Understanding business Test bank solution Chap 11 Human resource management finding and keeping the best employees

Dramatic changes in the U.S. labor force will make the work of human resource managers more interesting, and more difficult, in the future. Identify and describe three trends that will challenge future human resource managers. Identify and describe three common methods of training and developing employees What is the purpose of a performance appraisal? What are the major steps involved in the performance appraisal process? What are the key features of flextime plans, compressed workweeks, and job sharing plans? Discuss the advantages and disadvantages of these approaches to scheduling employees What are the main provisions of the Americans with Disabilities Act, and how have these provisions affected human resource management in American companies?

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TEST PLANNING TABLE FOR CHAPTER 11

227,228,229,230,231,232, 233

240,241,242,243,244,245, 246,247,248

40,41,42,

249,250,251,252,253 43,44,45,46,47,48,254,255,256,257,258,

259,260, 433

3 Summarize the five

steps in human

resource planning

49,50,51,52,53,54,55,56, 56,57,58,59,

261,262,263,264,265,266, 267,268,269

60,61,62,

270,271,272,273,274, 275,

63,64,65,66,67,68,69,

276,277,278,279,280, 281,282,283,284,

4 Describe methods

that companies use to

recruit new employees,

and explain some of the

issues that make

recruitment challenging.

70,71,72,73,74~,75,76,77,

78~,79, 285,286,287,288,289~

300,301,302,303,304,305, 306,307,308,309

104,105,106~,

310,311,312,313,314, 315,316

107,108,109,110,111,

317,318,319,320,321, 322,

323,324,325,326,327,328, 329,330,331,332,333,334, 335,336,337,338

134,135,136,

339,340,341,342,343, 344,345,346,347

137,138,139,140,141, 142,143,

348,349,350,351,352, 353,354,355,356,357, 358,

7 Trace the six steps

in appraising employee

performance.

144,145,146,147,148,149, 150,151,152,153,154,155,

359,360,361,362

156,157,158,159,

363,364,365,366 160,161,162,163,164,367,368,369,370,371,

431, 436*

8 Summarize the

objectives of employee

compensation

programs, and evaluate

pay systems and fringe

benefits.

165,166,167,168,169,170, 171,172,173,174,175,176, 177,178,179,180,

372,373,374,375,376,377, 378,379,380,381,382,383

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9 Demonstrate how

managers use scheduling

plans to adapt to workers’

needs.

194,195,196,197,198,199, 200,201,202,203,204,

397,398,399,400,401,402

205,

403,404,405,406 206,207,208,209,210,211,

407,408,409,410,411, 412,413,414,

432 435*

415,416,417,418,419

219,220,221,222,

420,421,422,423 223,224,225,226,424,425,426,427,428

Total number of test items: 437

True/false questions are in plain text

Multiple choicequestions are in bold text.

Questions on boxed material are in bold text with a tilde~

Essayquestions are in bold underlined text

Minicase questions are in bold with an asterisk*.

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

Level of Difficulty: 1 Easy

Topic: The Importance of Human Resource Management

2 Human resource management is receiving increased attention because the shift from

traditional manufacturing industries to service and high-tech manufacturing industries requires workers to have more technical job skills.

4 Today, human resource management is viewed as a clerical function of keeping personnel

records and processing payroll.

Answer: False

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AACSB: Reflective Thinking

Bloom’s: Remember

Learning Objective: 11-01 Explain the importance of human resource management, and describe current issues in managing human resources

6 The human resource manager's job is easier today than it was in the past because a

growing percentage of the workforce is highly educated and well-prepared for jobs in the contemporary business environment.

7 The reason industries such as robotics and biotechnology have grown rapidly in recent

years is that the United States has a surplus of highly educated and experienced workers available for employment in these fields.

8 One of the challenges facing today's human resource managers is a shift in the age

distribution of the labor force, including aging baby boomers, many of whom are

deferring retirement.

Answer: True

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11 One challenge faced by today's human resource managers is the fact that workers

overseas often work for lower wages and are subject to fewer laws and regulations.

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13 Underemployed workers present a challenge for human resources managers These are

people who are working beyond their capabilities.

14 The appropriate term for employees whose skills and knowledge go beyond their current

work environment and work responsibilities is underemployed workers.

15 Very few experienced employees have skills and knowledge that are considered to be at a

higher level than what they use at their jobs.

Feedback: Managers are challenged to utilize workers whose skills and knowledge are

superior to what they actually use at work The term that we use to describe this group of

employees is underemployed workers.

Level of Difficulty: 2 Medium

16 It is challenging for HR managers to deal with a declining economy that results in a

short-term preference for part-time and/or temporary employees and a trend to outsource jobs, even though there are skilled employees who are willing to work.

Feedback: Today's HR managers are faced with a declining economy where cost-saving

measures such as hiring part-time and/or temporary employees have become a short-term solution Due to the fact that employees in developing nations are willing to work for lower wages, companies have elected to outsource many jobs

Answer: True

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Bloom’s: Understand

17 The growing importance of human resource issues has led most firms to expect only their

human resource specialists to tackle HR issues.

Feedback: Human resource management has become so important that it is now a function of all managers Most human resource functions are shared by professional human resource

managers and other managers

18 HR is focused on issues directly related to a person's job and with things that happen at

work, as opposed to concerns that may affect one's work such as eldercare and childcare, but are not directly related to work.

Feedback: HR is very involved with issues that affect employees whether they are directly

work related or whether they are outside of one's work area but affect the ability for

employees to work effectively and productively

19 Robotek International is a rapidly growing firm specializing in the production of

sophisticated robots One of the major problems Robotek is likely to face is a shortage of qualified workers.

Feedback: One of the major problems faced by firms in growth industries such as robotics,

computers, and biotechnology is a shortage of workers with the necessary skills to work in these areas

Answer: True

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AACSB: Knowledge Application

Bloom’s: Apply

Level of Difficulty: 3 Hard

20 Rick is in his early sixties A few years ago he had planned to retire by the time he was

sixty, but when the time came, he decided to continue working In fact, not only is Rick still working, he has no intention of retiring or setting a time when retirement might occur.Rick's decision to keep working into his late sixties is unusual in today's labor market.

Feedback: One of the trends affecting human resource management has been a shift in the age

composition of the labor force, part of which is due to the increasing number of aging baby boomers that have decided to defer retirement

21 Elise is the manager in the finance department for a company that competes in a service

industry If her company is like most contemporary firms, Elise will leave almost all aspects of human resource functions to specialists in the human resource department.

Feedback: Human resource management has become so important that it is no longer the

responsibility of just one department Most human resource management functions are now shared by professional human resource managers and the other managers within the

22 Last year Adam lost his job as a skilled welder at an automobile assembly plant After

looking for work for several months, he finally accepted a job as an unskilled laborer at a local nursery Although he is pleased to have work, Adam feels that his new job doesn't use his skills to their full potential Adam is an example of an underemployed worker.

Feedback: Underemployed workers have higher-level skills than their current job requires.

Answer: True

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Bloom’s: Apply

23 In one year's time, James developed gall bladder problems and needed surgery; he

became a single parent; he willingly moved his older mom in to live with him in order to avoid placing her in a nursing home; and he unexpectedly tore his rotator cuff playing softball during the summer Overall, these are not considered circumstances that impact job performance because they fall outside of the workplace HR managers need only be concerned with how James performs when he is at work.

Feedback: Health issues and social issues affect job performance HR managers must create

strategies for addressing these challenges HR managers cannot compartmentalize these as issues that fall outside of the work environment, because they directly impact workers'

abilities to perform well at work

Learning Objective: 11-02 Illustrate the effects of legislation on human resource management

Topic: Legislation Affecting Human Resource Management

25 Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, firing, or

compensation, based on race, religion, creed, sex, or national origin.

Answer: True

26 The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in

the workplace.

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27 Congress has given the Equal Employment Opportunity Commission broad powers to

issue guidelines for acceptable employer behavior concerning employment opportunities.

Answer: True

28 The effectiveness of the EEOC has been limited because Congress never gave it any

authority to enforce its mandates.

Answer: False

29 Affirmative action programs are the least controversial method of correcting job

inequities created by past discrimination.

Answer: False

30 Reverse discrimination is the term the EEOC uses to refer to activities designed to "right

past wrongs" that resulted from discrimination against women and minorities.

Answer: False

31 The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive

damages from the firms that discriminated against them.

Answer: True

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32 Although the purpose of affirmative action was to "right past wrongs" against minorities,

subsequent laws were passed to reverse earlier decisions that required some industries to maintain employment quotas when it came to the hiring of minorities.

Answer: True

33 Recent federal law clearly and strongly supports the notion that companies must use strict

employment quotas to correct for past discriminatory actions.

Answer: False

34 The concept of "reasonable accommodations" means that all workers should be treated in

the same manner.

Answer: False

35 Most firms have trouble implementing the structural changes required by the Americans

with Disabilities Act.

Answer: False

36 In their efforts to accommodate disabled workers, most firms experience difficulties with

cultural changes, more so than with structural changes.

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37 The Age Discrimination in Employment Act only prevents discrimination against

employees who are over the age of 65.

Answer: False

38 The Age Discrimination in Employment Act permits age limits in professions where it

can be established that ability to perform the job declines significantly with age.

Answer: True

39 One way human resource managers can keep current on human resource legislation and

rulings is to read current business literature such as The Wall Street Journal and Business

Week.

Answer: True

40 When it comes to human resource management issues, the federal government generally

has taken a "hands off" approach since the early 1960s.

Feedback: Title VII of the Civil Rights Act of 1964 brought the federal government directly

into the operations of human resource management Additional legislation such as the Equal Employment Opportunity Act of 1972, the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991 extended the government's influence into human resource

management even further

Answer: False

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41 The Americans with Disabilities Act protects people who are born with physical

disabilities, exclusively, but not those who acquire disabilities later in life.

Feedback: As recently as 2011, the American Disabilities Act has been amended to include

protection for persons with epilepsy and cancer

Answer: False

42 The Americans with Disabilities Act protects qualified persons from discriminatory

hiring practices, but does not require employers to provide suitable accommodations in theworkplace, or opportunities for promotion This is left to occupational safety laws.

Feedback: In 1990, the American with Disabilities Act was amended to include provisions for

hiring and promoting, and also provisions for adapting the work environment to provide for persons with disabilities

Answer: False

43 Ruth Gray is a manager who takes pride in her ability to be fair and impartial She treats

all workers the same way, and evaluates them all using the same standards Ruth is likely

to have difficulty with the adjustments needed to accommodate disabled workers.

Feedback: Accommodation of disabled workers requires managers to treat people in

accordance with each person's needs Managers who feel that fairness means treating

everyone the same way often have a difficult time adapting to the need for accommodation

Answer: True

Bloom’s: Apply

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44 Sonny Skies is in his late fifties and loves his work as a pilot for a major airline He wants

to continue working for many more years The Age Discrimination in Employment Act provides Sonny with the right to keep his job as long as his company is financially sound and he does not commit a felony.

Feedback: Although the Age Discrimination in Employment Act makes it unlawful to

discriminate against a person because of age with respect to hiring, firing, promotion, layoff, compensation, and job assignments, it makes certain exceptions In particular, it allows age limits to be set for certain professions where it has been shown that the ability to perform the job declines significantly with age One profession where age limits are allowed is airline pilot

Answer: False

Bloom’s: Apply

45 Sean works for a large discount retailer His wife works for a large bank with several

branches After recently adopting a child, the couple agreed that each would take six weeks of leave from work in order to care for the child According to the Family and Medical Leave Act, one, but not both, are eligible for leave.

Feedback: According to the Family and Medical Leave Act, each employee is eligible to take

12 weeks of unpaid leave to care for their newly adopted child

Answer: False

Bloom’s: Apply

46 Zorn Enterprises hired several qualified soldiers returning from Afghanistan with hearing

impairment to rehab its recently acquired apartment complexes As a growing business, it

is abiding by the law as currently stated It is not required to adapt the work site to help these soldiers hear and communicate better with each other.

Feedback: According to the American with Disabilities Act of 1990, businesses must provide

equal consideration to qualified persons with disabilities in the hiring process Businesses should not discriminate against hiring persons with physical or mental disabilities who are qualified to do the job, and the businesses must also adapt the work environment to

accommodate employees with disabilities

Answer: False

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Bloom’s: Apply

47 Mario and Marla are web development professionals for a popular high-tech company

Due to injuries Mario sustained while serving in the Army Reserves, upon his return the company provided him and other returning soldiers with ergonomic desks and chairs that accommodate wheel chairs and bad backs Although Marla is hearing impaired, the company does not need to consider providing her with a headset that magnifies sound because she is the only employee out of 200 requiring this accommodation.

Feedback: The Americans with Disabilities Act of 1990 (1992 implementation) prohibits

employers from discriminating against qualified individuals with disabilities in hiring,

advancement, or compensation and requires employers to adapt the work environment to accommodate a variety of employee needs

Answer: False

Bloom’s: Apply

48 Ramona is a recent HR hire for a security firm that hires retired law enforcement officers

to provide security for retail malls across the nation Her supervisor was impressed with Ramona's knowledge of current laws with respect to hiring practices, but asked her to quickly get up to speed on compensation and training laws This is a reasonable request if Ramona plans to stay in the HR field.

Feedback: HR management requires experts to stay current in all laws that apply to human

resource management This includes hiring, firing, compensation practices and training practices

Answer: True

Bloom’s: Apply

49 Like all management, human resource management begins with planning.

Answer: True

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Learning Objective: 11-03 Summarize the five steps in human resource planning

Topic: Steps Involved in Human Resource Planning

50 The first step in the human resource planning process is to prepare a job analysis for each

available position within the firm.

Answer: False

51 One purpose of a human resource inventory is to determine whether the labor force is

technically up-to-date and well trained.

Answer: True

53 When you collect information about a particular job title, including how the job is

performed and what it takes to perform the job, you are conducting a job analysis.

Answer: True

54 A job analysis consists of creating two documents called a job inventory and a

performance appraisal.

Answer: False

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55 A job specification is a statement of the job itself, while a job description is a statement

about the person who does the job.

Answer: False

57 A job description identifies and describes the type of person who should perform the job,

including important qualifications such as deduction, skills, and experience.

Answer: False

58 Human resource planning involves the assessment of both the future demand and the

future supply of the various types of labor needed by the organization.

Answer: True

59 The first four steps in human resource planning all lead to the final step, which is the

development of a strategic human resource plan.

Answer: True

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60 The second step in human resource planning consists of conducting job analyses

Through observation and research, the manager will collect information on the kinds of things that each job title performs and how they are performed, as well as the skill and knowledge requirements for doing the job.

Feedback: A job analysis is a study of the types of things that each job title does and how they

are done, as well as what it takes to perform the job Through this information, the manager can proceed with writing the job description and the job specifications

Answer: True

61 Job analysis helps a manager answer the question: "How many workers in my

organization have this particular skill?”

Feedback: Job analysis is a study of what is done by workers who fill a particular job title A

human resource inventory would be more likely to answer a question about how many

workers in the organization have a particular skill

Answer: False

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62 Essentially, the steps of the human resource plan require the HR professional to (1) take

inventory of the type of workers (including the skills of the workers) that the business already has, in order to determine if it has the most up-to-date workforce for its needs; he/she then proceeds with (2) analyzing each job; (3) forecasting the firm's requirements for various job titles; and (4) making a determination of the future supply of skilled labor available to meet the demands of the business Lastly, the HR professional (5) develops a human resource strategic plan.

Feedback: The five steps of the human resource plan include: (1) preparing a human resource

inventory; (2) performing job analyses, including writing job descriptions and job

specifications; (3) forecasting the demand for these jobs within the company; (4) assessing thefuture supply of labor; (5) preparing a human resource strategic plan

Answer: True

63 Chris Schubert is a human resource manager with the Night Owl Publishing Company

He just finished creating a document that describes what editors do at their jobs The study

Chris has completed is known as a human resource inventory.

Feedback: A document that describes what editors do at their jobs would be a job description.

Answer: False

Bloom’s: Apply

64 Lanie wants to know how many workers in her company have certain specialized skills

and have received training to update their qualifications within the past year She could use a human resource inventory to help her find this type of information.

Feedback: A human resource inventory includes the names, ages, education, training,

specialized skills and other capabilities and relevant characteristics of a firm's employees

Answer: True

Bloom’s: Apply

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65 As an HR manager, Erin is assigned to updating all job descriptions and job

specifications for her company Erin will begin by collecting information about each job title, as well as learning about the kinds of activities and responsibilities that go with each job After she thoroughly analyzes a job, she will write the job description and job

specifications for that job.

Feedback: The results of job analysis are two written statements: job descriptions and job

specifications

Answer: True

Bloom’s: Apply

66 Toni is interested in a position that has opened up at her firm, but she wants to find out

more about the type of work and responsibilities involved in the job A document that would have the information she wants is the job specification.

Feedback: A job specification is concerned with the person who fills the job rather than the

nature of the job itself The information Toni wants is more likely to be in a job description than in a job specification

Answer: False

Bloom’s: Apply

67 CareerBuilder.com has posted a variety of sales management positions Some require the

manager to have five to ten years of experience and preferably a master's degree in a field

of science These requirements are part of the job specification.

Feedback: The job specification provides details on the minimum educational requirements

and years of experience required for the position

Answer: True

Bloom’s: Apply

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68 The Administrative Assistant II position at Idle Time Gaming, Inc., performs word

processing and spreadsheet development for two vice presidents, and other secretarial duties as needed Other job responsibilities include maintaining the office operations budget, receiving guests, and supervising two clerical positions These tasks are part of the

job description for this position.

Feedback: A job description outlines the specific tasks and responsibilities of each job title It

describes the objectives of the position and how it relates to other functions at the business

Answer: True

Bloom’s: Apply

69 Helen is a human resource manager for a firm that is planning to switch to a more

sophisticated production method As an HR manager, one of Helen's duties will be to forecast the demand for the type of labor needed to implement the new method.

Feedback: Assessing the future demand for various types of labor is one of the functions of a

human resource manager A proactive human resource manager anticipates the future needs ofthe organization and takes action to make sure that qualified workers are available when they are needed

Answer: True

Bloom’s: Apply

Topic: Recruitment and Hiring

71 Because of the continuous flow of potential employees into the labor market, recruiting

usually is the easiest task for a human resource manager to accomplish.

Answer: False

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Learning Objective: 11-04 Describe methods that companies use to recruit new employees, and explain some of the issues that make recruitment challenging

73 When recruiting, human resource managers must attract people who not only have the

right skills, but also fit in with the corporate culture, and work well under the company's leadership style.

74 According to the Spotlight on Small Business box, small businesses usually find

recruitment easier than large firms.

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76 External recruitment sources are usually cheaper to use than internal sources.

78 According to the Spotlight on Small Business box, one way that a small business can

attract qualified employees is to hire its customers.

79 Public and private employment agencies and college placement offices are internal

sources used by human resource managers when they are recruiting employees.

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80 When recruiting employees, human resource managers focus primarily on the skills and

training of the people they are recruiting, and work on determining "fit" after the hiring process has occurred.

Feedback: With the current emphasis on teamwork, empowerment, and participative

management, it is important to find workers who not only have the desired skills, but who also fit in with the culture and leadership style of the organization

81 Advertisements in trade journals, private and public employment agencies, college

placement offices, and trade associations are internal sources for recruitment.

Feedback: According to Figure 11.4, posting advertisements, going through private and/or

public employment agencies, using college placement offices and trade associations are external sources for recruitment

82 Temporary help services, job fairs and the Internet are external sources for recruitment.

Feedback: According to Figure 11.4, temporary help services, job fairs, and the Internet serve

as external sources for recruitment

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83 According to the Spotlight on Small Business box, small businesses have an advantage

over large businesses when it comes to recruiting good talent for two reasons: they can afford to pay better; and they already have great employees who recruit for them.

Feedback: Small businesses are usually at a disadvantage because they usually cannot

compete with the salaries offered by larger companies The box provides several strategies that small businesses have used to recruit good talent, including hiring their customers, using social media to find potential employees, and asking their employees for assistance with recruiting

84 Rob is the human resource manager for a medium-sized corporation He understands the

value of hiring from within to fill positions whenever possible This means that Rob relies extensively on promotions, transfers, and recommendations from current employees to find qualified employees.

Feedback: When a human resource manager uses internal sources, he or she relies on

transfers, promotions, and employee recommendations to fill positions

85 As the HR manager at a small business, John handles most of his firm's recruiting efforts.

Because John recruits for a small business he has a distinct advantage over larger

competitor firms when it comes to finding the right people to fill his firm's needs.

Feedback: Recruiting qualified workers may be very difficult for small businesses because

they don't have the staff to recruit internally, and often offer wages and benefits that are less attractive than those offered by larger firms

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86 The What's Hoppin' Co is about to diversify into an entirely new market This move will

create the need for several new positions in the production and marketing departments However, the production technologies and the marketing environment in this new market are very different than in What's Hoppin's traditional market The company is likely to rely on external sources to fill many of the positions created by its diversification.

Feedback: Given the differences in technologies and marketing environments, it is unlikely

that What's Hoppin' will be able to find enough qualified applicants within the organization tofill the new positions Thus, it will have to look outside the organization This is known as external recruitment

87 Charlie plans to hire three outside sales professionals for his small nonprofit organization

that operates out of a suburb of Chicago The new recruits know that after a three-month period, only one will remain He is using a method of recruitment called part-time,

temporary employment.

Feedback: The nonprofit is auditioning employees, which is similar to hiring contingent

workers In this case, they are competing for one permanent position

88 Selection is the process of gathering information and deciding who should be hired, under

legal guidelines, for the best interests of the individual and the organization.

Answer: True

Learning Objective: 11-05 Outline the six steps in selecting employees

89 The cost of recruiting, processing, and training a new entry-level employee is significant,

and sometimes exceeds the annual salary earned by the employee.

Answer: True

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91 Because current legal guidelines limit the types of questions that can be asked, completed

job application forms contain very little useful information about job candidates.

Answer: False

93 Staff members from the human resource department seldom take part in initial screening

interviews, but often participate in the follow-up interviews of top job candidates.

Answer: False

94 Automated software already exists that will review information provided by an applicant

and e-mail a report to a manager with a recommendation as to whether the applicant should be interviewed.

Answer: True

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95 During an interview, a manager should be careful not to ask the applicant about his or her

family or other non-job-related questions.

Answer: True

97 Most firms today are checking the backgrounds of job applicants more carefully than they

did in the past.

Answer: True

99 Employment tests should focus on general job skills rather than skills that are related

directly to the job.

Answer: False

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103 Though temporary workers are employed in most sectors of the economy, almost none

have been hired to fill manufacturing jobs.

Answer: False

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104 It is not unusual to find persons with a variety of skills and skill levels serving as

contingent workers Contingent workers in the U.S are usually under 25 years of age and may include independent contractors, middle management positions, and even college students who only want to work during the summer months.

Feedback: Contingent workers span a number of occupations from unskilled laborers to

skilled managers and seasonal employees Most contingent workers in the U.S are currently under 25 years of age

Answer: True

105 All states in the U.S require pre-employment physical exams for select groups of

applicants.

Feedback: While some states require pre-employment physical exams, the law requires that

any firm requiring pre-employment exams will request the same of all applicants

Pre-employment exams should not be used as a screening mechanism

Answer: False

106 The Adapting to Change box explains that your online profile on sites like Twitter,

Facebook, and LinkedIn will have little to do with whether or not you are selected for a job.

Feedback: Current estimates are that three out of five organizations use social media as a way

to screen potential employees What you post could cost you a job!

Answer: False

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107 Garrett works in his firm's human resources department He is responsible for

designing a new job application form for his firm The questions Garrett includes on the new form should avoid broad questions about the applicant's beliefs, culture and family background, and should focus instead on factors such as the applicant's work experience, education, and career objectives.

Feedback: Legal requirements severely limit the types of questions firms are allowed to ask

on application forms To avoid legal complications, the form should focus on education, workexperience, career objectives and other qualifications directly related to job requirements, not personal family issues

Answer: True

Bloom’s: Apply

108 HR manager Rob Ryan is very concerned about the high cost of labor turnover at his

firm A good way for his firm to eliminate high turnover costs is to establish a policy of hiring workers for trial periods.

Feedback: Trial periods of employment make it easier for a firm to dismiss inefficient

employees, but do not eliminate high turnover costs

Answer: False

Bloom’s: Apply

109 An HR manager at a large company interviewed several candidates for a position

opening at her firm Based on her interviews, she assesses that one candidate looks particularly promising She will recommend a second interview between this candidate and the manager who will supervise the new employee.

Feedback: A human resource specialist often conducts the initial screening interview for a job

applicant, but, if the initial interview goes well, the manager who will supervise the new employee is often involved in a follow-up interview

Answer: True

Bloom’s: Apply

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110 Tri-Cities Printing wants to expand its services into new markets, but to remain

competitive it needs to keep its costs low If it is like most firms, one way Tri-Cities can save a lot of money is by reducing the time and effort it devotes to the selection of

employees.

Feedback: The selection process is often long and costly However, this process is worth the

effort, because of the high cost of replacing workers A firm that has an effective selection process is more likely to hire workers who meet all requirements and are a good fit for the company

Answer: False

Bloom’s: Apply

111 Sun Valley Produce finds it needs more workers during harvest times than at other

times of the year Hiring contingent workers could be an efficient way for Sun Valley to meet its temporary employment needs.

Feedback: Seasonal workers are one type of contingent worker These workers can give firms

more flexibility to meet a varying need for employees, and their use is often more effective than hiring permanent employees Contingent workers typically receive few benefitsand are paid less than permanent workers

cost-Answer: True

Bloom’s: Apply

Learning Objective: 11-06 Illustrate employee training and development methods

Topic: Training and Evaluation

113 Besides increasing productivity, a good training program can increase a firm's

retention rates.

Answer: True

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114 A recent study has shown that the most effective way for most firms to improve

worker productivity is to increase expenditures on machinery and equipment.

Answer: False

115 One purpose of employee orientation programs is to initiate new workers to the

organization's policies, practices and objectives.

Answer: True

117 New technologies are assisting off-the-job training and creating more cost-effective

methods for on-the-job training, when the job requires learning more intricate skills.

Answer: True

118 On-the-job training is best suited for jobs that are easily learned or require the

employee to perform repetitive physical tasks.

Answer: True

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119 Over the next ten to fifteen years, most firms will discontinue apprenticeship programs

as changes in technology make this type of training obsolete.

Answer: False

120 In recent years, firms have expanded off-the-job training to include personal

development subjects such as time management, health and nutrition, and language.

Answer: True

121 Online training gives employers the ability to provide consistent content that is

tailored to specific employee training needs.

Answer: True

122 Vestibule training attempts to precisely duplicate both the methods and conditions of a

real world job.

Answer: False

123 Job simulation is used to train astronauts, airline pilots, and ship captains.

Answer: True

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124 The strategy of giving managers assignments in a variety of departments in order to

expose them to different functions is called apprenticeship training.

Answer: False

125 The process of training and educating employees to become good managers, and then

monitoring the progress of their managerial skills over time, is called management simulation.

Answer: False

126 Most management training programs include methods such as on-the-job coaching,

understudy positions, and off-the-job courses and training.

Answer: True

127 Networking is the process of establishing and maintaining contacts and using those

contacts to develop strong relationships that serve as informal development systems.

Answer: True

128 A mentor is a manager who supervises, coaches, and guides selected lower-level

employees, and generally acts as their organizational sponsor.

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131 Minority groups have made great strides in creating networking associations For

example, Black Enterprise Magazine sponsors networking forums.

Answer: True

132 The U.S Supreme Court has ruled that women cannot be barred from "men only"

clubs, where business contacts are often made and business activity occurs.

Answer: True

133 Grooming women and minorities for management positions creates fewer hiring

opportunities for white men.

Answer: False

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134 Firms spend time and money to train new employees so that they will work

productively over the short term Development activities such as assigning mentors and creating networks have long-term implications for employees and firms.

Feedback: While training programs focus on improving the short-term skills of employees,

development programs focus on long-term abilities

Answer: True

135 Distance learning training is gaining in popularity among all firms because employees

can log-on to company tutorials at a time convenient to them and acquire the same

training information as everyone else.

Feedback: Online training, also known as distance learning, is an efficient and cost-effective

way for a firm to distribute consistent training to a large number of employees

Answer: True

136 While efforts to train and develop women and minority managers appeal to many

firms on the basis of legal and moral considerations, from an economic standpoint, they are rarely cost effective.

Feedback: Firms that take the initiative to develop female and minority managers recognize

three important principles: (1) Grooming women and minorities for management positions broadens the base of talent coming into the firm, which is a key to long-term profitability; (2)

a company that starts attracting and developing women and minority managers now will have

an edge recruiting the most talented women and minority managers later; and (3) more women and minorities at all levels help the firm serve its increasingly female and minority customers better

Answer: False

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137 Keep on Truckin' School for Truck Drivers is proud of its training methods Before its

students are ever allowed on the road with a big rig, they are taught safe driving

techniques with the help of sophisticated, computerized equipment that comes as close as possible to duplicating real driving conditions, right down to the sights, sounds, bumps and vibrations experienced on the road Keep on Truckin' is using a training method known as job replication.

Feedback: Job simulation is the use of sophisticated equipment to duplicate job conditions

and tasks so that trainees can learn skills before using them on the job

Answer: False

Bloom’s: Apply

138 Reggie is learning to be a carpenter by working alongside experienced carpenters

After one more year of successful training, his union will classify Reggie as a

journeyman Reggie is participating in an apprenticeship program.

Feedback: In an apprenticeship program a worker learns a skill by working alongside

experienced workers for an extended period of time Unions frequently require new members

to serve as apprentices to assure excellence, and to limit entry into their profession A worker

who successfully completes an apprenticeship program is classified as a journeyman.

Answer: True

Bloom’s: Apply

139 Hector is receiving training in maintaining and repairing assembly line robots at a

school that uses equipment very similar to that used on his new job at Blast Off

Technologies His classroom training is called vestibule training.

Feedback: Vestibule training is done in schools where employees are taught using equipment

that is very similar to what they will use on the actual job

Answer: True

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Bloom’s: Apply

140 Iris Bloom accepted a management position at the Sustainable Plant Life Corporation

In order to give her an appreciation of the different functional areas of her new company, she is required to spend six weeks in each of five different functional areas of the

company, including production, research and development, accounting, marketing, and the HR management department This type of training is known as contingency

141 Jim currently holds the position of assistant manager in his firm's credit department

He works closely with a more experienced manager to learn how to perform all of the functions involved in credit management Jim believes he will soon be experienced enough to take over a senior position in his department Jim has the benefit of serving as

an understudy.

Feedback: An understudy position allows a junior manager to work as an assistant to a

higher-level manager and learn the management functions needed to assume the higher-level

position Understudy positions frequently have the term assistant or undersecretary in their

job title

Answer: True

Bloom’s: Apply

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142 When Sally Miller was hired to a lower-level management position at Zinwick and

Associates, she was introduced to Wendy Hopper, and told that Wendy would be her mentor As a mentor, Wendy will coach and guide Sally, introduce her to the right people,and be her organizational sponsor.

Feedback: A mentor supervises, guides, and coaches selected lower-level employees,

introduces them to the right people, and acts as their sponsor within the organization

Answer: True

Bloom’s: Apply

143 Several years ago, Drew's company sent him to Massachusetts Institute of Technology

for an intensive program of leadership and business communication training Although expensive, the firm was committed to investing in the development of key employees for the purpose of retention and promotion This type of managerial development is known as

off-the-job courses and training.

Feedback: Prestigious universities such as the University of Chicago, the University of

Michigan, and MIT offer intensive managerial training courses This is off-the-job training that firms are willing to invest in for employees with good potential to advance within the company

Answer: True

Bloom’s: Apply

144 A performance appraisal is an evaluation in which the performance level of employees

is measured against established standards to make decisions about promotions,

compensation, additional training, or firing.

Answer: True

Learning Objective: 11-07 Trace the six steps in appraising employee performance

Topic: Performance Appraisal

145 The primary reason that companies do performance appraisals is to improve worker

performance.

Answer: True

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