BUS-112 Chapter 11

____________ is the process of evaluating human resource needs and then recruiting, selecting, developing, motivating, evaluating, compensating, and scheduling employees to achieve organizational goals. A. Staffing B. Performance evaluation and response C. Human resource management D. Job analysis

The ultimate resource of a firm is its: A. business plan. B. marketing mix. C. capital budget. D. employees.

One of the key functions of human resource management is: A. departmentalizing. B. recruiting. C. budgeting. D. auditing.

Today, human resource management has become so important that in many firms it has become: A. a function performed by managers in all areas of the organization. B. the sole responsibility of the firm's legal staff. C. a function handled only by specialists in the human resource department. D. a function handled only by the firm's top management.

_________ workers have a higher skill level than their current job requires. A. Structurally unemployed B. Frictionally unemployed C. Contingent D. Underemployed

The changes in the American business system that have had the most dramatic impact on the workings of the free enterprise system are the changes in: A. the labor force. B. technology. C. financial regulations. D. consumer behavior.

In coming years, high-tech growth areas such as computers, biotechnology, and robots are likely to experience a: A. surplus of labor. B. significant decline in market demand, leading to a stagnant labor market. C. shortage of skilled labor. D. stable equilibrium in the labor market.

Which of the following statements best describes the current view of the role of human resource management within a firm? A. Human resource management is largely a clerical function that involves keeping records, processing payroll, and making sure that federal regulations are met. B. Human resource management has become so complex that only highly trained human resource specialists should make human resource decisions. C. Human resource management functions have become so important that in many firms all managers now perform them. D. Changes in technology have largely done away with the need for a separate human resource department.

Which of the following is a challenge that is facing the human resource managers of today? A. Too many unemployed scientists and computer engineers B. An increasing number of Gen Yers in the workforce C. A shift in employee attitudes toward work D. An increased demand for uniformity in benefits offered to employees

Which of the following statements about human resource management opportunities and challenges is most accurate? A. The age composition of the labor force is becoming younger. B. Workers are becoming less loyal to their firms, resulting in higher turnover. C. Workers are now demanding that more of their compensation be in wages and salaries and less in fringe benefits. D. The number of workers who have received training in high-tech fields far exceeds the number of job openings in these areas.

Which of the following statements about human resource management opportunities and challenges is most accurate? A. Shifts in the economy have led to a huge pool of skilled and unskilled workers from declining industries that are either unemployed or are underemployed. B. Workers now would rather have more income rather than more leisure. Therefore, many employees now want to work more than 40 hours per week. C. So many people have sought training in high-tech areas such as robotics and computers that there is likely to be a huge surplus of labor in high-tech industries. D. Workers now desire more stability and predictability in their careers, so they now give their employers more loyalty and expect more loyalty from their employers in return.

When John lost his job as a highly skilled craftsman at a metal working shop, he searched for a good job for several months before finally accepting a position as a maintenance worker at a local community college. He is happy to have a job, but frustrated by the fact that he had to settle for a job that did not take full advantage of his skills. John is a(n): A. structurally unemployed worker. B. semi-employed worker. C. underemployed worker. D. quasi-employed worker.

Frank is a human resource manager at a major corporation. If Frank's company is like most firms today, which of the following statements about his job is likely to be the most accurate? A. Most of Frank's time will be devoted to clerical duties such as processing payroll checks and keeping employee files updated. B. Frank's job will be simpler in the future than it was in the past, because the percentage of new workers entering the labor force who are poorly educated and unprepared for work is slowly but steadily declining. C. Government laws and regulations concerning hiring, worker safety, pay, and unionization will make Frank's work complex and challenging. D. Frank and his fellow human resource managers will be given complete responsibility for performing all human resource functions within the organization.

Title VII of the Civil Rights Act of 1964: A. gives all citizens over the age of 18 the right to vote regardless of race, religion, sex, or creed. B. prohibits firms from using employment testing as a means of selecting employees and determining which employees should be promoted. C. requires all firms with over 100 employees to have an affirmative action plan. D. prohibits discrimination based on race, religion, sex, creed, or national origin in matters such as hiring, firing, training, and compensation.

The _______________ was created by the Civil Rights Act of 1964, and has since become a formidable regulatory force in the administration of human resource management. A. National Labor Relations Board B. AFL-CIO C. Equal Employment Opportunity Commission D. Affirmative Action Transition Commission

Probably the most controversial program enforced by the Equal Employment Opportunity Commission concerns: A. mandatory retirement. B. affirmative action. C. equal pay reporting. D. green card requirements for illegal aliens.

The Civil Rights Act of 1991: A. declared affirmative action plans unconstitutional. B. requires any firm with over 600 employees to file an annual report with the Department of Labor identifying the steps it has taken to eliminate discriminatory practices. C. allows victims of discrimination to seek punitive damages. D. is the first law to declare reverse discrimination illegal.

The ____________ protects individuals over the age of 40 from discrimination based on age with respect to issues such as hiring, promotions, job benefits, and assignments. A. Age Discrimination in Employment Act of 1967 B. Equal Employment Opportunity Act of 1998 C. Fair Labor Standards Act of 1938 D. Employee Rights and Responsibilities Act of 1983

Employers must verify that employment candidates are eligible to work in the U.S. as mandated by the: A. Manpower Development and Training Act B. Civil Rights Act of 1991 C. Immigration Reform and Control Act D. Occupational Safety and Health Act

The Family and Medical Leave Act: A. provides paid leave for women who choose to stay home with newborn infants. B. provides unpaid leave of up to 12 weeks for males or females for the birth or adoption of infants, or in the case where it is necessary to care for an immediate family member who may be ill. C. provides unpaid leave of up to 6 weeks for couples (male or female) who have a new baby. D. was recently eliminated by the Supreme Court due to an employment shortage.

An important U.S. government organization charged with setting human resource management guidelines is: A. the EEOC (Equal Employment Opportunity Commission). B. the OSHA (Occupational Safety and Health Administration). C. the WPA (Work Progress Administration). D. the MPDA (Manpower Development Administration).

According to U.S. business law, accommodation means: A. treating all employees fairly. B. making certain that if one employee gets medical leave during a fiscal year, that all other employees get an equal amount of leave during the year. C. careful consideration before firing someone and hiring two younger persons to replace him/her. D. providing services for employees according to their specific needs.

Recently, businesses have experienced debate over _____________, the practice of discriminating against a dominant or majority group of persons. This situation occurs when businesses must adhere to employment laws that were designed to correct previous discrimination against minority groups. A. affirmative control B. affirmative action C. forward discrimination D. reverse discrimination

The Equal Employment Opportunity Act gave the Equal Employment Opportunity Commission the authority to: A. prevent firms from firing workers based on union affiliation. B. issue guidelines for employer conduct in administering equal employment opportunity programs. C. set salary schedules for protected groups. D. require firms to pay women and minority workers more than white males for the same work.

If your company is selling its products or services to the U.S. government, you should study human resource law that pertains to: A. the Better Business Bureau in your local area of operation. B. the limits that the EPA (Environmental Protection Agency) places on the pollutants you can emit in your foreign factories. C. the total number of employees you can hire. D. nondiscrimination and affirmative action laws when doing business with the federal government.

Which of the following statements about how current HR law views disabilities is accurate? A. The law varies depending upon how the employee acquired the disability. B. Disabilities include diseases such as epilepsy, cancer, and diabetes. C. Disabilities refer to physical but not mental disorders. D. Any disorder does not require the employee to adapt the work environment to accommodate the employee.

One of the most important responsibilities for professionals in the human resources field is: A. understanding the ethical perspective of each employee. B. filing employee medical claims. C. to always "right past wrongs." D. staying current with employment-related legislation.

-known advertising firm, just lost his job. The company downsized due to a significant loss of clients during the last recession. Although Ben's work was considered exemplary in many ways, and his staff had won awards with their creative work, the company decided to let Ben go instead of another middle manager who was a minority. In a business setting, we call this occurrence ___________________. A. reverse discrimination B. forward discrimination C. affirmative action D. affirmative control

of the impact the Americans with Disabilities Act of 1990 (ADA) has had on businesses? A. ADA has had no real impact, since most businesses have always been sensitive to the needs of disabled workers. B. Most firms have found that the structural changes needed to comply with ADA requirements have been very difficult and expensive to implement. C. Most firms are finding that some accommodations required by ADA are more difficult to implement than the structural changes. D. Businesses have found that even with the changes required by ADA, disabled workers are simply not capable of handling most types of jobs.

Minnie A. Dent is completing her thirtieth year as a bus driver. Her company recently told her that she would be required to retire within the next two years because she had reached the age limit for mandatory retirement. Minnie wants to fight this ruling based on a claim of age discrimination. Which of the following statements about this case is most accurate? According to the: A. Employment Rights and Responsibilities Act, Minnie has every right to keep her job as long as she has not been convicted of a moving traffic violation while performing her job. B. Affirmative Action Enforcement Act, Minnie has no right to keep her job, because she is not one of the groups that qualify for special protection. C. Fair Labor Standards Act, Minnie may be able to keep her job, but the company can require her to pass an annual vision and hearing exam as a condition of continued employment. D. Age Discrimination in Employment Act, Minnie can be required to retire at a certain age, because she is in an occupation where evidence exists that ability to perform the job diminishes significantly with age.

Laura Benitez was hired as a management trainee by Simulex Corporation through a special program designed to "right past wrongs" by giving females and minorities greater opportunities for employment and advancement. The program is enforced by the Equal Employment Opportunity Commission. Laura was hired through a(n) ____________ program. A. discrimination alleviation B. cultural diversity C. positive response D. affirmative action

During her annual review, Rhonda admitted to her supervisor that she is more productive in a quieter environment. The openness of her office setting and the recent increase in staff that came to her for training made it difficult for Rhonda to process as many insurance claims in one day as she had accomplished in the past. The supervisor agreed to move Rhonda's desk to the back of the office, and create a barrier with plants. The supervisor would take a more active role in training new employees, so they would not be coming to Rhonda with questions. In HR, we refer to this action as creating __________________. A. accommodations B. barriers to entry C. job enlargement D. consideration

In 2008, Congress passed the Americans with Disabilities Amendments Act. What was the scope of the changes? A. This law placed added emphasis on the hiring of employees with "visible" disabilities. B. This law decreased the fine for businesses that do not employ disabled persons but followed through with a tax break for businesses who hire disabled citizens. C. The amendment widened the scope of what disabilities are covered under the act. D. In light of so many soldiers coming back from the war, the amendment re-focused disabilities to include only physical disabilities.

As new parents, Sean and Molly applied for family medical leave to care for their new infant son. According to U.S. law, Sean and Lindsey: A. are not paid during the 12-week period that each elects to take. B. are each paid as a half-time employee during the 12-week leave period. C. must each take the full amount of family medical leave time. D. must both be employed in order to qualify for any family medical leave time.

The first step in the human resources planning process is to: A. prepare a forecast of human resource needs. B. assess future labor demand. C. prepare job specifications for each position within the organization. D. prepare a human resource inventory.

The last step of the human resource planning system is to: A. publish a human resource inventory listing the names, ages, job titles, skills, and other pertinent information for all employees in the organization. B. develop an affirmative action statement to explain how the company will meet federal government guidelines on hiring and promotions. C. hold a general meeting to explain the impact of the plan to employees. D. establish a strategic plan for recruiting, selecting, training, appraising and scheduling the labor force.

A(n) __________ is prepared as part of the human resource planning process, and indicates the characteristics and qualifications of the organization's labor force, thus helping the firm determine whether its employees are technically up-to-date and adequately trained. A. job analysis B. performance appraisal C. human resource inventory D. organization chart

A __________ is a two-part process. One part explains what an employee would actually do at various jobs. A. job analysis B. performance appraisal C. job assessment D. job title review

A job analysis results in two written statements. They are: A. the human resource inventories and the affirmative action statement. B. the labor supply assessment and the labor demand assessment. C. the job description and the job specification. D. the job title review and the performance appraisal.

A ____________ is a statement that identifies the minimum qualifications required of a worker in order to perform a specific job. A. job description B. performance criteria review C. human resource inventory D. job specification

A job ___________ is a statement that identifies the objectives of a job, the type of work to be done, the responsibilities and duties that are associated with the job, the working conditions, and the relationship of the job to other functions. A. specification B. description C. evaluation D. analysis

After preparing a job analysis, the next step in the human resource planning process is to: A. develop a human resource inventory. B. assess future human resource demand. C. develop a human resources budget. D. establish a strategic plan.

The __________, which is developed from the previous four steps of the human resource planning process, addresses how the firm will accomplish a wide array of human resource functions such as recruiting, selecting, training and developing, appraising, compensating, and scheduling its employees. A. strategic plan B. tactical plan C. job specification D. Gantt chart

A human resource inventory is designed to reveal whether: A. all workers are paid a fair wage. B. the firm has enough land and capital to use with its labor. C. the firm's labor force is technically up-to-date and well trained. D. worker morale is high or low.

As part of the HR planning process, the manager begins by assessing the current labor situation at his/her company. Essentially, this means: A. preparing job analyses. B. preparing job descriptions. C. preparing job specifications. D. taking an inventory of current employees and their capabilities.

Which of the following is an essential element of a job description? A. The minimum educational qualifications workers must have to fill the position B. Working conditions and responsibilities C. The skills required to hold the position D. The age of the person that should hold the job

Which of the following statements identifies a key difference between a job description and a job specification? A. A job description is concerned with the short-run objectives of a job, but a job specification is concerned with the job's long-run objectives. B. A job description is based on a human resource inventory, while a job specification is the result of a performance appraisal. C. A job description is a statement about the job, while a job specification is a statement about the person who does the job. D. A job description is a brief summary of what a job involves, while a job specification is a detailed and technically complete statement of what a job involves.

When creating a job description, the HR manager may include: A. the minimum qualifications for the position. B. the number of unpaid leave days the employee can take while at this position. C. the specific responsibilities of the job. D. a prediction of the number of similar positions that the company will need during the next two to five years.

The overall purpose of the five-step human resource planning process is to: A. protect the company from lawsuits from employees who claim discrimination. B. develop a workforce that is better educated than the workforce of competitor firms. C. eliminate needless job specifications. D. determine the number and types of employees needed by the firm.

As Connor scanned the employment opportunities on the website of a well-known online recruiting company, he speculated that he might not qualify for some of the jobs. Connor was concerned that his educational credentials and skills might not be compatible with the ________ for many of today's available jobs. A. job analyses B. job description C. job specifications D. job data base