Question 1

The ________ made it legal for workers to organize into unions.

Accepted Answer

A) Fair Labor Standards Act 
B) Civil Rights Act 
C) National Labor Relations Act 
D) Occupational Safety and Health Act 
E) Equal Employment Opportunity Act 
A) Fair Labor Standards Act 
B) Civil Rights Act 
C) National Labor Relations Act 
D) Occupational Safety and Health Act 
E) Equal Employment Opportunity Act

Question 2

Ability and performances tests are useful tools for evaluating the potential of job applicants in performing particular jobs. These tests are part of the ________ process.

Accepted Answer

A) feedback 
B) selection 
C) appraisal 
D) recruiting 
E) training 
A) feedback 
B) selection 
C) appraisal 
D) recruiting 
E) training

Question 3

To identify top candidates for positions within her technology firm, Nina networks with engineering professors and hosts informational sessions on campuses across the country. Nina is performing

Accepted Answer

A) training and development. 
B) labor relations. 
C) recruitment and selection. 
D) performance appraisal. 
E) human resources management. 
A) training and development. 
B) labor relations. 
C) recruitment and selection. 
D) performance appraisal. 
E) human resources management.

Question 4

________ is often utilized for employee development but not for training.

Accepted Answer

A) Simulation 
B) Classroom instruction 
C) On-the-job training 
D) Formal education 
E) Role-playing 
A) Simulation 
B) Classroom instruction 
C) On-the-job training 
D) Formal education 
E) Role-playing

Question 5

Discuss the reasons why managers may choose to outsource and also identify the disadvantages of outsourcing for an organization.

Accepted Answer

Two reasons why human resource planning

Question 6

________ refers to a manager's evaluation of a subordinate's job performance and his or her contributions to the organization.

Accepted Answer

A) A 360-degree appraisal 
B) Job analysis 
C) Feedback 
D) Performance testing 
E) Performance appraisal 
A) A 360-degree appraisal 
B) Job analysis 
C) Feedback 
D) Performance testing 
E) Performance appraisal

Question 7

________ is the process of a manager sharing evaluation information with a subordinate regarding contributions to the organization, giving the subordinate an opportunity to reflect on the evaluation, and working with the subordinate on a development plan.

Accepted Answer

A) A 360-degree appraisal 
B) A trait appraisal 
C) Performance feedback 
D) A behavioral appraisal 
E) Job enrichment 
A) A 360-degree appraisal 
B) A trait appraisal 
C) Performance feedback 
D) A behavioral appraisal 
E) Job enrichment

Question 8

Gathering background information, performance tests, physical ability tests, and references are all examples of ________ tools.

Accepted Answer

A) selection 
B) performance appraisal 
C) subjective appraisal 
D) quality assurance 
E) objective appraisal 
A) selection 
B) performance appraisal 
C) subjective appraisal 
D) quality assurance 
E) objective appraisal

Question 9

The ________ component of an HRM system ensures employees have the knowledge and skills needed to perform their jobs effectively now as well as in the future.

Accepted Answer

A) recruitment and selection 
B) labor relations 
C) performance appraisal 
D) performance feedback 
E) training and development 
A) recruitment and selection 
B) labor relations 
C) performance appraisal 
D) performance feedback 
E) training and development

Question 10

Explain the five major components of a human resource management system.

Accepted Answer

There are five major components of an HR

Question 11

An assembly plant industrial robots to aid in the complex process of welding and moving parts from station to station. The company trains its employees before they start working on these machines with simulation-based learning. Explain why simulation is a good training tool for these assembly plant workers.

Accepted Answer

Simulations can be part of classroom ins

Question 12

Identify four employee appraisal feedback sources in addition to an employee's direct manager. What might be a downside of incorporating this additional information?

Accepted Answer

Self-appraisals, peer appraisals, subord

Question 13

As foreman, part of Jaleel's job is to monitor company adherence to union contracts and meet monthly with union representatives to work through any concerns facing the factory workers. This demonstrates Jaleel's responsibility for

Accepted Answer

A) employee benefits. 
B) labor relations. 
C) performance feedback. 
D) human resource planning. 
E) performance appraisals. 
A) employee benefits. 
B) labor relations. 
C) performance feedback. 
D) human resource planning. 
E) performance appraisals.

Question 14

________ refer(s)to a job change within an organization that entails no major change in responsibility or authority level.

Accepted Answer

A) A promotion 
B) A lateral move 
C) A demotion 
D) Internal recruitment 
E) Insourcing 
A) A promotion 
B) A lateral move 
C) A demotion 
D) Internal recruitment 
E) Insourcing

Question 15

Newly hired drivers for a beverage distributor participate in ________ training, by riding along with an experienced driver to familiarize themselves with routes, customer-receiving procedures, and inventory display practices.

Accepted Answer

A) simulation 
B) classroom 
C) on-the-job 
D) developmental 
E) role-playing 
A) simulation 
B) classroom 
C) on-the-job 
D) developmental 
E) role-playing

Question 16

The ________ component of an HRM system serves a developmental purpose by providing employees valuable information about their strengths and weaknesses.

Accepted Answer

A) recruitment and selection 
B) labor relations 
C) performance appraisal and feedback 
D) pay and benefits 
E) training and development 
A) recruitment and selection 
B) labor relations 
C) performance appraisal and feedback 
D) pay and benefits 
E) training and development

Question 17

A(n)________ clusters jobs into categories reflecting their relative importance to the organization and its goals, the levels of skill required, and other characteristics considered important by managers.

Accepted Answer

A) employee title 
B) pay structure 
C) job analysis 
D) job description 
E) pay level 
A) employee title 
B) pay structure 
C) job analysis 
D) job description 
E) pay level

Question 18

Rather than hiring a receptionist, a real estate agency decided to use an administrative services company to contract someone for select days each week. This is an example of

Accepted Answer

A) job sharing. 
B) external recruitment. 
C) outsourcing. 
D) temporary recruitment. 
E) offshoring. 
A) job sharing. 
B) external recruitment. 
C) outsourcing. 
D) temporary recruitment. 
E) offshoring.

Question 19

When trait appraisals are used,

Accepted Answer

A) managers focus on the outcomes of work behaviors. 
B) it is important that employees possess specific traits to ensure high job performance. 
C) evaluations may be viewed as unfair or discriminatory by employees. 
D) managers can give employees feedback to help significantly improve performance. 
E) the characteristic traits are usually short-lived and change often. 
A) managers focus on the outcomes of work behaviors. 
B) it is important that employees possess specific traits to ensure high job performance. 
C) evaluations may be viewed as unfair or discriminatory by employees. 
D) managers can give employees feedback to help significantly improve performance. 
E) the characteristic traits are usually short-lived and change often.

Question 20

________ is an example of a benefit that is legally required and therefore not optional.

Accepted Answer

A) Life insurance 
B) Unemployment insurance 
C) Vacation time 
D) Dental insurance 
E) Subsidized day care 
A) Life insurance 
B) Unemployment insurance 
C) Vacation time 
D) Dental insurance 
E) Subsidized day care

The ________ made it legal for workers to organize into unions.

Ability and performances tests are useful tools for evaluating the potential of job applicants in performing particular jobs. These tests are part of the ________ process.

To identify top candidates for positions within her technology firm, Nina networks with engineering professors and hosts informational sessions on campuses across the country. Nina is performing

________ is often utilized for employee development but not for training.

Discuss the reasons why managers may choose to outsource and also identify the disadvantages of outsourcing for an organization.

________ refers to a manager's evaluation of a subordinate's job performance and his or her contributions to the organization.

________ is the process of a manager sharing evaluation information with a subordinate regarding contributions to the organization, giving the subordinate an opportunity to reflect on the evaluation, and working with the subordinate on a development plan.

Gathering background information, performance tests, physical ability tests, and references are all examples of ________ tools.

The ________ component of an HRM system ensures employees have the knowledge and skills needed to perform their jobs effectively now as well as in the future.

Explain the five major components of a human resource management system.

Identify four employee appraisal feedback sources in addition to an employee's direct manager. What might be a downside of incorporating this additional information?

As foreman, part of Jaleel's job is to monitor company adherence to union contracts and meet monthly with union representatives to work through any concerns facing the factory workers. This demonstrates Jaleel's responsibility for

________ refer(s)to a job change within an organization that entails no major change in responsibility or authority level.

Newly hired drivers for a beverage distributor participate in ________ training, by riding along with an experienced driver to familiarize themselves with routes, customer-receiving procedures, and inventory display practices.

The ________ component of an HRM system serves a developmental purpose by providing employees valuable information about their strengths and weaknesses.

A(n)________ clusters jobs into categories reflecting their relative importance to the organization and its goals, the levels of skill required, and other characteristics considered important by managers.

Rather than hiring a receptionist, a real estate agency decided to use an administrative services company to contract someone for select days each week. This is an example of

When trait appraisals are used,

________ is an example of a benefit that is legally required and therefore not optional.

Managers and Managing

The Evolution of Management Thought

Values Attitudes, Emotions, and Culture: the Manager As a Person

Ethics and Social Responsibility

Managing Diverse Employees in a Multicultural Environment

Managing in the Global Environment

Decision Making, Learning, Creativity, and Entrepreneurship

The Manager As a Planner and Strategist

Value Chain Management Functional Strategies for Competitive Advantage

Managing Organizational Structure and Culture

Organizational Control and Change

Motivation and Performance

Leadership

Effective Groups and Teams

Promoting Effective Communication

Managing Conflict, Politics, and Negotiation

Using Advanced Information Technology to Increase Performance

Filters

Exam 12: Human Resource Management

The ________ made it legal for workers to organize into unions.

Ability and performances tests are useful tools for evaluating the potential of job applicants in performing particular jobs. These tests are part of the ________ process.

To identify top candidates for positions within her technology firm, Nina networks with engineering professors and hosts informational sessions on campuses across the country. Nina is performing

________ is often utilized for employee development but not for training.

Discuss the reasons why managers may choose to outsource and also identify the disadvantages of outsourcing for an organization.

________ refers to a manager's evaluation of a subordinate's job performance and his or her contributions to the organization.

________ is the process of a manager sharing evaluation information with a subordinate regarding contributions to the organization, giving the subordinate an opportunity to reflect on the evaluation, and working with the subordinate on a development plan.

Gathering background information, performance tests, physical ability tests, and references are all examples of ________ tools.

The ________ component of an HRM system ensures employees have the knowledge and skills needed to perform their jobs effectively now as well as in the future.

Explain the five major components of a human resource management system.

Identify four employee appraisal feedback sources in addition to an employee's direct manager. What might be a downside of incorporating this additional information?

As foreman, part of Jaleel's job is to monitor company adherence to union contracts and meet monthly with union representatives to work through any concerns facing the factory workers. This demonstrates Jaleel's responsibility for

________ refer(s)to a job change within an organization that entails no major change in responsibility or authority level.

Newly hired drivers for a beverage distributor participate in ________ training, by riding along with an experienced driver to familiarize themselves with routes, customer-receiving procedures, and inventory display practices.

The ________ component of an HRM system serves a developmental purpose by providing employees valuable information about their strengths and weaknesses.

A(n)________ clusters jobs into categories reflecting their relative importance to the organization and its goals, the levels of skill required, and other characteristics considered important by managers.

Rather than hiring a receptionist, a real estate agency decided to use an administrative services company to contract someone for select days each week. This is an example of

When trait appraisals are used,

________ is an example of a benefit that is legally required and therefore not optional.

Managers and Managing

The Evolution of Management Thought

Values Attitudes, Emotions, and Culture: the Manager As a Person

Ethics and Social Responsibility

Managing Diverse Employees in a Multicultural Environment

Managing in the Global Environment

Decision Making, Learning, Creativity, and Entrepreneurship

The Manager As a Planner and Strategist

Value Chain Management Functional Strategies for Competitive Advantage

Managing Organizational Structure and Culture

Organizational Control and Change

Motivation and Performance

Leadership

Effective Groups and Teams

Promoting Effective Communication

Managing Conflict, Politics, and Negotiation

Using Advanced Information Technology to Increase Performance

Filters