Title: Human Resource Management
Course: Demo 1

Q: The process which consists of all actions that an organization takes to attract, develop, and retain quality employees is called ________.
- employee support management (ESM)
- human support management (HSM)
- human resource management (HRM)
A: human resource management (HRM)

Q: ________ is the process of identifying suitable candidates and encouraging them to apply for job openings in the organization.
- Firing
- Training
- Recruiting
A: Recruiting

Q: Employment antidiscrimination laws were enacted because people were treated unfairly based on characteristics unrelated to ability. What is the entity that enforces a number of federal antidiscrimination employment laws?
- Department of Housing and Urban Development
- Small Business Administration
- Equal Employment Opportunity Commission (EEOC)
A: Equal Employment Opportunity Commission (EEOC)

Q: Attracting talented employees, developing existing employees, retaining good employees, and managing these tasks is a matter of ________: the process of developing a plan to satisfy an organization’s human resources (HR) needs.
- strategic employee planning
- critical human resource planning
- strategic human resource planning
A: strategic human resource planning

Q: In order for positions to be filled, an HR manager must perform a ________, which organizes information about a job, identifies the tasks, responsibilities, and skills that it entails, as well as the knowledge and abilities needed to perform it.
- job description
- job specification
- job analysis
A: job analysis

Q: “The role of the medical office specialist includes responsibilities for all front office functions including patient relations, appointment scheduling, telephone duties, patient registration, insurance verification, handling medical records, filing, cashiering, and computer work.” This is an example of a:
- job specification
- job analysis
- job description
A: job description

Q: “The medical office specialist position requires a candidate to have previous experience in the field. Less than one year of experience is acceptable, but one to three years of experience is preferred.” This is an example of a:
- job description
- job analysis
- job specification
A: job specification

Q: A ski resort in Colorado is midway through their summer season and needs to prepare to hire additional employees in the fall in order to have a full staff for their winter season. The HR department knows they currently have 150 employees but also knows that they will need a total of 350 employees by December. The HR department develops a plan and a schedule for hiring the 200 additional employees. This is an example of a:
- firing strategy
- labor-savings initiative
- supply and demand forecasting
A: supply and demand forecasting

Q: HR managers must comply with laws when hiring, promoting, compensating, and firing employees. Some of these laws include:
- Americans with Disabilities Act
- Civil Rights Act
- Age Discrimination in Employment Act
A: Americans with Disabilities Act; Civil Rights Act; Age Discrimination in Employment Act

Q: An Italian restaurant is recruiting a new restaurant manager. They have narrowed down the candidates to two individuals; one is a woman, and one is a man. Both candidates are equally qualified for the position. The restaurant owner has interviewed both candidates and originally was going to offer the job to the man, but decided he wanted to save money. He ends up offering the job to the woman at a salary $10,000 lower that what he was going to offer the man This is an example of:
- racial discrimination
- age discrimination
- gender discrimination
A: gender discrimination

Q: An HR manager for a software company has posted a job opening for an IT manager on a recruiting website. Now candidates will fill out a(n) ________, and the ________ process will begin.
- request : interview
- request : selection
- application : selection
A: application : selection

Q: What are some of the processes involved in recruiting?
- looking for candidates internally or externally to the company
- deciding what, if any, testing (such as drug tests) is a part of the process
- deciding who will conduct the various phases of the interview process
A: looking for candidates internally or externally to the company; deciding what, if any, testing (such as drug tests) is a part of the process; deciding who will conduct the various phases of the interview process

Q: When employers violate legislation and laws governing the employer/employee relationship, the result can be:
- the financial ruin of the company
- the incident can tarnish a once positive reputation
- business operations run as usual
A: the financial ruin of the company; the incident can tarnish a once positive reputation

Q: What are some of the reasons workers decide to create a union?
- employees feel their economic needs are not being met with their current wages and benefits
- employees feel that the workplace will be more just and fair with a union
- employees feel salaries and benefits are acceptable
A: employees feel their economic needs are not being met with their current wages and benefits; employees feel that the workplace will be more just and fair with a union

Q: The process of negotiations between the company and union representatives is called ________.
- mandatory bargaining
- progressive bargaining
- collective bargaining
A: collective bargaining

Q: The goal of a union is to:
- add new members
- to collect dues
- protect job skills
A: add new members; to collect dues

Q: Union membership has been on the decline in the U.S. The reasons are varied, but some include:
- jobs being moved overseas
- unions' hardline tactics
- companies wanting a union-free workplace
A: jobs being moved overseas; unions' hardline tactics; companies wanting a union-free workplace

Q: The largest federation of unions in the United States, which is composed of 56 national and international unions, is the ________.
- Change to Win Federation (CTW)
- Major League Baseball Players Association (MLBPA)
- American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)
A: American Federation of Labor-Congress of Industrial Organizations (AFL-CIO)

Q: Legislation has been created over time to support both labor unions and the companies who have labor unions. The ________ applies to airlines and railroads and stipulates that employees may not strike until they have gone through an extensive dispute resolution process.
- Wagner Act
- Landrum Griffin Act
- Railway Labor Act
A: Railway Labor Act

Q: Legislation has been created over time to support both labor unions and the companies who have labor unions. The ________ made yellow-dog contracts illegal and barred courts from issuing injunctions.
- Landrum Griffin Act
- Railway Labor Act
- Norris-LaGuardia Act
A: Norris-LaGuardia Act

Q: The Wagner Act (also known as the National Labor Relations Act) was created to:
- protect companies from unfair labor practices by unions
- combat corruption in labor unions
- protect employees from retaliation should they join a union
A: protect employees from retaliation should they join a union

Q: The Taft-Hartley Act was created:
- to protect employees from retaliation should they join a union
- to combat corruption in labor unions
- to protect companies from unfair labor practices by unions
A: to protect companies from unfair labor practices by unions

Q: The governing body for labor unions that handles disputes between companies and facilitates the process of new labor unions in the developing stages is the ________:
- AFL-CIO
- National Workers Union Board
- National Labor Relations Board
A: National Labor Relations Board

Q: In right-to-work states a(n) ________ is illegal and an ________ may be illegal.
- closed shop : open shop
- agency shop : open shop
- union shop : agency shop
A: union shop : agency shop

Q: The categories included in collective bargaining are:
- mandatory issues, like pay or benefits
- permissive bargaining items, like drug testing
- collection issues, like union fees
A: mandatory issues, like pay or benefits; permissive bargaining items, like drug testing

Q: An automaker’s management and union representatives sat down at the negotiating table to come to an agreement regarding numerous issues. At the start of the negotiations, one of the union representatives demanded that the company no longer hire individuals over 45 years of age. This is considered an:
- mandatory issue
- permissive bargaining items
- illegal issue and can not be discussed
A: illegal issue and can not be discussed

Q: In the United States, the________ is the right of an employer to fire an employee or an employee to leave an organization at any time, without any specific cause. This principle gives both the employee and employer freedom to terminate the relationship at any time.
- mandatory employment principle (MEP)
- right-to-work provision (RTW)
- employment-at-will principle (EAW)
A: employment-at-will principle (EAW)

Q: An employer may not fire an employee if it would violate the individual state’s doctrine or statute. This is an example of ________ which is an exception to the employment-at-will principle.
- good faith and fair dealing exception
- implied contract exception
- public policy exception
A: public policy exception

Q: One of a shoe company’s top sales associates has closed a deal that will pay him a $50,000 commission. Before he is paid he receives a negative performance review. He is upset by the review and when he confronts the HR manager he is fired. The sales associate contends that he was discharged so the company would not have to pay the commission. This is an example of one of the exceptions to EAW called:
- public policy exception
- implied contract exception
- good faith and fair dealing exception
A: good faith and fair dealing exception

Q: During the 1960s, the architects of the Vietnam War were publicly declaring the war was almost over. Privately, however, they were documenting a different story. In 1969, military analyst Daniel Ellsberg started photocopying Department of Defense documents that demonstrated willful deception on the part of four White House administrations. Known as the Pentagon Papers when they became public, one of the highlights was information on the bombing of Cambodia. Ellsberg leaked the files to the New York Times in 1971, and charges brought against him under the Espionage Act of 1917 were soon dismissed. According to today’s laws surrounding ________, if Ellsberg was a federal employee, he would be protected from being fired for his acts.
- retaliatory discharges
- constructive discharges
- whistleblowing
A: whistleblowing

Q: The Worker Adjustment and Retraining Notification Act (WARN) requires organizations with more than one hundred employees to give employees and their communities at least sixty days’ notice of closure or layoff affecting fifty or more full-time employees. It does not apply:
- to workers who have been with the organization for less than six months
- when there are unforeseeable business circumstances
- when the economy is booming
A: to workers who have been with the organization for less than six months; when there are unforeseeable business circumstances

Q: An architectural firm fired an architect after she was injured in a fall and filed a workers’ compensation claim. This is an example of a ________ and is illegal.
- effective firing practice
- regular layoff
- retaliatory discharge
A: retaliatory discharge

Q: Many companies require employees to submit to drug testing, which can raise privacy issues. This is necessary in some companies because:
- many industries require safe working conditions
- some federal contractors and all federal grantees agree they will provide a drug-free workplace as a condition of obtaining a contract
- it violates some workers’ religions beliefs
A: many industries require safe working conditions; some federal contractors and all federal grantees agree they will provide a drug-free workplace as a condition of obtaining a contract

Q: The Equal Employment Opportunity Commission (EEOC) is a federal agency charged with:
- the task of enforcing federal employment discrimination laws
- investigating claims, making findings, and trying to settle charges
- providing a place where employees can file complaints should they feel discriminated against
A: the task of enforcing federal employment discrimination laws; investigating claims, making findings, and trying to settle charges; providing a place where employees can file complaints should they feel discriminated against

Q: An ice cream manufacturer is hiring employees to test their products. As a part of the application process, applicants are asked for a family medical history to see if diabetes runs is the applicant’s family. This is an example of a violation of a recent EEOC law regarding ________.
- national origin
- religion
- genetic information
A: genetic information

Q: An employee of a sports franchise is a Seventh Day Adventist. Seventh Day Adventists hold their worship services on Saturday. He has requested Saturdays off, but his requests have been denied. Because the company will not accommodate him, he is filing a complaint with the EEOC based on ________ discrimination.
- racial
- national origin
- religious
A: religious

Q: An employee of a sports franchise is a Seventh Day Adventist. Seventh Day Adventists hold their worship services on Saturdays. He has requested Saturdays off, but his requests have been denied. Because the company will not accommodate him, he is filing a complaint with the EEOC. The sports franchise has discovered he is filing a complaint and fires him. In addition to his complaint alleging religious discrimination, he is now eligible to also file a(n) ________ complaint.
- ageism
- national origin
- retaliation
A: retaliation

Q: The Family and Medical Leave Act (FMLA) requires organizations to:
- give twelve weeks of unpaid leave in the event of an adoption or birth
- give twelve weeks of unpaid leave in the event of an employee with a serious health condition needing a medical leave
- give twelve weeks of unpaid leave if an employee needs to provide care to sick family members
A: give twelve weeks of unpaid leave in the event of an adoption or birth; give twelve weeks of unpaid leave in the event of an employee with a serious health condition needing a medical leave; give twelve weeks of unpaid leave if an employee needs to provide care to sick family members

Q: Han Cho has served in the US Army Reserves for two years. He is currently on active duty, stationed outside of the U.S. and is getting ready to come home. Under the ________ , his employer is required to reemploy Han in his civilian job
- Military Services Reemployment Act (MSRA)
- Armed Forces Employment Act (AFEA)
- Uniformed Services Employment and Reemployment Rights Act (USERR)
A: Uniformed Services Employment and Reemployment Rights Act (USERR)

Q: A process that provides the organization with a pool of qualified job candidates from which to choose is called:
- appraisal
- selection
- recruitment
A: recruitment

Q: In order to strategically recruit the best employees, an HR manager must:
- understand the labor market
- understand the factors that determine the relevant aspects of the labor market
- determine the firing process
A: understand the labor market; understand the factors that determine the relevant aspects of the labor market

Q: In order to develop an effective recruitment strategy, an HR manager must do which of the following?
- Determine the best recruitment strategies for each specific position.
- Have a bidding system to recruit and review internal candidate qualifications for possible promotions.
- Write the job descriptions and job specifications.
A: Determine the best recruitment strategies for each specific position.; Have a bidding system to recruit and review internal candidate qualifications for possible promotions.; Write the job descriptions and job specifications.

Q: The purpose of a recruitment strategy is to:
- put on a good show for management
- create more work for HR to accomplish
- end up with a diverse and skilled group of people to interview
A: end up with a diverse and skilled group of people to interview

Q: The job analysis is a formal system developed to determine what tasks people actually perform in their jobs. The purpose of a job analysis is to:
- ensure creation of the right fit between the job and the employee
- to determine how employee performance will be assessed
- list tasks, duties, and responsibilities of a job as a description
A: ensure creation of the right fit between the job and the employee; to determine how employee performance will be assessed

Q: The information gathered from the job analysis is used to develop both the job description and the job specifications. A job description:
- discuss the skills and abilities the person must have to perform the job
- determines how employee performance will be assessed
- is a list of tasks, duties, and responsibilities of a job
A: is a list of tasks, duties, and responsibilities of a job

Q: The purpose of performance appraisals is to:
- evaluate work performance
- provide documentation in the case of termination
- define the skills needed to perform a job
A: evaluate work performance; provide documentation in the case of termination

Q: The first step in appraising employees’ performance is to:
- share performance appraisal results with the employee
- complete a written evaluation rating employee performance according to the predetermined criteria
- set goals, performance expectations and specify the criteria used to measure performance
A: set goals, performance expectations and specify the criteria used to measure performance

Q: The last step in appraising employees’ performance is to:
- complete a written evaluation rating employee performance according to the predetermined criteria
- set goals, performance expectations and specify the criteria used to measure performance
- meet with the employee to discuss the evaluation
A: meet with the employee to discuss the evaluation

Q: Formal appraisals provide the following:
- a chance to discuss appropriate training and career-development opportunities for an employee
- evaluation documentation that can be used for salary, promotion, demotion, or dismissal purposes
- an opportunity for managers and employees to discuss an employee’s performance and set future goals and performance expectations
A: a chance to discuss appropriate training and career-development opportunities for an employee; evaluation documentation that can be used for salary, promotion, demotion, or dismissal purposes; an opportunity for managers and employees to discuss an employee’s performance and set future goals and performance expectations

Q: Some of the reasons for terminating an employee include:
- revenues are down and the workforce needs to be downsized
- an employee fails to meet performance requirements
- they have grown too old for their job
A: revenues are down and the workforce needs to be downsized; an employee fails to meet performance requirements

Q: Companies may take a number of steps to retain employees. Some of these include:
- offering competitive compensation
- helping employees achieve a satisfying work/non-work balance in their lives
- creating an unhealthy work environment
A: offering competitive compensation; helping employees achieve a satisfying work/non-work balance in their lives

Q: Area(s) that present a major challenge for human resource management include.
- technology changes
- containment of costs
- an overeducated workforce
A: technology changes; containment of costs

Q: ________ is the term for a departure of an employee.
- Retention
- Offshoring
- Turnover
A: Turnover

Q: A major expense of human resources is the ________.
- training process
- management process
- hiring process
A: hiring process

Q: An automotive parts manufacturer in the United States has been steadily losing market share and is looking for ways to cut costs. The human resources department discovers that workers in Mexico will work for one third of the cost of their US counterparts. HR recommends to upper management that much of the manufacturing process be moved to Mexico. This in an example of:
- training
- retirement
- offshoring
A: offshoring

Q: What types of challenges does technology bring to HR?
- concerns over productivity and communication
- fairness to other workers when one person is offered a flexible schedule
- keeping up with constantly changing technology
A: concerns over productivity and communication; fairness to other workers when one person is offered a flexible schedule; keeping up with constantly changing technology

Q: When the economy is booming, typical HR management challenges include:
- planning effectively to make sure they have the right number of workers at the right time
- meeting internal hiring demands
- dealing with legal and union implications when layoffs occur
A: planning effectively to make sure they have the right number of workers at the right time; meeting internal hiring demands

Q: Over the next ten years, 40% of the workforce will retire. For an HR manager, implications are that:
- younger generations are smarter than older generations
- older workers are preferable to younger workers
- there are not enough people to fill those jobs that are left vacant
A: there are not enough people to fill those jobs that are left vacant

Q: Manteo Machine is a mid-sized manufacturing company that builds customized aluminum components for luxury yachts. They have built a reputation for outstanding quality among their very discerning clientele and have installed their aluminum staircases, railings, towers and riggers onto yachts owned by sports stars, Hollywood icons and business giants. The HR manager sits in her office and looks out into the plant and sees a busy production floor filled with workers, most of who have been there since the company opened its doors almost 30 years ago. As much as she has come to respect and care for the workers, she shakes her head with worry. Her situation reflects which of the following situations currently being faced by those in the field of Human Resources?
- Knowledge that contributes to the success of business is being lost as baby boomers retire.
- The cost of health care that the business must absorb is rising as the workforce ages.
- The number of younger workers who are available to replace retiring workers will be more than sufficient to meet the HR needs of businesses.
A: Knowledge that contributes to the success of business is being lost as baby boomers retire.; The cost of health care that the business must absorb is rising as the workforce ages.