Human resources management refers to:

• all the activities involved in determining an organization’s human resources needs, as well as acquiring, training, and compensating people to fill those needs.

• employees’ concerns regarding salary, job satisfaction, personal performance, recreation, benefits, the work environment, and their opportunities for advancement.

• all the activities involved in managing an organization’s goods and services.

• labor, the physical and mental abilities that people use to produce goods and services.

• all the activities involved in managing the day to day tasks of the organization.

Which of the following information is most likely to be included in a job specification rather than a job description?

• working conditions

• responsibilities associated with a job

• tasks to be performed

• mental skills required for a job

• education qualification required for a job

______ refers to forming a pool of qualified applicants from which management can select new employees.

• Compensating

• Training

• Appraising

• Planning

• Recruiting

Which of the following is an internal source of recruitment for an organization?

• Vocational Schools

• Competing Firms

• Social networking sites

• colleges

• Current Employees

Why do many firms have a policy of giving first consideration to their own employees?

• Current employees cannot decline a job offer.

• Current employees are always a better fit than external employees.

• The process of hiring current employees reduces instances of jealousy among the rest of the workforce.

• The practice of hiring current employees promotes diversity in the workforce.

• The cost of hiring current employees to fill job openings is inexpensive.

Orientation is the human resources function that:

• occurs after the employee is on the job for several months.

• teaches employees to do specific job tasks.

• provides on-the-job training to employees.

• includes building tours, introductions, and socialization.

• appraises employees subjectively.

What is the primary reason that development is considered a vital function of human resources management?

• It allows management to obtain detailed information about a job applicant’s experience and skills, reasons for changing jobs, attitudes toward the job, and an idea of whether the person would fit in with the company.

• It is used to improve the skills of employees in their present positions and to prepare them for increased responsibility.

• It is used to assess an applicant’s potential for a certain kind of work and his or her ability to fit into an organization’s culture.

• It familiarizes newly hired employees with senior colleagues and the overall company procedures.

• It involves verifying the educational background and previous work experience of employees.

________ is one of the most difficult tasks for managers. However, doing so is essential because it gives employees feedback and generates information about the quality of the firm’s selection, training, and development activities.

• Job Analysis

• Competition Analysis

• Performance Appraisal

• Policy Evaluation

• Recruiting employees

Which of the following should managers do to avoid lawsuits from individuals who may feel they have been fired unfairly?

• avoid giving reasons for any firing

• refrain from telling employees when their performance is unacceptable and may lead to dismissal

• avoid putting the reason for firing in writing

• block former employees on social media

• document all problems and warnings in the employee’s work records

Recently, Bethany’s company downsized, laying off thousands of employees. After the layoffs, Bethany’s workload increased but her compensation stayed the same. As a result, Bethany decided to leave the company. The human resource manager scheduled a meeting with Bethany to determine why she was leaving the organization. This meeting is called

• Work Evaluation

• a concluding appraisal

• an exit interview

• a performance appraisal

• an exit appraisal