Chapter 12 Human Resource Management

Chapter 12 Human Resource Management - Chapter 12 Human...

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Unformatted text preview: Chapter 12 Human Resource Management True/False Questions WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT 1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323) 2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323) THE HUMAN RESOURCE MANAGEMENT PROCESS 3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323) 4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323) 5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324) 6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two steps: assessing current human resources and assessing and meeting future resource needs. (True; easy; p. 326) 10. Job descriptions focus on the job, while job specifications focus on the person. (True; easy; p. 326) RECRUITMENT AND DECRUITMENT 11. One disadvantage to employee referrals as a source of job candidates is that candidates tend to be minimally skilled. (False; moderate; p. 327) 12. Firing and early retirements are two decruitment options. (True; moderate; p. 328) SELECTION 13. A selection device is valid if it measures the same thing consistently. (False; difficult; p. 329) 14. A good interviewer will minimize any prior knowledge about the applicants’ background, experience, interests, test scores, or other characteristics. (True; difficult; p. 332) 15. Reference checks generally provide useful information for most jobs. (False; moderate; p. 332) 16. In a realistic job preview (RJP), an applicant might be told that there are limited opportunities to interact with peers during office hours and that the likelihood for advancement is slim. ( True; moderate; p. 333) ORIENTATION 17. There are three types of orientation: work unit orientation, organization orientation, and procedural orientation. (False; moderate; p. 334) TRAINING 18. Job rotation is the implementation of lateral transfers allowing employees to work at different jobs in an organization....
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This note was uploaded on 07/06/2009 for the course MGT BAM313 taught by Professor Na during the Spring '09 term at 東京大学.

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Chapter 12 Human Resource Management - Chapter 12 Human...

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