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Topics: Human resource management, Human resources, Employment Pages: 41 (9013 words) Published: September 10, 2013
Chapter 12 Human Resource Management

True/False Questions

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT

1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323)

2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323)

THE HUMAN RESOURCE MANAGEMENT PROCESS

3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323)

4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323)

5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324)

6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324)

7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324)

8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325)

HUMAN RESOURCE PLANNING

9. Human resource planning can be condensed into two steps: assessing current human resources and assessing and meeting future resource needs. (True; easy; p. 326)

10. Job descriptions focus on the job, while job specifications focus on the person. (True; easy; p. 326)

RECRUITMENT AND DECRUITMENT

11. One disadvantage to employee referrals as a source of job candidates is that candidates tend to be minimally skilled. (False; moderate; p. 327)

12. Firing and early retirements are two decruitment options. (True; moderate; p. 328)

SELECTION

13. A selection device is valid if it measures the same thing consistently. (False; difficult; p. 329)

14. A good interviewer will minimize any prior knowledge about the applicants’ background, experience, interests, test scores, or other characteristics. (True; difficult; p. 332)

15. Reference checks generally provide useful information for most jobs. (False; moderate; p. 332)

16. In a realistic job preview (RJP), an applicant might be told that there are limited opportunities to interact with peers during office hours and that the likelihood for advancement is slim. (True; moderate; p. 333)

ORIENTATION

17. There are three types of orientation: work unit orientation, organization orientation, and procedural orientation. (False; moderate; p. 334)

TRAINING

18. Job rotation is the implementation of lateral transfers allowing employees to work at different jobs in an organization. (True; moderate; p. 336)

EMPLOYEE PERFORMANCE MANAGEMENT

19. Types of performance appraisal methods include written essays, multiperson comparisons, and graphic rating scales. (True; easy; p. 337)

COMPENSATION AND BENEFITS

20. The primary determinant of an individual’s pay is job performance, not seniority. (True; difficult; p. 340)

21. Variable pay systems reward employees for the job skills and competencies they can demonstrate. (False; moderate; p. 340)

CAREER DEVELOPMENT

22. The idea of increased personal responsibility for one’s career has been described as a boundaryless career in which individuals define their career progression. (True; moderate; p. 341)

CURRENT ISSUES IN HUMAN RESOURCE MANAGEMENT

23. Studies find that downsizing is as stressful for the survivors as it is for the victims. (True; moderate; p. 342)

24. Although most sexual harassment complaints are filed against men, the percentage of charges filed against women has steadily risen over the past decade. (True; moderate; p. 344)

25. Sexual harassment is...
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