COMMUNICATION IN HUMAN RESOURCES MANAGEMENT Assignment

1.	Which of the following is not a key consideration in job design

A.	Organizational consideration

B.	Legal consideration

C.	Ergonomic consideration

D.	Employee consideration

2.	A justified business reason for discriminating against a member of a protected class is called

A.	Duty to accommodate

B.	Systematic discrimination

C.	Bona Fide Occupational Qualification

D.	None of the above

3.	A job is a group of related activities and duties that may be held by one or several employees

A.

True

B.

False

4.	Reactives anticipate problems and likely challenges and take actions before a problem occurs

A.

True

B.

False

5.	Proactives are decision-makers that respond to problems rather than anticipate them

A.

True

B.

False

6.	Having a minimum weigth on a job description is an example of…

A.	Direct discrimination

B.	Indirect discrimination

C.	Harassment

D.	Sexual Harassment

7.	Which of the following authorities is possessed by managers of operating deparments to make decisions about production, performance, and people?

A.	Line Authority

B.	Staff Authority

C.	Functional Authority

D.	Non of the above

8.	The objectives of the Federal law is to ensure equal employment opportunities with employers under federal jurisdiction

A.

True

B.

False

9.	Match the following aspects to the correct Key Consideration in Job Design

10.	Familiarize with the organization and its job is a part of one of the following steps in Job Analysis

A.	Collection of Job Analysis information

B.	Preparation for Job Analysis

C.	Use of Job Analysis information

D.	Non of the above

11.	A job specification…

A.	Describes what the job demands of employees and the human factors required

B.	Is a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation

C.	Is a list of facts about the situation in which the worker acts include physical environment, hours, hazards, travel requirements, and so on, associates with a job

D.	Non of the above

12.	What is the correct order for the steps in job analysis

A.	Collection of Job Analysis information, preparation for Job Analysis, and Use of Job Analysis information

B.	Collection of Job Analysis information, use of Job analysis information, written documentation of the job analysis information

C.	Preparation for Job Analysis, collection of job analysis information, use of job analysis information

D.	Depending on the job any option could be right

13.	The federal law is passed by provincial governments and enforced by provincial human rights comissions

A.

True

B.

False

14.	Undue hardship means that it does put the organization into financial difficulties with having to make adjustments for a potential candidate

A.

True

B.

False

15.	Examples of human relation skills are working in teams, communication, and inter-personal skills

A.

True

B.

False

16.	Thinking, decision making, problem solving, cognitive skills, and language are examples of…

A.	Technical Skills

B.	Conceptual Skills

C.	Human Relations Skills

D.	Non of the above

17.	Which of the following is NOT a method for data collection

A.	Interviews

B.	Mailed Questionnaires

C.	Employee Log

D.	Observation

E.	Non of the above

18.	Task identity is…

A.	Knowing that one`s work is important

B.	Feeling of responsibility or pride from doing an entire piece of work

C.	Having control over one`s work and response to work environment

D.	Information that helps evaluate success or failure

19.	Observation, one of the methods for data collection, is quick, inexpensive and very accurate

A.

True

B.

False

20.	A job is a collection of tasks and responsibilities performed by an individual

A.

True

B.

False

21.	Having control over one`s work and response to work environment is called

A.

Variety

B.

Autonomy

C.	Task identity

D.

Feedback

22.	Attracting and orient new employees, effective compensantion system, and effective work environment are examples of:

A.	Objectives of the Human Resources department

B.	Employee objectives of the Human Resources deparment

C.	Activities of the Human Resources department

D.	Non of the above

23.	A recognized list of functions tasks, accountabilities, working conditions, and competencies for a particular occupation is called a…

A.

Job

B.	Job Description

C.

Position

D.	Job advertising

24.	Determine uses of job analysis information is a part of one of the following steps in Job Analysis

A.	Preparation for Job Analysis

B.	Collection of Job Analysis information

C.	Use of Job Analysis information

D.	All of the above

25.	Which of the following are considered groups of Human Resource Management activities?

A.	Planning Human Resources

B.	Attracting Human Resources

C.	Placing, developing, and evaluating

D.	All of the above

26.	The goals set by Human Resources to assist employees to achieve personal goals that will enhance their contribution to the organization are called:

A.	Societal objectives

B.	Organizational objectives

C.	Employee objectives

D.	All of the above

27.	Working conditions are facts about the situation in which the worker acts include a physical environment, hours, hazard, travel requirements, and so no, associated with a job

A.

True

B.

False

28.	Moving employees from one job to another to provide more variety to learn new skills is called…

A.	Job enlargement

B.	Job enrichment

C.	Job rotation

D.	Non of the above

29.	Match the type of authority with the correct description

30.	Examples of Conceptual Skills are working in teams, communication, and inter-personal skills

A.

True

B.

False

31.	Which of the following is part of the “Collection of information” step in Job Analysis?

A.	Identify jobs to be analysed

B.	Determine sources of job data

C.	Job Design

D.	HR systems and change

32.	The systematic study of a job to discover its specifications and skill requirements is called…

A.	Recruitment

B.

Hiring

C.	Human Resources

D.	Job Analysis

33.	Which of the following is not a part of the Use of information step in Job Analysis

A.	Job Design

B.	HR Systems and change

C.	Job performance standards

D.	Job descriptions and specifications

E.	Non of the above

34.	The charter of rights and freedoms does not include

A.	The right to Bargain Collectively and to Strike

B.	The right to Picket

C.	The right to Work

D.	All of the above

35.	Employee logs are standardized questionnaires used to survey employees to collect information about jobs, working conditions, and other performance related information

A.

True

B.

False

36.	Workforce availability, social expectations, and work practices are examples of…

A.	Organizational considerations

B.	Ergonomic considerations

C.	Employee considerations

D.	Environmental considerations

37.	Job enlargement is…

A.	Expanding the number of related tasks in a job to draw on a wider range of employee skills

B.	Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance

C.	Moving employees from one job to another to provide more variety to learn new skills

D.	Non of the above

1. Staffing is part of the _____________ function of business.
2. Human resource managers are in charge of

1. hiring
2. dismissing
3. insurance (and other benefits)
4. pay
5. all of the above
6. none of the above

1. According to the definition, human resource management is the process of __________, ____________, _________ and ______________, employees.
2. Human resource managers must determine the number of employees needed for a job, and they do this by

1. recruiting employees
2. selecting employees
3. analyzing the characteristics of a job
4. generating a job description
5. appraising employees
6. a, b, and e
7. c and d

1. How can a resource manager know the specifications of a job and develop a job description?

1. by watching someone do a job
2. by reading resumes in application for a particular job
3. by interviewing a person about his/her job
4. a only
5. all of the above

1. How can an organization eliminate unneeded workers?

1. by laying them off
2. by firing them
3. by offering them early retirement
4. none of the above
5. all of the above

1. A job description must include all of the following but

1. title
2. department
3. emergency numbers to call
4. location
5. position
6. reporting relationship
7. main job responsibilities

1. All of the following are true except

1. Interviewees for a job are usually selected from a pool of at least 10 job applicants which might include some slackers.
2. Job applicants are recruited from the following sources: “walk-ins“, unemployment office, other companies, advertising, colleges, employment agencies or “head hunters“.
3. Companies hire both external and internal candidates.
4. All of the above are true.

1. Match the advantages below to the type of candidate by writing E (external) or I (internal):

1. promotion (or lateral move): _________
2. new ideas: _________
3. group think: _________
4. technical expertise: ________
5. morale booster: ________
6. experience and familiarity with the company: __________
7. getting “first dibs” on an open job: ________

1. Which of the following is not a method to “widdle down” or reduce the number of applicants for a job?

1. making an offer to the candidate
2. asking for a resume and application
3. interviewing the candidate
4. assessing the application
5. contacting the applicant’s references
6. administering a test (written or physical)

1. What is the main reason why there are no ads in American newspapers like “Looking for male cashier,” “seeking young serious attractive intelligent female,” “need female sewing machine operator,” “photograph requested”?

_______________________________________

1. The following U.S. laws prohibit discrimination and promote the concept of equal employment opportunity:

1. the ___________________________Act of ________ (year)
2. the ___________________________ Act of ________
3. the ____________________________________Act of _________
4. the ____________________________________ Act of ________

1. The Civil Rights Act of 1964 prohibits discrimination based on __________, color, ____________, sex, ________________.
2. T / F          There are no exceptions to the equal employment opportunity acts.
3. DEFINE bonafide occupational qualification (BFOQ).
4. What is the main reason that an ad by Walt Disney World in Florida looking for a Harrison-Ford-type male between 35 and 50 is not illegal?

____________________________________________________

1. T / F   Employers are allowed to make exceptions to the anti-discrimination laws if they do so for the purpose of authenticity and personal privacy.
2. T / F   Under the law it is possible to advertise for an airline pilot under 45.
3. T / F   Under American law it is illegal to advertise for a female or male employee in ALL circumstances.
4. T / F    Saint Michael’s College is guilty of discrimination when it requires the president of the college to be Catholic.
5. Affirmative action is a series of steps that employers affirm to take when they ___________ a pool of applicants that have been _________________ against in the past.
6. Employee compensation includes all of the following but
   1. benefits
   2. training
   3. commissions
   4. hourly wages
   5. salary
   6. tips
   7. profit sharing
   8. sick pay
   9. disability
   10. health and dental insurance
   11. retirement plans
   12. stock options
7. Training includes all of the following except

1. videos
2. class
3. on-the-job training (learning while doing)
4. apprenticeship
5. orientation session
6. feedback

1. Job appraisal includes all of the following except

1. rotating jobs
2. indicating strengths and weaknesses
3. providing feedback
4. providing direction
5. determining how well an employee is performing
6. determining a raise or a promotion

1. For the following concepts select the appropriate definition below for how companies attempt to enhance job satisfaction:
              job rotation, job enlargement, empowerment, participative management, teamwork

1. expanding employee responsibilities: ____________________
2. delegating jobs to groups of employees without supervision: ____________________.
3. moving employees from one department to another to have them become more well-rounded: ___________________
4. giving employees input in decision-making and consulting with them: ____________________
5. allowing employees to make decisions: __________________