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TEST BANK for Human Resource Information
Systems: Verified Questions & Answers 2026
Interestingly, good human resource practices create more satisfied employees, however, there is no research supporting that satisfied employees work any harder or more effectively. - answers False An organization strives to move from the formalization stage in the organizational life cycle to the elaboration stage. - answers True The formalization stage in the organizational life cycle focuses on: - answers establishing clear practices and procedures for carrying out work Employee turnover: - answers can be reduced if an employer keeps employees satisfied with their jobs. Main human resource goals during the entrepreneurial stage of the organization life cycle are: - answers to find and hire quality employees and develop basic plans for measuring performance and paying employees During the elaboration stage of an organization: - answers change management is the most important skill that human resource personnel contribute. Which of the following is most likely to positively influence organizational profits? - answers Motivating employees through effective performance management. During the communal stage in the organizational life cycle, it is important that the organization: - answers continue to hire quality employees, provide training, and develop effective communications. The stakeholder perspective focuses on people who affect and are affected by an organization. - answers True Which of the following is most likely to reduce instances of unethical corporate behavior? - answers Open channels of communication. The entrepreneurial stage, the communal stage, the formalization stage, and the elaboration stage are the four common stages in an organization life cycle. - answers True As an organization grows, measures of organizational and human resource success change. - answers True
During the elaboration stage, the main goals of an organization are: - answers to adapt and renew, redefine objectives and identify new opportunities. Low turnover is a sign that employee needs are being met. - answers True During the communal stage of an organization expansion, innovation and cooperation are important. The most critical human resource activity is to find and hire employees. - answers False Which of the following is not an outcome of effective human resource practices? - answers Decreased costs in human resource operations. Employees, customers, and owners are the only stakeholders considered by successful organizations. - answers False What are some of the reasons to develop human resource skills? - answers Human resource skills will help you better understand how to hire, manage, and motivate employees more effectively. Employees satisfied with their jobs tend to have more satisfied customers. - answers True It is critical that human resource practices, during the entrepreneurial stage of an organization's life cycle, focus on the development of compensation and benefits programs that increase employee retention. - answers False Strengths and weaknesses - answers are areas of high and low capability. If a company is pursuing a low-cost strategy, it is important that employees only perform duties specified in their job description. - answers False What steps are involved in the strategy formulation process? - answers Gathering information, analysis, and decision making, and implementation. Which type of strategy focuses on how to serve the needs of company customers? - answers Competitive business strategy Fortunately, all information is relevant for strategic planning. - answers False Elements of the environment relevant for analyzing the external environment include all of the following except: - answers organizational culture and employee satisfaction. The physical and social factors outside an organization's boundaries: - answers are opportunities and threats.
This is the federal agency in charge of administrative and judicial enforcement of federal civil rights laws: - answers The Equal Employment Opportunity Commission. Which of the following actions is not one an employer would take to prevent discrimination complaints? - answers Mandating that more minority employees be hired and promoted. 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). - answers False In the work place equal employment opportunity occurs when: - answers people have equal chances for desirable employment, regardless of belonging to a certain race, gender, or other group. Unfortunately, complying with human resource related laws always costs an organization more money, but organizations spend the additional funds to avoid legal actions. - answers False One of the best ways for an employer to avoid a charge of adverse impact is to treat all applicants consistently during the hiring process. - answers False The U.S. Constitution provides the basis for equality and defines immutable characteristics such as race and sex. - answers False Immutable characteristics refer to: - answers personal characteristics that cannot reasonably be changed. Recruitment advertisements for certain guard positions at a women's correction facility specify that employees must be female. This is an example of: - answers a bona fide occupational qualification (BFOQ). Disparate treatment is the practice of treating: - answers job applicants and employees differently based on race, gender, or some other group characteristic. Churches are not required to comply with any of the guidelines contained in Title VII. - answers True The federal government cannot constrain state laws based upon the constitution; therefore, if a state law conflicts with a federal law, the state law rules. - answers False Title VII offers protection from three distinct types of discrimination: - answers disparate treatment, adverse impact, and harassment. Title VII of the Civil Rights Act of 1964 provides protection to people based on five specific traits: race, color, national origin, religion, and sex. - answers True
Currently, employers with fewer than this number of employees are not covered by Title VII: - answers less than 15 employees. Adverse impact treatment is more subtle than disparate treatment. - answers True An employer asks all applicants, "As a part of this job, are you able to travel with an overnight stay at least once a week?" - answers This question is not discriminatory as overnight travel is a performance requirement. Title VII of the Civil Rights Act of 1964 provides protection for individuals based upon the following traits: - answers sex, race, color, religion, and national origin. Which of the following is not true of organizations using the differentiation HR strategies? - answers Managers closely oversee work and are the experts for determining the best methods for accomplishing tasks. In an assembly line situation, which type of interdependence works best? - answers Sequential processing interdependence works best. Job analysis is important for all of the reasons below except: - answers it is one of the best motivators of employees. Reciprocal processes and high autonomy correspond with improved performance when work processes are complex and constantly changing. - answers True Differentiation suggests that each worker should be assigned a set of similar tasks in order to specialize in doing certain things very well. - answers True Strategic work design can benefit an organization by assigning and coordinating tasks in ways that increase productivity. - answers True Autonomy is critical in an organization which has sequential processing in its operations. - answers False Which of the following are elements of work design? - answers Differentiation and integration. Workers with high autonomy are best at repetitive, clearly defined work. - answers False Which of the following is not true of organizations using cost HR strategies? - answers Employees have high levels of autonomy. In situations where work lacks prescribed plans or processes and team members must confer often to complete the work, reciprocal processing works best. - answers True
-Economic constraints -Industry constraints -organizational constraints -position constraints a process to determine the specific tasks that must be done, as well as the knowledge and skills workers must have to complete those tasks. - answers job analysis The knowledge, skills, and other requirements necessary to perform the tasks described in a job description. - answers job specification The amount of money and other items of value (benefits, bonuses, perks) given in exchange for work performed. - answers compensation The number of unemployed people in a community or other designated area who are seeking work; expressed as a percentage of the area's entire labor force - answers unemployment rate A promote-from-within recruitment approach used to seek qualified job applicants - answers internal search advantages of internal searches: - answers -build employee morale -can be initiated quickly -improves the probability of making good selection because much is already known about individual being selected. -less costly than external or outsourced searches -reduced training time and -fewer training cost -individual already familiar -encourage talented individuals to stay with the organization -are looked upon favorably by the EEOC- Possible disadvantages if internal searches: - answers -inbreeding -resentment among managers -employee resentment -recruitment and selection are still needed -increased use of training resources a recommendation about a potential applicant provided by a current employee - answers employee referral Favoritism in employment based on kinship - answers Nepotism An approach to seeking job applicants that focuses on candidates not currently employed by the organization - answers external search Traditional strategies for external searches includes: - answers -traditional advertisements
-public employment agencies -private employment -assistance agencies -educational institutions -unsolicited applications A search for job candidates performed by a professional company specializing in employee searches - answers outsourced search HR managers use _____ to find candidates, usually for executive positions. - answers outsourced search an employment relationship in which either party can at any time, terminate the relation ship with out liability. - answers at-will employment EEOC suggest an employer consider 3 issues when deciding whether to include a question on employment application or job interview. - answers 1. does this question tend to screen out minorities or women?
- is the answer needed to judge this individuals competence for job performance?
- are there alternative, nondiscriminatory ways to judge the person's qualifications? employee recruiting is best done when managers use __________ & __________. - answers job analysis and develop job specifications the ability of a measuring tool to evaluate only what it is supposed to evaluate - answers validity the ability of a measuring tool to yield consistent results. - answers reliability commonly used back ground checks: - answers -criminal history -credit reports -driving records -academic credentials and licenses four key principals in background checks: - answers 1. always obtain written consent before conducting any background check.
- evaluate results fairly and consistently.;
- restrict access to information obtained in background checks.
- do background checks as one of the last steps in the selection process. false statements that cause someone to be held in contempt, lowered in the estimation of the community, lose employment status or earnings, or otherwise suffer a damaged reputation - answers defamation how can a large pool of job applicants be narrowed to focus on the best candidates? - answers by using the weighted application forms & profile matching.
organization the process of providing basic information about the hospitality organization that must be known by all staff members in every department - answers orientation a strategic statement that indicates what the hospitality organization wants to accomplish and how it intends to do so. - answers mission statement name the goals of orientation program: - answers -provide an overview of the organization -indicate the new staff members role -explain policies,rules, and other information -outline specific expectations -provide details about employees benefits -motivate new staff members common new employee questions and concerns include: - answers -where do I fit into the organization -where & how can I contribute my time & talents? -what are my duties? -what are my rights? -what are my limits? -how can I advance and to what positions within my new organization? a package of written materials given to new employees to supplement the oral information provided during the orientation session. - answers orientation kit orientation checklist: - answers -organizational introduction -staff member-related policies such as: appearance conduct job performance employee benefits compensation information safety concerns physical facilities other orientation information and activities orientation kits can include: - answers organization chart employee handbook employee performance appraisal forms/procedures employee newsletter federal, state and local tax law materials layout maps of large facilities accident prevention guidelines
the process of providing new employees with basic information that everyone in their department must know and that is unique to their department. - answers induction other early employment activities include: - answers -a hospitality organizations emphasis on on-boarding continues after the initial orientation process is completed. -two additional processes include those for departmental induction and post-orientation follow-up. -departmental induction procedures are important -orientation follow-up employee handbooks are necessary and should detail: - answers -employer's policies -employee benefits -employment practices -tactics for consistent applications of policies and procedures: standards should be respected and consistently met. managers, supervisors and employees should role model examples for their peers. inform staff members about the reasons for the policies and procedures information about the most important policies and procedures should be presented during orientation. staff members should recognize that compliance with reasonable policies and procedures is part to the employers and themselves. the process of developing a staff member's knowledge, skills and attitudes necessary to perform task required for a position. - answers training ______ directly affects employee morale. - answers training a term that indicates that something such as training is worth more than it costs to provide it. - answers cost-effective a systematic way of organizing training in efforts to help trainees learn the tasks considered essential for effective on-job performance. - answers performance-based training the total of one's feelings about his or her employer, work environment, peers, and other aspects of the job. - answers morale response provided to a question or larger-scale inquiry such as a customer survey. - answers feedback a specific and observable work activity that is one component of a position and that has a definite beginning and end. For example, one task performed by a cook may be to prepare a Bearnaise sauce using a standardized recipe. - answers task benefits of training: - answers *improved performance
four steps in the position analysis process: - answers *prepare a task list *develop a task breakdown *consider performance standards *write job descriptions a list of all tasks in a position - answers task list a description of how one task in a task list should be performed. - answers task breakdown measurable quality and/or quantity indicators that tell when a staff member is performing a task correctly. - answers performance standards training principles: - answers *trainers must know how to train *trainees must want to learn and need motivation to do so *training must focus on real problems *training must emphasize application *training should consider the trainees' life and professional experiences *training should be informal *use a variety of training methods *the focus should be on trainees
- allow trainees to practice *trainees require time to learn *the environment must be positive *trainees need encouragement & positive feedback *trainees should not compete against each other *teach the correct way to perform a task *train one task at a time *train each task using a step-by-step plan *trainees must know training requirements *consider the trainees' attention span *learning should be paced *learning speed varies for trainees terminology used by and commonly known only to persons familiar with a topic - answers jargon Important characteristics of the trainer: - answers *have the desire to train *have the proper attitude *possess the necessary knowledge & ability/skills one element in a task. For example, to prepare sandwiches a cook must know how to portion ingredients using portion control tools. - answers step important characteristics a trainer: - answers *utilize effective communication skills *know how to train
*have patience *exhibit humor *have time to train *show genuine respect for the trainees *be enthusiastic *celebrate the trainees' success *Value diversity the gestures, mannerisms, expressions and other non-verbal methods that people use to communicate with each other. - answers Body language the essential characteristics consistently required for a product or service to meet the appropriate standards. - answers quality formal process to plan for training: - answers *define training needs *conduct needs assessment (position analysis) *develop training objectives *develop a training plan *develop training lessons *develop update training handbook file *prepare trainees *conduct training individual on job Group training *evaluate training a description of the overview and sequence of a complete training program - answers training plan training lesson - answers information about a single session of a training plan. it contains one or more training objectives and indicates the content and methods to enable trainees to master the content. a hard copy or electronic manual containing the training plan and associated training lessons for a complete training program. - answers training handbook an individualized training method in which a knowledgeable & skilled trainer teaches a less experienced staff member how to properly perform job task. - answers on-job- training on- the- job training advantages: - answers *it incorporates basic principles *it provides maximum realism *it provides immediate feedback *it can be used to train new & experienced staff *it is frequently delivered by peers who regularly perform the task *it is well accepted by trainees
a training method in which the trainer shows trainees how to perform all or part of a task. - answers demonstration a method used to evaluate training that involves administering the same test to trainees before and after the training. positive differences in post test scores provide an objective measure of training effectiveness. - answers pre-test/post-test evaluation assessment tools such as multiple choice and true/false instruments that have only one correct answer and therefore a reduced need for trainers to interpret the trainees' responses. - answers objective tests a person posting as guest who observes and experiences an organization's products and services during a visit and who then reports findings to managers. - answers mystery shopper _______ is a centralized source of information detailing an employer's polices, benefits and employment practices. - answers employee handbook Training dollars per employee is a business indicator of the success of an HR department's introduction and orientation programs - answers True The most popular way to empower employees is to design work so that it can be performed easily by each individual - answers False; teams Christine, a human resource manager, is developing a plan for ensuring the company has enough engineers. She has already gathered forecasts for the number of mechanical engineering graduates from nearby colleges. Now she wants to test various salaries and determine the corresponding percentages of graduates who would accept a job offer with her company. This will allow the HR manager to advise the best salary range to offer, given the supply of labor. Which information system is intended for this kind of analysis? - answers a decision support system High-performance work systems are characterized by high employee turnover. - answers False An organization's HR department makes most decisions about organizational structure.
- answers False Which HRM practice helps organizations achieve high performance? - answers a performance management system measuring customer satisfaction and quality Which element of high-performance work system determines how the details of the organization's necessary activities will be grouped, whether into jobs or team responsibilities? - answers task design
A standard feature of a modern Human Resource Information Systems (HRIS) is the use of _________ databases, which store data in separate files that can be linked by common elements. - answers relational In a high-performance work system, task design makes jobs - answers efficient while encouraging high quality. A work team can be empowered by - answers authorizing the team to make decisions traditionally made by managers.
