Complete Test Bank Chapter 13 Human Resource Management - Management 14e Test Bank with Key by John R. Schermerhorn Jr.. DOCX document preview.

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Complete Test Bank Chapter 13 Human Resource Management

Chapter 13: Human Resource Management

True/False

  1. Social capital is the economic value of people with job-relevant knowledge, skills, abilities, experience, ideas, energies, and commitments.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The goal of human resource management is to support organizational performance by aligning people and their talents with organizational strategies and objectives.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Person–organization fit is the extent to which an individual’s values, interests, and behavior are consistent with the culture of his or her organization.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The strategic role of HRM does not extend to supporting core values and corporate culture.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Equal employment opportunity laws typically focus on gender and race.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. It is illegal under Title VII and the two Equal Opportunity Acts to consider sex, race, color, ethnicity, national origin, able-bodiedness, or religion in hiring, promoting, compensating, terminating, or in any way changing someone’s terms of employment.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. It is illegal under Title IX to consider sex, race, color, ethnicity, national origin, able-bodiedness, or religion in hiring, promoting, compensating, terminating, or in any way changing someone’s terms of employment.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The focus of the employment laws Title VII and the two Equal Opportunity Acts are on gender and race when hiring.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The use of bona fide occupational qualifications based on sex, religion, age, and national origin are not allowed under any circumstances.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Quid pro quo sexual harassment occurs when job decisions are made based on whether an employee submits to or rejects sexual advances.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Comparable worth means that people with the same job should be paid the same regardless of their race.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Comparable worth holds that truck drivers and teachers should be paid the same since they are similar jobs and that teachers only get paid less than truck drivers because the teaching profession is traditionally a female occupation while the truck driving profession is traditionally a male occupation.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Technology makes it easy for employers to invade employees’ privacy, so employees should assume they have no privacy at work.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

14. A job analysis lists the qualifications required of a job holder.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Recruiting websites such as Monster and CareerBuilder are sources of internal recruits.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. External recruitment brings outsider applicants with fresh perspectives, expertise, and work experience; but extra effort is needed to get reliable information on them.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Higher levels of early job satisfaction, greater trust in an organization, and less inclination to quit prematurely are among the expected benefits of traditional recruitment practices.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Lift-cam Inc. has an immediate need for accountants and does not have sufficient funds to invest in training. Hence, hiring for best existing qualifications, rather than the best person, should be preferred.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. In an assessment center, applicants are evaluated while performing actual work tasks.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The best employers arrange entry experiences for new employees so that they can “learn the ropes” and become familiar with “the ways things are done”.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Mentoring is a form of off-the-job training in which early-career employees are formally assigned as protégés to senior persons.

Learning Objective: 13.3

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. The evaluation purpose of performance appraisal focuses on future performance.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. All trait-based performance appraisal methods tend to be very subjective and as a result, have relatively poor reliability and validity.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The critical-incident technique is a behavior-based approach that can reduce the influence of recency bias on evaluations.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Results-based performance measures may ignore the impact of circumstances beyond an employee’s control, such as economic conditions or poor performance by someone else.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. 360-degree appraisals may include self-evaluations by a job holder to identify strengths, weaknesses, and development needs.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. If you are part of a merit pay system, your pay increases will be based on some assessment of how well you perform.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In contrast to straight bonuses, profit-sharing plans allow employees to share in cost savings or productivity gains realized by their efforts.

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The logic behind stock options is that the option holders will work hard so that their company performs well and they reap some of the financial benefits.

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Employee benefits are monetary forms of compensation like travel costs and other reimbursements.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The potential benefits of early retirement incentive programs for employers are opportunities to lower payroll costs by reducing positions and replacing higher-wage workers with less expensive newer hires.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The principle of employment-at-will gives employees the right to quit their job at any time for any reason.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Labor unions are organizations to which employers belong and that deal with workers on the employers’ behalf.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Affirmative action is the process through which labor and management representatives negotiate, administer, and interpret labor contracts.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

Multiple Choice Questions

  1. _____ is the degree to which an individual is achievement-oriented, careful, hard-working, organized, persevering, responsible, and thorough.
  2. Veracity
  3. Fecundity
  4. Righteousness
  5. Conscientiousness
  6. Precariousness

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is true of people high on conscientiousness?
    1. They tend to be laid back.
    2. They are always overachievers.
    3. They always feel guilty about taking breaks.
    4. They are self-disciplined.
    5. They are often procrastinators.

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Which of the following is true of conscientiousness?
  2. Conscientious individuals pay less attention to the details of their jobs.
  3. The job performance of conscientious individuals always tends to decrease over time.
  4. Conscientiousness is the extent to which a person exhibits a high-Mach personality.
  5. Conscientiousness decreases performance in training programs.
  6. Conscientiousness improves the job knowledge of employees.

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. _____ is the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments.
    1. Human capital
    2. Operating capital
    3. Risk capital
    4. Venture capital
    5. Financial capital

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is a process of attracting, developing, and maintaining a talented work force.
    1. Customer relationship management
    2. Human resource management
    3. Database management
    4. Supply chain management
    5. Enterprise feedback management

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. HRM specialists within organizations deal with _____.
  2. inventory management
  3. quality assurance
  4. publicity
  5. customer feedback
  6. employee relations

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is an HRM job title?
  2. Chief Information Officer
  3. Chief Sales Officer
  4. Chief Talent Officer
  5. Chief File Officer
  6. Chief Marketing Officer

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The goal of human resource management is to _____.
  2. maintain the files and databases of an organization
  3. enhance organizational performance through the effective utilization of people
  4. control the promotion and advertising expenditures
  5. represent a business and sell its merchandise to customers in a store
  6. maintain and audit all the business accounts of an organization

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is involved in the HRM task of attracting a quality workforce?
  2. Performance management
  3. Career development
  4. Human resource planning
  5. Labor–management relations
  6. Compensation and benefits

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is involved in the HRM task of developing a quality workforce?
  2. Employee recruitment
  3. Employee selection
  4. Employee orientation
  5. Retention and turnover
  6. Compensation and benefits

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Which of the following is involved in the HRM task of maintaining a quality workforce?
  2. Employee selection
  3. Training and development
  4. Performance management
  5. Labor–management relations
  6. Employee recruitment

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ fit is the extent to which an individual’s knowledge, skills, experiences, and personal characteristics are consistent with the requirements of their work.
    1. Person–team
    2. Person–job
    3. Person–organization
    4. Employer–person
    5. Person–manager

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ fit is the extent to which an individual’s values, interests, and behavior are consistent with the culture of his or her organization.
    1. Manager–person
    2. Person–team
    3. Employer–organization
    4. Person–job
    5. Person–organization

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. ____ are psychological contracts that summarize mutually beneficial exchanges of values between individuals and organizations.
    1. Bona fide occupational qualifications
    2. Employee value propositions
    3. Equal employment opportunities
    4. Independent contractors
    5. Job specifications

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The purpose of _____ programs is to ensure that women and minorities are represented in the workforce in proportion to their labor market availability.
  2. realistic recruiting
  3. bona fide occupational qualifications
  4. affirmative action
  5. employee assistance
  6. discriminative action

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The use of bona fide occupational qualifications based on _____ is not allowed under any circumstances.
    1. sex
    2. religion
    3. age
    4. national origin
    5. race

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. ____ discrimination based on a person’s physical sex is illegal under Title ___.
    1. Gender; VII
    2. Gender; IX
    3. Pay; VII
    4. Pay; IX

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ discrimination penalizes people for being more than 40.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ discrimination based on a person’s physical sex is illegal under Title VII.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ discrimination occurs when men and women are paid differently for doing the same work.
    1. Age
    2. Pay
    3. Pregnancy
    4. Racial
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ discrimination based on a woman’s maternal status.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ discrimination is employment bias towards job seekers or job holders who are lesbian, gay, bisexual, or transgendered.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ occurs when someone is denied a job or a job assignment for reasons that are not job-relevant.
    1. Discrimination
    2. Domination
    3. Acculturation
    4. Affirmative action
    5. Nepotism

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Title VII of the Civil Rights Act of 1964 prohibits discrimination in all aspects of employment based on _____.
  2. education
  3. national origin
  4. age
  5. pregnancy
  6. family matters

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The Age Discrimination in Employment Act of 1967 prohibits discrimination against persons over ___.
  2. 20
  3. 30
  4. 40
  5. 50
  6. 60

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is true of the Age Discrimination in Employment Act (ADEA)?
    1. It allows employees to lie about their age to their employers.
    2. It does not outlaw discrimination in hiring and promotion.
    3. It requires employers to provide specialized accommodations for aged employees.
    4. It allows statements in job notices or advertisements of age preference and limitations.
    5. It restricts mandatory retirement ages in most employment sectors.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Quid pro quo sexual harassment occurs when _____.
  2. an employee is deliberately provoked by mocking or teasing in an aggressive manner
  3. an employee is playfully but not maliciously harassed
  4. any unwelcome form of sexual conduct creates an intimidating, hostile, or offensive working environment
  5. a job decision is made based on whether an employee submits to or rejects sexual advances
  6. an employee is threatened with physical attack

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. _____ holds that persons performing jobs of similar importance should be paid at comparable levels.
  2. Affirmative action
  3. Equal employment opportunity
  4. Merit pay
  5. Comparable worth
  6. Equality principle

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. All male mechanics at a local garage are paid $50 per day. However, Sally, the sole female employee with the same job role is paid $30. Sally demands that she be paid the same wages as her male counterparts, as she performs the same jobs. Sally's demand is based on the idea of_____.
  2. permatemp
  3. comparable worth
  4. base compensation
  5. recency bias
  6. critical-incident technique

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. _____ are hired as needed and are not part of an organization’s permanent workforce.
  2. Part-time workers
  3. Frontline staff
  4. Independent contractors
  5. Flextime employees
  6. Line managers

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ are workers that are employed in a temporary status for an extended period of time.
  2. Permatemps
  3. Frontline staff
  4. Independent contractors
  5. Flextime employees
  6. Line managers

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is the orderly study of job facets to determine what is done when, where, how, why, and by whom.
  2. Job analysis
  3. Job description
  4. Job specification
  5. Job supervision
  6. Job detailing

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. A job _____ details the duties and responsibilities of a job holder.
    1. specification
    2. description
    3. analysis
    4. evaluation
    5. supervision

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The information in a job analysis can be used to create _____, which list the qualifications required of a job holder.
  2. job specifications
  3. job descriptions
  4. bona fide occupational qualifications
  5. equal employment opportunities
  6. job roles

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is a set of activities designed to attract a qualified pool of job applicants to an organization.
  2. Recruitment
  3. Remuneration
  4. Probation
  5. Orientation
  6. Training

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. When a job vacancy opens at Zappos, where does Zappos start the hiring process?
  2. CareerBuilder
  3. Indeed
  4. LinkedIn
  5. Monster
  6. Zappos Insiders

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. What of the following best describes initial screening?
  2. Conducting personal interviews
  3. Conducting behavioral interviews
  4. Making preliminary contact with potential job candidates
  5. Creating a pool of qualified applicants
  6. Conducting an employment test

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is a method of external recruitment?
  2. Divisional transfers
  3. Company electronic postings
  4. Manager recommendations
  5. Expatriation
  6. Employee referrals

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is a method of internal recruitment?
  2. Recruiting websites
  3. Virtual job fairs
  4. College internship
  5. Employment agencies
  6. Headhunters

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is an advantage of external recruitment?
    1. It is easier to get reliable information on applicants from outside an organization.
    2. It brings outsider applicants with fresh perspectives, expertise, and work experience.
    3. It is usually quicker and focuses on persons whose performance records are well known.
    4. It reduces turnover rates.
    5. It aids in the retention of high-quality employees.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Which of the following is true of traditional recruitment?
    1. It focuses on communicating the positive and negative features of a job.
    2. The negatives of a job are always clearly revealed and not downplayed or concealed.
    3. It leads to higher levels of early job satisfaction and greater trust in an organization.
    4. Employers could suffer lost productivity and the added costs of having to recruit again.
    5. New employees always have less inclination to quit prematurely.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Which of the following is true of realistic job previews?
  2. It focuses on only communicating the most positive features of a job and organization to all applicants.
  3. The negatives of a job are often downplayed or concealed.
  4. It creates unrealistic expectations that cause costly turnover when new hires become disillusioned and quit.
  5. Less inclination of employees to quit prematurely is an expected benefit of using realistic job previews.
  6. Lower levels of early job satisfaction and lesser trust in organizations are the expected consequences of using realistic job previews.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. _____ is the process of choosing individuals to hire from a pool of qualified job applicants.
  2. Orientation
  3. Selection
  4. Assignment
  5. Promotion
  6. Remuneration

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Organizations will often ____ to create a pool of applicants potentially meeting the organizations’ staffing needs.
  2. interview candidates
  3. screen applicant information
  4. bring candidates in for a site visit
  5. conduct a pre-employment check
  6. conduct employment testing

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The _____ of a selection technique refers to the consistency of results provided by the selection device.
  2. validity
  3. accountability
  4. compatibility
  5. reliability
  6. sensitivity

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ means that scores on a selection device have demonstrated links with future job performance.
  2. Compatibility
  3. Reliability
  4. Validity
  5. Equity
  6. Accountability

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The traditional_____ is the most common method of assessment in selection processes.
  2. assessment test
  3. face-to-face interview
  4. work sample
  5. telephone interview
  6. virtual interview

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In _____ interviews, the interviewer asks applicants how they would react when confronted with specific work situations they would be likely to experience on the job.
    1. behavioral
    2. high validity
    3. situational
    4. high reliability
    5. realistic job preview

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In an interview, an interviewer asks a candidate, “Describe a situation in which you disagreed with your superior and how you resolved that situation.” This is an example of a(n) _____ interview.
    1. exit
    2. reference
    3. technical
    4. closed
    5. behavioral

Learning Objective: 13.2

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. In a face-to-face interview with a manager, a candidate is asked how he would dismiss a group of employees during a lay-off if he was the HR manager. This would be an example of a(n) _____ interview.
    1. situational
    2. cognitive
    3. psychiatric
    4. technical
    5. informal

Learning Objective: 13.2

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Which of the following is NOT a way to predict good job performance?
  2. Behavioral interviews.
  3. job analysis
  4. realistic job preview
  5. situational interviews
  6. work sampling

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Synthesis

  1. In _____, companies ask applicants to do actual job tasks while being graded by observers on their performance.
    1. situational interviews
    2. assessment centers
    3. cognitive interviews
    4. psychiatric interviews
    5. work sampling

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In _____, companies hire job candidates on short-term employment contracts to give them a little time to demonstrate their performance capabilities.
    1. situational interviews
    2. assessment centers
    3. cognitive interviews
    4. a job audition
    5. work sampling

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ refers to a set of activities designed to familiarize new employees with their jobs, coworkers, and key aspects of the organization as a whole.
    1. Training
    2. Orientation
    3. Recruiting
    4. Selection
    5. Development

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is a set of activities that helps people acquire and improve job-related skills.
    1. Interviewing
    2. Sampling
    3. Recruitment
    4. Training
    5. Selection

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is a common approach of on-the-job training where people are allowed to spend time working in different jobs or departments or even geographical locations, and thus expand the range of their job capabilities.
    1. Coaching
    2. Mentoring
    3. Socialization
    4. Orientation
    5. Job rotation

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is a form of coaching in which early-career employees are formally assigned as protégés to senior persons.
  2. Job rotation
  3. Orientation
  4. Mentoring
  5. Conditioning
  6. Inducting

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is an example of off-the-job training methods?
  2. Job rotation
  3. Coaching
  4. Temporary promotions
  5. Mentoring
  6. Management development

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is the process of formally assessing the work accomplishments and providing feedback to an employee.
    1. Promotion
    2. Orientation
    3. Work sampling
    4. Training
    5. Performance appraisal

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The _____ purpose of performance assessment focuses on past performance and measures results against standards.
    1. interviewing
    2. training
    3. sampling
    4. evaluation
    5. selection

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is an approach that focuses on providing employees with more frequent and more developmental feedback in an effort to improve their job performance.
    1. Performance coaching
    2. Performance evaluation
    3. Job orientation
    4. Job evaluation
    5. Remuneration

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is required for performance appraisal methods to be reliable and valid?
    1. They should yield different results over time.
    2. They should yield different results for different raters.
    3. They should not measure factors indirectly relevant to job performance.
    4. They should be biased against poor performers.
    5. They should measure all factors directly and indirectly relevant to job performance.

Learning Objective: 13.3

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. A graphic rating scale _____.
  2. uses specific descriptions of actual behaviors to rate various levels of performance
  3. uses a checklist of traits or characteristics to evaluate performance
  4. keeps a log of someone’s effective and ineffective job behaviors
  5. is a slow and difficult approach for performance evaluation
  6. is very objective and has relatively high reliability and validity

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following performance appraisal methods uses specific descriptions of actual behaviors to rate various levels of performance?
    1. Graphic rating scale
    2. Behaviorally anchored rating scale
    3. 360-degree appraisal
    4. Multiperson comparison
    5. Critical-incident technique

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is true of the behaviorally anchored rating scale (BARS)?
    1. It is less reliable and valid than the graphic rating scale.
    2. It is not consistent with the development purpose of the performance appraisal.
    3. It tends to focus on recent behaviors rather than on behavior that occurred throughout the evaluation period.
    4. An employee with a BARS rating of 4 most likely treats his customers rudely and with disrespect.
    5. It describes expected behaviors for various levels of performance achievement in a job.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ overemphasizes the latest behaviors of an individual when evaluating the individual's performance.
    1. The critical-incident technique
    2. Recency bias
    3. A graphic rating scale
    4. 360-degree appraisals
    5. A multiperson comparison

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The _____ is a behavior-based approach that can reduce the influence of recency bias on evaluations by keeping a running log or inventory of a person’s effective and ineffective job behaviors.
    1. 360-degree appraisal
    2. multiperson comparison
    3. graphic rating scale
    4. critical-incident technique
    5. behaviorally anchored rating scale

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following is true of results-based approaches?
    1. They only focus on employee traits or specific behaviors.
    2. They are typically qualitative.
    3. They may ignore the impact of circumstances beyond the employee’s control.
    4. They are subjective methods of appraisal.
    5. They focus on recent performances rather than past performances.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is the tendency to give employees a higher performance rating than they deserve.
    1. Recency bias
    2. Leniency
    3. Nepotism
    4. Neutrality
    5. Affirmative action

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ are intended to gather feedback from multiple sources in order to provide a comprehensive evaluation of an employee’s performance.
    1. 360-degree appraisals
    2. Results-based performance appraisals
    3. Critical-incident techniques
    4. Behavior-based performance appraisals
    5. Trait-based performance appraisals

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ allows people to more easily balance personal affairs and work responsibilities.
  2. Recency bias
  3. Leniency
  4. Flexibility
  5. Affirmative action
  6. Nepotism

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ allow groups of employees to benefit from the savings or improvements realized when their efforts or ideas result in measurable cost reductions or productivity increases.
    1. Merit pay systems
    2. Seniority pay systems
    3. Employee stock ownership plans
    4. Gain-sharing plans
    5. Early retirement incentive programs

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In _____, pay increases are awarded to an employee in proportion to his/her performance contributions.
    1. merit pay systems
    2. seniority pay systems
    3. employee stock ownership plans
    4. profit-sharing plans
    5. early retirement incentive programs

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ plans provide one-time or lump-sum payments to employees who meet specific performance targets or make some other extraordinary contribution, such as an idea for a work improvement.
    1. Profit-sharing
    2. Gain sharing
    3. Merit pay
    4. Bonus pay
    5. Employee stock ownership

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. What is the primary difference between profit-sharing and gain-sharing plans?
    1. Profit-sharing plans provide one-time payments based on performance accomplishments, whereas gain-sharing plans provide weekly and/or monthly payments.
    2. Profit-sharing plans pay increases in proportion to performance contributions, whereas gain-sharing plans pay in proportion to seniority and experience.
    3. Profit-sharing plans are most common at the executive level, whereas gain-sharing plans are most common at the lower levels.
    4. Profit-sharing plans are monetary forms of compensation, whereas gain-sharing plans are nonmonetary.
    5. Profit-sharing plans distribute to employees a proportion of net profits earned by the organization, whereas gain-sharing plans allow employees to share gains realized by their efforts.

Learning Objective: 13.4

Difficulty: Hard

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Stock options:
    1. do not lose value even if the stock price ends up lower.
    2. are nonmonetary forms of compensation.
    3. give an owner the right to buy shares of stock at a future date at a fixed price.
    4. provide one-time or lump-sum payments to employees who meet specific performance targets.
    5. offer workers to purchase stock in their employing companies whenever they chose to.

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. _____ include nonmonetary forms of compensation that are intended to improve the work and personal lives of employees.
    1. Profit-sharing and gain-sharing plans
    2. Stock ownership and stock options
    3. Employee benefits packages
    4. Bonus pay plans
    5. Merit pay system

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Which of the following employee benefits is mandated by law?
    1. Vacation
    2. Social Security
    3. Health care
    4. Retirement plan
    5. Sick leave

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Family-friendly benefits include _____.
    1. stock options
    2. counseling on alcohol
    3. referrals for sexual abuse
    4. part-time employment options
    5. counseling for stress

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Eva, an employee at DrexCom Inc., is experiencing marital problems. She would be pleased to learn that her employer has a(n) _____ program to help her on such matters.
  2. employee assistance
  3. cafeteria benefits
  4. comparable worth
  5. collective bargaining
  6. affirmative action

Learning Objective: 13.4

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. _____ refers to the involuntary dismissal of an employee.
    1. Termination
    2. Retirement
    3. Affirmative action
    4. Resignation
    5. Collective bargaining

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The employment-at-will doctrine assumes that _____.
  2. employers must have bona-fide job-related reasons for a termination
  3. employers can terminate employees at any time for any reason
  4. workers should be provided legal protections against discriminatory firings
  5. workers should be provided financial incentives to retire early
  6. workers should be provided severance packages in the event of dismissal

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. The principle of _____ gives workers legal protections against discriminatory firings and employers must have bona-fide job-related reasons for a termination.
    1. employment-at-will
    2. collective bargaining
    3. merit pay
    4. wrongful discharge
    5. affirmative action

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ protects employees by recognizing their right to join unions and engage in union activities.
    1. The Sarbanes-Oxley Act of 2002
    2. The Glass–Steagall Act of 1933
    3. The Civil Service Reform Act of 1978
    4. The Wagner Act of 1935
    5. The Taft-Hartley Act of 1947

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ protects employers from unfair labor practices by unions and allows workers to decertify unions.
    1. The Fair Labor Standards Act of 1938
    2. The Age Discrimination in Employment Act of 1967
    3. The Civil Rights Act of 1991
    4. The Wagner Act of 1935
    5. The Taft-Hartley Act of 1947

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ clarifies the right of government employees to join and be represented by labor unions.
    1. The Glass–Steagall Act of 1933
    2. The Civil Service Reform Act of 1978
    3. The Fair Labor Standards Act of 1938
    4. The National Labor Relations Act of 1935
    5. The Civil Rights Act of 1991

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ is the process of negotiating, administering, and interpreting a labor contract in labor-management relations.
    1. Collective bargaining
    2. Acculturation
    3. Mediation
    4. Nepotism
    5. Affirmative action

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ exists when employers pay new hires less than more senior workers already doing the same jobs.
    1. Collective bargaining
    2. A two-tier wage system
    3. Mediation
    4. Nepotism
    5. Affirmative action

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Following sentence was printed in the advertisement of a job vacancy, “Only men under the age of 45 may apply for the job because it entails strenuous physical work for long hours.” Which of the following does this statement exemplify?
    1. Affirmative action
    2. Bona fide occupational qualification
    3. Sexual discrimination
    4. Age discrimination
    5. Comparable worth

Learning Objective: 13.1

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard wants to hire Mark for a position as a security guard in his company. In his interview with Mark, Richard asks Mark if he has any previous experience as a security guard. Richard is trying to assess Mark's _____.
    1. Person–job fit
    2. person–organization fit
    3. comparable worth
    4. graphic rating scale
    5. behaviorally anchored rating scale

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard interviews Mark and Mary for a position as a security guard in his company. He thinks Mark is a better fit for the job because men make better security guards than women. This is an example of ____ discrimination.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard interviews Mark and Mary for a position as a security guard in his company. He thinks Mark is a better fit for the job because Mark is 20 and has plenty of years left to be a security guard while Mary is 55 and is near the end of her career. This is an example of ____ discrimination.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard has two security guards working for him that do the same job and have been with the company for the same amount of time. He pays Mark $30,000 a year. He pays Mary $20,000 a year. This is an example of ____ discrimination.
    1. Age
    2. Pay
    3. Pregnancy
    4. Racial
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard interviews Mark and Mary for a position as a security guard in his company. He is concerned when interviewing Mary because she appears to be 6 months pregnant. He is concerned she will be too moody and will miss too much work in the future when she gives birth. This is an example of ____ discrimination.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Richard interviews Mark and Mary for a position as a security guard in his company. He instantly dislikes Mark for “talking like a girl” and wearing feminine clothes. He hires Mary because he thinks she will be a better fit for the company. This is an example of ____ discrimination.
    1. Age
    2. Gender
    3. Pay
    4. Pregnancy
    5. Sexual orientation

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Home health care does not pay well. Some argue this is because home healthcare is traditionally a female occupation. Suppose some people argue that home healthcare workers should be paid as much as truck drivers (a male dominated profession). This argument is based on ____.
    1. Comparable worth
    2. Family and medical leave
    3. Gender identity discrimination
    4. Occupational health and safety
    5. Sexual harassment law

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. While interviewing candidates for a job vacancy at a local fast food restaurant, an interviewer asks how candidates would address an unhappy customer who did not get the fries she ordered. The interview described in this case is most likely to be an example of a(n) _____ interview.
    1. high validity
    2. behavioral
    3. high reliability
    4. situational
    5. operational

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. During a job interview, Clive is asked about the time when he had accidently revealed a secret about his coworker and how he had managed to diffuse the tension between him and the coworker. Clive has undergone a(n) _____ interview.
    1. structured
    2. behavioral
    3. exit
    4. situational
    5. operational

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. As part of the selection process for a job, Derek was asked to work for a few hours inside a facility where the real work conditions of the job were simulated. Which of the following selection techniques is being used in this case?
    1. Work sampling
    2. Biodata method
    3. Behavioral interview
    4. Assessment center
    5. Situational interview

Learning Objective: 13.2

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Andrew applied for a position as a truck driver at a transport company. Andrew was asked by his interviewers to drive a loaded truck for about 200 miles to assess his driving abilities. Andrew's interviewers have used _____ to assess him.
    1. work sampling
    2. biodata method
    3. behaviorally anchored rating scale
    4. critical-incident technique
    5. graphic rating scale

Learning Objective: 13.2

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. The marketing head of Rexcam Inc. has recently quit. Rexcam needs to hire a new marketing head, but it does not want to spend much money. Which of the following recruitment options is most suitable for Rexcam?
    1. External recruitment
    2. Internal recruitment
    3. Social recruitment
    4. Traditional recruitment
    5. Campus recruitment

Learning Objective: 13.2

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. When Anna was inducted into her new organization, she was briefed about the work processes, introduced to other employees, and informed about the organization’s vision and objectives. Which of the following terms best describes this process?
    1. Orientation
    2. Socialization
    3. Training
    4. Job rotation
    5. Coaching

Learning Objective: 13.3

Difficulty: Moderate

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Jim has been sent to Australia by his company to learn some processes involved in a different role than his in the company’s subsidiary there. Which of the following is best described by this situation?
    1. Socialization
    2. Mentoring
    3. Work sampling
    4. Orientation
    5. Job rotation

Learning Objective: 13.3

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

  1. Walter is the manager of a restaurant. He keeps a log of all the times his waiters get a good or bad review from the customers. Walter is using the _____.
    1. graphic rating scale
    2. behaviorally anchored rating scale
    3. work sampling technique
    4. critical-incident technique
    5. job analysis technique

Learning Objective: 13.3

Difficulty: Hard

AACSB: Application of knowledge

Bloom’s Taxonomy: Application

Essay

  1. Define Human resource management (HRM). Describe its goal and major tasks.
  2. Attracting a quality workforce—human resource planning, employee recruitment, and employee selection.

2. Developing a quality workforce—employee orientation, training and development, and performance management.

  1. Maintaining a quality workforce—career development, work–life balance, compensation and benefits, retention and turnover, and labor–management relations.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. What is discrimination? List and explain examples of different U.S. laws against employment discrimination.
  2. Race, Sex, or Religion—Title VII of the Civil Rights Act of 1964 banned discrimination in all aspects of employment (including hiring, promotion, compensation, and termination) based on race, color, religion, sex, or national origin.
  3. Disabilities—The Americans with Disabilities Act of 1990 (ADA) outlaws discrimination against qualified individuals with disabilities—physical or mental impairments that substantially limit one or more major life activities, and requires employers to provide reasonable accommodations for disabled employees.
  4. Age—The Age Discrimination in Employment Act (ADEA) of 1967 as amended in 1978 and 1986 prohibits employment discrimination against persons 40 years of age or older. Age discrimination occurs when a qualified individual is adversely affected by a job action that replaces him or her with a younger worker. The ADEA includes a broad ban against age discrimination, and specifically outlaws discrimination in hiring, promotion, compensation, or firing. It forbids statements in job notices or advertisements of age preference and limitations. It also prohibits mandatory retirement ages in most employment sectors.
  5. Gender/Sex, Pay and Gender Identity/Sexual Orientation – Title VII makes it illegal to discriminate based on a person’s physical sex. It is unclear whether gender identity and sexual orientation discrimination are illegal under Title VII, but the Employment Non-Discrimination Act of 2013 provides the protections (this act is still pending government approval). Pay discrimination means it is illegal to pay men and women differently; the Equal Pay Act of 1963 prohibits pay discrimination.
  6. Pregnancy—The Pregnancy Discrimination Act of 1978 protects women from discrimination because of pregnancy. This law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, such as leave and health insurance, and any other term or condition of employment.
  7. Family matters—The Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for specified family and medical reasons such as childbirth, adoption, or serious health conditions involving the employee or his/her family member. To be eligible, an employee must have worked for a covered employer for 12 months and at least 1,250 hours over the previous 12 months. Employers must have at least 50 employees to be covered by this act.

Learning Objective: 13.1

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Describe the process of recruiting. What are the different types of recruiting? Explain the advantages and disadvantages of each.
  2. advertisement of a job vacancy,
  3. preliminary contact with potential job candidates, and
  4. initial screening to create a pool of qualified applicants.

Recruitment can be external or internal. The recruiting that takes place on college campuses is one example of external recruitment, in which job candidates are sought from outside the hiring organization. Company websites and their social media sites, virtual job fairs, or specialized recruiting websites such as Monster and CareerBuilder, employment agencies and headhunters, university placement centers, personal contacts and employee referrals are all sources of external recruits. Internal recruitment, by contrast, seeks applicants from inside the organization. Most organizations have a procedure for announcing vacancies through newsletters, electronic postings, and the like. They also rely on managers to recommend candidates for advancement.

Both recruitment methods have potential advantages and disadvantages. External recruitment brings outsider applicants with fresh perspectives, expertise, and work experience. But extra effort is needed to get reliable information on them. Internal recruitment is usually quicker and focuses on persons whose performance records are well known. A history of internal recruitment builds employee commitment and motivation by showing that opportunities exist to advance within the organization. It also helps to reduce turnover rates and aids in the retention of high-quality employees.

Learning Objective: 13.2

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Describe the process of employee selection.

Interviews: Very few individuals are hired for professional positions without first sitting through one or more interviews. And, the traditional face-to-face interview with HR staff and/or hiring manager remains the most common method of assessment in the selection process. But rapidly increasing in frequency and importance are the telephone interview and the virtual or online video interview. Both are often part of an initial screening that tests applicants for basics such as technical skill set and experience, as well as communication skills, personal impression, and potential person-organizational culture fit. In unstructured interviews the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees. Behavioral interviews ask job candidates about their past behavior, focusing specifically on actions that are likely to be important in the work environment. Situational interviews ask applicants how they would react when confronted with specific work situations they would be likely to experience on the job.

Employment Tests: Employment tests are often used to identify intelligence, aptitudes, personality, interests, and even ethics. Biodata methods usually take the form of multiple-choice, self- report questionnaires. They collect “hard” biographical information and also include “soft” items that inquire about more abstract things such as value judgments, aspirations, motivations, attitudes, and expectations. When used in conjunction with ability tests, this method can increase the reliability and validity of the selection process. Other types of employment testing involve actual demonstrations of job-relevant skills and personal characteristics. An assessment center evaluates a person’s potential by observing his or her performance in experiential activities designed to simulate daily work. When using work sampling, companies ask applicants to do actual job tasks while being graded by observers on their performance. Generally speaking, organizations should use a combination of methods in order to increase the predictive validity of the selection process.

Learning Objective: 13.2

Difficulty: Hard

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. Describe the different methods of performance appraisal.

Trait-based approaches are designed to measure the extent to which the employee possesses characteristics or traits that are considered important in the job. For example, trait-based measures often assess characteristics such as dependability, initiative, and leadership. One of the oldest and most widely used performance appraisal methods is a graphic rating scale. It is basically a checklist for rating an individual on traits or performance characteristics such as quality of work, job attitude, and punctuality. Although this approach is quick and easy, like other trait-based methods it tends to be very subjective and, as a result, has relatively poor reliability and validity.

Behavior-based approaches evaluate employees on specific actions that are important parts of the job. The behaviorally anchored rating scale, or BARS, describes actual behaviors for various levels of performance achievement in a job. Because performance assessments are anchored to specific descriptions of work behavior, the BARS is more reliable and valid than the graphic rating scale. Behavioral-based appraisals are also more consistent with the developmental purpose of the performance appraisal since they provide specific feedback to employees on what they need to do better. But, one problem is that a BARS evaluation may be influenced by recency bias, the tendency for evaluations to focus on recent behaviors rather than on behavior that occurred throughout the evaluation period. The critical-incident technique is a behavior-based approach that can reduce the influence of recency bias on evaluations. This technique keeps a running log or inventory of a person’s effective and ineffective job behaviors.

Results-based approaches do just what their name implies. Rather than focusing on employee traits or specific behaviors, results-based assessments center on accomplishments. This type of assessment is typically quantitative and objective, making it ideal in some circumstances. But, results-based measures sometimes create more problems than they solve. In some jobs the things that are the easiest to measure quantitatively aren’t the most important. In addition, results-based measures may ignore the impact of circumstances beyond the employee’s control, such as economic conditions or poor performance by someone else. One of the common performance appraisals errors is leniency—the tendency for supervisors to rate employees more favorably than they deserve in order to avoid the unpleasant task of giving negative feedback. While leniency tends to be less pronounced in results-based performance appraisals, it may be further reduced by the use of multiperson comparisons that formally compare one person’s results with that of one or more others. Comparisons can be done in different ways. In rank ordering, all persons being rated are arranged in order of performance achievement. The best performer goes at the top of the list, the worst performer at the bottom; no ties are allowed. In forced distribution, each person is placed into a frequency distribution, which requires that a certain percentage of employees fall into specific performance classifications, such as top 10%, next 40%, next 40%, and bottom 10%. These systems are usually put in place to guard against supervisors giving their employees too lenient or overly positive evaluations.

360-degree appraisals are intended to gather feedback from multiple sources in order to provide a more comprehensive evaluation of the employee’s performance. They typically include input not only from the employee’s supervisor but from peers, subordinates, and even customers—individuals inside and outside the organization who depend on the job-holder’s performance. Most 360-degree appraisals also include self-evaluations by the job holder to identify strengths, weaknesses, and development needs.

Learning Objective: 13.3

Difficulty: Hard

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

  1. What are the different types of benefits received by employees in organizations?

Flexible benefits programs are increasingly common. They let the employee choose a set of benefits within a certain dollar amount. The trend is also toward more family-friendly benefits that help employees balance work and nonwork responsibilities. These include child care, elder care, flexible schedules, parental leave, and part-time employment options, among others. Increasingly common as well are employee assistance programs that help employees deal with troublesome personal problems. Such programs may offer assistance in dealing with stress, counseling on alcohol and substance abuse, referrals for domestic violence and sexual abuse, and sources for family and marital counseling.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Explain the role of labor unions in maintaining labor-management relations.

Learning Objective: 13.4

Difficulty: Moderate

AACSB: Analytical thinking

Bloom’s Taxonomy: Comprehension

Text Entry

  1. Employee ____ propositions are packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for the organization.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Bona ____ occupational qualifications are employment criteria justified by the capacity to perform a job.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Sexual ____ is behavior of a sexual nature that affects a person’s employment situation.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. People in ____ employment work in temporary on-call or part-time jobs or as freelance independent contractors.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. ______ are workers that are employed in a temporary status for an extended period of time.

Learning Objective: 13.1

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Human ____ planning analyzes staffing needs and identifies actions to fill those needs.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Recruitment is a set of activities designed to ____ a talented pool of job applicants.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Internal recruitment seeks job applicants from ____ the organization.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ recruitment focuses on selling the job and organization to applicants.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. ____ means that a selection device repeatedly gives consistent results.

Learning Objective: 13.2

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. ___ is a longer-term process of engaging new hires with the organization’s mission, culture, people, opportunities, and performance expectations.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Coaching occurs as a(n) ____ employee offers performance advice to a less experienced co-worker.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. In reverse mentoring, younger employees mentor seniors to improve their ____ skills.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. The critical-incident ____ keeps a log of employees’ effective and ineffective job behaviors.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Leniency is the tendency to give a(n) ____ performance rating than deserved.

Learning Objective: 13.3

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Merit pay awards pay increases in proportion to ____ contributions.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Stock ____ give the right to purchase shares at a fixed price in the future.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Employee benefits are ____ forms of compensation such as health insurance and retirement plans.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. Termination is the _____ dismissal of an employee.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

  1. _____ wage systems pay new hires less than more senior workers already doing the same jobs.

Learning Objective: 13.4

Difficulty: Easy

AACSB: Analytical thinking

Bloom’s Taxonomy: Knowledge

Document Information

Document Type:
DOCX
Chapter Number:
13
Created Date:
Aug 21, 2025
Chapter Name:
Chapter 13 Human Resource Management
Author:
John R. Schermerhorn Jr.

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