UNDERSTANDING BUSINESS CH 11
EXAM QUESTIONS WITH CORRECT
ANSWERS
Assessing future human resource demand. - Answer-Because technology changes
rapidly, effective human resource managers are proactive; that is, they forecast the
organization's requirements and train people ahead of time or ensure trained people
are available when needed.
Assessing future labor supply. - Answer-The labor force is constantly shifting: getting
older, becoming more technically oriented, becoming more diverse. Some workers
will be scarcer in the future, like biomedical engineers and robotic repair workers,
and others will be oversupplied, like assembly-line workers.
Establishing a strategic plan. - Answer-The human resource strategic plan must
address recruiting, selecting, training, developing, appraising, compensating, and
scheduling the labor force. Because the first four steps lead up to this one, we'll
focus on them in the rest of the chapter.
Recruitment - Answer-Recruitment is the set of activities for obtaining the right
number of qualified people at the right time. Its purpose is to select those who best
meet the needs of the organization.
Recruitment's become very challenging for several reasons: - Answer-Some
organizations have policies that demand promotions from within, operate under
union regulations, or offer low wages, which makes recruiting and keeping
employees difficult or subject to outside influence and restrictions.
An emphasis on corporate culture, teamwork, and participative management makes
it important to hire people who not only are skilled but also fit in with the culture and
leadership style of the company. Wegmans Food Markets (a member of Fortune
magazine's list of best companies to work for 17 straight years) encourages
employees to do whatever they think is necessary to make a customer happy. The
company is currently experimenting with a personal shopper service. This service
allows customers to create a shopping list on Wegman's website or smartphone app;
employees will gather the order and then deliver it to the customer's car when they
come to the store
Sometimes people with the necessary skills are not available; then workers must be
hired and trained internally
Recruiting qualified workers may be particularly difficult for small businesses with few
staff members and less-than-competitive compensation to attract external sources -
Answer-t
Selection - Answer-Selection is the process of gathering information and deciding
who should be hired, under legal guidelines, to serve the best interests of the
individual and the organization. Selecting and training employees are extremely
expensive processes in some firms. Just think what's involved: advertising or
, recruiting agency fees, interview time, medical exams, training costs, unproductive
time spent learning the job, possible travel and moving expenses, and more. It can
cost one and a half times the employee's annual salary to recruit, process, and train
even an entry-level worker, and over six figures for a top manager
A typical selection process has six steps: - Answer-1. Obtaining complete application
forms. 2. Conducting initial and follow-up interviews. 3. Giving employment tests. 4.
Conducting background investigations 5. Obtaining results from physical exams 6.
Establishing trial (probationary) periods
Selection process 1. Obtaining complete application forms - Answer-Although equal
employment laws limit the kinds of questions that can appear, applications help
reveal the applicant's educational background, work experience, career objectives,
and other qualifications directly related to the job.
The ADA requires making - Answer-The ADA requires making "reasonable
accommodations" for employees with disabilities, such as modifying equipment or
widening doorways
accommodation in fact means treating people according to their specific needs -
Answer-ADA
In 2008, Congress passed the Americans with Disabilities Amendments Act, -
Answer-Which overturned Supreme Court decisions that had reduced protections for
certain people with disabilities such as diabetes, epilepsy, heart disease, autism,
major depression, and cancer.
The Age Discrimination in Employment Act of 1967 (ADEA) - Answer-protects
individuals 40 or older from employment and workplace discrimination in hiring,
firing, promotion, layoff, compensation, benefits, job assignments, and training. The
ADEA is enforced by the EEOC, applies to employers with 20 or more employees,
and protects both employees and job applicants. It also outlaws mandatory
retirement in most organizations
laws ranging from the Social Security Act of 1935 to the 2008 Americans with
Disabilities Amendments Act - Answer-require human resource managers to keep
abreast of laws and court decisions to effectively perform their jobs.
All management, including human resource management, begins with planning. The
five steps in the human resource planning process are: - Answer-1. Preparing a
human resource inventory of the organization's employees. 2. Preparing a job
analysis. 3. Assessing future human resource demand. 4. Assessing future labor
supply. 5. Establishing a strategic plan.
Preparing a human resource inventory of the organization's employees. - Answer-
This inventory should include ages, names, education, capabilities, training,
specialized skills, and other relevant information (such as languages spoken). It
reveals whether the labor force is technically up-to-date and thoroughly trained
EXAM QUESTIONS WITH CORRECT
ANSWERS
Assessing future human resource demand. - Answer-Because technology changes
rapidly, effective human resource managers are proactive; that is, they forecast the
organization's requirements and train people ahead of time or ensure trained people
are available when needed.
Assessing future labor supply. - Answer-The labor force is constantly shifting: getting
older, becoming more technically oriented, becoming more diverse. Some workers
will be scarcer in the future, like biomedical engineers and robotic repair workers,
and others will be oversupplied, like assembly-line workers.
Establishing a strategic plan. - Answer-The human resource strategic plan must
address recruiting, selecting, training, developing, appraising, compensating, and
scheduling the labor force. Because the first four steps lead up to this one, we'll
focus on them in the rest of the chapter.
Recruitment - Answer-Recruitment is the set of activities for obtaining the right
number of qualified people at the right time. Its purpose is to select those who best
meet the needs of the organization.
Recruitment's become very challenging for several reasons: - Answer-Some
organizations have policies that demand promotions from within, operate under
union regulations, or offer low wages, which makes recruiting and keeping
employees difficult or subject to outside influence and restrictions.
An emphasis on corporate culture, teamwork, and participative management makes
it important to hire people who not only are skilled but also fit in with the culture and
leadership style of the company. Wegmans Food Markets (a member of Fortune
magazine's list of best companies to work for 17 straight years) encourages
employees to do whatever they think is necessary to make a customer happy. The
company is currently experimenting with a personal shopper service. This service
allows customers to create a shopping list on Wegman's website or smartphone app;
employees will gather the order and then deliver it to the customer's car when they
come to the store
Sometimes people with the necessary skills are not available; then workers must be
hired and trained internally
Recruiting qualified workers may be particularly difficult for small businesses with few
staff members and less-than-competitive compensation to attract external sources -
Answer-t
Selection - Answer-Selection is the process of gathering information and deciding
who should be hired, under legal guidelines, to serve the best interests of the
individual and the organization. Selecting and training employees are extremely
expensive processes in some firms. Just think what's involved: advertising or
, recruiting agency fees, interview time, medical exams, training costs, unproductive
time spent learning the job, possible travel and moving expenses, and more. It can
cost one and a half times the employee's annual salary to recruit, process, and train
even an entry-level worker, and over six figures for a top manager
A typical selection process has six steps: - Answer-1. Obtaining complete application
forms. 2. Conducting initial and follow-up interviews. 3. Giving employment tests. 4.
Conducting background investigations 5. Obtaining results from physical exams 6.
Establishing trial (probationary) periods
Selection process 1. Obtaining complete application forms - Answer-Although equal
employment laws limit the kinds of questions that can appear, applications help
reveal the applicant's educational background, work experience, career objectives,
and other qualifications directly related to the job.
The ADA requires making - Answer-The ADA requires making "reasonable
accommodations" for employees with disabilities, such as modifying equipment or
widening doorways
accommodation in fact means treating people according to their specific needs -
Answer-ADA
In 2008, Congress passed the Americans with Disabilities Amendments Act, -
Answer-Which overturned Supreme Court decisions that had reduced protections for
certain people with disabilities such as diabetes, epilepsy, heart disease, autism,
major depression, and cancer.
The Age Discrimination in Employment Act of 1967 (ADEA) - Answer-protects
individuals 40 or older from employment and workplace discrimination in hiring,
firing, promotion, layoff, compensation, benefits, job assignments, and training. The
ADEA is enforced by the EEOC, applies to employers with 20 or more employees,
and protects both employees and job applicants. It also outlaws mandatory
retirement in most organizations
laws ranging from the Social Security Act of 1935 to the 2008 Americans with
Disabilities Amendments Act - Answer-require human resource managers to keep
abreast of laws and court decisions to effectively perform their jobs.
All management, including human resource management, begins with planning. The
five steps in the human resource planning process are: - Answer-1. Preparing a
human resource inventory of the organization's employees. 2. Preparing a job
analysis. 3. Assessing future human resource demand. 4. Assessing future labor
supply. 5. Establishing a strategic plan.
Preparing a human resource inventory of the organization's employees. - Answer-
This inventory should include ages, names, education, capabilities, training,
specialized skills, and other relevant information (such as languages spoken). It
reveals whether the labor force is technically up-to-date and thoroughly trained
