Exam 12: Managing Human Resources

A labour union is an organization that represents workers and seeks to protect their interests.

In cases involving sexual harassment, the courts want to know two things: did the organization know about or should it have known about the alleged behaviour and __________?

Which of the following performance appraisal methods is often used to evaluate managers and professional employees based on the accomplishment of specific goals that were jointly established with their superiors?

Economic downturn has led to more permanent, full-time jobs in most countries.

Steve, a human resource manager, wants to let potential candidates know about the minimum qualifications that they should possess in order to successfully perform the jobs they have applied for. What should he do?

explain why human resource management (HRM) is important to organizational success.

Refer to the scenario below to answer the following questions. New Recruits Needed ASAP at PASA Corp (Scenario) Ken is manager of recruitment at PASA Corporation. Business is booming, and the vice-president of human resources has asked Ken to hire 20 new employees by the end of the month. He tells Ken, "I don't care where you find them, just try to get some people in here who will do a good job!" Ken considers the various sources of job candidates and wonders which one will produce the best applicants on such short notice. -Regardless of the source Ken chooses, he must ensure that all hiring decisions are made without regard to race, sex, religion, age, colour, national origin, or disability in accordance with the __________.

One of the final activities of the human resource management process ensures ________.

A written statement of what a job holder does, how it is done, and why it is done is known as a __________.

Which of the following is an example of a high-performance work practice?

Every Canadian province and territory has human rights laws that prohibit employment discrimination based on race, sex, religion, age, political belief, national origin, language, or prior conviction.

In skill-based pay systems, an employee's job title defines his or her pay category.

Recruitment is defined as the process of screening job applicants to determine who is best qualified for the job.

Human resource planning can be condensed into two steps: assessing current human resources and assessing and meeting future resource needs.

Refer to the scenario below to answer the following questions. Human Resources Selection (Scenario) Denise has been asked by her boss, Stephen, the vice-president of human resources, to review the selection methods their firm has been using and to recommend improvements for future recruiting. It seems that recent hires have not been working out, and this has caused friction between the human resources department and the front-line managers who have to utilize the talent sent to them. In addition, there was currently a need to hire some top executives in the company, and due to the responsibility these positions carry, Stephen wanted to ensure they selected the best possible candidates. -Since __________ are essentially worthless as a selection tool, Denise will recommend that they stop using them.

Refer to the scenario below to answer the following questions. Performance Appraisal Methods (Scenario) Carly has just returned from a conference on performance appraisal methods. It was an interesting conference and it generally confirmed what Carly had suspected about her company's performance management system-it required some drastic revision! The company's current method is to have the immediate supervisor write out an evaluation of each individual employee. This method is time-consuming for the supervisors, and is as much a test of their writing skills as it is an evaluation of actual employee performance. Carly considered three alternative methods to replace the current system. The first method was one of the oldest and most popular performance appraisals. It involved listing a set of performance factors such as quantity of work, quality of work, level of cooperation, etc., and then rating each factor on an incremental scale. The second alternative method involved a system that focused on specific and measurable job behaviours. It required appraisers to rate employees according to numbered items which each represented actual job behaviours, rather than general descriptions or traits. The third alternative method was very results-oriented and was often used to evaluate managers and professional employees based on their accomplishment of specific goals that had been jointly established with their superiors. -What is the second alternative method that Carly is considering?

Screening job applicants to ensure that the most appropriate candidates are hired is called the __________ process.

In times of organizational crisis, one option for improving profits is to downsize.

__________ is a process of setting standards and measuring employee performance to arrive at performance standards.

Which of the following statements concerning current issues in human resource management is most accurate?