceiling audits avoid or prevent fines by government.
|
True
|
|
According to Dr. B, about 20% (15-25%) of the local adult population is functionally illiterate. That is, they lack the reading and writing abilities needed to handle the minimal demands of job performance.
|
True
|
|
There is a correlation between the accuracy and completeness of an advertisement, and recruit success.
|
True
|
|
Yield ratios could be calculated for each recruiting source.
|
True
|
|
The vision is the basic purpose of the organization.
|
False; mission.
|
|
Changes in labor supply can place limits on the strategies available to firms.
|
True
|
|
Forecasting is frequently more an art than a science, providing inexact approximations rather than absolute results.
|
True
|
|
Trend analysis, as described in our text, relies on a single business factor.
|
True
|
|
Succession planning is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions.
|
True
|
|
Shared values act as a guiding parameter for strategic planing.
|
True
|
|
A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.
|
True
|
|
Calculating separation costs and training investment factors are component measures of human capital.
|
True
|
|
The quality of fill metric attempts to measure how well new hires that fill positions are performing on the job.
|
True
|
|
Human resources planning is:
|
The process of anticipating and making provision for movement of people into, within, and out of an organization.
|
|
Strategic knowledge workers:
|
have firm-specific skills directly related to company strategy.
|
|
Trend analysis includes all of the following steps EXCEPT:
-Selecting a business factor
-Soliciting expert opinions
-Computing a productivity ratio
-Plotting historical trends
|
Soliciting expert opinions
|
|
The Delphi technique:
|
Attempts to decrease subjectivity of forecasts.
|
|
An analysis of the number and percentage of employees in each job from year to year, with proportions of those who are promoted, demoted, transferred, or exit the organization is called:
|
Markov analysis
|
|
Talent inventories can be used to develop ____, which list current jobholders and identify possible replacements.
|
Replacement charts
|
|
Shared values act as _____ for strategic planning.
|
Guiding parameters
|
|
Benchmarking refers to:
|
The process of identifying the best practice of a firm in a given area and comparing your practices to theirs.
|
|
Measures of turnover costs include:
|
Separation costs and training program costs.
|
|
Cross-training, job rotations, and the like results in ____ within the organization.
|
Resource flexibility
|
|
Environmental factors that are frequently attended to by organizations include all of the following EXCEPT:
-Economic factors
-Demographic trends
-Technological changes
-Employee turnover and absenteeism rates
|
Employee turnover and absenteeism rates.
|
|
Layoff decisions are frequently based on:
|
Seniority
|
|
The first step in strategic planning is:
|
establish a mission, vision, and values for the organization.
|
|
At the fundamental level, strategy focuses on creating _____ value.
|
Customer value.
|
|
Of the following recruitment sources, this source is the most likely to lead to charges of inbreeding and the possible violation of EEO regulations:
|
employee referrals
|
|
____ is/are the way most job positions are filled.
|
Word of mouth recommendations.
|
|
The fees charged by search firms can range anywhere from ____% of the annual salary for the position to be filled.
|
25-40%
|
|
A means by which organizations can assess and weigh the knowledge and skills that each of its jobs requires is ______.
|
Competency analysis
|
|
Internal barriers to career development include:
|
Rigid job specifications
|
|
The Society for Human Resource Management reports that companies with fewer than fifty employees can save anywhere from _____ in time and labor costs annually.
|
$5,000-$50,000
|
|
In performing a glass ceiling review to assess equal access, the Department of Labor looks for all of the following EXCEPT:
-Upper-level special assignments
-Desirable compensation packages
-Stability in middle-level managerial positions
-International assignments
|
Stability in middle-level managerial positions.
|
|
Many manufacturers have relocated to the South because:
|
lower-cost labor is plentiful there and unions are less prevalent than they are in the North.
|
|
To proactively manage change, organizations should wait to see how external forces impact an organization's performance, then develop a plan to address those changes.
|
False; reactively
|
|
Human capital is owned by the organization and is part of the company's core competencies.
|
False. Human capital IS part of the company's core competencies though.
|
|
Companies are increasingly rotating non-HR managers into HR positions and vice versa to give exposure to different areas of the organization.
|
True
|
|
Labor costs are one of the largest expenditures of any organization.
|
True
|
|
Some organizations have instituted "No Layoff" policies to help preserve institutional memory and worker productivity.
|
True
|
|
____ is closely related to corporate social responsibility.
|
Sustainability
|
|
Women who are employed full-time today earn about ____ of what men employed full-time make.
|
80% (technically 78%)
|
|
Managers have to find ways to empower employees and encourage their participation and involvement to more fully utilize human capital because:
|
employee skills often go unused.
|
|
Approximately ____ of the US economy today is affected by international competition, including small companies.
|
70-85%
|
|
A Watson Wyatt study showed that companies with excellent recruiting and retention policies provide a ____ return to shareholders compared to those that do not.
|
1.4% higher rate of return
|
|
Managers are concerned that the expertise of employees will be rapidly drained from their companies because:
|
large portions of some workforces are nearing retirement.
|
|
In an attitude survey of 3,000 workers, 86% of workers said that ____ were their top priorities.
|
Work fulfillment and work-life balance.
|
|
Which of the following is NOT an issue related to employee rights?
-Equal pay for equal work
-Whistle blowing
-Concerns for privacy
-Job sharing
|
Job sharing
|
|
Today, about _____% of women in the US 16 years of age and older participate in the work force.
|
60%
|
|
The Equal Pay Act makes it illegal to discriminate against people in terms of the pay, employee benefits, and pension they earn based on their gender when they do equal work.
|
True
|
|
Early nondiscrimination laws failed to give enforcement power to the agencies charged with upholding them.
|
True
|
|
"Reasonable accommodation" for a disability may include reassignment to another, vacant position.
|
True
|
|
Employers are guilty of sexual harassment if they permit their customers to sexually harass their employees.
|
True
|
|
The BFOQ exception does not apply to discrimination based on national origin.
|
False
|
|
The ADAAA narrowed the scope of the ADA.
|
False
|
|
A factor that appears to have influenced the growth of EEO legislation is:
|
The changing attitudes of society at large.
|
|
An employee alleging discrimination can sue both the manager/supervisor of a company and the company itself because:
|
The manager or supervisor perform their job as agents of the company.
|
|
An important step in avoiding discriminatory practices during selection is to:
|
Use validation studies to demonstrate the job-relatedness of a selection instrument.
|
|
According to the Uniform Guidelines, a rule of thumb that identifies selection practices that favor a disproportionate number of non-protected class members is known as the:
|
4/5 rule
|
|
An employer interviews 100 qualified applicants, 60 white and 40 black. If 30 whites are hired, what is the least number of blacks that should be hired to AVOID charges of adverse impact?
|
16
|
|
Legally, an affirmative action program is required when:
|
A firm has a federal contract exceeding $50,000.
|
|
Predictions about age discrimination claims point to:
|
a steady increase.
|
HB 307: CH 10 Quiz