MGT Ch. 9 — HR Management – Flashcards
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Which of the following is not a recommended way to stand out in a new job?
A.
Come in early and stay late to observe others.
B.
Underpromise.
C.
Be aware of the power of first impressions.
D.
Make it easy for others to give you feedback.
E.
Overdeliver.
answer
B.
Underpromise.
question
The activities managers perform to plan for, attract, develop, and retain an effective workforce are called
A.
personnel development.
B.
contingency planning.
C.
human resource management.
D.
job analysis.
E.
performance appraisal.
answer
C.
human resource management.
question
The strategic human resource management process includes which of these?
A.
Plan financial resources needed.
B.
Identify social capital.
C.
Orient, train, and develop.
D.
Investigate competitive job positions.
E.
Correct underperformance.
answer
C.
Orient, train, and develop.
question
What is the final step in the strategic human resource management process?
A.
Plan future human resources needs.
B.
Perform appraisals of people.
C.
Assess success of recruitment process.
D.
Orient, train, and develop people.
E.
Recruit and select people.
answer
B.
Perform appraisals of people.
question
The economic or productive potential of employee knowledge and actions is called
A.
human capital.
B.
labor capital.
C.
social capital.
D.
potential capital.
E.
productivity capital.
answer
A.
human capital.
question
Among aspects of ________ are goodwill, mutual respect, cooperation, and teamwork.
A.
relational capital
B.
social capital
C.
personal capital
D.
productivity capital
E.
human capital
answer
B. social capital
Social capital is the economic or productive potential of strong, trusting, and cooperative relationships. Among aspects of social capital are goodwill, mutual respect, cooperation, trust, and teamwork.
question
The purpose of the strategic human resource process is to
A.
maintain a stable workforce for the minimum expense.
B.
inform the grand strategy.
C.
formulate human resource-sensitive strategic plans.
D.
find the human resources needed in a timely fashion.
E.
get optimal work performance to help realize company's mission and vision.
answer
E.
get optimal work performance to help realize company's mission and vision.
question
A specialist at UPS that rides with couriers to learn about delivery time measurements and potential service problems is conducting a job
A.
posting.
B.
specification.
C.
analysis.
D.
description.
E.
rotation.
answer
C.
analysis.
The purpose of job analysis is to determine, by observation and analysis, the basic elements of a job. Specialists who do this interview job occupants about what they do, observe the flow of work, and learn how results are accomplished. For example, United Parcel Service has specialists who ride with the couriers and time how long it takes to deliver a load of packages and note what problems are encountered (traffic jams, vicious dogs, recipients not home, and so on).
question
Susan had been working as an executive assistant to the president for nearly 20 years, so when she retired no one had a good idea of all that her job entailed. Before she left, Ben sat with her for two weeks to observe her duties and ask her the details of all functions. Ben was performing a
A.
behavioral-description interview.
B.
performance appraisal.
C.
informal appraisal.
D.
job analysis.
E.
job rotation.
answer
D.
job analysis.
The purpose of job analysis is to determine, by observation and analysis, the basic elements of a job. Specialists who do this interview job occupants about what they do, observe the flow of work, and learn how results are accomplished.
question
A ______ summarizes what the holder of the job does and how and why he or she does it.
A.
job specification
B.
realistic job preview
C.
job description
D.
job analysis
E.
performance appraisal
answer
C. job description
Once the fundamentals of a job are understood, then you can write a job description, which summarizes what the holder of the job does and how and why he or she does it.
question
In considering the staffing an organization might need in the future, human resource managers should
A. focus efforts on replacing those who retire or resign.
B. assume that the organization will not change much.
C. assume that there will be radical changes in the supply of labor and the nature of the organization's jobs, so planning here must be deferred.
D. understand the organization's vision and strategy and hire to support them.
E. hire 10% more people than were needed last year to cover possible growth.
answer
D. understand the organization's vision and strategy and hire to support them.
Better than assuming the status quo is to assume the organization will change. Thus, you need to understand the organization's vision and strategic plan so that the proper people can be hired to meet the future strategies and work.
question
A report listing your organization's employees by name, education, training, languages, and other important information is called a(n)
A.
human resource inventory.
B.
labor register.
C.
skills record.
D.
job analysis.
E.
employee database.
answer
A.
human resource inventory.
question
Gwen, an HR manager, was using reports from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau for information about her industry's labor pool in her geographic area. Gwen is planning to
A.
perform a job analysis.
B.
recruit from inside the organization.
C.
analyze human capital.
D.
develop an affirmative action program.
E.
recruit from outside the organization.
answer
E.
recruit from outside the organization.
You can recruit employees from either inside or outside the organization. In looking outside, you need to consider the availability of talent in your industry's and geographical area's labor pool, the training of people graduating, and such factors as what kind of people are moving into your area. The U.S. Bureau of Labor Statistics and the U.S. Census Bureau issue reports on such matters.
question
Passed in 1935, the ______ Act resulted in the National Labor Relations Board.
A.
Wagner
B.
Social Security
C.
Taft-Hartley
D.
Occupational Safety and Health
E.
Civil Rights
answer
A.
Wagner
Legislation passed in 1935 (the Wagner Act) resulted in the National Labor Relations Board, which enforces procedures so employees may vote to have a union and for collective bargaining.
question
Which piece of legislation first established the U.S. federal minimum wage?
A.
Wagner Act
B.
Social Security Act
C.
Fair Labor Standards Act
D.
Occupational Safety and Health Act
E.
Civil Rights Act
answer
C.
Fair Labor Standards Act
Passage of the Fair Labor Standards Act of 1938 established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage.
question
The ______ Act established the Equal Employment Opportunity Commission.
A.
Equal Pay
B.
Wagner
C.
Social Security
D.
Occupational Safety and Health
E.
Civil Rights
answer
E.
Civil Rights
The effort to reduce discrimination in employment based on racial, ethnic, and religious bigotry and gender stereotypes began with Title VII of the Civil Rights Act of 1964. This established the Equal Employment Opportunity (EEO) Commission, which enforces antidiscrimination laws.
question
Which of the following protects employees who raise accusations of fraud to a federal agency?
A.
Privacy Act
B.
Civil Rights Act
C.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
D.
Sarbanes-Oxley Act
E.
Polygraph Protection Act
answer
D.
Sarbanes-Oxley Act
The Sarbanes-Oxley Act prohibits employers from demoting or firing employees who raise accusations of fraud to a federal agency (see Table 9.1).
question
The law that requires an extension of health insurance benefits after termination is the
A.
Health Insurance Portability and Accountability Act (HIPAA)
B.
Social Security Act
C.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
D.
Occupational Safety and Health Act
E.
Civil Rights Act
answer
C. Consolidated Omnibus Budget Reconciliation Act (COBRA)
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires an extension of health insurance benefits after termination (see Table 9.1).
question
Which of the following requires employers with more than 50 employees to provide health insurance?
A.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
B.
Occupational Safety and Health Act
C.
Health Insurance Portability and Accountability Act (HIPAA)
D.
Social Security Act
E.
Patient Protection and Affordable Care Act
answer
E. Patient Protection & Affordable Care Act
The Patient Protection and Affordable Care Act requires employers with more than 50 employees to provide health insurance (see Table 9.1).
question
A California software firm was growing rapidly and hiring frequently, but primarily focused on campus recruiting at Berkeley and Stanford. When one older candidate did not get an interview after a phone screening, he went to the company's website and noted all of the young people in charge. He filed a discrimination lawsuit based on which law?
A.
Civil Rights Act
B.
Age Discrimination in Employment Act
C.
Americans with Disabilities Act
D.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
E.
Sarbanes-Oxley Act
answer
B. Age Discrimination in Employment Act
The Age Discrimination in Employment Act (ADEA) prohibits discrimination in employees over 40 years old and restricts mandatory retirement (see Table 9.1).
