Management Fundamentals Concepts Applications and Skill Development 7th Edition Lussier Test Bank

Management Fundamentals Concepts
Applications and Skill Development 7th

Edition Lussier Test Bank
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als-concepts-applications-and-skill-development-7th-edition-lussier-test-bank/
Chapter 09: Human Resources Management
Test Bank
MULTIPLE CHOICE
1. The human resources management process is also known as the __________.

a. staffing process
b. human resource cycle
c. personnel system
d. onboarding/offboarding process
ANS: A PTS: 1 DIF: Medium
REF: The Human Resources Management Process
OBJ: 9-1. List the four parts of the human resources management process, define harassment and
sexual harassment, and discuss the importance of understanding employment law.
NAT: AACSB standard: Analytical Thinking CD: Comprehension
2. In relation to the parts of the human resources management process, labor relations would fall
under __________.
a. human resources planning
b. attracting employees
c. developing employees
d. retaining employees
ANS: D PTS: 1 DIF: Medium
NAT: AACSB standard: Analytical Thinking CD: Analysis
3. In relation to the parts of the human resources management process, job analysis would fall
under __________.
4. In relation to the parts of the human resources management process, orientation would fall
under __________.
ANS: C PTS: 1 DIF: Medium
5. In relation to the parts of the human resources management process, performance appraisal
would fall under __________.
6. In relation to the parts of the human resources management process, health and safety would fall
under __________.
7. In relation to the parts of the human resources management process, compensation would fall
under __________.
8. The largest professional association for human resource management is the __________.
a. Association of Human Resource Professionals (AHRP)
b. Human Resources International (HRI)
c. Society for Human Resource Management (SHRM)
d. Human Resource Management Academy (HRMA)
ANS: C PTS: 1 DIF: Hard REF: SHRM
9. The HRM process involves ________, attracting, _________, and retaining employees.
a. planning for; developing
b. planning for; staffing
c. advertising; developing
d. analyzing; planning
ANS: A PTS: 1 DIF: Easy
NAT: AACSB standard: Analytical Thinking CD: Knowledge
10. The Equal Employment Opportunity Act of 1972 applies to _________.

a. all organizations
b. most organizations with 15 or more employees
c. only public organizations
d. people over 50 years of age
ANS: B PTS: 1 DIF: Easy
REF: Federal Laws Related to HRM
NAT: AACSB standard: Diverse and Multicultural Work Environments
CD: Knowledge
11. The Equal Employment Opportunity Commission (EEOC) is responsible for ______.
a. protecting women as a minority group
b. employee selection criteria
c. enforcing union contracts
d. enforcing equal opportunity laws
ANS: D PTS: 1 DIF: Easy
CD: Knowledge
12. Lena is speaking to a lawyer because she discovered that William is being paid more than her,
even though they do exactly the same job, have worked for the company for the same amount of
time, and have the same education and experience. The lawyer tells Lena that she might very
well have a case because of the __________.
a. Civil Rights Act of 1991
b. Equal Pay Act of 1963
c. Work Equality Act of 1967
d. Equal Employment Opportunity Act of 1972
CD: Application
13. The Age Discrimination in Employment Act prohibits age discrimination against people older
than __________.
a. 18
b. 21
c. 40
d. 65
ANS: C PTS: 1 DIF: Hard
CD: Comprehension
14. Rena may legally place an advertisement seeking male models to model her line of men’s suits
because, in this case, being male is a(n) __________.
a. pro forma job qualification
b. de jure occupational requirement
c. ex post facto job requirement
d. bona fide occupational qualification
ANS: D PTS: 1 DIF: Hard REF: Preemployment Inquiries
CD: Analysis
15. Which of the following questions might be acceptable in an interview?

a. Have you ever worked under a different name?
b. What is your date of birth?
c. Can you provide a birth certificate?
d. Are you Native American?
ANS: A PTS: 1 DIF: Hard REF: Preemployment Inquiries
CD: Application
16. Which of the following questions might be acceptable in an interview?

a. What is your maiden name?
b. Are you 21 or older?
c. Have you ever been arrested?
d. How much longer do you plan to work before retiring?
ANS: B PTS: 1 DIF: Hard REF: Preemployment Inquiries
CD: Application
17. Khalil’s boss, Vera, told Khalil that she would give him a promotion if he had sex with her.
Vera is committing __________ sexual harassment.
a. ad hoc
b. quid pro quo
c. a mensa et thoro
d. quo ad hoc
ANS: B PTS: 1 DIF: Medium REF: Sexual Harassment
CD: Application
18. Marcus has continued to tell sexually explicit jokes during lunch breaks even after being
warned that such behavior was inappropriate and that he had to stop. Marcus is engaging in
__________ sexual harassment.
a. intimidating work environment
b. offensive work environment
c. antisocial work environment
d. hostile work environment
ANS: D PTS: 1 DIF: Hard REF: Sexual Harassment
CD: Application
19. Which of the following is not a reason why some organizations have policies regarding
romance at work?
a. Sexuality at work detracts from productivity.
b. Romance can trigger questions about fairness and favoritism.
c. Romantic relationships between managers and their employees are considered, by
law, to be sexual harassment.
d. Romance can disrupt team cohesiveness.
ANS: C PTS: 1 DIF: Easy
REF: HRM Sexual Harassment and Romance Policies
CD: Application
20. Regarding sexual harassment, which of the following is most likely to be the responsibility of
managers rather than the HR department?
a. Determine the accuracy of reported violations
b. Help prevent violations
c. Investigate violations
d. Handle paperwork and recordkeeping regarding violations
ANS: B PTS: 1 DIF: Medium
REF: Verbal Warning and Reporting Violations
CD: Analysis
21. The process of staffing the organization to meet its objectives is __________.
a. objective-oriented staffing practices
b. human resources management by objectives
c. corporate strategy aligned staffing
d. strategic human resources planning
REF: Strategic Human Resources Planning
OBJ: 9-2. Indicate the role of strategic human resources planning, and the need for conducting a job
analysis including its two parts. NAT: AACSB standard: Analytical Thinking
CD: Knowledge
22. The __________ identifies the tasks and responsibilities of a position.

a. job analysis
b. job description
c. job specification
d. job statement
ANS: B PTS: 1 DIF: Easy REF: Job Analysis
CD: Knowledge
23. Gavin is always careful to explain to prospective employees both the positive and negative
aspects of the job. As an example, while the job pays very well and offers excellent benefits,
employees are expected to work long hours and at least one weekend every month. Gavin is
giving employees a __________.
a. relevant job description
b. reasonable job expectation
c. realistic job preview
d. reliable job information
ANS: C PTS: 1 DIF: Easy REF: Job Analysis
CD: Application
24. __________ is an excellent source of job descriptions and job specifications.

a. Job Descriptions Online
b. Occupational Information Network
c. Job Specification Database
d. Human Resource Information System
ANS: B PTS: 1 DIF: Medium REF: Job Analysis
CD: Knowledge
25. ________ is the process of attracting qualified candidates to apply for job openings.
a. Selection
b. Marketing
c. Recruiting
d. Hiring
ANS: C PTS: 1 DIF: Easy REF: Recruiting
OBJ: 9-3. Discuss the two parts of attracting employees.
26. Mayuko plans to fill the open sales manager position with one of her current sales employees. In
this case, Mayuko is relying on __________ to fill the position.
a. employee referrals
b. walk-ons
c. inboarding
d. internal recruiting
ANS: D PTS: 1 DIF: Medium REF: Recruiting
27. A new term used to describe both horizontal and lateral transfers within an organization is
__________.
a. unidirectional transfers
b. bidirectional mobility
c. two-dimensional transfers
d. internal mobility
ANS: D PTS: 1 DIF: Medium REF: Recruiting
28. __________ are good places to recruit people who have little or no prior experience.
a. Educational institutions
b. Temporary agencies
c. Public agencies
d. Private employment agencies
ANS: A PTS: 1 DIF: Medium REF: Outside Organizations
29. Executive recruiters are sometimes referred to as __________.

a. management agents
b. headhunters
c. promoters
d. private recruiters
ANS: B PTS: 1 DIF: Easy REF: Recruiting
30. The process of choosing the most qualified applicant recruited for a job is called __________.
a. hiring
b. selection
c. designation
d. screening
ANS: B PTS: 1 DIF: Easy REF: The Selection Process
31. The primary function of an application or resume is to __________.

a. screen applicants to select the top candidates to proceed
b. provide the basis for interview questions
c. predict job success
d. allow for the selection of a diverse pool of candidates to interview
ANS: A PTS: 1 DIF: Medium REF: Application Form
32. An estimated 60% to 70% of U.S. applicants take __________, especially when being
considered for customer service jobs.
a. achievement tests
b. aptitude tests
c. personality tests
d. physical exams
ANS: C PTS: 1 DIF: Medium REF: Testing
33. __________ are places in which job applicants undergo a series of tests, interviews, and
simulated experiences to determine their potential.
a. Vestibule testing centers
b. Assessment centers
c. Evaluation centers
d. Screening centers
ANS: B PTS: 1 DIF: Medium REF: Testing
34. When Shyleigh is reviewing prospective employees’ resumes, she doesn’t pay much attention
to their references because she knows __________.
a. they are time-consuming to check
b. past performance is not indicative of future results
c. they’ve been replaced by testing
d. they’re rarely negative
REF: Background and Reference Checks
NAT: AACSB standard: Analytical Thinking CD: Application
35. The most heavily weighted step in the selection process is usually __________.
a. the interview
b. screening interviews
c. the application
d. background checks
ANS: A PTS: 1 DIF: Easy REF: Interviewing
36. Including trusted __________ in the interview process is a trend intended to help ensure that the
selected candidate fits well with the organizational culture.
a. top managers
b. middle managers
c. first-line managers
d. employees
ANS: D PTS: 1 DIF: Easy REF: Interviewing
37. Jamal believes he is an experienced and skilled interviewer. As a result, he does not prepare a
standardized list of questions or topics to cover with each candidate and, instead, allows the
conversation to develop spontaneously. Jamal’s interviews would be described as __________.
a. improvised
b. free-form
c. unstructured
d. organic
REF: Types of Interviews and Questions OBJ: 9-3. Discuss the two parts of attracting employees.
38. Taylor enters each interview with a prepared list of questions but typically asks several
unplanned questions of each interviewee, and those questions vary from person to person.
Taylor’s interviews would be described as __________.
a. semistructured
b. informal
c. partially outlined
d. probing
ANS: A PTS: 1 DIF: Easy
39. Marta has developed a set of interview questions that she always asks each and every candidate
that she interviews. Marta’s interviews would be described as __________.
a. mechanistic
b. closed-ended
c. formal
d. structured
40. Malcolm asked Leesa, “Tell me about a time you had trouble getting along with a coworker and
how you dealt with the problem.” This is an example of a(n) __________ question.
a. probing
b. behavioral
c. hypothetical
d. closed-ended
ANS: B PTS: 1 DIF: Medium
41. Malcolm asked Leesa, “What would you do if you saw a fellow employee cheating a
customer?” This is an example of a (n) __________ question.
a. probing
b. behavioral
c. hypothetical
d. closed-ended
42. Malcolm asked Leesa, “Have you worked in sales in the past?” This is an example of a (n)
__________ question.
a. probing
b. behavioral
c. hypothetical
d. closed-ended
43. Within the selection process, tests can be useful in predicting the job success of a candidate as
long as the test meets the guidelines for _____________.
a. validity and fairness
b. reliability and validity
c. privacy and reliability
d. fairness and privacy
ANS: B PTS: 1 DIF: Medium REF: Testing
44. The order in which an interview should take place is ____________.

a. open the interview, ask your questions, present the realistic job preview, close the
interview, and introduce top candidates to coworkers
b. review the job description, prepare a realistic job preview, ask your questions,
introduce top candidates to coworkers, and close the interview
c. open the interview, present the realistic job preview, ask your questions, introduce
top candidates to coworkers, and close the interview
d. prepare a realistic job preview, present the realistic job preview, ask your questions,
close the interview, and introduce top candidates to coworkers
ANS: C PTS: 1 DIF: Hard
REF: Preparing for and Conducting the Interview
45. Orientation programs should include five important elements. Which of the following elements
is not one of the elements?
a. A tour
b. Specification of job tasks and responsibilities
c. Description of organization and department functions
d. Introduction to top management
ANS: D PTS: 1 DIF: Medium REF: Orientation Programs
OBJ: 9-4. Describe the three parts of developing employees.
46. Training typically addresses ___________.

a. the decision-making skills of nonmanagers
b. the technical skills of managers
c. the decision-making skills of managers
d. the technical skills of nonmanagers
REF: Training Versus Development
47. A common method of off-the-job training is __________.

a. vestibule training
b. foyer training
c. mezzanine training
d. backroom training
REF: Off-the-Job and On-the-Job Training
48. Aaron is a new employee in your department. What is the most effective way to train him?
a. Give him a list of instructions to follow.
b. Tell him to take notes while you describe how to do the job.
c. Demonstrate to him how to complete the tasks a couple times while explaining it to
him and then have him do the same back to you.
d. Let him figure out his own best ways to accomplish tasks.
ANS: C PTS: 1 DIF: Medium REF: Job Instructional Training
NAT: AACSB standard: Reflective Thinking CD: Application
49. Mary has recently hired a new employee and is beginning the job instructional training (JIT).
She made him feel at ease, showed him what to do a few times while explaining it, and then
gave him some people he can reach out to in the case of any questions. She then proceeded to
monitor his work to ensure the quality. What step of JIT did Mary miss?
a. Telling him when he is allowed to take breaks
b. Allowing the trainee to complete the work while explaining all the steps
c. Telling him what he was doing wrong
d. Including other employees in the training process
ANS: B PTS: 1 DIF: Hard REF: Job Instructional Training
50. In mechanistic organizations, ______________________ perform the evaluations.

a. peers
b. managers
c. direct reports
d. uninvolved third parties
ANS: B PTS: 1 DIF: Easy REF: Performance Appraisal
51. In organic organizations, ________________ perform the evaluations.

a. peers
b. managers
c. direct reports
d. uninvolved third parties
ANS: A PTS: 1 DIF: Easy REF: Performance Appraisal
52. ________________ involves ongoing giving of praise for a job well done to maintain
performance or take corrective action when standards are not met.
a. Counseling
b. Training
c. Coaching
d. Teaching
REF: The Performance Appraisal Process
53. Tom is a manager at a publishing company and prides himself on having an organic company.
Which type of performance appraisal would he be more likely to conduct?
a. Manager evaluation
b. Peer evaluation
c. Uninvolved third party evaluation
d. Direct report evaluation
ANS: B PTS: 1 DIF: Medium REF: Performance Appraisal
54. Oleg’s upcoming evaluation will include input from this supervisor, his coworkers, and the
customers he deals with regularly, among others. It appears Oleg’s company uses __________
in their performance appraisal system.
a. comprehensive feedback
b. total feedback
c. 360-degree feedback
d. complete feedback
ANS: C PTS: 1 DIF: Medium REF: Performance Appraisal
55. People generally do what they are ____________.

a. forced to do
b. asked to do
c. rewarded for doing
d. punished for doing
REF: You Get What You Reinforce
56. If making an administrative decision rather than a developmental decision, __________ are the
most appropriate performance appraisal measurement methods.
a. critical incident files and MBOs
b. rankings and MBOs
c. rankings scales and BARS
d. rankings and rankings scales
ANS: D PTS: 1 DIF: Hard
REF: Standards and Measurement Methods
57. If making a developmental decision rather than an administrative decision, __________ are the
most appropriate performance appraisal measurement methods.
a. critical incidents files and MBOs
b. rankings and MBOs
c. rankings scales and BARS
d. rankings and rankings scales
58. The success of performance appraisals does not lie in the method or form used; it depends on
_______.
a. your interpersonal coaching skills
b. the frequency of the process
c. your decision-making skills
d. the timeliness of the process
59. A ___________ is a performance appraisal method in which a manager keeps a written record
of positive and negative performance of employees through the performance period.
a. narrative
b. BARS
c. MBO
d. critical incident file
60. A developmental performance appraisal is used to make decisions and plans for
_____________.
a. improving the performance appraisal process
b. pay raises and promotions
c. performance improvements
d. termination
REF: Developmental and Evaluative Performance Appraisal Interviews
61. An evaluative performance appraisal can be used to make decisions about all of the following,
except _____.
a. pay raises
b. hiring
c. demotions
d. transfers
62. Most managers are not good at being __________ at the same time.
a. judge and friend
b. friend and coach
c. judge and coach
d. friend and mentor
63. The term ____________ is commonly used when discussing employees leaving the
organization.
a. outflow
b. matriculation
c. withdrawal
d. turnover
REF: Retaining and Separating Employees
OBJ: 9-5. Explain the role of compensation in retaining employees, and indicate three methods of
employment separation. NAT: AACSB standard: Analytical Thinking
CD: Knowledge
64. ________________is the total of an employee’s pay and benefits.

a. Income
b. Salary
c. Compensation
d. Take-home pay
ANS: C PTS: 1 DIF: Easy REF: Compensation
CD: Knowledge
65. Which of the pay systems compensate on an hourly basis?

a. Wages
b. Salary
c. Incentives
d. Pay grades
ANS: A PTS: 1 DIF: Easy REF: Pay Systems
CD: Knowledge
66. Which of the pay systems compensate based on performance?

a. Wages
b. Salary
c. Incentives
d. Pay grades
ANS: C PTS: 1 DIF: Easy REF: Pay Systems
CD: Knowledge
67. Merit raises, bonuses, and commissions are all types of ____________.
a. wages
b. perquisites
c. incentives
d. benefits
ANS: C PTS: 1 DIF: Easy REF: Pay Systems
CD: Knowledge
68. Legally required benefits include __________________.

a. workers compensation, Social Security, and paid vacation
b. workers compensation, paid vacation, and unemployment compensation
c. paid vacation, unemployment compensation, and Social Security
d. workers compensation, unemployment compensation, and Social Security
ANS: D PTS: 1 DIF: Medium REF: Benefits
CD: Knowledge
69. The law that requires most employers to provide time off for medical reasons, to care for a sick
family member, or to care for a new child is the ______________.
a. Worker’s Compensation Act
b. Affordable Care Act
c. Family and Dependents Care Act
d. Family and Medical Leave Act
ANS: D PTS: 1 DIF: Easy REF: Benefits
CD: Knowledge
70. A plan that allows employees to select the benefits that best suit their needs up to a preset dollar
value is called _______.
a. cafeteria-style
b. affordable care plan
c. flexible spending account
d. optional benefits plan
ANS: A PTS: 1 DIF: Easy REF: Benefits
CD: Knowledge
71. __________ allow employees control over when, where, or how much they work.
a. Work-life balances
b. Flexible work practices
c. Open office plans
d. Work to live plans
REF: Work-Life Balance and Benefits
CD: Knowledge
72. Which organization works to protect the safety of American workers?
a. EEOC
b. SSA
c. NLRB
d. OSHA
ANS: D PTS: 1 DIF: Easy REF: Health and Safety
CD: Knowledge
73. Labor unions are organizations that represent employees in the collective bargaining process
with employers over _________________.
a. wages, benefits, and working conditions
b. wages and benefits but not working conditions
c. working conditions but not wages and benefits
d. working conditions and wages but not benefits
ANS: A PTS: 1 DIF: Easy REF: Unions and Labor Relations
CD: Knowledge
74. __________ is a neutral party that helps management and laborers settle their disagreements.
a. An arbitrator
b. A mediator
c. A conciliator
d. A collective bargainer
ANS: B PTS: 1 DIF: Easy REF: Collective Bargaining
CD: Knowledge
75. __________ makes a binding decision to which all parties must adhere.
a. An arbitrator
b. A mediator
c. A conciliator
d. A collective bargainer
ANS: A PTS: 1 DIF: Easy REF: Collective Bargaining
CD: Knowledge
76. Globally, __________% of women have jobs and make up __________% of the global
workforce.
a. 55; 40
b. 60; 50
c. 50; 35
d. 45; 55
ANS: A PTS: 1 DIF: Hard
REF: Trends and Issues in Management OBJ: N/A
CD: Comprehension
77. The hardest employees to retain are __________.

a. Generation X
b. Millennials
c. Baby Boomers
d. Traditionalist
CD: Comprehension
78. Around __________% of millennials say having a “job you enjoy” is extremely important to
them.
a. 65
b. 80
c. 35
d. 50
CD: Comprehension
79. The term __________ is sometimes used to refer to sexual harassment that occurs online.
a. e-harassment
b. techno-harassment
c. textual harassment
d. ether-harassment
REF: Trends and Issues in Management
CD: Comprehension
TRUE/FALSE
80. Human resources management cannot be outsourced.
ANS: F PTS: 1 DIF: Easy REF: Outsourcing

81. The Equal Employment Opportunity Act of 1972 protects women from discrimination in
employment; however, women are not considered to be a minority under this statute.
ANS: T PTS: 1 DIF: Easy
CD: Knowledge
82. Unwelcome sexual advances do not necessarily create a hostile environment.
ANS: F PTS: 1 DIF: Easy REF: Sexual Harassment

CD: Knowledge
83. Job analysis is the process of determining what the position entails and the potential salary for
the position.
ANS: F PTS: 1 DIF: Medium REF: Job Analysis

CD: Knowledge
84. Employees are sometimes encouraged to refer friends or relatives for a job position.
ANS: T PTS: 1 DIF: Easy REF: Recruiting

85. Training is the process of teaching employees the skills necessary to perform a job.

REF: Training Versus Development
86. The formal performance appraisal often involves the use of a standard form developed by the
human resources department to measure employee performance.

87. Conducting a developmental and evaluative performance appraisal together most often creates
the strongest results for the employee.
ANS: F PTS: 1 DIF: Easy

88. The performance appraisal process should take place only once or twice a year.

REF: The Performance Appraisal Process
89. Pay level reflects top management’s choice to be a high-, medium-, or low-paying organization.
ANS: T PTS: 1 DIF: Easy REF: Compensation

CD: Comprehension
90. Labor relations are the interactions between unions and the unionized employees they represent.
ANS: F PTS: 1 DIF: Medium REF: Unions and Labor Relations

CD: Knowledge
91. Downsizing has been called one of the most effective and inexpensive methods of reducing a
workforce.
ANS: F PTS: 1 DIF: Medium REF: Layoffs/Downsizing

CD: Comprehension
92. Global companies’ HRM becomes much more complex as HR departments have to follow
different legal employment rules and regulations.

93. A global trend in human resources management is decreasing employees by replacing them
with contractors.

94. More than 70% of American women have reported personally experiencing gender
discrimination in the workplace.
ANS: F PTS: 1 DIF: Medium

CD: Comprehension
95. Research suggests that a company’s reputation has little to no impact on its ability to attract and
retain employees.

REF: Trends and Issues in Management
CD: Comprehension
ESSAY
96. Discuss the definition of harassment and why it is considered an important area of responsibility
for human resources management.
ANS:
Harassment is a form of discrimination in employment that takes the form of unwelcome
conduct based on race, color, religion, sex (including pregnancy), national origin, age (40 or
older), disability, or genetic information. Petty slights, annoyances, and isolated incidents
(unless extremely serious) will not rise to the level of illegality. Harassment becomes unlawful
where (1) enduring the offensive conduct becomes a condition of continued employment or (2)
the conduct is severe or pervasive enough to create a work environment that a reasonable person
would consider intimidating, hostile, or abusive. The HR department is responsible for helping
ensure that no one is harassed at work and for keeping records.
PTS: 1 DIF: Hard REF: Harassment

CD: Comprehension
97. Discuss the relationship between job analysis, job descriptions, and job specifications.
ANS:
Job analysis is the process of determining what the position entails (job description) and the
qualifications needed (job specifications) to staff the position. The job analysis also results in a
job title for the position. The job description, which is based on the outcome of the job analysis,
identifies the tasks and responsibilities of a position. The job description should identify skills
needed and gives you and the applicant a clear understanding of the expectations in performing
the job so that everyone “really” knows what the position entails. Based on the job description,
you determine job specifications. Job specifications identify the qualifications needed by the
person who is to fill a position. The job specifications identify the types of people needed.
PTS: 1 DIF: Medium REF: Job Analysis

CD: Comprehension
98. Esperanza is a recruiter for Brady Manufacturing and has been asked to hire a new accountant
for the company. Esperanza has been asked to use internal sources for this search. Please
develop a recruiting plan for Esperanza using one of the internal recruiting options.
ANS:
Answers to this question will vary but should be based on either promotions from within,
employee referrals, or previous applicants. Another option would be horizontal or lateral
transfers.
PTS: 1 DIF: Hard REF: Recruiting

99. You are the manager of a midsized car dealership and have been asked by your senior manager
to hire two new sales agents. Your senior manager has made it very clear that she does not want
anyone currently working at the company in a support role to move up to the position. She also
wants to be careful about hiring someone who is overqualified. Which of the external sources
for recruiting do you see as most valid in this situation and why do you feel this way?
ANS:
Of the four external sources, advertising is the most suitable to this situation because this will
allow the student to mention that they can attract completely new applicants based on a very
specifically advertised criteria. Some students may see that agencies would be applicable in this
situation for similar reasons.
PTS: 1 DIF: Hard REF: Recruiting

NAT: AACSB standard: Reflective Thinking CD: Application
100. Describe the difference between training and development.
ANS:
Training is the process of teaching employees the skills necessary to perform a job, typically
technical skills. On the other hand, development is ongoing education to improve skills for
present and future jobs.
PTS: 1 DIF: Medium REF: Training Versus Development

101. Discuss the problems associated with conducting developmental and evaluative performance
appraisals at the same time.
ANS:
When a developmental and an evaluative PA are conducted together (which they commonly
are), the appraisal is often less effective as evaluation crushes development, especially when the
employee disagrees with the evaluation. Most managers are not good at being a judge and a
coach at the same time. Therefore, separate meetings make the two uses clear and can help you
be both a judge and a coach.
PTS: 1 DIF: Medium

102. List the steps in preparing for an evaluative appraisal interview.
ANS:
Step 1: Make an appointment.
Step 2: Have the employee perform a self-assessment.
Step 3: Assess the employee’s performance.
Step 4: Identify strengths and areas of improvement.
Step 5: Predict the employee’s reactions and plan how to handle them.
PTS: 1 DIF: Medium

103. List the steps in preparing for a developmental performance appraisal interview.
ANS:
Step 1: Make an appointment.
Step 2: Have the employee develop objectives and plans for improving performance.
Step 3: Develop the objectives and plans for improving employee performance.
PTS: 1 DIF: Medium

104. Explain what pay determination is and discuss the external and internal pay determination
approaches.
ANS:
A difficult decision is how much to pay each employee. It is very important to determine an
amount that is within your budget but at the same time high enough to retain your current and
future employees. External approaches include using data from industry sources and using pay
averages. It’s common to find out what other organizations pay for the same or similar jobs
and set pay levels that are comparable. An internal approach is to use job evaluation. Job
evaluation is the process of determining the worth of each job relative to the other jobs within
the organization. Organizations commonly group jobs into pay grades, creating a pay
dispersion. The higher the grade of the job, the higher the pay. The external and internal
approaches are often used together.
PTS: 1 DIF: Hard REF: Pay Determination

CD: Comprehension
105. Discuss the three methods of employee separation.
ANS:
Attrition: Occurs when employees leave for other jobs, elect to stop working for a time, or
retire. Employees lost through attrition often need to be replaced. Employees who leave
voluntarily are often interviewed so that managers can find out their reasons for leaving. The
exit interview, usually conducted by someone from the HR department, can help identify
problem areas that lead to turnover and can be used to help retain good employees.
Firing: Reasons for termination should be spelled out in the company’s HR employee manual
based on avoiding wrongful discharge. Wrongful discharge is a legal doctrine that requires
employers to have a job-related reason for terminating employees, including violation of rules
and poor performance.
Layoffs/Downsizing: Employees can also lose their jobs due to company layoffs or downsizing
based on a retrenchment strategy. Layoffs usually occur because of poor economic conditions,
organizational problems, or mergers and acquisitions. Most large companies try to be ethical
and socially responsible during layoffs, and the HR department offers outplacement services to
help employees find new jobs and give severance pay to provide some money while the person
conducts a job search.
PTS: 1 DIF: Hard REF: Separating Employees

CD: Comprehension

Management Fundamentals Concepts Applications and Skill Development 7th Edition Lussier Test Bank

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Management Fundamentals Concepts

Applications and Skill Development 7th

1. The human resources management process is also known as the __________.

10. The Equal Employment Opportunity Act of 1972 applies to _________.

15. Which of the following questions might be acceptable in an interview?

16. Which of the following questions might be acceptable in an interview?

22. The __________ identifies the tasks and responsibilities of a position.

24. __________ is an excellent source of job descriptions and job specifications.

29. Executive recruiters are sometimes referred to as __________.

31. The primary function of an application or resume is to __________.

44. The order in which an interview should take place is ____________.

46. Training typically addresses ___________.

47. A common method of off-the-job training is __________.

50. In mechanistic organizations, ______________________ perform the evaluations.

51. In organic organizations, ________________ perform the evaluations.

55. People generally do what they are ____________.

64. ________________is the total of an employee’s pay and benefits.

65. Which of the pay systems compensate on an hourly basis?

66. Which of the pay systems compensate based on performance?

68. Legally required benefits include __________________.

77. The hardest employees to retain are __________.

80. Human resources management cannot be outsourced.

ANS: F PTS: 1 DIF: Easy REF: Outsourcing

82. Unwelcome sexual advances do not necessarily create a hostile environment.

ANS: F PTS: 1 DIF: Easy REF: Sexual Harassment

ANS: F PTS: 1 DIF: Medium REF: Job Analysis

ANS: T PTS: 1 DIF: Easy REF: Recruiting

ANS: T PTS: 1 DIF: Easy

ANS: T PTS: 1 DIF: Easy

ANS: F PTS: 1 DIF: Easy

ANS: F PTS: 1 DIF: Easy

ANS: T PTS: 1 DIF: Easy REF: Compensation

ANS: F PTS: 1 DIF: Medium REF: Unions and Labor Relations

ANS: F PTS: 1 DIF: Medium REF: Layoffs/Downsizing

ANS: T PTS: 1 DIF: Easy

ANS: T PTS: 1 DIF: Easy

ANS: F PTS: 1 DIF: Medium

ANS: F PTS: 1 DIF: Easy

PTS: 1 DIF: Hard REF: Harassment

PTS: 1 DIF: Medium REF: Job Analysis

PTS: 1 DIF: Hard REF: Recruiting

PTS: 1 DIF: Hard REF: Recruiting

100. Describe the difference between training and development.

PTS: 1 DIF: Medium REF: Training Versus Development

PTS: 1 DIF: Medium

PTS: 1 DIF: Medium

PTS: 1 DIF: Medium

PTS: 1 DIF: Hard REF: Pay Determination

105. Discuss the three methods of employee separation.

PTS: 1 DIF: Hard REF: Separating Employees

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