Personnel Management Review Questions
Course Introduction
Personnel Management is a foundational course that explores the principles and practices involved in managing an organization's human resources effectively. The course covers the recruitment, selection, training, and development of employees, as well as performance appraisal, compensation, and labor relations. Students will learn about personnel policies, legal and ethical considerations, motivational strategies, and the role of management in fostering a productive work environment. Emphasis is placed on developing skills necessary for addressing workplace challenges, supporting employee development, and contributing to organizational success through effective people management.
Recommended Textbook
Managing Human Resources 8th Global Edition by David B Balkin
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17 Chapters
2337 Verified Questions
2337 Flashcards
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Page 2
Chapter 1: Meeting Present and Emerging Strategic Human Resource Challenges
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134 Verified Questions
134 Flashcards
Source URL: https://quizplus.com/quiz/46992
Sample Questions
Q1) A measure of how safe and satisfied employees feel with their jobs is referred to as
Answer: quality of work life
Q2) Working on his HR strategic plan, Jose is thinking about whether to recommend specific job descriptions or broad job classes, and detailed or loose work planning. Jose is considering the HR strategic choice related to:
A)performance appraisals.
B)staffing.
C)work flows.
D)employee separations.
Answer: C
Q3) Which of the following is a strategic HR issue related to staffing?
A)Imposing a hiring freeze to avoid laying off workers
B)Developing an appraisal system for work teams
C)Empowering supervisors to make hiring decisions
D)Providing continuing support to terminated workers
Answer: C
Q4) ________ are the characteristics that give a firm a competitive edge.
Answer: Distinctive competencies
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Chapter 2: Managing Work Flows and Conducting Job Analysis
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144 Verified Questions
144 Flashcards
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Sample Questions
Q1) The job summary lists the knowledge, skills, and abilities that workers need to perform the job successfully.
A)True
B)False
Answer: False
Q2) What is the primary reason that firms use business process reengineering?
A)To increase total quality management
B)To prepare for a work flow analysis
C)To identify jobs that can be eliminated
D)To determine changing customer needs
Answer: C
Q3) Work flow analysis examines and quantifies the manufacturing process.
A)True
B)False
Answer: False
Q4) Job enlargement switches workers between different, narrowly defined tasks without disrupting the work flow.
A)True
B)False Answer: False
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Chapter 3: Understanding Equal Opportunity and the Legal Environment
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138 Verified Questions
138 Flashcards
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Sample Questions
Q1) Which of the following is NOT one of the methods Marriott uses to handle employee grievances?
A)Assigning a mediator to handle disputes
B)Creating an employee hotline for complaints
C)Developing a legal team to administer decisions
D)Establishing a panel of peers to make binding decisions
Answer: C
Q2) You need to know if an applicant can speak a foreign language, as a job-related skill. Which of the following is an acceptable way to ask for the information in an interview?
A)What language do you commonly use?
B)Do you read, write, or speak a foreign language?
C)What is your ethnic background?
D)Where did you learn to speak ________, at home or in school?
Answer: B
Q3) Hostile work environment sexual harassment occurs when sexual activity is required in return for keeping a job.
A)True
B)False
Answer: False
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Chapter 4: Managing Diversity
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129 Verified Questions
129 Flashcards
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Sample Questions
Q1) Which of the following would most likely improve the effectiveness of a diversity training program?
A)Scheduling diversity programs when work levels are heavy and deadlines are tight.
B)Forming a diversity council that represents a cross-section of employees.
C)Waiting for a court order to mandate employee participation.
D)Focusing on the main victims of cultural discrimination.
Q2) African-Americans, as a group, tend to face two major problems in organizations. The first is intentional racism. The second is:
A)resentment due to preferential treatment.
B)inadequate educational preparation for the workplace.
C)failure of civil rights laws to improve employment opportunities.
D)a general lack of experience in higher level jobs due to past discrimination.
Q3) Refer to Additional Case 4.4. In order to determine where biases are coming from, Xavier should consider which of the following?
A)Having all new employees attend a diversity seminar
B)Developing an affirmative action strategy
C)Instituting an old boys' network
D)Performing a diversity audit
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6
Chapter 5: Recruiting and Selecting Employees
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134 Verified Questions
134 Flashcards
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Sample Questions
Q1) Qualitative forecasting techniques tend to be less accurate than quantitative forecasting techniques.
A)True
B)False
Q2) Which of the following is the most common selection tool?
A)Work sample tests
B)Personal interviews
C)Personality tests
D)Assessment centers
Q3) Assessment centers are useful in evaluating a candidate's:
A)interpersonal skills.
B)mechanical abilities.
C)organizational fit.
D)managerial skills.
Q4) ________ is the process an organization uses to ensure that it has the right amount and the right kind of people to deliver a particular level of output or services in the future.
Q5) A firm's current customers are a convenient and cost-effective employee source.
A)True
B)False
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Chapter 6: Managing Employee Separations, Downsizing, and Outplacement
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139 Verified Questions
139 Flashcards
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Sample Questions
Q1) A separation that occurs when an employer decides to terminate its relationship with an employee due to economic necessity or a poor fit between the employee and the organization is called ________.
Q2) A program in which companies help their departing employees find jobs more rapidly by providing them with training in job-search skills is called ________.
Q3) One of the most commonly used layoff criterion is job seniority.
A)True
B)False
Q4) Similar to a quit, a ________ is initiated by the employee, but in this case the employee is unlikely to search for another job.
A)layoff
B)retirement
C)discharge
D)buyout
Q5) Your CEO asks you, as the director of HR, to lead a layoff planning session. What layoff alternatives are available to the firm? If layoffs are necessary, what separation costs would the firm most likely incur?
Page 8
Q6) The rate of employee separations in an organization is referred to as ________.
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Chapter 7: Appraising and Managing Performance
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131 Verified Questions
131 Flashcards
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Sample Questions
Q1) Which term refers to observable characteristics that are associated with successful job performance?
A)Ethics
B)Traits
C)Dimensions
D)Competencies
Q2) Managers who maintain employee performance diaries most likely benefit from:
A)venting frustrations about individual employees.
B)guaranteed protection against the halo effect.
C)legal justification for the appraising process.
D)documenting organizational politics.
Q3) Group performance appraisals are becoming more important in the U.S. business community, since teams are increasingly common in the workplace. As a manager, how would you appraise a team and its members in order to improve performance?
Q4) The best way for managers to encourage effective performance is to:
A)be specific about desired outcomes.
B)show employees how to accomplish goals.
C)design outcome goals without employee input.
D)develop small work teams within each department.
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Chapter 8: Training the Workforce
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137 Verified Questions
137 Flashcards
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Sample Questions
Q1) You have asked the HR department at your company to design a program through which new employees who have poor literacy will be trained in such a way that they will at least be able to perform their respective job duties. The HR department will most likely suggest a:
A)general literacy program.
B)functional literacy program.
C)pre-literacy program.
D)cross-functional literacy program.
Q2) Refer to Additional Case 8.2. Which of the following would be the best method for improving the firm's customer service?
A)Establishing a performance support system
B)Implementing cross-functional training
C)Providing realistic job previews
D)Offering teletraining
Q3) Discrimination in the training process occurs frequently because EEO regulations and anti-discrimination laws do not apply to employee training and development.
A)True
B)False
Q4) ________ is the mastery of basic skills.
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Chapter 9: Developing Careers
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135 Verified Questions
135 Flashcards
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Sample Questions
Q1) Career development is best defined as a:
A)one-time event or opportunity to enhance long-term skills.
B)formal, organized, ongoing effort to develop people skills.
C)highly selective process which guarantees success.
D)process that focuses on immediate job requirements.
Q2) A manager is meeting with her subordinate and discussing career development. Together they are clarifying the employee's goals and his strengths and weaknesses as related to his job. This manager and employee are in the assessment stage of career development.
A)True
B)False
Q3) Which of the following would be the best way to market yourself?
A)Attending seminars
B)Studying business issues
C)Facing conflicts at work
D)Requesting an executive mentor
Q4) Succession planning is more important at large organizations than at small firms.
A)True
B)False
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Chapter 10: Managing Compensation
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146 Verified Questions
146 Flashcards
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Sample Questions
Q1) Indirect compensation in a pay mix typically includes:
A)hourly wages for overtime.
B)health insurance and vacation time.
C)special perks based on status in the company.
D)incentives and bonuses periodically paid to an employee.
Q2) Elitist compensation systems are most likely:
A)beneficial to firms trying to expand market share.
B)implemented by newer, smaller businesses.
C)established in very competitive environments.
D)used by older firms with mature products.
Q3) Bobcat International pays a range of salaries for retail workers. Employees can be paid anywhere from $5.50/hr to $8.50/hr. This range of pay is called a:
A)pay grade scale.
B)pay range.
C)payroll span.
D)pay area.
Q4) ________ is a pay concept or doctrine that calls for comparable pay for jobs that require comparable skills, effort, and responsibility and have comparable working conditions, even if the job content is different.
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Chapter 11: Rewarding Performance
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140 Verified Questions
140 Flashcards
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Sample Questions
Q1) Which of the following is LEAST associated with the failure of individual-based pay-for-performance systems?
A)Performance appraisals are used for only one purpose.
B)Supervisors manipulate employee ratings.
C)Managers and employees disagree on the evaluation.
D)The job is primarily knowledge-based.
Q2) Which of the following is LEAST likely to cause the failure of a pay-for-performance program?
A)HR hiring unskilled employees
B)High-tech firms using piece-rate plans
C)Employees failing to receive adequate training
D)Managers lacking performance appraisal training
Q3) What are the disadvantages of individual-based pay-for-performance plans? What are the disadvantages of plantwide plans? How do firms benefit from implementing multiple-layers-of-rewards systems?
Q4) Profit sharing is best used in small to medium-sized firms, while gainsharing works in any size company.
A)True
B)False
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Chapter 12: Designing and Administering Benefits
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146 Verified Questions
146 Flashcards
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Sample Questions
Q1) Workers' compensation:
A)only covers an employee who is not at fault for his/her injury.
B)provides medical care, income, and rehabilitation expenses.
C)replaces 75% of the disabled worker's income.
D)is part of Social Security.
Q2) ________ is a government program that provides income for retirees, the disabled, and survivors of deceased workers, and health care for the aged through the Medicare program.
Q3) To be eligible for Social Security, a person must have worked 40 quarter-year periods (10 years total employment)and must have earned a minimum of $1,120 per quarter.
A)True
B)False
Q4) Health insurance typically covers all of the following EXCEPT:
A)prescriptions.
B)medical leave.
C)hospital costs.
D)physician charges.
Q5) A(n)________ is a health-care plan that provides comprehensive medical services for employees and their families at a flat annual fee.
Page 14
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Chapter 13: Developing Employee Relations
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143 Verified Questions
143 Flashcards
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Sample Questions
Q1) Corporate meetings are designed to allow managers to coordinate activities with subordinates in their units.
A)True
B)False
Q2) The speak-up program at CIGNA is an open door policy that:
A)requires employees to begin with their supervisors.
B)provides access through HR to upper management.
C)uses e-mail for anonymous management feedback.
D)lets workers jump directly to upper management.
Q3) ________ is a type of electronic communication that allows the sender to leave a detailed audio message for a receiver.
A)E-mail
B)Voice mail
C)Teleconferencing
D)Multimedia
Q4) The most difficult problem managers have with e-mail is that:
A)workers fail to protect sensitive documents.
B)employees assume that e-mail is their private property.
C)workers don't understand how to use the system properly.
D)employees don't use the reply-all option with regularity.
Page 15
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Chapter 14: Respecting Employee Rights and Managing Discipline
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144 Verified Questions
144 Flashcards
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Sample Questions
Q1) All developed countries have employment-at-will systems.
A)True
B)False
Q2) About ________ of the U.S. labor force is covered by union contracts.
A)6%
B)12%
C)24%
D)36%
Q3) Recent surveys of employer practices showed that more than 21% of employers engage in searches of employees' electronic communication.
A)True
B)False
Q4) In order to create a climate of ethical behavior and fairness in a company, managers and supervisors should do all of the following EXCEPT:
A)ensure that employees are treated equitably.
B)adhere to clear standards that are seen as just and reasonable.
C)tell white lies to minimize competition between co-workers.
D)take actions to develop trust between themselves and employees.
Q5) A(n)________ is a right on the law of contracts.
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Chapter 15: Working With Organized Labor
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135 Verified Questions
135 Flashcards
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Sample Questions
Q1) Refer to Additional Case 15.1. Which manager has general responsibility for day-to-day management-labor relations at Billiards, Inc?
A)Tammy
B)Ramonia
C)Ryan
D)Tegau
Q2) In a bargaining session, management's representative explains that if the union accepts job reductions, the company can pay higher wages and modernize the plant. This will enhance the company's competitiveness and helps ensure its ultimate survival. Management's strategy is an example of:
A)distributive bargaining.
B)integrative bargaining.
C)union substitution.
D)bargaining power.
Q3) The replacement of striking workers by employers was legal but rarely used until the 1981 air traffic controllers' strike.
A)True
B)False
Q4) A company's overall plan for dealing with labor relations is its ________.
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Chapter 16: Managing Workplace Safety and Health
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127 Verified Questions
127 Flashcards
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Sample Questions
Q1) Employers can most likely avoid charges of negligent hiring by:
A)requiring honesty tests.
B)using panels of interviewers.
C)conducting background checks.
D)requesting applicant medical records.
Q2) After contacting OSHA to request a free consultation, the next step for an employer is to:
A)review the findings of the inspection and look for areas that can be improved.
B)discuss the consultant's role and the employer's obligations under the service.
C)examine workplace conditions and schedule meetings with employees.
D)assess the penalties for the business' safety violations.
Q3) To reduce the threat of sabotage, a company should most likely do all of the following EXCEPT:
A)discipline employees in front of co-workers.
B)hire quality employees and treat them fairly.
C)offer employees training in conflict management.
D)examine unexplained gaps in job applicants' resumes.
Q4) ________ is a stress syndrome characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment.
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Chapter 17: International HRM Challenge
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135 Verified Questions
135 Flashcards
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Sample Questions
Q1) Decisions regarding the selection of expatriates should most likely be:
A)made by a candidate's direct supervisor.
B)based upon the technical skill of the candidate.
C)handled by a selection board of repatriates.
D)based upon the candidate's personal interests.
Q2) Geert Hofstede identified five measures or dimensions of culture. One of those dimensions, the extent to which individuals expect a hierarchical structure that emphasizes status differences between subordinates and superiors, is called:
A)power distance.
B)individualism.
C)uncertainty avoidance.
D)masculinity/femininity.
Q3) Refer to Additional Case 17.1. Which of the following questions is LEAST relevant to the decision to fill management positions in India with expatriates or host-country nationals?
A)What is the turnover rate for repatriated Hollar employees?
B)What is the international health and safety record at Hollar?
C)How important is it for Hollar to earn community acceptance?
D)What relocation and salary costs would be incurred by Hollar?
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