Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
1. _____________ 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 2. The ultimate resource of a firm is its:
A. business plan. B. marketing mix. C. capital budget. D. employees. 3. One of the key functions of human resource management is:
A. departmentalizing. B. recruiting. C. budgeting. D. auditing. 4. 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. 5. __________ workers have a higher skill level than their current job requires.
A. Structurally unemployed B. Frictionally unemployed C. Contingent D. Underemployed 6. 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. 7. 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.
11-1
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
8. 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 9. 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 10. 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 11. 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.
11-2
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
12. When Carl Remmick 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. Carl is a(n): A. structurally unemployed worker. B. semi-employed worker. C. underemployed worker. D. quasi-employed worker. 13. Frank Lehman is a human resource manager at a major corporation. If Frank's
company is like most firms today, which of the following statements about Frank's 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. 14. 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. 15. 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
11-3
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
16. 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. 17. 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. 18. 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 19. Employers must verify that employment candidates are eligible to work in the U.S. as
mandated by: A. Manpower Development and Training Act B. Civil Rights Act of 1991 C. Immigration Reform and Control Act D. Occupational Safety and Health Act 20. 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. 21. 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).
11-4
Chapter 11 - Human Resource Management: Finding and Keeping the Best Employees
22. 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 special needs. 23. 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 24. 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. 25. 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. 26. 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 that does not require the employee to adapt the work environment to accommodate the employee.
11-5