Questions 1 -25 TRUE/FALSE

1. Low turnover is a sign that employee needs are being met.

2. Employees satisfied with their jobs tend to have more satisfied customers.

3. Successful companies need human resources to only be involved in hiring processes because involvement by human resources in other functions reduces efficiency and increases costs.

4. The human resource development function ensures that employees learn the knowledge, skills, and abilities required for current and future performance.

5. A clear strategy for being better than competitors and a highly motivated workforce are major keys for long term profitability.

6. If a company is pursuing a low cost strategy, it is important that employees only perform duties specified in their job description.

7. Because effectiveness comes not from a single practice but from a number of related practices, effective human resource management capabilities are difficult to copy.

8. Title VII of the Civil Rights Act of 1964 provides protection to people based upon five specific traits: race, color, national origin, religion and sex.

9. Churches are not required to comply with any of the guidelines contained in Title VII.  

10. A job has a need for the incumbent to speak fluent Spanish. The employer can require that employees hired for this position be Hispanic as a bona fide occupational qualification (BFOQ). Answer: False

11. Only women may be granted leave under the Family Medical Leave Act (FLMA).

12. Research finds that high autonomy is good for all workers, regardless of the work context.

13. In situations where work lacks prescribed plans or processes and team members must confer often to complete the work, reciprocal processing works best.

14. The process of systematically collecting information about work tasks is called job analysis.

15. Good job specifications focus attention on knowledge, skills, and abilities that separate high and low-performing workers.             

16. Competencies tend to be somewhat broader and less specifically defined than the activities assessed in job analysis.

17. Research suggests that recruitment best practices are universal regardless of location or job type.

18. If an organization is not sure about the type of person best suited for a position it is best to cast a wide net.

19. Internal applicants have performance records and are already committed to a relationship with the organization represents an advantage of internal sourcing.

20. Reduced cost is a major reason organizations hire contingent workers.

21. In general, there are three types of people looking for work: those entering the workforce for the first time; people who have been in the workforce before and are currently unemployed; and people who are employed but seeking a different job.

22. Fortunately, the loss to an organization from an employee leaving employment is captured in the costs to hire a replacement employee.

23. Job-based fit and organization-based fit are two important and different judgments for making effective selection decisions.

24. When work is consistent with employees’ values and needs, job satisfaction is likely to be high.

25. People with chronically low job satisfaction tend to experience negative moods in all aspects of their lives.