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Fundamentals of Management, 8e (Robbins et al.)
Chapter 7 Managing Human Resources
1) Human resource management involves training, motivating, and retaining competent employees.
Answer: TRUE
Explanation: HRM is defined as the function that identifies, selects, trains, motivates, and retains
employees who are competent and productive.
Diff: 1 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
2) Human resource management activities such as hiring and downsizing are the sole responsibility of
the human resource department.
Answer: FALSE
Explanation: Many small businesses function without HR departments. Many larger organizations
involve non-HR managers in human resource decisions, and in some cases these managers are in charge
of the process.
Diff: 2 Page Ref: 162-163
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
4) The most important environmental force that affects HRM is the legal environment.
Answer: TRUE
Explanation: Employment and discrimination laws play an enormous role in how HR managers hire.
HR managers must be fully versed in both federal and state laws to function effectively.
Diff: 2 Page Ref: 163
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
1
Copyright (c) 2013 Pearson Education, Inc.
5) A community fire department can legally deny employment to a firefighter applicant who is confined
to a wheelchair.
Answer: TRUE
Explanation: This statement is true only if the job requires physical abilities that could not be performed
from a wheelchair. A fire department would not be allowed to deny employment to a wheelchair-bound
person for a desk job in the department, for example.
Diff: 2 Page Ref: 164
AACSB: Multicultural and diversity understanding
Objective: 7.1
6) Employers cannot legally discriminate with regard to race, sex, or religion, but there are no laws
against denying employment because of age.
Answer: FALSE
Explanation: The Vocational Rehabilitation Act specifically prohibits denying employment because of
age.
Diff: 2 Page Ref: 164
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
7) Employees in Mexico are less likely to belong to a union than employees in the United States.
Answer: FALSE
Explanation: Union membership is more common in Mexico than it is in the United States.
Diff: 1 Page Ref: 165
AACSB: Dynamics of the global economy
Objective: 7.1
Learning Outcome: Identify the fundamental concepts and issues of international business and
management
8) Western European countries differ from U.S. companies in that they have work councils that must be
consulted on personnel decisions.
Answer: TRUE
Explanation: Work councils in Germany and other European countries are part of a practice called
representative participation. Work councils confer with HR departments in matters that involve hiring
and firing, giving employees a voice in these critical decisions.
Diff: 2 Page Ref: 166
AACSB: Dynamics of the global economy
Objective: 7.1
Learning Outcome: Identify the fundamental concepts and issues of international business and
management
2
Copyright (c) 2013 Pearson Education, Inc.
9) Employment planning includes two steps: assessing current human resources needs and developing a
plan to meet those needs.
Answer: TRUE
Explanation: Employment planning involves evaluating whether the organization needs more or fewer
employees, then making a plan to meet those needs and reach an optimum employee level.
Diff: 2 Page Ref: 166
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
10) A job description states the minimum qualifications a person needs to perform a job successfully.
Answer: FALSE
Explanation: A job specification, not a job description, states the minimum qualifications a person
needs to perform a job successfully. A job description is a written description of what the job is and the
duties it entails.
Diff: 2 Page Ref: 167
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
11) Increased demand for employees typically is associated with increased demand for the products or
services offered by an organization.
Answer: TRUE
Explanation: When an organization sells more of its products, it typically requires more workers to
produce those products. Therefore, demand for products usually creates a demand for human resources.
Diff: 2 Page Ref: 167
Objective: 7.2
12) Advertisements have been shown to be the most effective method for identifying the best applicants
for jobs.
Answer: FALSE
Explanation: Employee referrals, not ads, have been shown to the most effective form of recruiting.
Diff: 2 Page Ref: 168
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
3
Copyright (c) 2013 Pearson Education, Inc.
14) Firing, layoffs, furloughs, and early retirements are the only three downsizing options.
Answer: FALSE
Explanation: In addition to firing, layoffs, and early retirement, managers can downsize using attrition,
transfers, and job sharing.
Diff: 2 Page Ref: 169
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
15) An accept error involves not hiring an employee who could have performed well in a job.
Answer: FALSE
Explanation: Failing to hire an employee who could have performed well in a job is termed a reject
error. An accept error involves hiring an employee who performs poorly in a job.
Diff: 2 Page Ref: 170
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
16) A selection device is valid if it can be proven to accurately measure the abilities of job applicants.
Answer: FALSE
Explanation: Merely measuring abilities is not enough. To be valid, a selection device must be able to
predict successful performance of the job the person is applying for.
Diff: 3 Page Ref: 170
AACSB: Analytic skills
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
17) Written tests fell into disfavor in the late 1960s and are now rarely used in the selection process.
Answer: FALSE
Explanation: Written tests did fall out of favor in the 1960s, but they are currently popular again, though
now they are largely administered on the Internet.
Diff: 2 Page Ref: 170-171
AACSB: Use of information technology
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
18) Performance-simulation tests are thought to be one of the best methods for evaluating job applicants
in use today.
Answer: TRUE
Explanation: Performance-simulation tests assess applicants by having them solve problems and
perform tasks that are very similar to the ones they will face in the job itself. They therefore give
managers a look at how the applicant will perform after he or she is hired.
Diff: 2 Page Ref: 171
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
4
Copyright (c) 2013 Pearson Education, Inc.
19) Behavioral interviews involve placing an applicant in stressful circumstances and seeing how he or
she deals with the situation.
Answer: TRUE
Explanation: Though very stressful for applicants, behavioral interviews are thought to give employers
valuable information about how an applicant will solve problems and respond to a difficult situation.
One study shows that behavioral interviews are eight times more effective than traditional interviews for
predicting successful job performance.
Diff: 2 Page Ref: 172
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
20) In a realistic job preview (RJP), an applicant might be told that the likelihood for promotion for the
job he is applying for is slim.
Answer: TRUE
Explanation: An RJP tries to be more candid with job applicants than ordinary interviews, informing
applicants of both positive and negative aspects of the job they are seeking. The idea behind RJPs is that
employers can avoid having new hires quit their job prematurely because they were not well suited for it
in the first place.
Diff: 2 Page Ref: 172
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
21) Important goals of job orientation are to reduce anxiety and to familiarize the recruit with the job
and the organization.
Answer: TRUE
Explanation: Orientation seeks to make the recruit feel comfortable in his or her new position.
Orientation is also used to clarify the duties and responsibilities of the job, as well as to correct any
misconceptions the recruit has with regard to the job.
Diff: 2 Page Ref: 173
Objective: 7.3
Learning Outcome: Identify and discuss the components of the human resource management process
22) Most job training does not take place on the job.
Answer: FALSE
Explanation: On-the-job training is the simplest and most inexpensive way to train employees. It is the
most popular form of job training in the United States.
Diff: 2 Page Ref: 174
Objective: 7.3
Learning Outcome: Identify and discuss the components of the human resource management process
23) One car company claims that every dollar it spends on training ultimately results in $230 in
productivity gains.
Answer: TRUE
Explanation: Though it is not clear how applicable this data is in a general sense, it is clear that training
is cost-effective and can boost productivity in significant ways.
Diff: 2 Page Ref: 174-175
Objective: 7.3
Learning Outcome: Identify and discuss the components of the human resource management process
5
Copyright (c) 2013 Pearson Education, Inc.
24) Job training never addresses trainee attitudes toward the job or the organization.
Answer: TRUE
Explanation: Job training involves teaching skills, imparting knowledge, or modifying the attitudes and
behavior of the trainee.
Diff: 2 Page Ref: 174
Objective: 7.3
Learning Outcome: Identify and discuss the components of the human resource management process
25) The best way to measure the effectiveness of job training is to find out how stressful the process was
for trainees.
Answer: FALSE
Explanation: Impressions of trainees are not very valuable as a measure of training effectiveness. The
best way to measure the effectiveness of training is to observe productivity of trainees after they become
regular employees.
Diff: 2 Page Ref: 172
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
26) The only goal of a performance management system is to assess training needs.
Answer: FALSE
Explanation: In addition to assessing training needs, a performance management system evaluates
performance to determine possible compensation levels for employees.
Diff: 2 Page Ref: 176
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
27) A strength of a written essay as an employee appraisal device is that it allows the writing skill of the
evaluator to be a determining factor in the appraisal of performance.
Answer: FALSE
Explanation: The writing skill of the evaluator can be a weakness in the process rather than a strength.
An especially persuasive evaluator can have more influence in the final decision than he or she merits
otherwise, therefore introducing bias into the process.
Diff: 2 Page Ref: 176
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
28) The most popular and effective employee appraisal device is the graphic rating scale approach.
Answer: FALSE
Explanation: The graphic rating scale has evaluators create graphs that rate employees on objective
numeric scales. While valuable, the graphic rating scale is not as as popular or as effective as the 360-
degree appraisal, which gets performance feedback from a wide variety of different sources, including
the person being evaluated.
Diff: 2 Page Ref: 176
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
6
Copyright (c) 2013 Pearson Education, Inc.
29) The 360-degree appraisal includes an evaluation from the person who is being evaluated.
Answer: TRUE
Explanation: An assessment from the employee being appraised brings valuable perspective into the
evaluation process. Employee appraisal gives the person being evaluated a chance to explain him- or
herself.
Diff: 2 Page Ref: 176
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
30) Using individual ranking as an employee appraisal device, two employees might be named "best" in
the group.
Answer: FALSE
Explanation: No ties are allowed in individual ranking. That means that only one person can be
identified as "best" in the group.
Diff: 2 Page Ref: 177
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
31) A key goal of compensation administration is to create a fair system that will provide incentive for
employees.
Answer: TRUE
Explanation: Managers know that a sense of fairness is important to prospective employees.
An organization with a system that is perceived to be fair can attract and retain high-performing
employees better than an organization that is perceived to be unfair.
Diff: 2 Page Ref: 179
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
32) The primary determinant of an individual's pay is the type of job he or she performs.
Answer: TRUE
Explanation: The specific job a person has is the most important factor in determining pay. In general,
jobs that require greater skills, knowledge, and talent pay more than those that don't require these
capabilities. Jobs that require the person to assume greater responsibility and authority also pay more.
Diff: 2 Page Ref: 180
Objective: 7.4
Learning Outcome: Identify and discuss the components of the human resource management process
33) Most U.S. jobs use a variable pay system in which employee compensation is based on status and
seniority.
Answer: FALSE
Explanation: The variable pay system is based on performance, not status and seniority.
Diff: 2 Page Ref: 180
Objective: 7.4
7
Copyright (c) 2013 Pearson Education, Inc.
34) Most organizations are not legally required to provide benefits of any type for employees.
Answer: FALSE
Explanation: Most organizations are required to provide Social Security and unemployment benefits for
regular employees who are not considered freelance employees.
Diff: 2 Page Ref: 180
Objective: 7.4
35) Downsizing can be as stressful for the survivors as it is for the victims.
Answer: TRUE
Explanation: Evidence shows that survivors can suffer almost as much stress as victims of downsizing.
Feelings of anxiety, sadness, frustration, and anger are common in downsizing survivors.
Diff: 2 Page Ref: 180
Objective: 7.5
Learning Outcome: Identify and discuss the components of the human resource management process
36) Job referrals generally are not a good method for improving workplace diversity.
Answer: TRUE
Explanation: Job referrals generally bring in employees who are similar to the people who
recommended them. Therefore, referrals tend to decrease, rather than increase, workplace diversity.
Diff: 2 Page Ref: 181
AACSB: Multicultural and diversity understanding
Objective: 7.5
Learning Outcome: Identify and discuss the components of the human resource management process
37) Although most sexual harassment complaints are filed by women, a significant number of
complaints are filed by men.
Answer: TRUE
Explanation: About 15 percent of all harassment complaints are filed by males.
Diff: 1 Page Ref: 182-183
AACSB: Ethical understanding and reasoning abilities
Objective: 7.5
Learning Outcome: Discuss the role of ethics and social responsibility in management
38) Sexual harassment is defined as any unwanted activity of a sexual nature that affects an individual's
employment.
Answer: TRUE
Explanation: Affecting employment can be broadly interpreted. Activities that intimidate, interfere with
work, or limit opportunities can all be considered sexual harassment.
Diff: 1 Page Ref: 182-183
AACSB: Ethical understanding and reasoning abilities
Objective: 7.5
Learning Outcome: Discuss the role of ethics and social responsibility in management
8
Copyright (c) 2013 Pearson Education, Inc.
39) One major way that an organization can protect itself against sexual harassment cases is to make
sure that all employees are well educated on the topic.
Answer: TRUE
Explanation: The more employees know about harassment and the trouble it causes, the less likely they
will be to engage in the behavior.
Diff: 2 Page Ref: 182-183
AACSB: Ethical understanding and reasoning abilities
Objective: 7.5
Learning Outcome: Discuss the role of ethics and social responsibility in management
42) The first three activities of the human resource management (HRM) process are about ________.
A) recruiting
B) planning
C) training
D) downsizing
Answer: B
Explanation: B) The first three steps of the HRM process are about planning, making that the correct
response for this question. Managers first determine needs for workers. Then, depending on the
situation, they either recruit or downsize. Training comes after selection and hiring, so that is an
incorrect response for this question.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
9
Copyright (c) 2013 Pearson Education, Inc.
43) Human resource management is concerned with ________ competent employees.
A) obtaining
B) obtaining, training, motivating, and keeping
C) obtaining, training, and motivating
D) training and keeping
Answer: B
Explanation: B) The correct choice identifies all four functions of HRM. HRM is concerned not only
with getting employees, but also training and motivating them after they are hired so they are likely to
be high performers and stay with the organization. The other choices leave out at least one primary
function of HRM so they are incorrect choices.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
44) For the most part, ________ are involved in HR decisions within their own department or unit.
A) very few managers
B) some managers
C) most managers
D) all managers
Answer: D
Explanation: D) To some degree, all managers participate in hiring, firing, and other HR decisions at
least within their own units or departments, making "all managers" the correct response. Managers tend
to participate in the hiring process, for example, because they have a lot at stake—they are the ones who
are going to deal directly with the employees that get hired. The other choices all refer to quantities that
are fewer than "all managers," so they are incorrect answers.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
45) Separate HRM specialists are least common in these types of organizations.
A) small
B) large
C) multinational corporations
D) non-profit
Answer: A
Explanation: A) Having no HRM staff support is most common in small organizations that don't have
the resources for individuals or departments to devote time exclusively to HRM, making "small" the
correct response. In these organizations, managers themselves typically take on HR tasks. Large
organizations and multinational corporations typically possess the size and manpower to have HRM
specialists, so large and multinational corporations are incorrect. Non-profit organizations may be large
or small, so non-profit cannot be the best answer for this question.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
10
Copyright (c) 2013 Pearson Education, Inc.
46) Employment planning involves ________.
A) addition of staff only
B) addition of staff and reduction of staff only
C) addition of staff, reduction of staff, and selection only
D) addition of staff, reduction of staff, motivation of staff, and selection
Answer: C
Explanation: C) The correct choice correctly identifies all of the activities involved in employment
planning. The choices indicating addition of staff only and addition of staff and reduction of staff only
leave out one or more of the activities, so they are incorrect. The remaining choice adds motivation of
staff, an activity that is not included in employment planning, so it is an incorrect choice.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Discuss the processes and tools of developing different types of plans
48) The last steps of the HRM process deal with ________.
A) performance and compensation
B) training and compensation
C) compensation only
D) skills
Answer: A
Explanation: A) The last steps in the HRM process identify performance goals, performance problems,
and compensation. This makes "performance and compensation" the correct response and eliminates the
choices indicating training and compensation and skills because training and skills come earlier in the
HRM process. "Compensation only" is not a correct response because the last two steps not only deal
with compensation, they also deal with performance.
Diff: 2 Page Ref: 162
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
11
Copyright (c) 2013 Pearson Education, Inc.
49) The most important environmental factor in the HRM process is ________.
A) the business environment
B) the natural environment
C) the legal environment
D) the scientific community
Answer: C
Explanation: C) Though the business environment may affect the HRM process, a far more important
factor for influencing the activities of HRM is the legal environment. The laws, for the most part, largely
determine how HR managers do their job, making the legal environment the correct response. Both the
natural environment and the scientific community can be ruled out because neither has a direct effect on
hiring, firing, or any other HR activity.
Diff: 2 Page Ref: 163
Objective: 7.1
Learning Outcome: Identify and discuss the components of the human resource management process
50) The ________ prohibits discrimination based on race, color, religion, national origin, or sex.
A) Privacy Act
B) Civil Rights Act, Title VII
C) Equal Pay Act
D) Sarbanes-Oxley Act
Answer: B
Explanation: B) Title VII of the 1964 Civil Rights Act is probably the most important anti-
discrimination law ever passed, prohibiting unfair treatment based on race, color, religion, national
origin, or sex. This makes the Civil Rights Act, Title VII the correct response. The Equal Pay Act
prohibits pay discrimination based on sex. The Privacy Act gives employees a right to see their
reference letters. The Sarbanes-Oxley Act establishes financial recordkeeping standards.
Diff: 2 Page Ref: 164
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
51) It is against the law to discriminate on the basis of sexual orientation ________.
A) in all 50 states
B) only in California
C) nowhere in the United States
D) in many states
Answer: D
Explanation: D) Discrimination on the basis of sexual orientation is not a federal law, but it is illegal in
many states, making that the correct response and eliminating the other choices.
Diff: 2 Page Ref: 164
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
12
Copyright (c) 2013 Pearson Education, Inc.
52) A wheelchair-bound applicant may be denied a job ________.
A) under no circumstances
B) if the job is strenuous or physically tiring in some way
C) if the job requires complete physical mobility
D) in some states
Answer: C
Explanation: C) A person in a wheelchair may be denied a job only if the job requires running, walking,
or some other action that the person cannot perform. This makes the choice indicating "complete
physical mobility" the correct response and eliminates "under no circumstances." The choice regarding a
strenuous job is incorrect because a person in a wheelchair could cope with a strenuous or tiring job just
as well as a person without a disability. The remaining choice is incorrect because discrimination based
on a disability is prohibited by federal, not state, law.
Diff: 2 Page Ref: 164
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
53) Affirmative action programs seek to make sure that employers ________ minority groups.
A) pay equal wages to
B) enhance employment opportunities for
C) provide unemployment benefits for
D) establish training programs for
Answer: B
Explanation: B) Affirmative action programs seek to make sure that minorities and other protected
groups get a fair chance at opportunity, making "enhance employment opportunities for" the correct
response. Affirmative action is not an equal wage program, a benefits program, or a training program,
making all of these choices incorrect.
Diff: 3 Page Ref: 165
AACSB: Multicultural and diversity understanding
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
54) Which U.S. law gives you the legal right to see your professor's letter of recommendation?
A) Civil Rights Act of 1991
B) Privacy Act of 1974
C) Polygraph Protection Act of 1988
D) Sarbanes-Oxley Act of 2002
Answer: B
Explanation: B) The Privacy Act of 1974 gives employees the right to check up on reference letters.
None of the other choices is concerned with reference letters, so they are incorrect responses for this
question.
Diff: 2 Page Ref: 164
Objective: 7.1
Learning Outcome: Discuss different ways managers work with and promote diversity in organizations
13
Copyright (c) 2013 Pearson Education, Inc.
55) Which of the following countries' laws pertaining to HRM practices most closely parallel those in
the United States?
A) Canada
B) Mexico
C) Australia
D) Germany
Answer: A
Explanation: A) Of the countries listed, Canada's HRM practices are most similar to those in the United
States. Canada's HRM laws are less federalized than those in the United States, meaning that individual
Canadian provinces may have their own interpretation of basic anti-discrimination laws. Taken together,
these factors make Canada the correct response.
Diff: 2 Page Ref: 165
AACSB: Dynamics of the global economy
Objective: 7.1
Learning Outcome: Identify the fundamental concepts and issues of international business and
management
56) ________ in Germany give(s) employees the right to participate in personnel decisions.
A) Collective bargaining
B) Unionization
C) Board representatives
D) Work councils
Answer: D
Explanation: D) In most of Western Europe, work councils by law must be consulted when decisions
involving personnel changes are made, including hiring and firing. This makes work councils the correct
answer and eliminates the other three responses. Note that work councils are part of a larger practice
called representative participation, which empowers workers and gives them a say in how companies are
run.
Diff: 2 Page Ref: 166
AACSB: Dynamics of the global economy
Objective: 7.1
Learning Outcome: Identify the fundamental concepts and issues of international business and
management
14
Copyright (c) 2013 Pearson Education, Inc.
57) The first step in any employment planning process involves making a ________.
A) job description
B) human resource inventory
C) product evaluation
D) job specification
Answer: B
Explanation: B) Before an HR manager can decide whether to hire or fire, he or she must first take
stock of who currently works for the organization in what is termed a human resource inventory. The
inventory identifies all company employees and lists any characteristics that the manager deems
relevant. A job description and job specification are steps that come later in the process, so they are
incorrect choices. A product evaluation is not part of the employment planning process, so it is an
incorrect response.
Diff: 2 Page Ref: 166
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
58) The lengthy process by which a job is examined in detail in order to identify the skills, knowledge
and behaviors necessary to perform the job is known as a ________.
A) job description
B) job specification
C) job definition
D) job analysis
Answer: D
Explanation: D) A job analysis identifies the knowledge, skills, and abilities that are required to perform
any given job. A job analysis for a firefighter, for example, might determine that the applicant be
physically fit, know emergency medical procedures, and be able to haul heavy firefighting equipment a
specific distance. A job description (a written description of a job) and a job specification (a list of
qualifications required for the job) are incorrect because neither is an analysis or a lengthy process. In
fact, a job analysis is used to create job descriptions and job specifications. A job definition is incorrect
because it is not a recognized term for employment planning.
Diff: 2 Page Ref: 166
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
15
Copyright (c) 2013 Pearson Education, Inc.
59) As one of his first tasks in a new job, Steve's boss asks him to develop a database that lists the
educational level, special capabilities, and specialized skills of all the employees in his firm. This is
known as a ________.
A) job description
B) human resource inventory
C) lengthy process
D) job analysis
Answer: B
Explanation: B) Employment planning requires HRM to first determine who actually works for the
organization. This is accomplished in a human resource inventory. Both job analysis and job description
can be eliminated for consideration as correct answers because they address an individual job rather than
a survey of all jobs in a firm. A lengthy process can be ruled out because the human resource inventory
usually is not a lengthy process—data can be collected quickly and easily using employee
questionnaires.
Diff: 2 Page Ref: 166
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
16
Copyright (c) 2013 Pearson Education, Inc.
62) HR managers can estimate human resource needs by evaluating which of the following?
A) employment and unemployment statistics
B) the general state of the economy
C) demand for the organization's product
D) how competitors are performing
Answer: C
Explanation: C) The only accurate way to estimate human resource needs is for managers to measure
the demand for their product. Generally, the greater the demand, the more workers the organization will
need to keep up with that demand. Employment statistics, the state of the economy, and the activities of
rivals may give managers a very crude gauge of their needs, but the actual output of product is a much
better measure of future human resource requirements than any of those things, so they are incorrect
responses.
Diff: 2 Page Ref: 167
AACSB: Analytic skills
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
63) A written statement of what a job holder does in his or her job, how it is done, and why it is done is
known as a ________.
A) job specification
B) job qualifications
C) job definition
D) job description
Answer: D
Explanation: D) The process of defining a job starts with a detailed job analysis. The job analysis gives
rise to a written job description that identifies exactly what a person who holds a job does, how he or she
does it, and why he or she does it, making job description the correct response. The job description may
then be used to generate a job specification, or list of job qualifications, which rules out both job
specification and job qualifications as correct responses. A job definition is not a recognized term in this
process so it is an incorrect response.
Diff: 1 Page Ref: 167
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
64) To find out more about a job with a title of "assistant media buyer," you would find this to be most
helpful.
A) job title
B) job specification
C) job listing
D) job description
Answer: D
Explanation: D) A job description that tells you what the job is, how the job is done, and what the job's
purpose is would clearly be most helpful here, so job description is the correct response. A job
specification would tell you only about the qualifications needed for the job, while a job title or job
listing would feature only minimal information about the job.
Diff: 2 Page Ref: 167
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
17
Copyright (c) 2013 Pearson Education, Inc.
65) Recruitment is the process of ________.
A) hiring from outside the organization
B) locating, identifying, and attracting potential employees
C) assessing the national, international, and local labor market
D) hiring from inside the organization
Answer: B
Explanation: B) Recruitment is the process of finding people who are qualified and well-suited for the
job you are offering. To recruit successfully, you must locate where likely applicants are, identify
individuals who are well-suited to the job, and attract them to the job by making them aware of its
features and advantages. This makes that choice the correct response. Both hiring from outside and
inside the organization can be eliminated because recruiting finds applicants both inside and outside of
the organization. The choice regarding assessment can be ruled out because assessing the labor market
does nothing to get applicants to actually apply for a job.
Diff: 2 Page Ref: 168
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
18
Copyright (c) 2013 Pearson Education, Inc.
67) While ________ can reach the greatest number of applicants for a job, many of those candidates
may be unqualified for the job itself.
A) an internal search
B) advertising
C) a temporary help service
D) school placement
Answer: B
Explanation: B) Advertising can produce an enormous volume of applicants. Unfortunately, advertising
also tends to attract applicants who are unqualified or highly unsuited for the job advertised. This leaves
human resource managers with the tedious task of sifting through all of the applicants, looking for ones
that are well-suited. None of the other choices given here produces as many applicants as advertising, so
that is the correct response.
Diff: 2 Page Ref: 168
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
68) Which of the following is an advantage of using private employment agencies for recruiting?
A) low cost
B) candidates who are familiar with the organization
C) improves employee morale
D) careful screening of applicants
Answer: D
Explanation: D) Recruiting through a private employment agency is expensive, so low cost is an
incorrect response. Private agency recruiting does not boost employee morale and typically does not
offer candidates who are familiar with the organization, so improving employee morale and candidates
familiar with the organization are incorrect responses. What private agencies do offer are candidates
who are carefully screened to be well-qualified and well-suited to the job, making "careful screening"
the correct response.
Diff: 2 Page Ref: 168
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
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Copyright (c) 2013 Pearson Education, Inc.
69) If employment planning shows a large surplus of employees, management may want to ________.
A) recruit
B) downsize
C) expand
D) continue with current employment levels
Answer: B
Explanation: B) The mathematics of an HRM department is in some respects fairly simple. If there is
too much work and not enough employees, the organization must recruit employees, making "recruiting"
the correct response. If there is not enough work for the existing employees to stay productive and busy,
the organization must consider the option of downsizing. The goal of employment planning is to obtain
a workforce that has an appropriate size for the amount of work that needs to be done. Clearly, recruiting
and expanding would not decrease the surplus of employees, so those choices can be eliminated.
Similarly, staying at current levels would not decrease the surplus, so continuing with current
employment levels is also incorrect.
Diff: 2 Page Ref: 168
Objective: 7.2
Learning Outcome: Identify and discuss the components of the human resource management process
Met blijdschap mocht ik, op mijn verzoek, van den heer Aug.
Sassen, den welgeleerden en volijverigen Archivaris van Helmond,
eene lijst ontvangen van namen der Helmondsche burgerij uit de
veertiende en de vijftiende eeuw. Die namen, door den Heer Sassen
met veel zorgvuldigheid uit oude Helmondsche oorkonden en
geschriften, vooral ook uit de Helmondsche Schepenacten bijeen
verzameld, waren mij, in menig opzicht, voor mijne navorschingen
op ’t gebied der namenkunde van groot belang. Zij hebben mij dan
ook aanleiding gegeven tot het opstellen van de volgende
verhandeling.
In het midden der veertiende eeuw, ten jare 1348, het oudste jaar
dat in onze naamlijst voorkomt, waren er te Helmond geene
personen meer die nog op dien alleroudsten en eenvoudigsten trap
der benaming stonden, waar bij de lieden slechts eenen enkelen
naam, en geenen toenaam, in welken vorm dan ook, hadden.
Althans onze lijst vermeldt zulke benamingen niet. Achter alle
doopnamen, daarin vermeld, staat een andere naam als toenaam;
een vadersnaam veelal, of anders een plaatsnaam, of ook ’t eene of
andere algemeene woord, als bijnaam, aan het bedrijf van den man
of van diens vader, of aan de eene of andere bijzondere geestelijke
of lichamelijke eigenschap ontleend.
De oudste vorm der patronymicale benamingen, volledig, met het
woord zoon (in dit geval soen) daar achter, is in onze naamlijst
vertegenwoordigd in de namen van H e n r i c R o e f s s o e n
(1389) 1, G o d a r t L y z e n s o e n (1401), G h e v a r t
L u t e n s o e n (1401), J a n C o l e n s o e n (1419), A n c h e m
G o e s w ij n s s o e n [174](1424), B r u y s t e n Y s e b o u t s s o e n
(1426), G o d a r t V r a n k e n s o e n (1439), enz. Dat is: H e n r i c
s o e n v a n R o e f of H e n d r i k zoon van R o e f (R o d f r e d );
G o d a r t zoon van L y s e (een vrouwennaam? E l i z a b e t h ? );
G h e v a r t of G e v a a r t zoon van L u t e (H l o d o ); J a n zoon van
C o l e n (N i c o l a a s ); A n c h e m (A n s e l m ? ) zoon van
G o e s w ij n (G o s e w ij n , G o d s w i n ); B r u y s t e n zoon van
Y s e b o u t (I s b o l d , I d i s b a l d ); G o d a r t (G o t h a r d ) zoon
van V r a n k e (F r a n c o , F r a n k ) 2.
Het kwam wel voor, dat twee personen niet slechts den zelfden
doopnaam hadden, maar ook den zelfden vadersnaam voerden,
omdat toevalliger wijze ook hunne vaders beiden den zelfden naam
hadden gedragen. Dan was nog eene andere toevoeging achter hun
patronymicum noodig, om die twee personen van elkanderen te
kunnen onderscheiden. Of ook, bij bijzondere, belangrijke
aangelegenheden, zoo als die, welke het opstellen van oorkonden
(uiterste wilsbeschikkingen, koopbrieven, of andere
overeenkomsten) ten gevolge hadden, was eene zeer nauwkeurige
aanduiding der verschillende personen noodig, en voegde men
daarom nog eene nadere onderscheiding achter het patronymicum.
Daar toe was de naam van de plaats (stad of dorp, berg, bosch of
heide) waar deze of gene persoon woonde, of anderszins
herkomstig was, bijzonder dienstig. Zulke namen komen op de
naamlijst voor als: D y r c C n o o p s o e n v a n Z o e m e r e n
(1389); J a n C l a e u s s o e n v a n L a n c h e z e (1401);
L a m b r e c h t S t e v e n s s o e n v a n M i l h e z e (1401);
D i d d e r i c J a n s s o e n v a n d e n B r o e k e (1402); A y e n
H e r m a n s s o e n v a n E y n d h o u t s (1407); R o e f
A l a r t s s o e n u t e n V e h u s e , dat is R o e f of R o d f r e d , de
zoon van A l a r t of A d e l h a r t uit den veehuize, uit het veehuis
(dus de man die in een huis woont, waar in het bijzonder vee
gehouden of gestald wordt?). [175]Verder L o d e w i c h
L o d e w i c h s s o e n v a n L o e f f e n (1418). Deze zelfde man
komt in eene vroegere oorkonde van den jare 1410 eenvoudig voor,
met ingekorten doopnaam, als L o d e k e n v a n L o f e n ;
waarschijnlijk moet deze plaatsnaam L o e f f e n of L o f e n wel den
naam der stad Leuven voorstellen. Eindelijk nog V r i e n t k e n
V r i e n t s v a n D o e r n e n (Deurne) (1423); J a n
Y w a e n s s o e n v a n d e n B e r g h e (1423); R y m b o u t
H e n r i x s o e n v a n d e n B e r g e (1444), enz.
Het bleek echter op nieuw dat deze korte benamingen niet in alle
gevallen voldoende waren. Indien het toch geviel dat daar in ééne
plaats twee personen waren die beiden niet enkel den zelfden
doopnaam maar ook den zelfden vadersnaam droegen, dan was
men wel genoodzaakt, zoo men die twee lieden nauwkeurig [179]van
elkanderen onderscheiden wilde, weêr de toevlucht te nemen tot
allerlei toe- en bijnamen. De cirkelgang der benamingen, die weêr
moest uitloopen op eene opéénhooping van allerlei naamsvormen,
was hier mede weêr een nieuw tijdperk ingetreden. Die toe- en
bijnamen werden weêr op allerlei verschillende wijzen gezocht en
gevonden. Bij voorbeeld in de maagschapsbetrekkingen der
menschen: H e n n e k e n R o e s e l m a n s M e l y s b r u e d e r
(1439); J a n v a n d e n L o e ( d e s s e l f s ) A r t s o e m , de
oom van A r t v a n d e n L o e H e n r i c M e t t e n s o e n s
s o e n , op bladzijde 175 reeds vermeld. Misschien behooren hier
ook toe J a n N e v e (1348) en J a n L o d e n N e e f s s o e n
(1424), J a n zoon van L o d e ( L o d e w ij k ) N e e f (of van
N e e f - L o d e ?).