Modern Management, 13e (Certo/Certo)

Chapter 12 Human Resource Management

1) The phrase "appropriate human resources" refers to the individuals within the organization
who make a valuable contribution to management system goal attainment.
Answer: TRUE
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 1
Difficulty: Easy
Classification: Conceptual

2) Recruitment is the process of developing qualities in human resources that will enable them to
be more productive and thus contribute more to organizational goal attainment.
Answer: FALSE
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

3) A job description refers to the characteristics of the individual who should be hired for the job.
Answer: FALSE
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

4) Sources of human resources available to fill a position can be generally categorized in two
ways: sources inside the organization and sources outside the organization.
Answer: TRUE
Page Ref: 266-267
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

1
5) Wikstrom's human resource inventory forms are meant to be used exclusively for filling
managerial positions and cannot be used for filling nonmanagerial positions.
Answer: FALSE
Page Ref: 267
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

6) Wikstrom's position replacement form focuses on position-centered information rather than

the people-centered information maintained on the management inventory card.
Answer: TRUE
Page Ref: 267-268
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

7) The management inventory card, the position replacement form, and the management
manpower replacement chart are three separate recordkeeping devices for a human resource
inventory.
Answer: TRUE
Page Ref: 267-268
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

8) Private employment agencies collect a fee from either the person hired or the organization
doing the hiring, once the hire has been finalized.
Answer: TRUE
Page Ref: 270
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

2
9) Equal opportunity legislation protects the right of a citizen to work and obtain a fair wage
based primarily on race and ethnicity.
Answer: FALSE
Page Ref: 270
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

10) In the area of equal employment opportunity, the basic purpose of positive movement is to
eliminate barriers and increase opportunities for the purpose of increasing the utilization of
underutilized and/or disadvantaged individuals.
Answer: TRUE
Page Ref: 270-271
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

11) Typing and keyboarding tests are examples of aptitude tests.

Answer: FALSE
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Moderate
Classification: Conceptual

12) EEOC has the authority to prosecute organizations that use discriminatory testing practices.
Answer: TRUE
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

3
13) To be considered as effective, test results should not be used as the sole determinant of a
hiring decision.
Answer: TRUE
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

14) An assessment center is a place in which participants engage in a number of individual and
group exercises constructed to simulate important activities at the organizational levels to which
they aspire.
Answer: FALSE
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Moderate
Classification: Conceptual

15) In a lecture, trainees participate primarily through listening and note taking.
Answer: TRUE
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

16) Performance appraisal is not applicable to the newcomers in the organization as they need
orientation time.
Answer: FALSE
Page Ref: 275-276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

4
17) When employees' performance is appraised using a rating scale, only one employee can
occupy a particular ranking.
Answer: FALSE
Page Ref: 275-276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

18) Although conceptually separate, performance and objectives should be distinct and
independent topics of discussion during performance appraisals.
Answer: FALSE
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

19) Performance appraisals should emphasize how well the individual is doing the job, not the
evaluator's impression of the individual's work habits.
Answer: TRUE
Page Ref: 276-277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

20) One of the weaknesses of performance appraisals is that the emphasis is on completing
paperwork rather than on critiquing individual performance.
Answer: TRUE
Page Ref: 277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

5
21) Which of the following is the first step in providing appropriate human resources for an
organization?
A) selection
B) orientation
C) recruitment
D) training
E) performance appraisal
Answer: C
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

22) ________ is the initial attraction and screening of the supply of prospective human resources
available to fill a position.
A) Onboarding
B) Job analysis
C) Recruitment
D) Prospecting
E) Orientation
Answer: C
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

23) The basic purpose of recruitment is to ________.

A) increase the productivity of employees by influencing their behavior
B) furnish feedback to organization members about how they can become more productive and
useful to the organization in its quest for quality
C) eliminate barriers and increase opportunities for the utilization of underutilized and/or
disadvantaged individuals
D) narrow a large field of prospective employees to a relatively small group of individuals from
which someone eventually will be hired
E) refine work methods, reduce production costs, and increase the level of organizational
diversity
Answer: D
Page Ref: 265-266
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual
6
24) The technique commonly used to gain an understanding of a position to be filled so that the
broad range of potential employees can be narrowed intelligently is known as ________.
A) job analysis
B) workforce planning
C) employment status
D) performance appraisal
E) workplace orientation
Answer: A
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

25) The activities that a job entails are collectively referred to as the ________.
A) job specification
B) job description
C) job analysis
D) job requirements
E) performance appraisal
Answer: B
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

26) Basically, a job analysis is aimed at determining the job description and ________.
A) the job specification
B) recruitment process profile
C) number of positions to fill
D) training curriculum
E) the difficulty of the aptitude test
Answer: A
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Application

7
27) A ________ details the characteristics of the individual who should be hired for a particular
job.
A) job description
B) workforce profile
C) curriculum vitae
D) job specification
E) performance appraisal
Answer: D
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

28) Which of the following items is likely to be found in a job specification?

A) job title
B) working conditions
C) equipment used
D) job summary
E) physical skills
Answer: E
Page Ref: 266
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Moderate
Classification: Application

29) A(n) ________ consists of information about the characteristics of organization members.
A) job evaluation
B) employee payroll
C) job analysis
D) human resource inventory
E) curriculum vitae
Answer: D
Page Ref: 267
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

8
30) Which of the following is an objective of a human resource inventory?
A) advertising a vacant organizational position in a publication whose readers are likely to be
interested in filling the position
B) keeping the management up to date about the possibilities for filling a position from within
C) eliminating barriers and increasing opportunities for the purpose of increasing the utilization
of underutilized and/or disadvantaged individuals
D) scouting external sources to identify prospective individuals to be employed via external
recruitment
E) increasing the productivity of employees by influencing their behavior
Answer: B
Page Ref: 267
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

31) Which of the following human resource inventory records proposed by Walter S. Wikstrom
contains an organizational history of an individual and an indication of how he or she might be
used in the future?
A) management manpower replacement chart
B) employee payroll graph
C) position replacement form
D) organizational restructuring chart
E) management inventory card
Answer: E
Page Ref: 267
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

9
32) Which of the following functions does a position replacement form perform?
A) provides information about the organizational history of an individual
B) describes the merits of a current employee in a specific position to be used as a benchmark for
future potential recruits
C) determines who might be eligible to fill a vacant position
D) assesses the potential of an employee in the organization
E) advertises a vacant position in the organization and requests applications from qualified
candidates
Answer: C
Page Ref: 267-268
Learning Outcome: Identify and discuss the components of the human resource management
process
AACSB: Analytic Skills
Objective: 2
Difficulty: Moderate
Classification: Conceptual

33) The ________ is a human resource inventory record that presents a composite view of the
individuals management considers significant for human resource planning.
A) management inventory card
B) employment authorization document
C) job analysis chart
D) management manpower replacement chart
E) position replacement form
Answer: D
Page Ref: 267-268
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

34) ________ is the process of outlining who will follow whom in various organizational
positions.
A) Organizational restructuring
B) Succession planning
C) Forecasting
D) Recruiting
E) Scheduling
Answer: B
Page Ref: 269
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

10
35) Which of the following entities was created by the Civil Rights Act, passed in 1964 and
amended in 1972, to enforce federal laws prohibiting discrimination on the basis of race, color,
religion, sex, and national origin in recruitment, hiring, firing, layoffs, and all other employment
practices?
A) American Equal Rights Association
B) United States Commission on Civil Rights
C) Federal Labor Relations Authority
D) Equal Employment Opportunity Commission
E) National Labor Relations Board
Answer: D
Page Ref: 270-271
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

36) The ________ seeks to uphold the equal opportunity legislation which protects the right of a
citizen to work and obtain a fair wage based primarily on merit and performance.
A) American Equal Rights Association
B) United States Commission on Civil Rights
C) Federal Labor Relations Authority
D) Social Security Act
E) Equal Employment Opportunity Commission
Answer: E
Page Ref: 270-271
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

11
37) The basic purpose of affirmative action is to ________.
A) narrow a large field of prospective employees to a relatively small group of individuals from
which someone eventually will be hired
B) eliminate barriers and increase opportunities for the purpose of increasing the utilization of
underutilized and/or disadvantaged individuals
C) increase the productivity of employees by influencing their behavior
D) reduce production costs and increase the level of organizational diversity
E) furnish feedback to organization members about how they can become more productive and
useful to the organization in its quest for quality
Answer: B
Page Ref: 270-271
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

38) Which of the following processes involves choosing an individual to hire from all those who
have been screened from the prospective human resources available to fill a position?
A) selection
B) training
C) recruitment
D) promotion
E) orientation
Answer: A
Page Ref: 271-272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

39) Two tools often used in the selection process are ________.
A) recruitment and training
B) testing and assessment centers
C) programmed learning and performance appraisal
D) affirmative action program and learning-by-doing
E) public and private employment agencies
Answer: B
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

12
40) ________ is examining human resources for qualities relevant to performing available jobs.
A) Selection
B) Orientation
C) Testing
D) Induction
E) Training
Answer: C
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

41) Aptitude tests measure ________.

A) the physical ability an individual possesses to perform a certain task
B) an individual's interest in performing various kinds of jobs
C) the potential of an individual to perform a task
D) an individual's personality dimensions in such areas as emotional maturity, subjectivity,
honesty, and objectivity
E) an individual's response to stressful situations in order to assess his/her presence of mind
Answer: C
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

42) A forestry services firm tested Gerald on his emotional quotient which included questions
evaluating his honesty and other personal traits. Gerald just took a(n) ________.
A) personality test
B) aptitude test
C) vocational test
D) achievement test
E) technical skill test
Answer: A
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
AACSB: Analytic Skills
Objective: 3
Difficulty: Easy
Classification: Application

13
43) Tests that measure the level of skill or knowledge an individual possesses in a certain area
are called ________.
A) aptitude tests
B) vocational tests
C) achievement tests
D) intelligence tests
E) personality tests
Answer: C
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

44) Which of the following is an example of an achievement test?

A) psychometric test
B) aptitude test
C) thematic apperception test
D) keyboarding test
E) visual skills test
Answer: D
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

45) ________ attempt to measure an individual's interest in performing various kinds of jobs.
A) Aptitude-interest tests
B) Vocational interest tests
C) Keyboarding tests
D) Typing tests
E) Functional interest tests
Answer: B
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

14
46) ________ attempt to describe an individual's personality dimension in such areas as
emotional maturity, subjectivity, honesty, and objectivity.
A) Aptitude-interest tests
B) Vocational interest tests
C) Intelligence tests
D) Personality tests
E) Functional interest tests
Answer: D
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

47) Margie has applied for a job with the Lumineer Company. She was asked "how would you
handle an angry customer?" and "If you caught a coworker lying, what would you do?" These
are examples of questions you would hear in ________.
A) aptitude-interest tests
B) vocational interest tests
C) typing test
D) personality tests
E) communications test
Answer: D
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
AACSB: Analytic Skills
Objective: 3
Difficulty: Moderate
Classification: Application

48) When tests are used as part of the selection process, care must be taken to ensure that the test
being used is both valid and reliable. A test is valid if ________.
A) it measures what it is designed to measure
B) it is used as the sole determinant to hire an individual
C) it changes constantly so as to keep malpractices at bay
D) it doesn't contain language or cultural biases that discriminate against minorities
E) it subjectively assesses candidates' potential and desire to obtain a position
Answer: A
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Moderate
Classification: Conceptual

15
49) When tests are used as part of the selection process, care must be taken to ensure that the test
being used is both valid and reliable. A test is reliable if ________.
A) it proactively reduces an employee's anxiety
B) it can be used as the sole determinant of a hiring decision
C) it measures similarly time after time
D) its questions are asked in various languages as it has to cater to a diverse group of individuals
E) it changes constantly so as to keep malpractices at bay
Answer: C
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Moderate
Classification: Conceptual

50) Cal appears for a battery of tests as part of a selection process that aims to fill ten positions in
a certain company. He fails to clear the tests the first time and appears for them again after three
months. This time, however, he manages to pass the tests. Which of the following characteristics
is attributed to these tests?
A) unreliable
B) objective
C) invalid
D) discriminatory
E) unfair
Answer: A
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
AACSB: Analytic Skills
Objective: 3
Difficulty: Moderate
Classification: Application

16
51) A(n) ________ is a program in which participants engage in a number of individual and
group exercises constructed to simulate important activities at the organizational levels to which
they aspire.
A) job analysis
B) assessment center
C) performance appraisal
D) employment audit
E) workforce plan
Answer: B
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

52) ________ is the process of developing qualities in human resources that will enable them to
be more productive and thus contribute more to organizational goal attainment.
A) Recruitment
B) Training
C) Selection
D) Performance appraisal
E) Induction
Answer: B
Page Ref: 272-273
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

53) The purpose of training is to ________.

A) increase the productivity of employees by influencing their behavior
B) furnish feedback to organization members about how they can become more productive and
useful to the organization in its quest for quality
C) eliminate barriers for the purpose of increasing the utilization of disadvantaged individuals
D) narrow a large field of prospective employees to a relatively small group of individuals from
which someone eventually will be hired
E) refine work methods, reduce production costs, and increase the level of organizational
diversity
Answer: A
Page Ref: 272-273
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual
17
54) The first step of the training process is ________.
A) designing the training program
B) administering the training program
C) determining the training needs
D) evaluating the training program
E) standardizing the training program
Answer: C
Page Ref: 273
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

55) ________ refer(s) to the information or skill areas of an individual or group that require
further development to increase the productivity of that individual or group.
A) Training needs
B) Professional maturity
C) Self actualization needs
D) Vocational interest
E) Growth potential
Answer: A
Page Ref: 273
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

56) A ________ is primarily a one-way communication situation in which an instructor orally

presents information to a group of listeners.
A) group discussion
B) lecture
C) student debate
D) brainstorming session
E) symposium
Answer: B
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

18
57) Which of the following is an advantage of lectures as a training method?
A) Lectures are extremely helpful in promoting attitudinal and behavioral changes among
trainees.
B) Lectures provide ample opportunity to check on whether trainees really understand the
training material.
C) Lectures allow instructors to expose trainees to a maximum amount of information within a
given time period.
D) Lectures are ideal training methods for handling the wide diversity of ability, attitude, and
interest that prevails among trainees.
E) Lectures facilitate opportunities for practice, reinforcement, knowledge of results, and
overlearning.
Answer: C
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

58) Which of the following statements is true of lectures as a training method?

A) Lectures involve an even exchange of information between instructors and trainees by way of
discussions and debates.
B) Lectures are disadvantaged by their inability to expose trainees to a substantial amount of
information within a given time period.
C) The nature of the lecture situation makes it of minimal value in promoting attitudinal or
behavioral change.
D) Instructors can handle the wide diversity of ability, attitude, and interest that may prevail
among the trainees by way of lectures.
E) A lecture format provides opportunities for practice, reinforcement, knowledge of results, and
overlearning.
Answer: C
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

19
59) ________ is a training technique for instructing without the presence or intervention of a
human instructor.
A) Experiential learning
B) Programmed learning
C) On-the-job training
D) Active learning
E) Lecture
Answer: B
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

60) Which of the following is an advantage of using a programmed learning approach for
training employees?
A) The cost of programmed learning is practically nonexistent as training is delivered through
computer programs.
B) One-on-one interaction with mentors and trainers fosters a co-learning atmosphere in the
organization.
C) Employees get a firsthand experience of their job demands as they learn skills by performing
them.
D) Employees are able to learn at their own pace, picking up information piece by piece.
E) Programmed learning allows instructors to expose trainees to a maximum amount of
information within a given time period.
Answer: D
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Moderate
Classification: Conceptual

20
61) Which of the following is a disadvantage of programmed learning as a training method?
A) Programmed learning methods do not lend themselves easily to computerization.
B) The limited time period of programmed learning modules are disadvantageous to students
who prefer to learn at their own pace.
C) Programmed learning approaches are not conducive for encouraging students' active
participation in the learning process.
D) With programmed learning, there is no one present to answer a confused learner's questions.
E) Students using programmed learning approaches are often slow as they go about learning at
their own respective pace.
Answer: D
Page Ref: 274
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Moderate
Classification: Conceptual

62) Sean has been working for Bailee Cabinets for 15 years. Every year they have a routine
safety day. This quarter the company has decided to market a new set of cabinets for
premanufactured homes. Sean and his coworkers are required to learn how to use a new product
and how to manufacture it. This is an example of ________.
A) programmed learning
B) lectures
C) on-the-job training
D) passive learning
E) transmitting technique
Answer: C
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
AACSB: Analytic Skills
Objective: 3
Difficulty: Moderate
Classification: Application

21
63) ________ is an on-the-job training technique that involves direct critiquing of how well an
individual is performing a job.
A) Programmed learning
B) Coaching
C) Lecturing
D) Overlearning
E) Position rotation
Answer: B
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

64) ________ is an on-the-job training technique that involves moving an individual from job to
job to enable the person to gain an understanding of the organization as a whole.
A) Position rotation
B) Declarative learning
C) Coaching
D) Overlearning
E) Sequence learning
Answer: A
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

65) ________ are training vehicles for assigning a particular task to an individual to furnish him
or her with experience in a designated area.
A) Virtual teams
B) Cross-functional teams
C) Special project committees
D) Geographically dispersed teams
E) New product committees
Answer: C
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

22
66) ________ for developing skills reflect a blend of job-related knowledge and experience.
A) Position rotation
B) Overlearning
C) Virtual teams
D) Special project reviews
E) Classroom techniques
Answer: E
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

67) ________ typically involves acting out and then reflecting on some people-oriented problem
that must be solved in the organization.
A) Position rotation
B) Sequence learning
C) Management games
D) Role-playing format
E) Declarative learning
Answer: D
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

68) Which of the following characteristics can be attributed to classroom training techniques in
contrast to lectures?
A) lack of opportunity for attitudinal or behavioral change in trainees
B) learning through listening and note-taking
C) maximum amount of information transmission to trainees in limited amount of time
D) inability to handle wide diversity of ability, attitude, and interest among trainees
E) high levels of discussion and interaction among trainees
Answer: E
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Moderate
Classification: Conceptual

23
69) Which of the following is the right question to ask when determining the effectiveness of the
training program?
A) Are deadlines being met more regularly?
B) What skills do employees need to improve their performance?
C) Should the training program follow a lecture approach?
D) How much time and money must be invested in training employees?
E) Should on-the-job training be preferred over classroom training techniques?
Answer: A
Page Ref: 275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Moderate
Classification: Conceptual

70) The process of reviewing individuals' past productive activity to evaluate the contribution
they have made toward attaining management system objectives is known as ________.
A) job analysis
B) workforce profiling
C) performance appraisal
D) employee audit
E) workplace turnover
Answer: C
Page Ref: 275-276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

71) The main purpose of performance appraisal is to ________.

A) keep management up to date about the possibilities for filling a position from within
B) refine work methods, reduce production costs, and increase the level of organizational
diversity
C) furnish feedback to organization members about how they can become more productive and
useful to the organization in its quest for quality
D) eliminate barriers and increase opportunities for the purpose of increasing the utilization of
underutilized and/or disadvantaged individuals
E) narrow a large field of prospective employees to a relatively small group of individuals from
which someone eventually will be hired
Answer: C
Page Ref: 275-276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual
24
72) ________ is a performance appraisal method in which individuals appraising performance
rank several employee qualities and characteristics on a continuum.
A) Free-form essay
B) Forced ranking
C) Critical-form essay
D) Rating scale
E) Forced distribution
Answer: D
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

73) ________ is a performance appraisal method in which appraisers rank employees according
to factors such as job performance and value to organization, where an employee can occupy
only a particular ranking.
A) Rating scale
B) Employee comparison
C) Likert scale
D) Semantic differential
E) Rasch model
Answer: B
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

74) Which of the following performance appraisal methods requires appraisers to simply write
down their impressions of employees in paragraph form?
A) forced ranking
B) rating scale
C) free-form essay
D) employee comparison
E) critical-form essay
Answer: C
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

25
75) In which of the following performance appraisal methods do appraisers write down
particularly good or bad events involving employees as these events occur and evaluate each
employee's performance using their respective records of all documented events?
A) rating scale
B) free-form essay
C) forced distribution
D) critical-form essay
E) employee comparison
Answer: D
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

76) Which of the following is a guideline for handling performance appraisals?

A) The evaluator should attack the negative aspects of the subject's personality.
B) The evaluator should take care to reduce the anxiety of the subject on his performance.
C) It should emphasize how well the individual is doing the job, not the evaluator's impression of
the individual's work habits.
D) The subject should not be forced to undergo evaluation and has the right to deny evaluation of
his productivity.
E) The evaluator should emphasize an individual's work habits.
Answer: C
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

26
77) Which of the following statements is true about performance appraisals?
A) Performance and organizational objectives are discussed separately during performance
appraisals.
B) Performance appraisals should ideally reflect the evaluator's impression of the employee's
work habits.
C) The goal of performance appraisals is to subjectively analyze an individual's habits, rather
than objectively evaluate the employee's performance.
D) Performance appraisals provide systematic judgments to support salary increases, promotions,
transfers, and sometimes demotions or terminations.
E) Performance appraisal is a continuing activity that focuses solely on established human
resources within the organization.
Answer: D
Page Ref: 276
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Moderate
Classification: Conceptual

78) Which of the following is a disadvantage of using performance appraisals?

A) Performance appraisals do not provide judgments systematic enough to support salary
increases, promotions, or transfers.
B) Performance appraisals focus employees on short-term rewards rather than on issues that are
important to the long-run success of the organization.
C) Performance appraisals place undue emphasis on critiquing individual performance rather
than increasing organizational productivity and completing paperwork.
D) Individuals only tend to participate in the evaluation as they view it as a rewarding
prospective.
E) Performance appraisals are not effective at telling subordinates how they are doing and of
suggesting needed changes in behavior, attitudes, skills, or job knowledge.
Answer: B
Page Ref: 277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Moderate
Classification: Conceptual

27
79) A potential weakness of performance appraisal is that the individuals involved view them as
a ________.
A) forced behavioral-change situation
B) salary-increment opportunity
C) promotion opportunity
D) fair and unbiased evaluation
E) reward-punishment situation
Answer: E
Page Ref: 277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Moderate
Classification: Conceptual

80) What should evaluators do to avoid the potential weaknesses of performance appraisals?
A) Point out the subject's negative work habits.
B) Punish or reward the employee through positive and negative feedback.
C) The appraisal feedback should be tactful and objective as possible to minimize negative
reactions.
D) The evaluation paperwork should be done with quickly so as to achieve targets.
E) The evaluator should hold a feedback session to point out the collective negative aspects of all
the individuals under evaluation.
Answer: C
Page Ref: 277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Moderate
Classification: Conceptual

81) Describe the term "appropriate human resources." How is productivity in an organization
determined?
Answer: The phrase "appropriate human resources" refers to the individuals within the
organization who make a valuable contribution to management system goal attainment. This
contribution results from their productivity in the positions they hold.

Productivity in all organizations is determined by how human resources interact and combine to
use all other management system resources. Factors such as background, age, job-related
experience, and level of formal education all play a role in determining how appropriate the
individual is for the organization.
Page Ref: 265
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 1
Difficulty: Easy
Classification: Conceptual
28
82) Write a short essay on the process of recruitment.
Answer: Recruitment is the initial attraction and screening of the supply of prospective human
resources available to fill a position. Its purpose is to narrow a large field of prospective
employees to a relatively small group of individuals from which someone eventually will be
hired. To be effective, recruiters must know the job they are trying to fill, where potential human
resources can be located, and how the law influences recruiting efforts. What's more, with
advances in technology, recruiting continues to evolve and change.
Page Ref: 265-271
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

83) Describe the need for recruiters to know their source of human resources.
Answer: Recruiters must be able to pinpoint sources of human resources. The supply of
individuals from which to recruit is continually changing, which means that at times, finding
appropriate human resources will be much harder than at other times. Human resources
specialists in organizations continually monitor the labor market so they will know where to
recruit suitable people and what kind of strategies and tactics to use to attract job applicants in a
competitive marketplace. Sources of human resources available to fill a position can be generally
categorized in two ways: sources inside the organization and sources outside the organization.
Page Ref: 266
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

84) Give a brief description of the sources of human resources inside an organization.
Answer: The pool of employees within the organization is one source of human resources. Some
individuals who already work for the organization may be well qualified for an open position.
Although existing personnel are sometimes moved laterally within an organization, most internal
movements are promotions. Promotion from within has the advantages of building employee
morale, encouraging employees to work harder in hopes of being promoted, and enticing
employees to stay with the organization because of the possibility of future promotions.
Page Ref: 266-269
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Easy
Classification: Conceptual

29
85) What is the human resource inventory? What are the different human resource inventory
records maintained by an organization?
Answer: A human resource inventory consists of information about the characteristics of
organization members. The focus is on past performance and future potential, and the objective
is to keep management up to date about the possibilities for filling a position from within. This
inventory should indicate which individuals in the organization would be appropriate for filling a
position if it became available. In a classic article, Walter S. Wikstrom proposed that
organizations keep three types of records that can be combined to maintain a useful human
resource inventory.

The first of Wikstrom's three types of records for a human resource inventory is the management
inventory card. It indicates an individual's age, year of employment, present position and the
length of time he/she has held it, performance ratings, strengths and weaknesses, the positions to
which he/she might move, when he/she would be ready to assume these positions, and additional
training he/she would need to fill the positions. In short, this card contains an organizational
history of each employee and an indication of how he/she might be used in the future.
Wikstrom's second type of human resource inventory record — the position replacement form —
focuses on position-centered information rather than the people-centered information maintained
on the management inventory card. The position replacement form is helpful in determining
what would happen to an employee's present position if he/she were selected to be moved within
the organization or if he/she decided to leave the organization.
Wikstrom's third human resource inventory record is the management manpower replacement
chart. This chart presents a composite view of the individuals management considers significant
for human resource planning. The management manpower replacement chart provides
performance rating and promotion potential of an employee that can be easily compared with
those of other employees when the company is trying to determine which individual would most
appropriately fill a particular position.
Page Ref: 267-269
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Moderate
Classification: Conceptual

30
86) What are the various sources of human resources available to recruiters outside an
organization?
Answer: If a position cannot be filled by someone currently employed by the organization,
management has available numerous sources of human resources outside the organization. These
sources include the following:
1. Competitors — One often-tapped external source of human resources is competing
organizations. Because of several advantages in luring human resources away from competitors,
this type of piracy has become a common practice. Among the advantages are the following:
• The individual knows the business.
• The competitor will have paid for the individual's training up to the time of hire.
• The competing organization will probably be weakened somewhat by the loss of the individual.
• Once hired, the individual will be a valuable source of information about how to best compete
with the other organization.
2. Employment agencies — Employment agencies help people find jobs and help organizations
find job applicants. Such agencies can be either public or private. Public employment agencies
do not charge fees, whereas private ones collect a fee from either the person hired or the
organization doing the hiring, once the hire has been finalized.
3. Readers of certain publications — Perhaps the most widely used external source of human
resources is the readership of certain publications. To tap this source, recruiters simply place an
advertisement in a suitable publication. The advertisement describes the open position in detail
and announces that the organization is accepting applications from qualified individuals. The
type of position to be filled determines the type of publication in which the advertisement is
placed. The objective is to advertise in a publication whose readers are likely to be interested in
filling the position.
4. Educational institutions — Many recruiters go directly to schools to interview students close
to graduation time. Liberal arts schools, business schools, engineering schools, junior colleges,
and community colleges all have somewhat different human resources to offer. Recruiting efforts
should focus on the schools with the highest probability of providing human resources
appropriate for the open position.
Page Ref: 270
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 2
Difficulty: Moderate
Classification: Conceptual

31
87) Briefly describe the role of the selection process in providing appropriate human resources to
an organization.
Answer: Selection is choosing an individual to hire from all those who have been recruited.
Selection, obviously, is dependent on the first step, recruitment. Selection is represented as a
series of stages through which job applicants must pass to be hired. Each stage reduces the total
group of prospective employees until, finally, one individual is hired.
Page Ref: 271-272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Easy
Classification: Conceptual

88) What are the different types of tests used by organizations during the selection process?
Answer: Testing is examining human resources for qualities relevant to performing available
jobs. Although many different kinds of tests are available for organizational use, they generally
can be divided into the following four categories:
1. Aptitude tests — Tests of aptitude measure the potential of an individual to perform a task.
Some aptitude tests measure general intelligence, while others measure special abilities, such as
mechanical, clerical, or visual skills.

2. Achievement tests — Tests that measure the level of skill or knowledge an individual
possesses in a certain area are called achievement tests. This skill or knowledge may have been
acquired through various training activities or through experience in the area. Examples of
skill tests are typing and keyboarding tests.

3. Vocational interest tests — Tests of vocational interest attempt to measure an individual's

interest in performing various kinds of jobs. They are administered on the assumption that certain
people perform jobs well because they find the job activities stimulating. The basic purpose of
this type of test is to select for an open position the individual who finds most aspects of that
position interesting.

4. Personality tests — Personality tests attempt to describe an individual's personality dimensions

in such areas as emotional maturity, subjectivity, honesty, and objectivity. These tests can be used
advantageously if the personality characteristics needed to do well in a particular job are well
defined and if individuals possessing those characteristics can be identified and selected.
Managers must be careful, however, not to expose themselves to legal prosecution by basing
employment decisions on personality tests that are invalid and unreliable.
Page Ref: 272
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 3
Difficulty: Moderate
Classification: Conceptual

32
89) What is the role of training in providing appropriate human resources to an organization?
Answer: After recruitment and selection, the next step in providing appropriate human resources
for the organization is training. Training is the process of developing qualities in human
resources that will enable them to be more productive and thus contribute more to organizational
goal attainment. The purpose of training is to increase the productivity of employees by
influencing their behavior.
The training of individuals is essentially a four-step process:
1. Determining training needs
2. Designing the training program
3. Administering the training program
4. Evaluating the training program
Page Ref: 272-275
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 4
Difficulty: Easy
Classification: Conceptual

90) What is performance appraisal? What are the different methods used to conduct performance
appraisals?
Answer: Performance appraisal is the process of reviewing individuals' past productive activity
to evaluate the contribution they have made toward attaining management system objectives.
Like training, performance appraisal — which is also called performance review and
performance evaluation — is a continuing activity that focuses on both established human
resources within the organization and newcomers. Its main purpose is to furnish feedback to
organization members about how they can become more productive and useful to the
organization in its quest for quality.

There are several methods of performance appraisals. The most commonly used are:
1. Rating scale — Individuals appraising performance use a form containing several employee
qualities and characteristics to be evaluated (e.g., dependability, initiative, leadership). Each
evaluated factor is rated on a continuum or scale ranging, for example, from 1 to 7.
2. Employee comparisons — Appraisers rank employees according to such factors as job
performance and value to organization. Only one employee can occupy a particular ranking. This
method is also known as a "forced distribution" or "forced ranking" system.
3. Free-form essay — Appraisers simply write down their impressions of employees in paragraph
form.
4. Critical-form essay — Appraisers write down particularly good or bad events involving
employees as these events occur. Records of all documented events for any one employee are
used to evaluate that person's performance.
Page Ref: 275-277
Learning Outcome: Identify and discuss the components of the human resource management
process
Objective: 5
Difficulty: Easy
Classification: Conceptual

33