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

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Question 31

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When she met with John to discuss his performance appraisal, Regina noted that John had difficulty with managing his time on certain projects. One drawback of a performance appraisal is that it does not allow for feedback during the evaluation process.

A) True
B) False

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Question 32

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Though temporary workers are employed in most sectors of the economy, almost none have been hired to fill manufacturing jobs.

A) True
B) False

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Question 33

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It is not unusual to find persons with a variety of skills and skill levels serving as contingent workers. Contingent workers in the U.S. are usually under 25 years of age and may include independent contractors, middle management positions, and even college students who only want to work during the summer months.

Julie Daniels recently became a member of the Plumbers Union. She has been told she will work with John Weimeister, a skilled and experienced plumber, for at least three years in order to learn all of the skills and techniques of her craft. This type of training is referred to 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. -Before the director's accident, Dee had worked with him to devise a plan that would allow each employee to select the fringe benefits he or she wants up to a certain dollar amount. The type of plan Dee and the director developed is known as a(n) :

A fringe benefits plan that allows employees to choose the benefits they want up to a certain dollar amount is known as a soft benefit plan.

Vestibule training is the most fundamental type of training available.

Flextime plans are particularly well suited for workers on an assembly line.

The effectiveness of the EEOC has been limited because Congress never gave it any authority to enforce its mandates.

Most firms today are checking the backgrounds of job applicants more carefully than they did in the past.

An advantage of hiring from within is that it improves employee morale.

For many types of service organizations such as hospitals, banks and airlines, the primary cost of operations is:

The information contained in performance appraisals helps managers:

One way firms have made the application process more efficient and effective is by:

A major purpose of employee orientation programs is to:

The amount most businesses spend on selecting and training workers is relatively low.

Most employees who use flextime prefer to work independently of others. In order to accommodate this preference, businesses permit them to clock in and out as they wish, as long as they put in the necessary 40-hour work week. On some days, they may arrive at 6:00 a.m., while on other days they may decide to come in at noon.

A disadvantage of job sharing is that it requires a firm to hire, train, motivate, and supervise more employees.

Most experienced workers have a clear idea of what is expected of them even if managers do not communicate their expectations explicitly.

The ultimate resource of a firm is its: