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Exam 12: Human Resource Management: Finding and Keeping the Best Employees

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Question 21

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When workers are a part of a team their compensation should be:

A) based strictly on their individual performance in order to encourage each worker to exert his or her maximum effort.
B) based strictly on the achievements of their team in order to encourage teamwork and cooperation.
C) a stated wage or salary that is not based on either team or individual performance,because it is very difficult to measure individual performance in a team environment.
D) based on team performance,with additional rewards for those workers who make outstanding individual contributions.

E) C) and D)
F) A) and D)

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Question 22

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The cost of recruiting,processing,and training a new entry level employee is significant,and sometimes exceeds that annual salary earned by the employee.

A) True
B) False

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Question 23

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Because current legal guidelines limit the types of questions that can be asked,completed job application forms contain very little useful information about job candidates.

An advantage of a skills-based system of pay for compensating teams is that such a system is easy to apply and administer.

Al is a human resource manager who recently has spent much of his time trying to obtain a sufficient number of the right types of people at the right time to allow the company to select those who best meet its needs.Al has been involved in:

An increasing number of contingent workers are highly trained professionals.

Which of the following workers would be the best example of a contingent worker?

The laws in Canada require retirement at age 65.

Julie Daniels recently became a member of the Plumbers Union.She has been told she will work with Craig Beytien,a skilled and experienced plumber,for at least three years in order to learn all of the skills and techniques of her craft.This type of training is referred to as:

The __________ system is a pay system that is based on job tiers,with each tier having a strict pay range.

The first four steps in human resource planning all lead up to the final step,which is the development of a strategic human resource plan.

) Ruby Bethune works for ElekTek,a firm producing sophisticated electronic equipment used in state-of-the-art security systems.Ruby is happy to see that the value of ElekTek's stock has reached $47 per share,because her company allows many of its employees,including Ruby,to buy a given number of shares of its stock for $30 per share for the next year regardless of how high the market price goes.ElekTek is offering its employees a stock:

Unlike a traditional performance appraisal,a 360 degree review:

An effective performance appraisal system provides a way for the company to satisfy legal conditions concerning promotions,compensation,and policies.

The most effective way for most firms to improve worker productivity is to increase expenditures on machinery and equipment.

Today,human resource management is viewed as basically a clerical function of keeping personnel records and processing payroll.

Employment testing:

Expenditures on benefits have declined as a percentage of total payroll costs over the past decade.

In recent years,firms have expanded off-the-job training to include personal development subjects such as time management,health and nutrition,and language.

Employers must know and act in accordance with the legal rights of their employees.