Title: Human Resources Management
1. The human resources management process consists of planning, attracting, developing, and retaining employees.
*a. true
b. false

Title: Human Resources Management
2. Strategic human resources planning is the process of staffing the organization to meet its objectives.
*a. true
b. false

Title: Human Resources Management
3. The bona fide occupational qualification concept allows discrimination where it is reasonably necessary for the normal operation of the organization.
*a. true
b. false

Title: Human Resources Management
4. A job description identifies the tasks and responsibilities of a position, whereas a job specification identifies the qualifications needed to staff a position.
*a. true
b. false

Title: Human Resources Management
5. A job description identifies the qualifications needed to staff a position.
a. true
*b. false

Title: Human Resources Management
6. A job specification identifies the qualifications needed to staff a position.
*a. true
b. false

Title: Human Resources Management
7. Recruiting is the process of attracting qualified candidates to apply for job openings.
*a. true
b. false

Title: Human Resources Management
8. Selection is the process of choosing the most qualified applicant recruited for a job.
*a. true
b. false

Title: Human Resources Management
9. External recruiting involves filling jobs with current employees.
a. true
*b. false

Title: Human Resources Management
10. Management testing centers are places where job applicants undergo a series of tests, interviews, and simulated experiences to determine their managerial potential.
a. true
*b. false

Title: Human Resources Management
11. During the interview, the interviewer should do most of the talking.
a. true
*b. false

Title: Human Resources Management
12. Some organizations use computers to read application forms.
*a. true
b. false

Title: Human Resources Management
13. The process of introducing new employees to the organization and their jobs is called orientation.
*a. true
b. false

Title: Human Resources Management
14. Ongoing education to improve skills for present and future jobs is called training.
a. true
*b. false

Title: Human Resources Management
15. Ongoing education to improve skills for present and future jobs is called development.
*a. true
b. false

Title: Human Resources Management
16. Generally speaking, orientation is a one-time event, whereas training and development continue over time.
*a. true
b. false

Title: Human Resources Management
17. The steps in job instructional training are preparation of the trainee, presentation of the task, performance of the task by the trainee, and follow-up.
*a. true
b. false

Title: Human Resources Management
18. Vestibule training develops skills in a simulated setting.
*a. true
b. false

Title: Human Resources Management
19. An evaluative performance appraisal is used to make decisions and plans for performance improvements.
a. true
*b. false

Title: Human Resources Management
20. A critical incident file is a form on which the manager simply checks off the employee’s level of performance.
a. true
*b. false

Title: Human Resources Management
21. A rating scale is a form on which the manager simply checks off the employee’s level of performance.
*a. true
b. false

Title: Human Resources Management
22. The purpose of a performance appraisal is to help make decisions and plans for performance improvements.
a. true
*b. false

Title: Human Resources Management
23. A developmental performance appraisal is used to make decisions and plans for performance improvements.
*a. true
b. false

Title: Human Resources Management
24. Behaviorally anchored rating scales (BARS) consist of a form on which the manager simply checks off the employee’s level of performance.
a. true
*b. false

Title: Human Resources Management
25. The two types of performance appraisal are developmental and evaluative.
*a. true
b. false

Title: Human Resources Management
26. The informal steps in the performance appraisal process are done only once a year, whereas the formal steps are done often.
a. true
*b. false

Title: Human Resources Management
27. The first step in conducting performance appraisal is to have the employee perform a self-assessment.
a. true
*b. false

Title: Human Resources Management
28. Performance appraisals are used strictly as a control technique.
a. true
*b. false

Title: Human Resources Management
29. “You get what you reward” suggests that people tend to do the things that are rewarded to the exclusion of those that are not.
*a. true
b. false

Title: Human Resources Management
30. Compensation is the total cost of pay and benefits to employees.
*a. true
b. false

Title: Human Resources Management
31. The two major types of compensation are wages and benefits.
*a. true
b. false

Title: Human Resources Management
32. Job evaluation has to do with determining the monetary value of a job, whereas job analysis has to do with analyzing a job to determine the tasks it entails.
a. true
*b. false

Title: Human Resources Management
33. A job evaluation is an external method of determining pay and compensation for a particular job.
a. true
*b. false

Title: Human Resources Management
34. The interactions between management and unionized employees are called labor relations.
*a. true
b. false

Title: Human Resources Management
35. Collective bargaining is the negotiation process resulting in a contract that covers compensation.
a. true
*b. false

Title: Human Resources Management
36. Most organizations don’t have labor relations because there are more nonunion organizations than unionized ones.
*a. true
b. false

Title: Human Resources Management
37. The director of player development for the Dallas Cowboys could be involved in all of the following except
a. finding replacements for injured players
b. working on problems with the coaching staff
c. preparing for contract negotiations
*d. developing the marketing strategy

Title: Human Resources Management
38. Human resources consultant Priscilla Florence has served as the HR person for two international sporting events: the Olympics and the World Cup. Her responsibilities could involve all of the following except
a. recruiting
b. hiring
c. training
d. organizing paid employees and volunteers
*e. developing the marketing strategy

Title: Human Resources Management
39. An interviewer wants to know if a candidate for the athletic director position is a U.S. citizen. Which of the following statements is true?
a. The interviewer can ask.
b. The interviewer can ask only if it is a BFOQ.
*c. The interviewer cannot ask.
d. There are no guidelines as to whether the interviewer can ask.

Title: Human Resources Management
40. An interviewer wants to know whether a coaching candidate is married. Which of the following statements is true?
a. The interviewer can ask.
b. The interviewer can ask only if it is a BFOQ.
*c. The interviewer cannot ask.
d. There are no guidelines as to whether the interviewer can ask.

Title: Human Resources Management
41. An interviewer wants to know the ticket manager candidate’s maiden name. Which of the following statements is true?
a. The interviewer can ask.
b. The interviewer can ask only if it is a BFOQ.
*c. The interviewer cannot ask.
d. There are no guidelines as to whether the interviewer can ask.

Title: Human Resources Management
42. An interviewer wants to know how soon an older person might retire. Which of the following statements is true?
a. The interviewer can ask.
b. The interviewer can ask only if it is a BFOQ.
*c. The interviewer cannot ask.
d. There are no guidelines as to whether the interviewer can ask.

Title: Human Resources Management
43. An interviewer wants to know the golf pro candidate’s gender. Which of the following statements is true?
a. The interviewer can ask.
*b. The interviewer can ask only if it is a BFOQ.
c. The interviewer cannot ask.
d. There are no guidelines as to whether the interviewer can ask.

Title: Human Resources Management
44. Planning, attracting, developing, and retaining employees is
a. a personnel officer’s responsibility
*b. a human resources management process
c. the strategic planning process
d. part of collective bargaining

Title: Human Resources Management
45. All of the following are jobs of the human resources department relating to strategic human resources planning except
a. providing the right kind of people
b. providing employees in the right number
*c. providing people with transportation to work
d. providing people with the right skills 

Title: Human Resources Management
46. Job descriptions and job specifications are both needed because
*a. job descriptions identify tasks and responsibilities, whereas job specifications identify qualifications needed to staff a position
b. job descriptions identify qualifications needed to staff a position, whereas job specifications identify tasks and responsibilities
c. they are not both needed 

Title: Human Resources Management
47. A _____ identifies the tasks and responsibilities of a position.
*a. job description
b. job analysis
c. job specification
d. task analysis

Title: Human Resources Management
48. A _____ identifies the qualifications needed to staff a position.
a. job description
b. job analysis
*c. job specification
d. task analysis

Title: Human Resources Management
49. The concept of bona fide occupational qualifications (BFOQ)
a. allows discrimination in certain occupations
*b. allows discrimination when it is reasonably necessary to the normal operations of a particular organization
c. allows discrimination with a waiver from the government
d. discrimination is never allowed

Title: Human Resources Management
50. The process of attracting qualified candidates to apply for job openings is called
a. human resources management
b. selection
c. job specifications
*d. recruiting 

Title: Human Resources Management
51. The process of choosing the most qualified applicant recruited for a job is called
a. human resources management
*b. selection
c. job specifications
d. recruiting
e. orientation

Title: Human Resources Management
52. The two parts of attracting employees are
*a. making candidates aware that the organization is seeking employees and persuading them to apply
b. making candidates aware that the organization is seeking employees and making sure their qualifications match the position
c. making sure the candidates’ qualifications match the position and persuading them to apply

Title: Human Resources Management
53. Assessment centers do all of the following except
*a. selection
b. testing
c. interviewing
d. providing simulated experiences
e. assessment centers do all of the above

Title: Human Resources Management
54. The _____ question requires the candidate to describe what he or she would do and say in a given situation.
a. closed-ended
b. probing
*c. hypothetical
d. open-ended 

Title: Human Resources Management
55. _____ is/are defined as selecting a candidate based solely on the person’s application or resume, or right after interviewing an impressive candidate.
a. The halo and horns effect
b. Central tendency
c. Leniency and strictness
*d. Premature selection
 
Title: Human Resources Management
56. ______ is the process of introducing new employees to the organization and their jobs.
a. Training
*b. Orientation
c. Development
d. Vestibule training 

Title: Human Resources Management
57. Ongoing education to improve skills for present and future jobs is called
a. training
b. orientation
*c. development
d. vestibule training 

Title: Human Resources Management
58. The major difference between orientation and training and development is that
a. training and development is a one-time thing, whereas orientation is continuous
*b. orientation is a one-time thing, whereas training and development is continuous
c. there is no difference between orientation and training and development
d. orientation is usually more intensive than training and development

Title: Human Resources Management
59. Which of the following is not a step in the job instructional training model?
a. preparation of the trainee
b. presentation of the task
c. performance of the task by the trainee
d. follow-up
*e. performance of a job analysis

Title: Human Resources Management
60. The process of acquiring the skills necessary to perform a job is called
*a. training
b. orientation
c. development
d. vestibule training

Title: Human Resources Management
61. The use of role-playing is recommended for the development of
a. technical skills
b. technical and conceptual skills
*c. human and communication skills
d. conceptual and decision-making skills

Title: Human Resources Management
62. The use of cases is recommended for the development of
a. technical skills
b. technical and conceptual skills
c. human and communication skills
*d. conceptual and decision-making skills

Title: Human Resources Management
63. The use of programmed learning is recommended for the development of
*a. technical skills
b. technical and conceptual skills
c. human and communication skills
d. conceptual and decision-making skills

Title: Human Resources Management
64. Developing skills in a simulated setting is called
a. training
b. orientation
c. development
*d. vestibule training 

Title: Human Resources Management
65. _____ is the ongoing process of evaluating employee performance.
a. Performance management
b. Coaching
*c. Performance appraisal
d. Counseling

Title: Human Resources Management
66. Performance improvement exemplifies a(n)
*a. developmental performance appraisal
b. evaluative performance appraisal

Title: Human Resources Management
67. Pay raise decisions exemplify a(n)
a. developmental performance appraisal
*b. evaluative performance appraisal 

Title: Human Resources Management
68. Transfer decisions exemplify a(n)
a. developmental performance appraisal
*b. evaluative performance appraisal 

Title: Human Resources Management
69. The first step in the performance appraisal process is 
a. developing standards and measurement methods
b. conducting a formal performance appraisal
c. conducting an informal performance appraisal
*d. analyzing the job

Title: Human Resources Management
70. Objectives set jointly by managers and employees exemplify the
a. rating scale method of performance appraisal
b. BARS method of performance appraisal
*c. MBO method of performance appraisal
d. ranking method of performance appraisal

Title: Human Resources Management
71. The _____ involves the use of a form to check off performance levels.
*a. rating scale method of performance appraisal
b. BARS method of performance appraisal
c. MBO method of performance appraisal
d. ranking method of performance appraisal

Title: Human Resources Management
72. Managers select descriptive statements on a form when using the
a. rating scale method of performance appraisal
*b. BARS method of performance appraisal
c. MBO method of performance appraisal
d. ranking method of performance appraisal

Title: Human Resources Management
73. The _____ involves comparing employees to others rather than a standard.
a. rating scale method of performance appraisal
b. BARS method of performance appraisal
c. MBO method of performance appraisal
*d. ranking method of performance appraisal

Title: Human Resources Management
74. The _____ is used to make decisions and plans for performance improvements.
*a. developmental performance appraisal
b. evaluative performance appraisal
c. performance appraisal
d. critical incident file 

Title: Human Resources Management
75. The _____ is used to make administrative decisions.
a. developmental performance appraisal
*b. evaluative performance appraisal
c. performance appraisal
d. critical incident file 

Title: Human Resources Management
76. The _____ is a record of an employee’s positive and negative performance.
a. rating scale
*b. critical incident file
c. behaviorally anchored rating scale
d. performance appraisal 

Title: Human Resources Management
77. The _____ consists of a form with descriptive statements from which managers select to measure employee performance.
a. rating scale
b. critical incident file
*c. behaviorally anchored rating scale
d. performance appraisal 

Title: Human Resources Management
78. The two types of performance appraisals are
a. developmental and disciplinary
*b. developmental and evaluative
c. evaluative and disciplinary
d. evaluative and preliminary

Title: Human Resources Management
79. Which of the following statements about the “you get what you reward” concept is false? 
a. People seek information about which activities are rewarded.
*b. People do what they think is right regardless of rewards.
c. People seek to do rewarded activities.
d. People often don’t do unrewarded activities. 

Title: Human Resources Management
80. The total cost of pay and benefits to employees is referred to as
a. salary
*b. compensation
c. remuneration
d. rewards

Title: Human Resources Management
81. Compensation 
*a. both attracts and retains employees
b. attracts, but does not retain employees
c. retains, but does not attract employees
d. neither attracts nor retains employees

Title: Human Resources Management
82. The process of determining the worth of each job relative to the other jobs within an organization is called
a. job rating
b. pay determination
c. job ranking
*d. job evaluation 

Title: Human Resources Management
83. The interaction(s) between management and unionized employees is/are
a. a labor contract
*b. labor relations
c. labor interactions
d. a labor agreement

Title: Human Resources Management
84. The negotiation process resulting in a contract that covers employment conditions is called
a. contract negotiations
b. employment bargaining
*c. collective bargaining
d. labor relations 

Title: Human Resources Management
85. Labor relations refers to
a. how employees get along with each other
*b. the interaction between management and unionized employees
c. the relationship between management and labor in nonunionized organizations
d. the relationship between unionized and nonunionized employees in organizations

Type: E
Title: Human Resources Management
86. From the textbook, use Skill-Builder exercise 7.1 (selecting a tennis coach) as the employment situation. You are interviewing candidate B, Chris, who works as a supervisor on the 11 p.m. to 7 a.m. shift for a local business. Chris has never coached before; however, she was a star player in high school and college. Chris still plays in local tournaments, and you see her name in the paper now and then. You guess she is about 25 years old. Write the five interviewing steps from figure 7.5. After each step, briefly state what you would say for that step. Include a maximum of five and a minimum of three questions to ask Chris. Make sure to include at least one closed-ended, one open-ended, and one hypothetical question for each appropriate step.
a. Step 1: Open the interview.
“Hi, Chris. How are you?”
Step 2: Give your realistic job preview.
“You will be expected to conduct two-hour practices on most days that you do not have matches. You will also coach the ten matches during the season.”
Step 3: Ask your questions.
“Can you be at practice by 3:00 in the afternoon?”
“Why do you want to be the tennis coach for our school?”
“How would you select the team order and doubles partners?”
Step 4: Introduce top candidates to co-workers.
“Chris, I’d like you to meet Larry, our baseball coach.”
Step 5: Close the interview.
“I plan to finish interviewing by Tuesday. I’ll call you with my decision on Friday of this week.”

Type: E
Title: Human Resources Management
87. You are a manager in a factory. You are selecting a candidate for a cleanup job. Cleaning includes routine sweeping and washing of floors, as well as cleaning up unexpected messes that happen frequently throughout the plant. You are interviewing a candidate named Chris. Write the five interviewing steps from figure 7.5. After each step, briefly state what you would say for that step. Include a maximum of five and a minimum of three questions to ask Chris; be sure to have at least one closed-ended, one open-ended, and one hypothetical question for each appropriate step.
a. Step 1: Open the Interview.
“Hi, Chris. How are you?”
Step 2: Give your realistic job preview.
“You will be expected to do cleaning that includes routine sweeping and washing of floors, as well as cleaning up unexpected messes that happen frequently throughout the plant.”
Step 3: Ask your questions.
“Can you work the 3:00 to 11:00 p.m. shift?”
“Why do you want to be a cleaning person for our company?”
“Which of these brooms would you select to clean dirt off this rug?”
Step 4: Introduce top candidates to co-workers.
“Chris, I’d like you to meet Larry, our top cleaning person.”
Step 5: Close the interview.
“I plan to finish interviewing by Tuesday. I’ll call you with my decision on Friday of this week.”

Type: E
Title: Human Resources Management
88. You are a manager in an office. You are selecting a candidate to be the department secretary, who will work for five people. The primary job is word processing with Word. You are interviewing a candidate named Chris. List the five interviewing steps from figure 7.5. After each step, briefly state what you would say for that step. Include a maximum of five and a minimum of three questions to ask Chris; be sure to have at least one closed-ended, one open-ended, and one hypothetical question for each appropriate step.
a. Step 1: Open the interview.
“Hi, Chris. How are you?”
Step 2: Give your realistic job preview.
“You will be primarily expected to do word processing for five people in the department.”
Step 3: Ask your questions.
“Do you have experience word processing?”
“Why do you want to be a secretary for our company?”
“If you were given a routine letter to type, what approach would you take (use of form letters)?”
Step 4: Introduce top candidates to co-workers.
“Chris, I’d like you to meet Larry, one of the top people in our department and for whom you would work. He has some questions for you.”
Step 5: Close the interview.
“I plan to finish interviewing by Tuesday. I’ll call you with my decision on Friday of this week.”