MGMT 371 Chapter 12

The strategic approach to human resource management recognizes key elements. Which of the following is NOT an ingredient in successful human resource management?
Only top-line managers are predominantly human resource managers.
All of the following are current strategic issues of particular concern to managers EXCEPT
right people to become more competitive on a local basis.
Which of the following created the Equal Employment Opportunity Commission?
Civil Rights Act
Lainie was denied a promotion to partner in her accounting firm because of her gender. Lainie is a victim of
____ is a policy requiring employers to be proactive in being certain that equal opportunity exists for all within their organization.
Affirmative Action
Greene, Inc. requires that all managers undergo gender sensitivity training with the intent of eliminating gender stereotypes in the organization. This is an example of
Affirmative Action
The ____ prohibits discrimination based on physical or mental disability.
Vocational Rehabilitation Act
Family and Medical Leave Act require employers to provide up to ____ weeks unpaid leave for childbirth, adoption, or family emergencies
____ is part of the new social contract for employees.
Employability, personal responsibility
____ has led to the elimination of many positions in organizations.
A(n) ____ is a company that is highly attractive to potential employees because of human resources practices that focus on tangible and intangible benefits, and that embraces a long-term view to solving immediate problems.
Employer of choice
Which of the following means using computers and telecommunications equipment to do work without going to an office?
____ is the second step in attracting individuals who show signs of becoming valued, productive, and satisfied employees.
choosing recruiting procedures
In utilizing the matching model of employee selection, the organization offers ____ and the employee offers ____.
inducements, contributions
Bryan, who works in the human resource department, is interested in gathering data on the projected number of resignations and retirements over the next ten years. He is most likely performing which of the following activities?
Human Resource planning
____ is a systematic process of gathering and interpreting information about the essential duties.
Job Analysis
A(n) ____ typically lists job duties as well as desirable qualifications for a particular job.
Job Description
Recruiting methods that are used to promote the hiring, development, and retention of “protected groups” are examples of
Affirmative Action
____ dramatically extends the organization’s recruiting reach, offering access to a wider pool of applicants and saving time and money.
Which of the following refers to the process of determining the skills, abilities, and other attributes a person needs to perform a particular job?
Which of the following is a device for collecting information about an applicant’s education, previous job experience, and other background characteristics?
An application form
On employee applications and during interviews, it is appropriate to ask all of the following EXCEPT
Race or color of skin
One of the newest ways of gauging whether a candidate is right for the company is by checking
social networking sites
In ____, an experienced manager shows a new employee how to perform job duties.
On-the-Job training
The most common form of formal corporate training is
Classroom training
Pizza Deluxe University is an in-house center and education facility that offers broad-based learning opportunities for employees. Pizza Deluxe University would be considered a(n)
Corporate university
The process of observing and evaluating an employee’s performance, recording the assessment, and providing feedback to the employee is referred to as
performance appraisal
Which of the following refers to a method of directing, instructing and training a person with the goal to develop specific management skills?
Which of the following performance appraisal methods essentially evaluates employees by pitting them against one another?
Performance review ranking system
____ is developed from critical incidents relating to job performance.
Behaviorally anchored rating scale
One of the most dangerous performance evaluation errors is ____, which places an employee into a class or category based on one or a few traits or characteristics.
Colby is a new interviewer who just finished an interview with Renee. Her professional style and her flawless grooming immediately struck him. Colby gave Renee a very good evaluation although her previous work experience and educational background were not that exceptional. What rating error did Colby succumb to?
The halo effect
Which are used to help determine why employees are leaving their jobs?
Exit Interviews
Which of the following is a key performance driver that is tied to human capital investments?
Artie’s Pretzels is a small but well-known company that receives thousands of job applications every year, though it only fills about 50 positions annually. Company managers have learned that Artie’s human resource practices are one of the driving factors that attract potential employees. Artie’s Pretzels can be described as what type of organization?
Employer of choice
Which legal act underscored the need for well-written job descriptions and specifications that accurately reflect the mental and physical dimensions of jobs?
American With Disabilities Act
What type of interview allows the applicant a great deal of freedom in determining the course of the conversation, bringing to light information that could otherwise remain concealed?
Non-directive Interview
While on a job interview for an administrative position at a university, Alyssa was asked to respond to simulated memos and emails that are similar to those she would address if she was in that position. This is an example of a(n):
Work sample test
When an experienced employee guides and supports a newcomer or less-experienced employee, this is referred to as:
A junior VP at a financial services firm meets regularly with Edward, a retired businessman who is now in the business of directing, instructing, and training managers in the development of their personal competencies. Edward can best be described as a(n):