Intro to Business chapter 9

Human resources management (HRM)
All the activities involved in acquiring, maintaining, and developing an organizations human resources
Human resources planning
The development of strategies to meet a firms future human resources needs
Employee relations
Increasing employee job satisfaction through satisfaction surveys, employee communication programs, exit interviews, and fair treatment
Training and development
Teaching employees new skills and new jobs, and more effective ways to performing their present jobs
Replacement chart
A list of key personnel and their possible replacements within a firm
Skills inventory
A computerized databank containing information on the skills and experience of all present employees
Laid off
Dismissed from the workforce until they are needed again
Attrition
The normal reduction in the workforce that occurs when employees leave a firm
Cultural (workplace) diversity
Differences among people in the workforce owing to race, ethnicity and gender
A
The acquisitions phase of HRM include all but which of the following activities;
A. Training
B. Selection
C. Orientation
D. Job analysis
A
All of the following factors are important to managing employee turnover except:
A. Performing job analysis
B. Providing Hans-on employee-support
C. Forecasting turnover
D. Hiring the right employee from the beginning
D
When a firm promotes a qualified woman, but fails to compensate her at the same rate as a man in the same position, the firm may be guilty of violating the concept of
A. A fair wage structure
B. Compensation
C. A flexible benefit plan
D. Comparable worth
E. A lump-some salary plan
E
Angie expects to receive at least the minimum federal wage rate and overtime pay when she works more than 40 hours a week as a clerk at the local video store. Angie knows that she has the_____, passed in the______, to thank for both of these.
A. Worker adjustment and retraining notification act; 1980s
B. National Labor relations act; 1930s
C. Equal pay act; 1960
D. Equal pay act; 1930s
E. Fair labor standards act; 1930s
A
Developing a training program involves all of the following except
A. Supervising workers
B. Determining training methods
C. Conducting an analysis of needs
D. Creating an evaluation system
E. Selecting development methods
D
The development phase of human resources management (HRM) involves
A. Recruiting
B. Staffing
C. Employee relations
D. Training and development
E. Compensation
B
One responsibility of human resources manager is to fill organizational positions with qualified people. To do this successfully, what must a manager do first to determine the qualifications needed for the position?
A. Set up job orientations
B. Conduct job analyses
C. Determine compensation and benefits
D. Prepare a skills inventory
E. Develop performance appraisal standards
D
Jones, LTD., Is dissatisfied with it’s across-the-board salary increases and is searching for a program that provides more individual rewards, benefits, and incentives. The company is committed to controlling labor costs while, simultaneously, encouraging and motivating employees to perform at a high-level. The HR manager at Jones has suggested a_____program.
A. Benefits
B. Lump-sum salary
C. Remuneration
D. Merit pay
D. Profit-sharing
Job analysis
A systematic procedure for studying jobs to determine their various elements and requirements
Job description
A list of the elements that make up a particular job
Job specification
A list of the qualifications required to perform a particular job
Recruiting
The process of attracting qualify job applicants
External recruiting
The attempt to attract job applicants from outside and organization
Internal recruiting
Considering present employees as applicants for available positions
Selection
The process of gathering information about applicants for a position and then using that information to choose the most appropriate applicant
Orientation
The process of acquainting new employees with an organization
B
A replacement chart is a list of all personnel in a company and a potential replacement from outside the company.
A. True
B. False
A
Monster.com is the largest online job-search site on the Internet.
A. True
B. False
B
The disadvantage of external recruiting is the bringing of new perspectives into the organization.
A. True
B. False
B
Success in the selection process means hiring the most qualified person.
A. True
B. False
B
All interviewers consider the list of references of a potential employee to be a great value.
A. True
B. False
B
A lump-sum salary increase gives retiring employees an opportunity to take one sum at retirement age
A. True
B. False
A
Employers holding federal contracts in excess of $50,000 and that have 50 or more employees must abide by affirmative action laws.
A. True
B. False
B
A retirement plan is required to be fully funded by the employer
A. True
B. False
B
HRM consists of:
A. Hiring and training suppliers within an organization
B. All the activities involved in acquiring, maintaining, and developing the human resources in an organization
C. All the activities involved in acquiring, maintaining, and developing the materials in an organization
D. Acquiring and maintaining the material resources in an organization
E. Acquiring and divesting a company of the financial resources in that organization
A
Compensation issues are a part of the_______phase of HRM
A. Maintaining
B. Employee relations
C. Orientation
D. Training
A. Selection
D
A systematic procedure for studying jobs is known as
A. Job description
B. Job specification
C. A replacement chart
D. Job analysis
A. Skills inventory
E
Women make up approximately______of the US workforce
A. 34
B. 54
C. 40
D. 39
E. 47
A
A structured interview involves
A. Asking only a prepared set of job-related question
B. Interviewing all candidates within the same short time span
C. Asking all interviewees in maximum of three prepared questions
D. Interviewing all candidates in the same location
E. Asking all interviewees random questions
C
Which of the following would least likely be considered part of an employee reward system?
A. Rewards that are comparable to other firms
B. Rewards that are distributed with recognition that different people have different needs
C. Rewards that enable employees to move up in the Company
D. Rewards that are distributed fairly
E. Rewards that enable employees to satisfy needs
C
What is the primary idea behind profit-sharing
A. To create a team-based environment
B. To effectively train employees
C. To motivate employees
D. To create a collaborative work environment
E. To recruit creative employees
C
Which of the following employee benefits is required by law?
A. Tuition-reimbursement
B. Exercise rooms
C. Workers compensation insurance
D. Company cafeterias
E. Childcare services
Compensation
The payment employees receive in return for their labor
Compensation system
The policies and strategies that determine employee compensation
Wage survey
A collection of data on prevailing wage rates within an industry or a geographic area
Job evaluation
The process of determining the relative worth of the various jobs within a firm
Comparable worth
A concept that seeks equal compensation for jobs requiring about the same level of education, training, and skills
Hourly wage
A specific amount of money paid for each hour of work
Salary
A specific amount of money paid for an employees work during a set calendar, Regardless of the actual number of hours worked
Commission
A payment that is a percentage of sales revenue
Incentive payment
A payment in addition to wages, salary, or commissions
Lump-sum salary increases
An entire pay raise taken in one lump sum
Profit-sharing
The distribution of a percentage of a firms profit among its employees
Employee benefit
A reward in addition to regular compensation that is provided indirectly to employees
Flexible benefit plan
Compensation plan whereby an employee receives a predetermined amount of benefit dollars to spend on a package of benefits he or she has selected to meet individual needs
Employee training
The process of teaching operations and technical employees how to do their present jobs more effectively and efficiently
Management development
The process of preparing managers and other professionals to assume increased responsibility in both present and future positions
Performance appraisal
The evaluation of employees’ current and potential levels of performance to allow managers to make objective human resources decisions
A
Although cultural diversity presents a challenge, managers should view it as an opportunity rather than a limitation
A. True
B. False
D
The three important phases of HRM include
A. Hiring, training and firing
B. Recruiting, selection in orientation
C. Buying, inventorying, and selling
D. Acquiring, maintaining and developing
E. Orientation, relations, and appraisal
D
______Is considered the basis for recruiting in selecting new employees
A. A skills inventory
B. A replacement chard
C. Job specification
D. Job analysis
D. Job description
B
When undersupply is expected to be temporary in a company, some employees may be laid off.
A. True
B. False
A
It is standard that salaried employees do not receive overtime pay
A. True
B. False
A
Which of the following is least likely to provide HRM with information for human resource planning?
A. Orientation programs
B. An organizations strategic plan
C. Past staffing levels
D. Evolving technologies
E. Projected economic trends
C
Which of the following is not an HRM activity?
A. Job analysis
B. Selection
C. Enrolling
D. Orientation
E. Recruiting
E
What is a skills inventory?
A. A database of skills of all potential employees that have applied for a new position in the company
B. A database of skills and experience of all retiring employees
C. A database of skills needed by the company
D. A database of skills and experience of all top management
E. A database of skills and experience of present employees
A
Which of the following is not a way to reduce your work force?
A. Orientation
B. Attrition
C. Early retirement
D. Laid off
E. Fired
D
What is a primary disadvantage of internal recruiting in an organization?
A. It is a long and costly process
B. It is expensive
C. It deflates employee motivation
D. It leaves another position to be filled
A. The recruiting and selection costs are high
B
A resume is typically a minimum of three pages
A. True
B. False
B
The concept of equal compensation for jobs that require about the same level of education, training, and skills is known as
A. Skills inventory
B. Comparable worth
C. A compensation system
D. Job specification
E. Profit-sharing
B
It wage structure is usually developed on the basis of job analysis
A. True
B. False
A
Recruiters may seek job applicants from inside the firm, outside the firm, or both
A. True
B. False
A
Performance appraisals can be considered a part of the development phase of HRM
A. True
B. False
B
A job analysis is a list of elements that make up a particular job
A. True
B. False
B
_____Is a way of rewarding outstanding individual employees
A. A lump-sum salary increase
B. Merit pay
C. Gain sharing
D. Profit-sharing
E. A pension program
E
Which of the following is not a main objective of a performance appraisal?
A. Provides an effective basis for distributing rewards
B. Informs and organizations of its success in the employee training process
C. Apprises workers of how they are doing in their jobs
D. Helps the organization monitor it’s employee selection process
E. Informs and organization of its profit potential in regard to each employee
B
Employee compensation may account for up to 80% of the firms operating costs
A. True
B. False
B
Legislation in regard to minimum wages and overtime pay rates were established in the 1950s
A. True
B. False
National Labor relations act, 1935
Established a collective-bargaining process in labor-management relations and the National Labor Relations Board
Fair labor standards act, 1938
Established a minimum wage and overtime pay rate for employees working more than 40 hours per week
Labor-management relations act, 1947
Provides a balance between Union power in management power, also known as the Taft-Hartley act
Equal pay act, 1963
Specifies that men and women who do equal jobs must be paid the same wage
Title VII of the civil rights act, 1964
Prohibits discrimination in employment practices based on sex, race, color, religion, or national origin
Age discrimination in employment act, 1967 – 1986
Prohibits personal practices that discriminate against people aged 40 years and older. The 1986 amendment eliminated a mandatory retirement age
Occupation safety and health act, 1970
Regulates the degree to which employees can be exposed to hazardous substances and specifies the safety equipment that the employer must provide
Employment retirement income security act, 1974
Regulates company retirement programs and provides a federal insurance program for retirement plans that go bankrupt
Worker adjustment and retraining notification act, 1988
Requires employers to give employees 60 days notice regarding plant closure or layoff of 50 or more employees
Americans with disabilities act, 1990
Prohibits discrimination against qualified individuals with disabilities in all employment practices, including job-application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment
Civil rights act, 1991
Empowers employees to sue employers for sexual discrimination and collect punitive damages
Family and medical leave act, 1993
Requires an organization with 50 or more employees to provide up to 12 weeks of leave without pay on the birth (or adoption) of an employee’s child or if employee or his or her spouse, child, or parent is seriously ill