MAN 1107 CH 11 HR

Which of the following is a challenge that is facing the human resource managers of today? 

• A shift in employee attitudes toward work
• An increasing number of Gen Y’ers in the workforce
• An increased demand for uniformity in benefits offered to employees
• Too many unemployed scientists and computer engineers

The _______________ was created by the Civil Rights Act of 1964, and has since become a formidable regulatory force in the administration of human resource management. 

• Equal Employment Opportunity Commission
• National Labor Relations Board
• AFL-CIO
• Affirmative Action Transition Commission

A __________ is a two-part process. One part explains what an employee would actually do at various jobs. 

• job analysis
• job title review
• performance appraisal
• job assessment

A job analysis results in two written statements. They are:

• the job description and the job specification.
• the job title review and the performance appraisal.
• the labor supply assessment and the labor demand assessment.
• the human resource inventories and the affirmative action statement.

It is sometimes advantageous to hire from within because it __________. 

• is less costly, and helps maintain employee morale.
• ensures that the best qualified person gets the job.
• eliminates the need to meet affirmative action regulations.
• allows the firm to effectively use the "employment at will" strategy.

____________ workers do not have the expectation of regular, full-time employment.

• Contingent
• Indentured
• Underemployed
• Apprenticed

The purpose of ____________ is to increase an employee's ability to perform productively. 

• training and development
• job enrichment
• contingency planning
• employment tests

____________ introduces new employees to the organization, their fellow workers, their supervisors, and to the policies, practices, and objectives of the firm. 

• Employee orientation
• Employee initiation
• Job specification
• Vestibule training

A management training program that gives managers assignments in a variety of departments in order to expose them to different functions within the organization is called: 

• job rotation.
• vestibule training.
• an apprenticeship program.
• job enlargement.

  At Washington Seat Belt Industries, new workers are immediately assigned to jobs. They learn by doing the actual work and by watching longer-term employees. This company uses a policy of: 

• on-the-job training.
• vertical assimilation.
• vestibule training.
• operational apprenticeships.