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Exam 11: Human Resource Management: Finding and Keeping the Best Employees

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Question 31

Multiple Choice

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One of the key functions of human resource management is:

A) departmentalizing.
B) recruiting.
C) budgeting.
D) auditing.

E) B) and C)
F) None of the above

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Question 32

Multiple Choice

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Crocker Enterprises conducts thorough background investigations of its prospective employees. The purpose of such investigations is to:

A) meet federal reporting guidelines that requires up-to-date work history for each candidate.
B) identify those applicants that are most likely to succeed.
C) implement the "employment at will" doctrine.
D) discover whether the employee has ever worked for a competitor.

E) A) and C)
F) A) and D)

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Question 33

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Danielle relies on summer earnings to fund her next year at the university. When she tried to get her old high school summer job back at local Cool Rags Clothier, she learned that the manager no longer hires college students during the summer months. Which of the following strategies do you recommend that Danielle pursue?

It is sometimes advantageous to hire from within because it .

As indicated in the Making Ethical Decisions box, "Motivating Temporary Employees",

The concept of "reasonable accommodations" means that all workers should be treated in the same manner.

Vestibule training is the most fundamental type of training available.

The first step in establishing training and development programs is to:

A job analysis consists of creating two documents called a job inventory and a performance appraisal.

The most likely reason a firm would pay its sales representatives a commission rather than a salary is that it wants to:

Most firms today are checking the backgrounds of job applicants more carefully than they did in the past.

Women usually find it easier than men to obtain mentors and engage in networking.

With the advent of more sophisticated technology, employers who operate locally and globally and want all employees to receive the same training may opt for .

The ultimate resource of a firm is its:

Mini-Case Dee Pozitt had been the assistant human resource director at Fleesum Financial Services for a bit more than a year when the company's human resource director was injured in a sky diving accident. Because of his injuries the director would be unable to work for several months. Howie Fleesum, the company's CEO, decided to name Dee the acting director of human resources. Though she had been at the firm for a shorter period of time than most other managers, he felt that her position as the director's assistant had given her insights into the company's human resource issues that the other managers lacked. He also was very impressed by the glowing performance appraisal Dee recently received from the director, her peers, and even subordinates. Before accepting the position as acting director, Dee made sure that Mr. Fleesum recognized her authority to implement some major changes in policies she and the director had been planning before his accident. The changes were intended to make the company more responsive to the needs of employees, thus improving morale and reducing worker turnover. Although Dee was sorry the director was injured, she was pleased that Mr. Fleesum had confidence in her and was willing to give her the authority to implement important new programs. The only aspect of her opportunity that worried her was the resentment and hostility she sensed from a few of the older, more experienced managers. One of the most hostile coworkers was a fellow named Mort Gage. Dee decided she had better talk to Mort and find out why he was so upset. -Dee's performance appraisal allowed the director to evaluate her performance, but also allowed peers and subordinates to provide feedback as well. This type of appraisal is called a(n) :

Blue-collar and clerical workers who punch a time clock typically are paid a(n) :

A fringe benefit plan where employees choose the package of benefits they want up to a certain dollar amount is called a plan.

Mollie Herndon is an office manager at Beaux Neaux Legal Services. The company's top management recently announced it was adopting a 360-degree review process as part of the performance appraisals of its office managers. Once this policy goes into effect, Mollie can expect her evaluations to include feedback from both the managers above her and the employees she supervises.

Recent court cases include drug-addicted employees who claim their addiction is an illness, and therefore, they are protected from wrongful discharge under the American With Disabilities Act.

As a project manager for a large construction company, Tyler decided to make the performance appraisal process as painless as possible for his work crew. He spent a considerable amount of time creating performance standards he felt were reasonable, and after six months time, he scheduled individual appointments with each worker to discuss strengths and weaknesses and areas that needed improvement according to the standards he privately set. Some employees were sent to vestibule training, and one even got a promotion with additional compensation. What did Tyler fail to do correctly?