Human Resources Management in the Hospitality Industry BY David K. Hayes and Jack D. Ninemeier
Email: richard@qwconsultancy.com
Chapter 1 Test Bank 1.
The hospitality industry is often described as a: A. Hotel and Restaurant Business B. People Business C. Revenue Maximizing Business D. Human Resources Business
2.
All of the following are considered part of the hospitality industry EXCEPT: A. Financial services B. Retail Businesses C. Foodservice D. Transportation
3.
Which of the following is an example of a not-for-profit foodservice segment? A. Grocery Stores B. Service Stations C. Caterers D. Correctional Facilities
4.
An employee’s attitude about their job is most likely to be affected by: A. Their interactions with co-workers and managers B. The business’ profit margins C. The business’ level of technological advancement D. Their benefit package
5.
The idea of intrepreneurship is intended to: A. Help maximize job-sharing B. Focus efforts on internal job recruitment C. Motivate employees by offering profit-sharing plans to staff D. Increase an organization’s number of operating units
6.
Which of the following management responsibilities does NOT have a human resources component? A. Staffing B. Controlling C. Appraising D. All have a human resources component
7.
Labor shortages may occur when: A. Unemployment rates are stagnate B. Employee turnover rates are high C. Compensation levels are perceived as excessive D. Downsizing activities are undertaken
8.
The Altoona Inn is a medium sized hotel which employees 58 people. In the last year, and for various reasons, 7 employees left the hotel. To compensate, 5 new employees have been hired. What is the employee turnover rate of the Altoona Inn for the year? A. 7% B. 12% C. 21% D. More information is needed to calculate employee turnover rate
9.
Which of the following is NOT a primary human resources activity: A. Training and Developing B. Protection and Communications C. Product development D. Compensation and Appraisal
10.
The local economy may affect the way a human resources department executes their recruiting practices. This is an example of a(n): A. External Influence B. Internal Influence C. Work Procedure D. Short-Term Plan
11.
Which of the following is an internal influence on human resources departments? A. Protection and Communication B. Employee Unions C. Demographics D. Corporate Culture
12.
An external issue that could affect a human resources department would be: A. Training B. Employee development activities C. Employee unions D. Corporate culture
13.
Diversity is desirable in hospitality operations because it: A. Yields the full utilization of the diverse talents of every staff member B. Is legally mandated by local and national law C. Eliminates discrimination D. Minimizes downsizing
14.
A staff member’s response to the implementation of a valuing-diversity effort will most likely to depend on: A. What management requires of them B. The extent to which they tolerate perceived risk C. Their ethnic background D. Their age
15.
If a hospitality organization is too small to have a human resources department: A. It is not necessary to address its human resources activities B. Each employee should take responsibility for their own human resources activities C. Only minor HR-related issues will surface D. The general manager or department heads will likely may assume/share these responsibilities
16.
Which of the following is NOT an example of a lodging organization in the hospitality industry? A. Inns B. Health Care Institutions C. Camp and Park Grounds D. Destination Resorts
17.
Which is an example of a human resource: A. An entry-level staff member B. The payroll C. Government legislation D. An effective training program
18.
When an expenditure is referred to as “value-added” it is said that: A. The price was higher than originally anticipated B. The price was lower than originally anticipated C. The money spent on the product was low relative to the worth of that product D. The price was not attractive relative to the quality of the product
19.
The implementation of a diversity initiative is most likely to benefit: A. Only the members of under-represented groups B. The program facilitators C. All employees and the organization as a whole D. The HR manager
20.
Which of the following is NOT likely to be considered a Human Resources responsibility: A. Management of benefit programs B. Administration of guest room inspections C. Administration of payroll records D. Planning recruitment strategies
Answers to Chapter 1 Test Bank 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.
B A D A C D B B C A D C A B D B A C C B