Business Management And Law Ch 9: Human Resource Test

48 Questions | Total Attempts: 150

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Business Management Quizzes & Trivia

A human resource manager is tasked with ensuring that he hires the right staff to get the company to where it wants to be. Having covered human resource management in chapter 9 of Business Management and Law, it is important to test how much you understand it. Take it up, and good luck!


Questions and Answers
  • 1. 
    Examples are construction companies, engine manufacturers, and coal mines.
    • A. 

      Service-producing industries

    • B. 

      Goods-producing industries

    • C. 

      Dirty jobs

    • D. 

      Fast-growth industries

  • 2. 
    An employee hired for a specific time or to complete a specific assignment.
    • A. 

      Temporary employee

    • B. 

      Mercenary

    • C. 

      Permanent employee

    • D. 

      At-will employee

  • 3. 
    Employment growth is expected to be slowest over the next few years in which of the following occupational categories?
    • A. 

      Professional

    • B. 

      Management

    • C. 

      Sales and marketing

    • D. 

      Production

  • 4. 
    An organized group of employees who negotiate with employers about issues such as wages and working conditions is a ___.
    • A. 

      Cooperative

    • B. 

      Credit union

    • C. 

      Labor union

    • D. 

      Joint venture

  • 5. 
    If your job involves a great deal of manual work, you are probably a ___.
    • A. 

      Blue-collar worker

    • B. 

      White-collar worker

    • C. 

      Pink-collar worker

    • D. 

      Green-collar worker

  • 6. 
    If your job involves a great deal of mental work, you are probably a ___.
    • A. 

      Blue-collar worker

    • B. 

      White-collar worker

    • C. 

      Pink-collar worker

    • D. 

      Green-collar worker

  • 7. 
    Which of the following is not a major goal of a human resources department?
    • A. 

      Set prices on products and services

    • B. 

      Match employees' abilities with specific jobs

    • C. 

      Maintain a satisfying work environment

    • D. 

      Protect employees' health and well-being

  • 8. 
    A specific study of a job to identify in detail the job duties and skill requirements is called a ___.
    • A. 

      Job description

    • B. 

      Job classification

    • C. 

      Job review

    • D. 

      Job analysis

  • 9. 
    The final step in the hiring process is ___.
    • A. 

      Deciding whether the employee will be temporary or permanent

    • B. 

      Determining the employee's duties

    • C. 

      New employee orientation

    • D. 

      Conducting the job interview

  • 10. 
    A compensation plan that combines wages or a salary with an additional amount based on the employee's performance is called a ___.
    • A. 

      Piece rate

    • B. 

      Commission

    • C. 

      Time wage

    • D. 

      Base plus incentive

  • 11. 
    The advancement of an employee to a position with greater responsibility is called a ___.
    • A. 

      Transfer

    • B. 

      Promotion

    • C. 

      Demotion

    • D. 

      Termination

  • 12. 
    The physical conditions and psychological atmosphere in which employees work is the ___.
    • A. 

      Work environment

    • B. 

      Organizational culture

    • C. 

      Corporate climate

    • D. 

      Ergonomic climate

  • 13. 
    Human resource activity involving wage, salary, and benefits planning.
    • A. 

      Planning and staffing

    • B. 

      Performance management

    • C. 

      Compensation and benefits

    • D. 

      Employee relations

  • 14. 
    ___ allows employees some choice in how their workdays and work hours are arranged.
    • A. 

      Personal time

    • B. 

      Family leave

    • C. 

      Flextime

    • D. 

      Flexplace

  • 15. 
    Human resource activity involving job analysis and recruitment.
    • A. 

      Planning and staffing

    • B. 

      Performance management

    • C. 

      Compensation and benefits

    • D. 

      Employee relations

  • 16. 
    Which of these is NOT a benefit of having a policy manual?
    • A. 

      Employees know what is expected of them.

    • B. 

      Consistent, fair application of the rules by different managers.

    • C. 

      Immunity from wrongful termination lawsuits.

    • D. 

      Legal protection in the case of a termination.

  • 17. 
    Appraisal method in which a manager seeks input from everyone who has direct observations of an employee's work - coworkers, immediate supervisors, those supervised by the employee, and even customers.
    • A. 

      360-degree feedback

    • B. 

      Management by Objective (MBO)

    • C. 

      Paired Comparison

    • D. 

      Behavior-Focused

    • E. 

      Trait-Focused

    • F. 

      Psychological Appraisal

  • 18. 
    Appraisal method in which the employer and manager agree on a set of standards for the employee to achieve, then the employee is rated based on whether s/he meets those standards.
    • A. 

      360-degree feedback

    • B. 

      Management by Objective (MBO)

    • C. 

      Paired Comparison

    • D. 

      Behavior-Focused

    • E. 

      Trait-Focused

    • F. 

      Psychological Appraisal

  • 19. 
    Which of these describes an evaluation conference?
    • A. 

      The manager and employee will agree on the manager's evaluation of the employee's performance.

    • B. 

      The manager should share with the employee his/her observations about what the employee is doing well and on what the employee needs to improve.

    • C. 

      The manager and employee agree on what the next step will be (what the employee is expected to do in the next evaluation period).

    • D. 

      The manager will detail what support s/he will offer the employee in reaching the goals set.

    • E. 

      The manager and employee will discuss the work habits of other employees.

  • 20. 
    A noncompete clause
    • A. 

      Is designed to protect business secrets from being shared with former employees' new employers.

    • B. 

      Must be for a reasonable time and geographic area.

    • C. 

      Is an illegal restraint on trade since it attempts to control people who no longer work for the company.

    • D. 

      Can only be implemented during the employment relationship, not after it ends.

  • 21. 
    A planned reduction in the number of employees needed.
    • A. 

      Downsizing

    • B. 

      Outsourcing

    • C. 

      Layoffs

    • D. 

      Excess reduction

  • 22. 
    Human resource activity involving enforcement of company policy.
    • A. 

      Planning and staffing

    • B. 

      Performance management

    • C. 

      Compensation and benefits

    • D. 

      Employee relations

  • 23. 
    Examples include insurance companies, retail stores, and dentists.
    • A. 

      Service-producing businesses

    • B. 

      Goods-producing businesses

    • C. 

      Slow-growth industries

    • D. 

      High-wage jobs

  • 24. 
    Human resource activity involving managing promotions, transfers and terminations.
    • A. 

      Planning and staffing

    • B. 

      Performance management

    • C. 

      Compensation and benefits

    • D. 

      Employee relations

  • 25. 
    An employee to whom a company has made a long-term commitment.
    • A. 

      Permanent employee

    • B. 

      Temporary employee

    • C. 

      At-will employee

    • D. 

      Contract employee

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