True or False - Half point each (Please circle only one answer) T F 1. A recent survey by the Society for Human Resource Management found that human resource managers commonly receive adequate information on job applicants. T F 2. The hierarchy of needs theory, developed by Abraham Maslow, states that all employees need to be paid adequately, and that they will be very satisfied with their jobs if they are paid adequately. T F 3. Employees of Japanese firms tend to have much more job security than U.S. employees. T F 4. Equity theory suggests that an employee's efforts are influenced by the expected outcome of those efforts. T F 5. A supervisor who believes in Theory Y will use tight control over workers and would discourage creativity. T F 6. Bonuses represent compensation for meeting specific sales objectives. T F 7. Commissions are used for jobs in which employee performance cannot be easily measured. T F 8. Some firms give employees incentives to stay healthy by reducing insurance premiums charged to employees with favourable scores on cholesterol levels, blood pressure, etc. T F T F 10.In performance evaluations supervisors typically prefer communicating deficiencies only to those employees who are willing to accept criticism. T F 11. Most compensation plans that tie pay to performance are intended to motivate employees to achieve high performance. T F 12. The performance of a firm is highly dependent on the performance of its employees. T F 13. A merit system allocates raises for all employees according to sales of the firm. T F 14. The compensation plan of a firm should be completely developed by its employees, without managers input. T F 15. Open-book management encourages employees to make decisions and conduct tasks as if they were the firm's owners. T F 16. According to Frederick Herzberg, better-than-adequate work conditions and salary always lead to a high degree of job satisfaction. 9. Sales people commonly receive a large proportion of their compensation in the form of annual bonuses. 1 T F 17. Job analysis represents the forecasting of a firm's employee needs. T F 18. Layoffs not only affect laid-off workers but also can scare the workers who are still-employed. T F 19. Employee benefits such as health insurance and dental insurance are taxed. T F 20. Personal tax rates vary across countries. T F 21. The overall performance evaluation of most employees is based on multiple criteria. T F 22. One task of human resource planning is recruiting. T F 23. Employees who frequently deal with customers need no training in customer service skills. T F 24. Employees perceive performance evaluation as a method for allocating wage increases. T F 25. When forecasting employee needs, employee retirements can be forecasted with some degree of accuracy. T F 26. A job specification states the credentials necessary to qualify for the position. T F 27. The first step in the recruiting and selection of employees is to assess each application to screen out unqualified applicants. T F 28. By the time the steps for screening applicants are completed, the application list should be reduced to a small number of qualified candidates. T F 29. The supply of people who can qualify as a clerk is very large; therefore, firms should offer high compensation to hire clerks. T F 30. A job specification states the legal requirements to qualify for the position. Multiple choices - One points each (Please circle only one answer) 1: Forecasting the need for employees as a result of expansion may be determined by assessing the firm's: a) job descriptions. b) human resource plans. c) growth trends. d) job specifications. e) job analysis. 2: The credentials necessary to qualify for a job position are stated in a: a) job description. 2 b) c) d) e) resume. job classification. job specification. job analysis. 3: The person who helps each specific department recruit candidates for their open positions is a(n): a) board of director. b) management consultant. c) board of trustee. d) human resource manager. e) job candidate. 4: To increase the pool of applicants, the human resource manager may place an ad in: a) local newspapers. b) employment tests. c) selection interviews. d) on-the-job training. e) background checks. 5: When an employee is given a higher-level job with more responsibility and more compensation, they are: a) transferred. b) demoted. c) downsized. d) laterally moved. e) promoted. 6: As of 1991, the surge of employee lawsuits can be partially attributed to: a) PERT trends. b) Hawthorne studies. c) the firm's chain of command d) conciliation award. e) a trial by jury. 7: In recent years, many employees who were dismissed by firms have charged that the dismissal was based on: a) job specification. b) outstanding performance. c) job evaluation. d) discrimination. e) job analysis. 8: In order to reduce their legal expenses and negative publicity from lawsuits, some firms have attempted to: a) grieve the issue. b) seek mediation. c) settle lawsuits before trial. d) arbitrate the issue. e) appeal cases to Supreme Court. 3 9: ____ is when firms allow employees to evaluate their supervisors in order to measure their managerial abilities. a) job evaluation. b) upward appraisal. c) job analysis. d) management by objectives. e) top down appraisal. 10: An upward appraisal is more effective if it is: a) anonymous. b) well known. c) performed by supervisors. d) performed by top management. e) administered by the HR manager 11: An interview can indicate an applicant's promptness, communication skills, and: a) attitude. b) employment test. c) physical exam. d) reference checks. e) background checks. 12: A possible step used by firms to screen applicants through a written exam of each candidate' abilities is called a(n): a) application form. b) employment test. c) exit interview. d) reference check. e) physical exam. 13: Careful recruiting and selection can result in: a) accident prone individuals. b) job burnout. c) low employee turnover. d) employee anxiety. e) high employee turnover. 14: About 20 percent of complaints filed with the EEOC have been judged by it as having a(n): a) union support. b) arbitration award. c) reasonable cause. d) position description. e) job specification. 15: Individual complaints of discrimination against a firm are first filed externally with the: a) Human Resources Department b) immediate supervisor. c) grievance chair. 4 d) e) shop steward. Equal Employment Opportunity Commission. 16: Firms attempt to reward their employees by providing adequate: a) employment turnover. b) businesses within the industry. c) association within the industry. d) labour unions for the firm. e) compensation. 17: The total monetary compensation and benefits offered to employees is called a(n): a) weight structure. b) compensation package. c) hourly wage. d) professional salary. e) annual bonus. 18: The dollars paid for a job over a specific period are called: a) vacation and holiday pay. b) pensions and retirement income. c) annual bonus and piece rate production. d) salary or wages. e) financial incentive and group bonus system. 19: An extra one-time payment at the end of a measured performance period is a: a) wage. b) salary. c) commission. d) perquisite. e) bonus. 20: Some firms offer employees a percentage of the firm's profits based on performance, this is called: a) profit sharing. b) wages. c) fringe benefits. d) cafeteria plan. e) salaries. 21: The following are employee benefits except for: a) pension programs. b) dental insurance. c) salary and wages. d) health insurance. e) paid vacation. 22: The following are perquisites offered specifically to high-level employees except for: a) club memberships. b) telephone credit cards. c) expense account. 5 d) e) company stock. health insurance. 23: The following are common types of training provided to employees except for: a) decision-making skills. b) safety skills. c) exploitative skills. d) customer service skills. e) technical skills. 24: Employees who work in industries such as tourism and hotels need to have: a) customer service skills. b) exploitative skills. c) coercive power. d) manipulative power. e) legitimate power. 25: To improve performance and prevent friction, discrimination, and harassment; firms provide seminars on: a) job evaluation. b) performance evaluation. c) diversity training. d) orientation programme. e) labour unions. 26: Employees' strengths and weaknesses which may influence their chances of being promoted within the firm should be indicated in a(n): a) job analysis. b) affirmative action program. c) job description. d) job specification. e) performance evaluation. 27: The following are objective performance criteria for an employee except for: a) number of days absent. b) percentage of deadlines missed. c) parts produced per week. d) proportion of parts produced that were defective. e) number of grievances filed by that employee. 28: At the end of each year, supervisors are typically required to evaluate each employee's: a) performance. b) seniority. c) grievances. d) longevity. e) benefits. 29: A performance evaluation of all relevant criteria can determine the overall performance level of each employee through a(n): a) job analysis program. 6 b) c) d) e) labour contract. affirmative action programme. weighted and rated system. sexual harassment policy. 30: In a performance evaluation process, two employees who have a similar deficiency should be treated: a) differently. b) inequitably. c) unfavourably. d) unjustly. e) equally. 31: Some performance evaluations allow supervisors to take action for employees by: a) undertaking job analysis. b) promoting them. c) revising corporate policy. d) filing grievances. e) negotiating labour contracts. 32: The reasons for poor performance by an employee should be identified by ___ so that they can be corrected. a) grievance procedures b) personnel policy c) labour contracts d) supervisors e) safety rules 33: Supervisors need to take action consistent with the firm's policy guidelines before: a) leaving the firm b) firing employees. c) negotiating a contract. d) competitive reaction. e) governmental actions. 34 The set of weighted or rated criteria used by firms to assess employee contributions is called: a) job analysis. b) job specification c) performance evaluation d) job description e) recruiting process 35 The instrument that specifies credentials necessary to qualify for the job position is a: a) job specification. b) job description. c) job analysis. d) job evaluation. e) performance evaluation. 7 36 The act of planning to satisfy a firm's needs for employees is: a) recruiting. b) selecting. c) compensation planning. d) organising. e) human resource planning. 37 At the time employees are hired, supervisors should communicate the: a) application form. b) job responsibilities. c) type of interview. d) employment test. e) reference checks. 38 The individual responsible for performance evaluation is generally the employee's: a) labour union. b) board of directors. c) customers. d) supervisor. e) business agent. 39 An upward performance appraisal for a supervisor is more effective if it is: a) anonymous. b) arbitrary. c) criticised. d) subjective. e) verbal. 40 A primary function of the __is to help specific departments recruit candidates. a) chief executive officer b) chief financial officer c) board members d) human resource manager e) plant manager 41 The tasks and responsibilities of job positions are disclosed in a(n): a) job specification. b) job-sequence. c) job description. d) yellow-dog contract. e) employment test. 42 Firms can increase the degree of internal recruiting if their employees are assigned responsibilities and tasks that train them for: a) downsizing. b) advanced positions. c) demotion. d) reinforcement. e) receiving perquisites. 8 43 A firm's human resource manager can obtain detailed information about the applicant's past work experience through a(n): a) employment test. b) physical exam. c) interview. d) orientation program. e) job analysis. 44 A final screening process that some firms request of candidates they plan to hire is a(n): a) job specification. b) physical examination. c) application form. d) resume. e) orientation. 45 The process used to determine the tasks and the necessary credentials for a particular position is referred to as: a) job analysis. b) job-screening. c) human resource planning. d) human resource forecasting. e) recruiting. 46 To ensure an adequate supply of qualified candidates firms use various forms of: a) job descriptions. b) job specifications. c) recruiting. d) reference checks. e) human resource planning. 47 Numerous firms post job openings on their job sites, which is referred to as: a) external recruiting. b) on-the-job training. c) job instruction training. d) vestibule-training. e) internal recruiting. 48 By establishing training and performance guidelines, firms can attempt to reduce: a) lawsuits. b) human resource plans. c) job analysis. d) job descriptions. e) job specifications. 49 An effort to fill positions with applicants outside the firm is called: a) promotion. b) internal recruiting. c) external recruiting. d) transfer. e) on-the-job-job training. 9 50 The following are objective criteria in performance evaluation except for: a) parts produced per week. b) number of days absent. c) percentage of deadlines missed. d) defective parts produced by employee errors. e) willingness of an employee to help other employees. 51 If firms wish to avoid hiring during a temporary increase in production they can offer __ to existing workers: a) overtime b) vacations c) training programs d) affirmative action e) orientation programs 52 Firms allowing employees to be promoted from within is an example of: a) external recruiting. b) downsizing. c) testing. d) profit sharing. e) internal recruiting. 53 A step in the recruiting process that involves screening applicants is the: a) training procedure. b) orientation procedure. c) upward appraisal. d) interview. e) probation period. Essay questions (2 and a half point each) 1. How has the role of the HR manager changed in the past few years? 2. What are the differences between labour market and product market? 10 3. In the future, some say, the labour force will shrink. In what ways do you think this will modify HRM? 4. Why are companies devoting so much attention to \"performance assessment\"? 5. How would you define \"discriminatory employment behaviour\