Chapter 1 - 3

1. An advertising firm is hiring employees who specialize in analyzing large volumes of

data about consumer behavior. The manager to whom these analysts report does not
share their knowledge of quantitative methods but wants them to develop
recommendations for better decision making. Jamal, who works in the HR
department, is developing a form the manager will follow in measuring the analysts'
performance. What kinds of performance measures should Jamal focus on?
a. The form should measure both outcomes and behaviors, because both are essential to
success in the job.
b. The form should ask broad questions, so the manager can discuss whatever they think is
important.
c. The form should measure outcomes, such as timely and useful recommendations, because
the manager will not be able to evaluate specific technical behaviors.
d. The form should measure specific technical behaviors, because the methods used by the
analysts will determine the usefulness of their recommendations.
e. The form should measure personal traits, such as getting along with others, because Jamal
and the manager don't understand the technical requirements.

2. An HR manager can demonstrate competency in communication by excelling at

which behavior?
a. applying knowledge of business principles
b. listening effectively
c. setting a vision for the HR function
d. maintaining confidentiality
e. supporting inclusiveness

3. By keeping employees' personal records confidential, an employer respects their right

of
a. freedom of speech.
b. privacy.
c. equal opportunity.
d. autonomy.
e. freedom of conscience.

4. Cindy is a human resource manager at Charles & Sons Corp. She skillfully handles
personal interactions with her staff and the other department managers. She is highly
admired by others in the organization because she treats others with respect and builds
trust. This scenario indicates Cindy has strengths in the HR success competency of
a. critical evaluation.
b. leadership and navigation.
c. global and cultural effectiveness.
d. consultation.
e. relationship management.

5. How do human resources professionals provide an organization with a sustainable

competitive advantage?
a. They keep the organization focused on the short term.
b. They hire employees who are very enthusiastic despite lacking job experience and training.
c. They help the organization do what competitors are doing.
d. They hire high-quality employees who provide a needed service as they perform many
critical functions.
e. They manage commonly available resources.

6. In the context of human resource management, human capital refers to the

a. organization's employees, who add economic value to the company.
b. wages, benefits, and other costs incurred in support of HR functions in an organization.
c. total pay earned by an employee.
d. total budget allocated to the HR department in an organization.
e. cash, equipment, technology, and facilities that an organization uses.

7. Kai, one of the senior managers at Brazen Inc., insists that the company supervisors
handle employee relations as part of their jobs. Which statement strengthens Kai’s
argument?
a. The supervisors are responsible for any action taken by the employees.
b. The supervisors represent the company on a day-to-day basis.
c. The supervisors have the business experience to take up additional responsibilities.
d. The supervisors do not hold any stakes in the organization.
e. The supervisors are not a part of the employees' union.

8. Kareem works in the human resource department at Gamma Corp. His chief
responsibilities include administering salaries, determining incentives, managing
group insurance, and employee vacation and leave. Which HRM function is being
performed by Kareem?
a. training and development
b. employee relations
c. performance management
d. selection
e. compensation and benefits

9. Mona, a human resource manager, has developed an inspiring vision of how the HR
function should contribute to employees' well-being and the company's success. She
models the values and behaviors supporting that vision, and she gets her staff excited
to be part of realizing the vision. This indicates that Mona has competencies in the
area of
a. relationship management.
b. critical evaluation.
c. leadership and navigation.
d. human resource expertise.
e. global and cultural effectiveness.

10. The concept of "human resource management" implies that employees are
a. an unnecessary cost to an employer.
b. resources of the employer.
c. a secondary component of a business.
d. troublesome and need to be monitored.
e. a rare component of the business world.

11. The HR function of maintaining positive employee relations includes

a. planning employee pay and benefits.
b. offering training programs on effective teamwork.
c. maintaining performance measures on outcomes.
d. maintaining communication with union representatives.
e. selecting only those applicants that are referred by employees.

12. The process by which an organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help the
organization achieve its goals is referred to as
a. selection.
b. work analysis.
c. performance management.
d. compensation.
e. orientation.

13. The process of getting detailed information about jobs is referred to as

a. a job rotation.
b. policy creation.
c. a job orientation.
d. a job analysis.
e. supply chain management.

14. What is a standard that human resource managers must satisfy for HRM practices to
be ethical?
a. Managers must always maintain that customers are right.
b. Human resource practices must result in the greatest good for the largest number of people.
c. Employment practices must respect employees' right of lifetime employment.
d. Managers must treat employees as family.
e. Employment practices must limit the application of the principle of employment-at-will as
it is unfair to employees.
 15. Which HR function includes preparing and distributing employee handbooks that
detail company policies?
a. recruitment and selection
b. performance management
c. ensuring compliance with labor laws
d. maintaining positive employee relations
e. planning and administering pay and benefits

16. Which responsibility is specifically associated with the HR function of employee

relations?
a. analyzing work
b. creating HR information systems
c. planning and forecasting human resources
d. conducting attitude surveys
e. creating a job design

17. Which scenario demonstrates a violation of the right of freedom of conscience in a

workplace environment?
a. A supervisor coerces an employee to use unsafe practices to keep a project on schedule.
b. A supervisor shares the previous employment details of an employee with a colleague.
c. An employee complains about his supervisor during a conference call with a client.
d. A supervisor does not provide a fair hearing when an employee complains about a
colleague.
e. An interviewer does not specify the details of a job to a prospective employee.

18. Which statement best describes companies that are ethical and successful?
a. Their main aim is to maximize profits in all their transactions.
b. They are solely concerned about the benefits of the company while making business
decisions.
c. The owners most often assume responsibility for the actions of the company, rather than
the employees.
d. They are less concerned about the interests of the people involved in the business.
e. They have a sense of purpose and vision that the employees value and use in their day-to-
day work.

19. Which statement best describes evidence-based HR?

a. It is demonstrating that human resource practices have a positive influence on a company's
profits or key stakeholders.
b. It is establishing overlapping performance goals and desired outcomes during performance
management.
c. It is the exclusive use of statistical models for planning, forecasting, and other related HR
activities.
d. It is the organization-wide planned effort to enable employees to learn job-related
knowledge, rather than teamwork or communication skills.
e. It is the process of ensuring that employees' activities and outputs match an organization's
goals.

20. A downsizing strategy implemented at Finder Corp. has resulted in negative stock
returns and lower profitability following the layoffs. Which statement best explains
the reason for these negative results at Finder Corp.?
a. Downsizing tends to eliminate good performers instead of poor performers first.
b. The HRM of a firm must provide downsized employees with multiple stock options.
c. Downsizing conducts a complete review of the organization's critical work processes,
which results in heavy expenditures.
d. When labor costs fall after a downsizing, sales per employee also tend to fall.
e. Downsizing demands the HR department have a third-party vendor provide services, which
results in lower revenues.

21. A large-scale chemical production company buys a smaller chemical production

company to secure a greater share of the industry. This scenario exemplifies
a. downsizing.
b. a partnership.
c. a merger.
d. a consolidation.
e. a strategic alliance.

22. A person who is employed directly by a company for a certain amount of time,
specified in a formal agreement between the company and the workers, is referred to
as a(n)
a. temporary worker.
b. on-call worker.
c. part-time worker.
d. contract company worker.
e. independent contractor.

23. Companies today are finding that to survive, they must compete in international
markets and fend off foreign competitors' attempts to gain ground in the United
States. What would help businesses in the United States meet these challenges?
a. They must eliminate reshoring—reestablishing operations in North America.
b. They must focus on developing domestic markets rather than on developing global
markets.
c. They must prepare employees for global assignments.
d. They must reduce the workforce with a "grenade" approach—by eliminating an entire
group of employees.
e. They must hire only from a domestic labor pool.

24. Haley changes jobs on a regular basis. She does this to secure better career growth
opportunities and to decrease boredom. Haley engages in
a. moonlighting.
b. benchmarking.
c. freelancing.
d. job enrichment.
e. job hopping.

25. Jones Inc., a financial services company, specializes in customers' preferences and
cost-efficient processes. They also encourage self-managing teams that make all
decisions regarding business development and the sale of services to their customers.
The firm ensures that there is a good fit between its work system and its people. This
scenario implies that Jones Inc. has a
a. supply chain system.
b. high-performance work system.
c. workforce analysis system.
d. holistic management system.
e. total quality management system.

26. Lina has a one-year contract to work in the IT department for a new company, Pie
Makers. Lina is part of the
a. internal labor force.
b. company’s high-performance work system.
c. external labor market.
d. company’s outsourcing strategy.
e. gig economy.

27. Managing cultural diversity involves

a. forming different pay structures for various groups.
b. reducing cultural diversity through selective hiring.
c. avoiding the use of affirmative action policies.
d. encouraging career development for women and minorities.
e. creating separate career tracks for employees with families.

28. Susan is a project manager. She encourages her team members to conduct
brainstorming sessions before initiating projects to determine the best method for
delivering positive results. She provides them with complete authority to execute all
production tasks independently. This scenario indicates that Susan promotes
Select one:
a. downsizing.
b. risk aversion.
c. centralized decision making.
d. employee empowerment.
e. outsourcing.
 29. The growth in e-commerce and the information economy has led to an increase in the
demand for employees in
Select one:
a. agriculture.
b. service occupations.
c. mining and resource extraction.
d. technical jobs.
e. manufacturing.

30. The management of Fashion Inc. expects its employees to be enthusiastic about their
work by seeking training, working long hours, initiating better work procedures, and
maintaining a sound balance between professional life and personal life. In return, the
employees expect management to arrange for better incentives, flexible work
schedules, and increased authority to execute their tasks. This scenario is an example
of a(n)
Select one:
a. legal bond.
b. psychological contract.
c. offer letter.
d. legal agreement.
e. employee contract.

31. The new type of psychological contract has resulted in reduced

Select one:
a. job security.
b. employee compensation.
c. training and development opportunities.
d. flexibility.
e. creativity.

32. The practice of having another company provide services is known as

Select one:
a. benchmarking.
b. codetermining.
c. downsizing.
d. outsourcing.
e. reengineering.

33. The relationship between an employer and an employee can be thought of in terms of
a(n) __________, a description of what an employee expects to contribute in an
employment relationship and what the employer will provide the employee in
exchange for those contributions.
Select one:
a. legal agreement
b. psychological contract
c. employee contract
d. offer letter
e. legal bond

34. The use of independent contractors, on-call workers, temporary workers, and contract
company workers, collectively constitutes
Select one:
a. consolidation.
b. offshoring.
c. high-performance work systems.
d. alternative work arrangements.
e. outsourcing.

35. What is a challenge for human resource management during mergers?

Select one:
a. sustaining the brand image of the company
b. scrutinizing balance sheets
c. developing competitively priced products
d. evaluating the financial worth of the new company
e. sorting out the differences in the two companies’ HR systems

36. What is a characteristic of current-day high-performance work systems?

Select one:
a. reduced reliance on knowledge workers
b. centralized decision making
c. increase in individual assignments
d. mismatches in technical system and social system
e. employee empowerment in decision making

37. What is a core value of the total quality management process?

Select one:
a. developing generalized methods and processes that focus only on meeting the needs of
external customers
b. providing quality training to specific employees
c. encouraging cooperation with vendors, suppliers, and customers to improve quality
d. measuring an employee's progress based on how productive the employee appears
e. detecting errors and correcting them as they appear in an error-prone product or service

38. What is an HR dashboard?

Select one:
a. a display of how the company is performing on specific HR metrics
b. a computer system used to acquire and distribute information about work schedules and
job duties
c. a tool used to measure the profitability and growth rate of the organization
d. a system used to store, analyze, and process the information regarding the levels of demand
and inventory
e. a messaging system used by HR managers to communicate with employees

39. What is necessary for the success of employee empowerment?

Select one:
a. Employees must be properly trained to exert their wider authority and use information
resources such as the Internet.
b. The jobs must be designed in such a manner that the managers have complete control over
business processes.
c. Employers should provide feedback only when employees resign and are about to leave the
organization.
d. Employers should create jobs that minimize the need for the employees to come up with
innovative ideas and solutions.
e. Pay and other rewards should reflect employees' loyalty to the organization and not their
authority.

40. What is one consequence of teamwork?

Select one:
a. Team members have less authority, so they can relax.
b. Team members contribute to quality and assume many activities traditionally reserved for
managers.
c. Teams spare employees from having to work directly with customers.
d. It centralizes authority, so workers do not have to make decisions.
e. Teams get to work on fast-moving assembly lines.

41. What is one reason for creating high-performance work systems?

Select one:
a. Customers are demanding high-quality and customized products.
b. Employees prefer the implementation of a standard 40-hour workweek.
c. Competitors are looking for ways to standardize prices in their respective industries.
d. There is a drive toward low-cost strategy in the labor market.
e. Employers are looking for employees who are competent and skilled at one particular task.

42. Which statement is true about downsizing?

Select one:
a. HRM should withhold information regarding downsizing rather than maintain open
communication with remaining employees.
b. Downsizing is associated with positive stock returns.
c. HRM can provide downsized employees with outplacement services to help them find new
jobs.
d. HRM cannot, and should not, inform all employees why downsizing is necessary.
e. Downsizing results in higher profitability following layoffs.
 43. Which statement is true of a psychological contract?
Select one:
a. A psychological contract describes spoken expectations that are widely held by employers
and employees.
b. In the new version of the psychological contract, organizations manage the career paths for
their employees.
c. In the traditional version of the psychological contract, organizations expected employees
to take more responsibility for their own careers, from seeking training to balancing work and
family.
d. A psychological contract is not formally put into words.
e. A psychological contract is a display of how the company is performing on specific HR
metrics, such as productivity and absenteeism.

44. Which statement is true of employee empowerment?

Select one:
a. Managers should ensure that employees are not linked to resources outside the
organization, such as customers.
b. Employee empowerment shifts the recruiting focus away from cognitive and interpersonal
skills toward general technical skills.
c. Jobs must be designed to give employees the necessary latitude for making a variety of
decisions.
d. Employee empowerment prevents holding employees accountable for the products and
services they developed.
e. Proper training must be provided only to supervisors so that they can exert their wider
authority.

45. A global company has a policy statement making it clear that it does not tolerate
sexual harassment. It set up an employee hotline for reporting harassment. When it
received complaints about one of the maintenance workers, the company took action
and corrected the problem immediately. However, two months later, it is receiving
more complaints, this time about a supervisor on the night shift. What else should the
company do to keep the workplace free from sexual harassment?

Select one:
a. Wait to investigate the new complaints.
b. Broaden the policy to include harassment of men, not just women.
c. Train all employees to identify inappropriate workplace behavior.
d. File a complaint with the Equal Employment Opportunity Commission.
e. Modify the complaint procedure so employees don't overuse it.

46. A trucking company had its HR department set up an online suggestion program, and
employees submitted 1500 ideas for improving workers' safety and health. An
 assistant in the department entered all the responses into a database. What additional
step would be most important to add to this safety program?

Select one:
a. working with management to ensure the company acts on the suggestions
b. distributing the survey results to the employees
c. creating a database where employees can look up the ideas submitted
d. expanding the program to include more wide-ranging, long-term goals
e. employing the job hazard analysis technique

47. An accounting firm is in the process of interviewing candidates for the position of
administrative assistant. A job candidate arrives at an interview accompanied by a
service dog. Which action by an employer would best meet the requirements of equal
employment opportunity?

Select one:
a. describing job requirements and asking the employee how she would meet them
b. explaining that the company has a no-pets rule
c. making every possible accommodation for this person, at any cost
d. hiring the candidate, whether or not she is qualified for the job
e. telling the candidate politely that a blind person can't be a receptionist

48. At a supermarket chain, back injuries are a recurring problem around the loading
docks, because employees in a rush forget to use proper lifting techniques. How could
safety posters help the company improve safety?
a. by replacing mobile devices, which should not be present on a loading dock
b. by delivering a message that varies based on employees' languages and age groups
c. by establishing direct communications between supervisors and their employees
d. by creating a paper trail to document a history of the employer's concern
e. by serving as a constant reminder of how to lift safely

49. Barry has been a systems analyst at a software company for six years. Although he
works hard, gets favorable performance reviews, takes night classes in business
management, and has applied for promotions, his co-workers always get the
promotions instead. Barry asked his co-workers about this, and one of them said,
"Don't you realize? This management will never promote someone like you." This
supports Barry's concern that he may be a target of discrimination because he is
Black; other talented employees are Black, but no Black employees have moved into
management positions. Barry decides to discuss the problem with the human resource
manager. If he can't find a satisfactory solution that way, with which federal agency
could he file a complaint?
a. Equal Employment Opportunity Commission
b. Anti-Discrimination Federal Agency
c. Office of Federal Contract Compliance Programs
d. Federal Register
e. Uniform Guidelines on Employee Selection Procedures

50. Differing conduct toward individuals, where the differences are clearly based on the
individuals' race, color, religion, sex, national origin, age, or disability status is termed
as
a. reverse discrimination.
b. affirmative action.
c. disparate treatment.
d. reasonable accommodation.
e. sexual discrimination.

51. Identify the condition in which most of the debate focuses on discriminatory
consequences and the plaintiff need not prove an employer's intent to discriminate.
a. disparate impact
b. disparate treatment
c. corrective action
d. reasonable accommodation
e. affirmative action

52. Identify the correct statement regarding reasonable accommodation.

a. Reasonable accommodation is typically provided in situations involving individuals with
disabilities or different religious needs.
b. Reasonable accommodation is provided by an organization even if the requisite changes
create undue hardship on the organization.
c. Reasonable accommodation is the same as reverse discrimination.
d. Reasonable accommodation is provided on a standardized basis without the provisions
being tailored to the individual needs of employees.
e. Reasonable accommodation exclusively compensates for the poor educational background
that hampers the progress of employees.

53. Identify the method that breaks down jobs into basic elements to rate them for their
potential for harm or injury.
a. utilization analysis
b. job hazard analysis technique
c. diversity plan
d. action plan analysis
e. technic of operations review

54. In which example is disparate treatment considered legal?

a. In a vehicle manufacturing company, only male workers are employed in all departments.
b. In an electrical company, only male workers are employed to work as electricians.
c. In a particular hospital, only female nurses are appointed.
d. In a particular retail outlet, male workers are employed to handle all of the sales.
e. In a shopping mall, only female workers are employed to clean the women's restroom.

55. Jolene thinks her company is discriminating against a particular group of employees
by denying them seniority or promotions. She expresses her concern to a senior
human resources manager. This method of expressing concern about an instance of
illegal employment through proper channels is known as
a. opposition.
b. retaliation.
c. affirmative action.
d. discrimination.
e. participation in a proceeding.

56. Nicholas, a blind man in his early twenties, was recently hired as a DJ at a local radio
station in New York. He was given permission by his manager to bring his guide dog
to work. In this instance, Nicholas’ employer made a(n)
a. reverse discrimination.
b. disparate treatment.
c. reasonable accommodation.
d. undue hardship.
e. disparate impact.

57. Wayne is an HR manager preparing a message to his company's employees,

explaining the company's new policy of valuing diversity. Which statement should he
use to express the best business case for valuing diversity?
a. A diverse workforce is necessary to stay out of legal trouble related to equal employment
opportunity.
b. Valuing diversity takes many forms, including affirmative action and rewards for
demonstrating respect.
c. A diverse workforce makes the company more competitive by providing insights into its
diverse customers.
d. Valuing diversity need not be limited to employees in categories protected by law.
e. Valuing diversity involves administrative decisions for the human resource department.

58. Which action by employers can result in reverse discrimination?

a. reasonable accommodation
b. affirmative action
c. disparate treatment
d. disparate impact
e. retaliation

59. Which statement about quid pro quo harassment is true?

a. It involves harassment against people based exclusively on the factor of age.
b. It provides preferential treatment for the minority gender at the workplace.
c. It involves mocking an individual's sexual orientation.
d. It involves making hiring decisions based on the gender of the applicant.
e. It refers to an individual gaining benefit in return for a sexual favor.

60. Which statement about a bona fide occupational qualification is true?

a. It is a preferred qualification for the job.
b. It is used to deem disparate treatment illegal.
c. It is considered illegal by a court.
d. It is a necessary qualification for a job.
e. It is strictly prohibited by organizations.

61. Which statement about avoiding discrimination is true?

a. Proving disparate treatment in court does not require the plaintiff showing an employer's
intent.
b. If the four-fifths rule is satisfied, substantial evidence of discrimination exists.
c. A bona fide occupational qualification is a merely preferred qualification for performing a
job.
d. Reasonable accommodation is provided subject to the condition of undue hardship.
e. Proving disparate impact in court requires showing an employer's intent.

62. Which term refers to an organization's active effort to find opportunities to hire or
promote people in a particular group?
a. adverse impact
b. reverse discrimination
c. reasonable accommodation
d. disparate impact
e. affirmative action
Chapter 5- 8
1. Which type of training allows trainees at different locations to attend programs
online, using their computers to view lectures, participate in discussions, and
share documents?
Select one:
a. action learning
b. distance learning With distance learning, trainees at different locations attend programs
online, using their computers to view lectures, participate in discussions, and share
documents.
c. experiential programs
d. cross-training
e. on-the-job training

2. Asabi, a purchasing manager, tells Felipe, the human resource manager, that
she has selected a candidate to be her purchasing assistant. She shows him a
draft of an email message offering the candidate the job at the agreed-on starting
wage. She asks Felipe if there is anything else she should mention in the
message. Felipe replies that Asabi should add information about

Select one:
a. the job responsibilities and results of the candidate's medical exam.
b. information on medical and other benefits.
c. the work schedule, starting date, and drug test results.
d. the job responsibilities, work schedule, and starting date. When a candidate has been
selected, the organization should communicate the offer to the candidate. The offer should
include the job responsibilities, work schedule, rate of pay, starting date, and other relevant
details. Results of medical exams and drug tests would be confidential and do not belong in
a job offer.
e. the work schedule, starting date, and results of the candidate's medical exam.

3. Managers are most likely to support training if

Select one:
a. it will result in minor improvements.
b. it is not overly expensive.
c. there are no other solutions available for them to try.
d. they do not have to participate in it.
e. it will solve a significant problem. Managers will be most likely to support training if the
people planning it can show that it will solve a significant problem or result in a significant
improvement, relative to its cost.

4. Brick-n-Mortar, a construction firm, is in need of a construction superintendent

whose primary responsibilities involve organizing, supervising, and inspecting the
work of several subcontractors. Brick-n-Mortar administers a construction-error
 recognition test, where an applicant has to enter a shed that has 25 construction
errors and has to record as many of these errors as can be detected. What type
of validity is being established in this case?

Select one:
a. concurrent validity
b. content validity
c. construct validity
d. representative validity
e. predictive validity Content validity is the consistency between the test items or problems
and the kinds of situations or problems that occur on the job. A test that is "content valid"
exposes the job applicant to situations or problems that occur on the job. It tests whether the
applicant has the knowledge, skills, or ability to handle such situations.

5. Which statement about case studies is true?

Select one:
a. Trainees play a passive role while being trained with case studies.
b. Cases encourage trainees by giving them practice in acting on uncertain outcomes after
evaluating a situation. Cases are designed to develop higher-order thinking skills, such as
the ability to analyze and evaluate information. They also can be a safe way to encourage
trainees to take appropriate risks, by giving them practice in weighing and acting on
uncertain outcomes.
c. Training with case studies does not require any interaction among trainees.
d. Case studies stimulate learning by actively involving participants and the competitive
nature of business.
e. Case studies do not encourage trainees to take risks.
Feedback

6. What is true of validity?

Select one:
a. Validity cannot be explained using correlation coefficients.
b. Validity identifies how free a measurement is from random error.
c. Validity measures the level of cultural fit.
d. Validity ensures the fairness of employment practices during selection procedures. A
strong positive (or negative) correlation between a measure and job performance means the
measure should be a valid basis for selecting (or rejecting) a candidate. This information is
important not only because it helps organizations identify the best employees, but also
because organizations can demonstrate fair employment practices by showing that their
selection process is valid.
e. Validity can only be measured in one way.

7. A company hires Bradley as a supervisor in the company. It has an implied

understanding that both the employer and the employee have the right to end
their relationship at any time they desire. In the context of personnel policies, the
relationship between the company and Bradley is based on the
Select one:
a. employment-at-will policy. In this scenario, the relationship between Bradley and the
company is based on the employment-at-will policy. This policy holds that if there is no
specific employment contract stating otherwise, the employer or employee may end an
employment relationship at any time.
b. lead-the-market strategy.
c. promote-from-within policy.
d. benevolent agreement.
e. nepotistic agreement.

8. Elvis is hired as a seasonal firefighter by the Washington Department of

Forestry. The training used to prepare Elvis for his firefighting job involves an
online training module. In this game-like module, Elvis is virtually placed in a real-
life scenario such as a wildfire, resort fire, or residential cabin fire, and his goal is
to assist in its containment or to extinguish the fire and save as many lives as
possible. This form of training is referred to as

Select one:
a. cross-training.
b. a simulation. A simulation is a training method that represents a real-life situation with
trainees making decisions resulting in outcomes that mirror what would happen on the job.
Simulations enable trainees to see the impact of their decisions in an artificial, risk-free
environment.
c. action learning.
d. an internship.
e. an apprenticeship.

9. Charlotte heads the production department at Hoey Inc., a firm that stresses the
importance of maintaining regular contact with customers. Charlotte is expecting
a labor surplus in the future. A supervisor recommends downsizing as an option
to deal with this labor surplus; however, Charlotte rejects this option. Which
statement will validate that Charlotte made the right decision?

Select one:
a. Downsizing would result in increased operational costs.
b. Downsizing would hurt long-term organizational effectiveness. Although downsizing has
an immediate effect on costs, much of the evidence suggests that it hurts long-term
organizational effectiveness. This is especially true for certain kinds of companies, such as
those that emphasize research and development and where employees have extensive
contact with customers.
c. Downsizing cannot provide an immediate solution to labor surplus.
d. Downsizing would harm the hierarchy of top management.
e. Downsizing cannot be used to reduce the number of managers.

10. A CEO determines that the company needs to eliminate a labor surplus to avoid
financial difficulties. To deal with this problem, the CEO chooses a strategy that
gives fast results. However, the amount of suffering caused to employees is high.
 The CEO is most likely using the __________ strategy to reduce the labor
surplus.

Select one:
a. downsizing In this scenario, the CEO is most likely using the downsizing strategy to deal
with the company's labor surplus. Downsizing delivers fast results to reduce labor surplus.
However, the amount of suffering caused to employees is high in this strategy.
b. early retirement
c. retraining
d. natural attrition
e. hiring freeze

11. Jagger applies for the position of an emergency direct care worker at a hospital.
In the last round of the selection process, he takes part in a testing procedure
that simulates an emergency situation. He runs a half-mile on the treadmill,
followed by a step test, a posture test, a squat test, and a weight-lifting test. His
performance is timed and his heart rate is monitored throughout the tests. Which
type of test is exemplified in this case?

Select one:
a. physical ability This is an example of a physical ability test. This evaluates one or more of
the following areas of physical ability: muscular tension, muscular power, muscular
endurance, cardiovascular endurance, flexibility, balance, and coordination.
b. achievement
c. psychometric
d. critical thinking
e. cognitive ability

12. A job candidate is being interviewed for an entry-level financial analyst position
at a well-known asset management company. He is asked questions about the
current state of the U.S. stock market, the current net worth of certain financial
firms, and concepts such as IPOs and mergers from a set of predetermined
questions that the interviewer has prepared. This is an example of a(n)
__________ interview.

Select one:
a. structured A structured interview consists of a predetermined set of questions for the
interviewer to ask. Ideally, the questions are related to job requirements and cover relevant
knowledge, skills, and experiences.
b. nondirective
c. exit
d. in-basket
e. work-sample

13. Selection decisions should be

Select one:
a. a simple matter of which candidate will take the lowest offer.
b. a combination of ability and motivation of the candidate. Selection decisions should not be
a simple matter of whom the supervisor likes best or which candidate will take the lowest
offer. Also, observing confidence in job candidates does not necessarily mean they are
competent. Rather, the people making the selection should look for the best fit between
candidate and position. An obvious strategy is to select the candidates who score highest on
tests and interviews. However, employee performance depends on motivation as well as
ability.
c. a simple matter of whom the supervisor likes best.
d. based on the amount of confidence observed in job candidates.
e. based on motivation, not abilities.

14. A car manufacturing company wants to hire a new product manager. Senior
management decides to have the department heads for production, sales, and
human resources meet and interview the candidates on a variety of topics. This is
an example of a(n) __________ interview.

Select one:
a. behavior description
b. situational
c. panel This is an example of a panel interview, where several members of an organization
meet to interview each candidate. A panel interview gives a candidate a chance to meet
more people and see how people interact in an organization.
d. exit
e. in-basket

15. Along with 50 other candidates, Quinn applied for the position of analyst at a
company. Because Quinn’s profile stood out from other candidates' profiles, she
was called for an interview in which she performed well. In the context of the
steps involved in the selection process for recruitment, which step would most
likely be taken next by the recruiter?

Select one:
a. negotiating salary and benefits with Quinn
b. reviewing Quinn’s work samples
c. sending Quinn a job offer letter
d. getting Quinn to sign the job offer
e. verifying Quinn’s qualifications through background checks The process of selecting
employees varies considerably from organization to organization and from job to job. In this
case, the recruiter would most likely verify Quinn’s qualifications by employing background
and reference checks after the interview.

16. What is a potential problem of job rotation?

Select one:
a. Employees generally earn less than if they are in a position long term.
b. Promotions usually take longer when jobs are rotated.
c. Employees typically develop a short-term perspective on problems and solutions. Job
rotation helps employees increase their understanding of different company functions. It also
helps employees increase their salary and earn promotions faster. However, knowing they
will be rotated to another job may give the employees a short-term perspective on problems
and their solutions.
d. Job rotation decreases employees' understanding of different company functions.
e. Employees typically develop specialized skills but fail to use them due to quick rotations.

17. When Karen interviews job candidates, she works hard to provide background
information about the job's positive and negative qualities. She aims to be sure
every detail is accurate, so that any employees hired will feel they got what they
expected and will want to stay on with the company. Karen’s behavior is an
example of providing a

Select one:
a. job posting.
b. yield ratio.
c. due-process policy.
d. realistic job preview. In this scenario, Karen is providing a realistic job preview—accurate
background information about a job's positive and negative qualities.
e. core competency.

18. Which statement regarding downsizing is true?

Select one:
a. The negative effect of downsizing is especially low among firms that engage in high-
involvement work practices.
b. The negative impact of downsizing is especially low for those organizations that
emphasize research and development.
c. Downsizing often disrupts the social networks through which people are creative and
flexible. Downsizing is the planned elimination of large numbers of personnel with the goal of
enhancing an organization's competitiveness. Downsizing leads to a loss of talent, and it
often disrupts the social networks through which people are creative and flexible.
d. Downsizing campaigns eliminate only people who are replaceable.
e. Downsizing improves long-term organizational effectiveness.

19. Which statement about predictive validation is true?

Select one:
a. It is the least effective method of measuring validity.
b. It involves administering a test to people who currently hold a job and comparing their
scores to existing measures of their current job performance.
c. Its scores are influenced by applicants' job experiences.
d. It uses the test scores of all applicants and looks for a relationship between the scores
and future performance.Predictive validation involves using the test scores of all applicants
and looking for a relationship between the scores and future performance. The researcher
administers the tests, waits a set period of time, and then measures the performance of the
applicants who were hired.
e. It is the quickest and easiest method compared to other ways of measuring validity.
 20. A manufacturer has entered into a contract with a third party to perform services
related to processing orders, managing inventory levels, and shipping products to
customers. The company is engaged in

Select one:
a. consolidating.
b. offshoring.
c. outsourcing. Outsourcing refers to contracting with another organization to perform a
broad set of services.
d. acquiring.
e. licensing.

21. In a person analysis, what is a primary variable that can be affected by training?

Select one:
a. performance feedback
b. the employee's motivation
c. the employee's ability In assessing the need for training, the manager should identify all
the variables that can influence performance. The primary variables are the person's ability
and skills, his or her attitudes and motivation, the organization's input, performance
feedback, and positive consequences to motivate good performance. Of these variables,
only ability and skills can be affected by training.
d. positive consequences to motivate good performance
e. the organization's input

22. What is a benefit of applying statistical methods to HR forecasting?

Select one:
a. Under the right conditions, they provide predictions that are much more precise than a
human forecaster's subjective judgment. Statistical methods capture historic trends in a
company's demand for labor. Under the right conditions, these methods predict demand and
supply more precisely than a human forecaster can using subjective judgment. But many
important events in the labor market have no precedent. When such events occur, statistical
methods are of little use.
b. They are invariably better than the "best guesses" of experts.
c. They can be used by organizations as a substitute for relying on the subjective judgments
of experts.
d. They are particularly useful in dynamic environments.
e. They are particularly useful in predicting important events that have no historical
precedent.

23. Which occupation would be most likely to employ an apprentice?

Select one:
a. accountant
b. doctor
c. nurse
d. lawyer
e. carpenter Carpentry is an example of a profession in which apprentices are typically
employed.

24. Which statement regarding internal recruitment sources is true?

Select one:
a. Internal sources are the most appropriate for specialized upper-level positions.
b. Employee referrals are the most common source of job applicants for internal recruitment.
c. Research indicates that most organizational positions are filled internally.
d. Internal recruiting minimizes the possibility of unrealistic employee expectations. Internal
recruitment sources generate applicants who are well known to an organization. In addition,
these applicants are relatively knowledgeable about the organization's vacancies, minimizing
the possibility they will have unrealistic expectations about the job. For entry-level positions
and perhaps for specialized upper-level positions, the organization has no internal recruits
from which to draw.
e. Internal recruitment sources expose an organization to new ideas or new ways of doing
business.

25. What is a characteristic of task analysis?

Select one:
a. It helps in determining individuals' needs for training.
b. It is independent of time constraints or deadlines.
c. It does not require knowledge of the work environment.
d. It results in an assessment of employees' readiness for training.
e. It is usually conducted along with person analysis. Task analysis is the process of
identifying the tasks, knowledge, skills, and behaviors that training should emphasize.
Usually, task analysis is conducted along with person analysis.

26. An HR manager hires 50 employees in five months. He used different sources of

recruitment to recruit these employees. He wants to know which kind of source
delivered the most new hires for the money. To answer that question, the
manager should determine the

Select one:
a. yield ratio.
b. hiring conversion rate.
c. prospective cost.
d. return on investment.
e. cost per hire. In this scenario, the cost per hire would allow the HR manager to compare
the costs of different recruitment sources. To compute this amount, the manager should find
the cost of using a particular recruitment source for a particular type of vacancy and then
divide that cost by the number of people hired to fill that type of vacancy. A low cost per hire
means that the recruitment source is efficient; it delivers qualified candidates at minimal cost.

27. How can individuals acting as references for job applicants minimize the risk of
being sued for defamation or misrepresentation?
Select one:
a. by giving only broad opinions
b. by only giving information about observable, job-related behaviors In order to minimize the
risks associated with providing information about job candidates, most organizations have
policies that the HR department will handle all requests for references and that they will only
verify employment dates and sometimes the employee's final salary. In organizations without
such a policy, HR professionals should be careful—and train managers to be careful—to
stick to observable, job-related behaviors and to avoid broad opinions that may be
misinterpreted.
c. by excluding employment dates and the employee's final salary
d. by exclusively giving out positive information about a candidate
e. by giving as much information as possible

28. Nguyen wants to build a start-up company with a small number of people
working for him. He decides to do all the hiring himself. Lane, a friend of
Nguyen’s who is a lawyer, warns him about the risk of discrimination complaints
he could receive from applicants who are not hired. Which statement best
expresses the basis of Lane’s concern about avoiding discrimination?

Select one:
a. Interviews require polygraph tests, which give the interviewer an opportunity to ask
questions that can violate the privacy rights of the interviewee.
b. Interviews are expensive, so their validity and reliability are always in question.
c. Interviews are situational, so they provide a means to check the accuracy of information
provided by the candidate.
d. Interviews are narrow and standardized, so they do not allow interviewers to test the
integrity of interviewees with ease.
e. Interviews are subjective, so they have the potential of assessing candidates based on
questions not related to the job. Interviews are subjective, so they place the organization at
greater risk of discrimination complaints by applicants who were not hired, especially if those
individuals were asked questions not entirely related to the job.

29. The final step in the career management process is

Select one:
a. feedback.
b. self-assessment.
c. reality check.
d. action planning and follow-up. During the final step of the career management process,
employees prepare an action plan for how they will achieve their short- and long-term career
goals. The employee is responsible for identifying the steps and timetable to reach the goals.
The employer should identify resources needed, including courses, work experiences, and
relationships. The employee and the manager should meet in the future to discuss progress
toward career goals.
e. goal setting.

30. Anton is training a new group of employees. After each training session, the
employees complete various exercises to test their knowledge. After evaluating
 the results, Anton speaks one-on-one with the employees to help them define
their areas of weakness and encourage them to keep fine-tuning their strengths.
In this scenario, Anton is providing his employees with

Select one:
a. goals.
b. counseling.
c. feedback. In feedback, employees receive information about their skills and knowledge
and where these assets fit into an organization's plans.
d. self-appraisal.
e. self-assessment.

31. Jorge, the marketing manager for an automobile manufacturer, observes

frequent conflicts between two of his subordinates, Taylor and Liu. He asks the
human resource department to help, and the department's training manager
investigates. She tells Jorge that the two subordinates lack interpersonal
communication skills but would be likely to improve with proper training. This
scenario suggests that the training manager has conducted a(n) __________
analysis.

Select one:
a. person A person analysis is a process for determining individuals' needs and readiness
for training. It helps a manager to identify whether training is appropriate and which
employees need training.
b. institutional
c. instructional
d. organization
e. market

32. Seo-Yun, a new human resource manager, proposes using automated systems
for screening résumés of applicants. Seo-Yun believes that automated systems
are better than humans at picking the right profiles. Which statement weakens
Seo-Yun’s claim?

Select one:
a. Automated systems refrain from replying to the candidates when their profiles are
rejected.
b. Automated systems might reject qualified people who didn't use the same keywords as
the job description. As with any automation, an applicant-tracking system is only as good as
the process it automates. A system that just matches a few keywords between résumés and
job descriptions might screen out high-potential employees who didn't use exactly the same
term.
c. Automated systems reduce the pace of the selection process by a large margin.
d. Automated systems prevent candidates from knowing the status of their applications.
e. Automated systems do not help in matching résumés to the keywords in job requirements.
 33. Mariah’s company’s management values hiring individuals who represent a
variety of ages, races, genders, and ethnicities. Mariah’s company places an
emphasis on

Select one:
a. cultural immersion.
b. diversity. Diversity refers to the characteristics of individuals that make them unique, such
as gender, age, race, sexual orientation, and so forth.
c. opportunity.
d. socialization.
e. inclusion.

34. Which statement about the relationship between training and development is
accurate?

Select one:
a. Training prepares employees for management careers, while development is for learning
entry-level skills.
b. Training is often an ongoing process, while development tends to be a short-term process.
c. Training is future-oriented, while development is focused on one's experiences in the past.
d. Participation in training is voluntary, but most organizations require participation in
development activities.
e. The goal of training is preparation for the current job, while the goal of development is
preparation for future job opportunities. Development implies learning that is not necessarily
related to an employee's current job. Instead, it prepares employees for other jobs or
positions in the organization and increases their ability to move into jobs that may not yet
exist. In contrast, training traditionally focuses on helping employees improve performance of
their current jobs.

35. Which statement is true about cognitive ability tests?

Select one:
a. They are free from legal complications.
b. They are relatively expensive compared to the other tests.
c. They are especially valid for jobs requiring adaptability. Cognitive ability tests—sometimes
called "intelligence tests"—are designed to measure such mental abilities as verbal skills,
quantitative skills, and reasoning ability. The tests are especially valid for complex jobs and
for those requiring adaptability in changing circumstances.
d. They measure strength, endurance, psychomotor abilities, and other physical abilities.
e. They are especially valid for simple jobs.

36. Roger is engaging in HR planning. He is trying to predict what human resources

will be needed in the coming year in his organization. Roger is engaged in

Select one:
a. program implementation.
b. program evaluation.
c. forecasting. The first step in human resource planning is forecasting. In personnel
forecasting, the HR professional tries to determine the supply of and demand for various
types of human resources.
d. goal setting.
e. performance evaluation.

37. Which on-the-job training program is typically funded by an educational

institution as a component of an academic program?

Select one:
a. simulation training
b. e-training
c. internship An internship is on-the-job learning sponsored by an educational institution as a
component of an academic program. The sponsoring school works with local employers to
place students in positions where they can gain experience related to their area of study.
d. apprenticeship
e. coordination training

38. What is the most widespread method for eliminating labor shortages?

Select one:
a. downsizing
b. retrained transfers
c. hiring temporary workers The most widespread method for eliminating a labor shortage is
hiring temporary and contract workers.
d. overtime
e. flextime

39. Which person illustrates the cross-training method?

Select one:
a. Jackson, along with his colleagues, participates in a 5K run sponsored by the company.
b. Blanche, a cashier, is being trained to stock shelves in case there is a shortage of
employees. In cross-training, team members understand and practice each other's skills so
that they are prepared to step in and take another member's place.
c. Roberta and five other managers analyze a business problem to suggest changes.
d. Rachel reviews videos of other employees exhibiting certain important behaviors related
to the workplace.
e. Jeremy has team members visualize what they have to do to release a new product.

40. Which statement about succession planning is accurate?

Select one:
a. It ensures that middle management systematically reviews leadership talent in the
company.
b. It provides a set of developmental experiences that managers must complete to be
considered for top management positions. Succession planning forces senior management
to regularly and thoughtfully review a company's leadership talent. It provides a set of
development experiences that managers must complete to be considered for top
management positions, so the organization does not promote managers before they are
ready.
c. It focuses on low-potential and medium-potential employees.
d. It identifies a specific replacement for each managerial position within a company.
e. All companies have a succession plan ready when they need one.

41. Why is temporary employment popular with employers?

Select one:
a. It gives employers flexibility in operations. Temporary employment is popular with
employers because it gives them flexibility they need to operate efficiently when demand for
their products changes rapidly.
b. The quality of work from temporary workers is usually far superior.
c. It allows employers to comply with the requirements of affirmative action imposed by the
government.
d. It is the most effective strategy for key customer service jobs.
e. Temporary workers are more committed to the organization.

42. What is a computer-based technology that provides an interactive, three-

dimensional learning experience?

Select one:
a. an electronic performance support system
b. a learning management system
c. instructional design
d. benchmarking
e. virtual reality Virtual reality is a computer-based technology that provides an interactive,
three-dimensional learning experience.

43. A middle manager wants to find out how many candidates moved from the initial
interview stage to the training selection stage in the past month. To find out, she
needs to compare the

Select one:
a. returns on investment.
b. cost per hire.
c. yield ratios. A yield ratio expresses the percentage of applicants who successfully move
from one stage of the recruitment and selection process to the next.
d. prospective costs.
e. liquidity ratios.

44. Salina hires employees who provide a specific set of knowledge and skills that
will give her company advantage over its competitors. In the context of strategic
planning, Salina is

Select one:
a. using trend analysis.
b. outsourcing a broad set of services.
c. hiring individuals with a core competency. Organizations benefit from hiring and retaining
employees who provide a core competency—that is, a set of knowledge and skills that make
the organization superior to competitors and create value for customers.
d. seeking leading indicators.
e. using propensity analysis.

45. Quincy is the HR manager who is preparing for the launch of a new product line.
The company needs to know how many new customer service representatives to
add to help customers with questions and concerns about the existing and new
products. To guide the company, Quincy needs information about the number of
employees currently providing customer service, the number likely to be in those
jobs next year, and the number expected to move to other positions in the
organization. The information will be easier to organize and interpret if Quincy
uses a(n)

Select one:
a. propensity analysis.
b. due-process policy.
c. multiple regression analysis.
d. electronic recruiting process.
e. transitional matrix. A transitional matrix is a chart that lists job categories held in one
period and shows the proportion of employees in each of those job categories in a future
period. A transitional matrix answers two questions: "Where did people who were in each job
category go?" and "Where did people now in each job category come from?"

46. Which person demonstrates an experiential training method?

Select one:
a. Suzy, a cashier, is being trained to stock shelves in case there is a shortage of
employees.
b. Emily uses an online persona to make decisions in game simulations involving job-related
situations.
c. Maurice and his colleagues take part in a wall-climbing activity sponsored by their
company. One form of experiential program, called adventure learning, uses challenging,
structured outdoor activities, which may include difficult sports such as wall climbing, dog
sledding, rafting, or mountain climbing.
d. Julius is asked to review videos of other employees exhibiting certain important behaviors
related to the workplace.
e. Michelle and five other managers are tasked to study a business problem and present
recommendations.

47. Which statement about the 360-degree feedback process is accurate?

Select one:
a. It collects a single perspective of a manager's performance.
b. It demands very little time from the raters to complete the evaluations.
c. It involves rating an individual in terms of work-related behaviors. The 360-degree
feedback system often involves rating an individual in terms of work-related behaviors. For
development purposes, the rater would identify an area of behavior as a strength of that
employee or an area requiring further development.
d. It gives results that can be easily interpreted by anyone.
e. It breaks down formal communications about behaviors and skill ratings between
employees and their internal and external customers.

48. The HR department at a company recently developed and employed a certain

test in the selection process for managers. After observing trends within the
organization, the HR department concluded that the test was not a valid selection
criterion. What most likely led to the observation that the test was not valid?

Select one:
a. Managers who were recruited without the tests performed well when promoted to other
roles.
b. Managers who fared well in the tests performed well in their roles.
c. Managers who performed well on the tests performed poorly in their roles. One way to
determine whether a measure is valid is to compare many people's scores on that measure
with their job performance. If the managers who performed well in the tests do not
demonstrate the same level of performance in their respective job roles, it undermines the
validity of the test.
d. Managers who were recruited without the tests performed poorly in their roles.
e. Managers who got low scores on the tests performed poorly when promoted to other
roles.