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

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Question 81

True/False

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

A) True
B) False

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Question 82

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Because current legal guidelines limit the types of questions that can be asked, completed job application forms contain very little useful information about job candidates.

A) True
B) False

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Question 83

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Charlie plans to hire three outside sales professionals for his small nonprofit organization that operates out of a suburb of Chicago. The new recruits know that after a three-month period, only one will remain. He is using a method of recruitment called part-time, temporary employment.

The ____________ protects individuals over the age of 40 from discrimination based on age with respect to issues such as hiring, promotions, job benefits, and assignments.

Tyrone recently earned his license to sell real estate in Indiana, and has interviewed with several agencies in an attempt to find a job. All have told him that his income will be based on a percentage of his real estate sales for the month. Tyrone will be paid:

In a compressed workweek, employees work more hours each day, but work fewer days each week.

Although there are advantages and disadvantages to home-based workers for both the employer and employee the disadvantages to employer, employee, and society in general can be summarized as:

Mini-Case Dee Pozitt had been the assistant HR director at Fleesum Financial Services for a bit more than a year when the company's HR director was injured in a sky-diving accident. Because of his injuries the director would be unable to work for several months. Howie Fleesum, the company's CEO, decided to name Dee the acting director of human resources. Though she had been at the firm for a shorter period of time than most other managers, he felt that her position as the director's assistant had given her insights into the company's human resource issues that the other managers lacked. He also was very impressed by the glowing performance appraisal Dee recently received from the director, her peers, and even subordinates. Before accepting the position as acting director, Dee made sure that Mr. Fleesum recognized her authority to implement some major changes in policies she and the director had been planning before his accident. The changes were intended to make the company more responsive to the needs of employees, thus improving morale and reducing worker turnover. Although Dee was sorry the director was injured, she was pleased that Mr. Fleesum had confidence in her and was willing to give her the authority to implement important new programs. The only aspect of her opportunity that worried her was the resentment and hostility she sensed from a few of the older, more experienced managers. One of the most hostile coworkers was a fellow named Mort Gage. Dee decided she had better talk to Mort and find out why he was so upset. -Dee's performance appraisal allowed the director to evaluate her performance, but also allowed peers and subordinates to provide feedback as well. This type of appraisal is called a(n) :

Internal promotions are a cost-effective way of filling positions within a firm because the employees filling the position are already familiar with the organization's culture and procedures.

The Administrative Assistant II position at Idle Time Gaming, Inc., performs word processing and spreadsheet development for two vice presidents, and other secretarial duties as needed. Other job responsibilities include maintaining the office operations budget, receiving guests, and supervising two clerical positions. These tasks are part of the job description for this position.

An HR manager at a large company interviewed several candidates for a position opening at her firm. Based on her interviews, she assesses that one candidate looks particularly promising. She will recommend a second interview between this candidate and the manager who will supervise the new employee.

__________ is the process of establishing and maintaining contacts with key managers in one's own organization and in other organizations, and using those contacts to establish strong relationships that serve as informal development systems.

Which of the following is a valid statement about contingent workers?

Dramatic changes in the U.S. labor force will make the work of human resource managers more interesting, and more difficult, in the future. Identify and describe three trends that will challenge future human resource managers.

It is sometimes advantageous to hire from within because it __________.

Trial periods are an effective method of reducing the firm's turnover costs.

According to the Reaching Beyond Our Borders box, human resource managers will be able to count on the superiority of American business practices as they help manage a global workforce.

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

As part of the HR planning process, the manager begins by assessing the current labor situation at his/her company. Essentially, this means:

Early in the year, manager John Jacobs set reasonable, understandable, and measurable performance standards and communicated these standards clearly to all team members. Because of these efforts, he should be prepared for the next step in the appraisal process.