Chapter 18 Managing Human Resources in Entrepreneurial Firms 1) Human resource management in small firms is unlike HR management in large firms for all of the following reasons EXCEPT ________. A) size B) industry C) priorities D) informality Answer: B Explanation: B) Managing human resources in small firms is different from HR management in large firms for four main reasons: size, priorities, informality, and the nature of the entrepreneur. Small and large firms exist within the same industry. 2) Approximately what percentage of people working in the U.S. are employed by small businesses? A) 10% B) 25% C) 50% D) 75% Answer: C Explanation: C) More than half the people working in the United States—about 68 million out of 118 million—work for small firms. 3) Which of the following is a true statement regarding HR management at small businesses? A) Owners of firms with less than 100 employees usually handles HR tasks. B) Firms with less than ten employees do not have any human resources tasks. C) In most cases, firms with at least 30 employees can afford an HR specialist. D) Human resources activities in small firms tend to be extremely formal. Answer: A Explanation: A) It's not until a company reaches the 100-employee milestone that it can afford a human resources specialist, so owners conduct most HR tasks. All businesses have HR tasks no matter the size, but small firms focus more on finance, production, and marketing issues. HR at small firms tends to be informally handled. 4) In most small businesses, which of the following is the lowest priority for managers? A) sales B) finance C) production D) HR management Answer: D Explanation: D) It's not just size but the realities of the entrepreneur's situation that drives them to focus on non-HR issues. Studies indicate that the lack of resources in terms of time, money, people, and expertise forces managers to focus on finance, production and marketing with very little energy given to HR. 5) At most small businesses, human resource management activities can best be described as ________. A) formal and standardized B) informal and flexible C) competitive and brief D) nonexistent Answer: B Explanation: B) Human resource management activities tend to be informal in smaller firms because entrepreneurs must be able to react quickly to changes in competitive conditions. Given that, there's some logic in keeping things like compensation policies flexible. 6) Which of the following terms refers to people who create businesses under risky conditions? A) investors B) developers C) entrepreneurs D) visionaries Answer: C Explanation: C) Entrepreneurs are "people who create businesses under risky conditions," and starting new businesses from scratch is always risky. Entrepreneurs therefore need to be highly dedicated and visionary. 7) According to research, which of the following characteristics is most associated with entrepreneurs? A) creative B) indifferent C) controlling D) personable Answer: C Explanation: C) Entrepreneurs need to be dedicated and visionary. Researchers therefore believe that small firms' relative informality partly stems from entrepreneurs' unique personalities. Entrepreneurs tend to be somewhat controlling. 8) Which of the following is a common characteristic of HR at most small businesses? A) dedicated HR manager responsible for recruiting B) strict oversight of compensation regulations C) intranet-based employee benefits enrollment D) duplication of employee data in paperwork Answer: D Explanation: D) For small businesses, many of which don't use human resource information systems, employee data (name, address, marital status, and so on) often appears on multiple human resource management forms. This leads to duplication and inefficiencies. The other choices are not characteristics of most small businesses. 9) Which of the following risks commonly associated with small businesses can most likely be minimized by an HR information systems? A) data entry errors B) personality testing C) college recruiting D) discrimination lawsuits Answer: A Explanation: A) For small businesses that don't use human resource information systems, any change to employee data requires manually changing all forms. This is not only time-consuming and inefficient, but can precipitate errors. HRISs automatically update an employee's information on all forms when a change is made to one form. 10) All of the following HR activities are associated with successful high-growth SMEs EXCEPT ________. A) emphasizing training and development B) conducting regular performance appraisals C) providing job sharing options for employees D) offering competitive recruitment packages Answer: C Explanation: C) Job sharing is not likely to be an option among SMEs. Research concluded that successful high-growth SMEs place greater importance on training and development, performance appraisals, recruitment packages, maintaining morale, and setting competitive compensation levels than do low-performing firms. 11) Which of the following agencies offers small businesses the use of FirstStep Employment Law Advisor? A) Department of Commerce B) Department of Justice C) Department of Labor D) Department of the Treasury Answer: C Explanation: C) The U.S. Department of Labor's "First Step Employment Law Advisor" helps small employers determine which laws apply to their business. 12) The purpose of First Step Employment Law Advisor's Web site is to help small employers to ________. A) determine which state regulations are relevant to their business B) file their tax forms and pay their federal and state taxes C) realize which federal laws apply to their business D) receive legal advice for specific HR problems Answer: C Explanation: C) The U.S. Department of Labor's "First Step Employment Law Advisor" helps small employers determine which laws apply to their business. 13) Fred Landon owns a lawn care business and employs 35 people. Fred is unsure whether federal rules regarding employee discrimination apply to his small business. The Web site of which of the following agencies would be the most useful to Fred? A) Small Business Administration B) Employee Benefits Security Administration C) Equal Employment Opportunity Commission D) Occupational Safety and Health Administration Answer: C Explanation: C) The EEOC web site contains information regarding how EEOC laws regarding discrimination apply to small businesses. The EEOC administers Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967 (ADEA), Title I of the Americans with Disabilities Act of 1990 (ADA), and the Equal Pay Act of 1963. 14) Elliot owns a catering business and employs 30 people. Elliot is uncertain about when to pay overtime and how to calculate overtime wages. The Web site of which of the following would be the most useful to Elliot? A) Office of Personnel Management B) Department of Labor C) Department of Commerce D) Equal Employment Opportunity Commission Answer: B Explanation: B) The U.S. Department of Labor's "First Step Employment Law Advisor" helps small employers determine which laws apply to their business. A linked DOL site provides information on the Fair Labor Standards Act (FLSA). It contains several specific "elaws advisors." Each one provides practical guidance on questions such as when to pay overtime. 15) Mark owns a small business that provides engineering consulting services. Mark is new to business ownership, and he has a list of questions he would like answered. Mark has logged on to the EEOC web site to search for answers. Which of Mark's questions is LEAST likely to be addressed on this web site? A) What employees are exempt from overtime pay? B) How do I know if EEOC laws apply to my business? C) What should I do if someone files a charge against my firm? D) What constitutes unfair treatment in the workplace? E) How would I resolve a discrimination charge without facing a lawsuit? Answer: A Explanation: A) The DOL web site rather than the EEOC web site would most likely provide information regarding overtime pay. The other questions address issues regarding discrimination and would likely be answered on the EEOC web site. 16) Jana owns a dry cleaning business and employs 25 people. She needs a safety and accident checklist that is specific to the dry cleaning industry. Jana would most likely find the information she needs on the ________ web site. A) SBA B) O*NET C) EEOC D) OSHA Answer: D Explanation: D) OSHA's site provides, among other things, easy access to the OSHA Small Business Handbook. This contains practical information for small business owners, including industry-specific safety and accident checklists. 17) Small business owners can use O*NET when they need help with ________. A) writing job descriptions B) filing accident reports C) testing job applicants D) filing business taxes Answer: A Explanation: A) The Department of Labor's O*NET has an online wizard that enables business owners to quickly create accurate and professional job descriptions and job specifications. 18) Kate is applying for a job at Logan Electronics, a small firm. Kate has been asked to take the Wonderlic Personnel Test. What is Logan Electronics most likely trying to measure? A) honesty and ethics B) psychological status C) general mental ability D) personality traits Answer: C Explanation: C) The Wonderlic Personnel Test measures general mental ability. With questions somewhat similar to the SAT, it takes less than 15 minutes to administer the 4-page booklet. 19) The Wonderlic Personnel Test is especially appropriate for small businesses because it is ________. A) useful for training new hires B) equivalent to the GRE test C) developed by the EEOC D) easy to administer Answer: D Explanation: D) Some tests are so easy to use they are particularly good for smaller firms. One is the Wonderlic Personnel Test, which measures general mental ability. With questions somewhat similar to the SAT, it takes less than 15 minutes to administer the 4-page booklet. 20) When Hank applied for a job with Morton Consulting, he was given the Predictive Index. What was Morton Consulting most likely attempting to measure with the Predictive Index? A) dominance B) extroversion C) reading level D) blame avoidance Answer: C Explanation: C) The Predictive Index measures work-related personality traits, drives, and behaviors—in particular dominance, extroversion, patience, and blame avoidance—on a 2-sided sheet. The test is focused on personality rather than specific skills like reading ability. 21) Which of the following is the primary benefit for a small firm that uses the online services provided by testing vendors such as Wonderlic? A) reduced testing fees B) increased pool of applicants C) highly accurate job specifications D) more applicant background checks Answer: B Explanation: B) Online options with testing vendors have many benefits, beyond just saving the time the owners' employees might have to spend testing employees. For example, because it's available 24/7, prospective candidates can log in and apply anytime, wherever they are. That means a larger potential pool of applicants, and hopefully more likelihood of getting an outstanding employee. 22) What is the primary reason that small firms use the Internet for employee training programs? A) relatively low costs B) OSHA guidelines C) SBA requirements D) guaranteed results Answer: A Explanation: A) Although small companies can't compete with the training resources of giants like GE, Internet training can provide, at a relatively low cost, the sorts of professional employee training that was formerly beyond most small employers' reach. Training is offered by the SBA as well as private vendors that often specialize in OSHA-related courses. 23) All of the following are options for small businesses looking for online training programs to improve their employees' skills EXCEPT ________. A) National Association of Manufacturers B) Small Business Administration C) American Management Association D) Equal Employment Opportunity Commission Answer: D Explanation: D) NAM, SBA, and AMA all provide online training programs. The EEOC is a good source for employers to learn about EEOC laws but not for online employee training programs. 24) The owner of A-1 Construction paid more in workers' compensation costs than salaries last year. Which of the following would most likely help the owner of A-1 Construction? A) taking online courses through the SBA B) screening employees with the Predictive Index C) requesting a consultation with an OSHA safety expert D) referring to the First Step Employment Law Advisor for assistance Answer: C Explanation: C) OSHA provides free on-site safety and health services for small businesses. This service uses safety experts from state governments who provide consultations, usually at the employer's workplace. Employers with a high number of workers' compensation claims obviously have safety issues, so an OSHA consult would be beneficial. 25) Which of the following is NOT an aspect of the OSHA Sharp program? A) Employers agree to correct identified hazards. B) Employers undergo a hazard identification survey. C) Employers agree to maintain a safety and health management system. D) Employers receive visits from inspectors after every workers' compensation claim is filed. Answer: D Explanation: D) The OSHA Sharp program is a certification process through which OSHA certifies that small employers have achieved commendable levels of safety awareness. Employers request a consultation and visit, and undergo a complete hazard identification survey. The employer agrees to correct all hazards identified, and to implement and maintain a safety and health management system that, at a minimum, addresses OSHA's safety and health program management guidelines. 26) According to the text, what are the three tools that small businesses can use to improve their HR management practices? A) informality, adaptability, and reliability B) flexibility, familiarity, and informality C) creativity, flexibility, and adaptability D) familiarity, formality, and flexibility Answer: B Explanation: B) Smallness should translate into personal familiarity with each employee's strengths, needs, and family situation. And it should translate into the luxury of being able to be relatively flexible and informal in the human resource management policies and practices the company follows. 27) According to research, a small business owner's familiarity with employees leads to greater ________. A) flexibility with HR policies B) financial profits and rewards C) clarification of expectations D) creativity in recruiting practices Answer: A Explanation: A) Because small businesses need to capitalize on their strengths, they should capitalize on their smallness when dealing with employees. Smallness should translate into personal familiarity with each employee's strengths, needs, and family situation. And it should translate into being relatively flexible and informal in the human resource management policies and practices the company follows. 28) At a small business, what is the most likely benefit of a flexible, informal, and familiar work environment? A) gaining market share quickly B) offering extensive benefits packages C) providing regular, online training courses D) knowing employees' strengths and weaknesses Answer: D Explanation: D) Being familiar with employees means that employers are aware of their workers' strengths and weaknesses. Large firms offer more extensive benefits packages than do smaller ones. 29) Which of the following is a work-life benefit offered exclusively by small businesses? A) professional development seminars B) disability and life insurance benefits C) compressed workweeks during the summer D) job rotation and job enrichment opportunities Answer: C Explanation: C) Unlike large firms, small businesses can offer employees compressed workweeks or three-day weekends during the summer. Job enrichment is easier to accomplish at a small firm, but job rotation can occur at either. The other choices are offered by both small and large firms. 30) Which of the following is NOT a recognition tool used by most small businesses? A) challenging work assignments B) larger office or cubicle C) job enlargement D) job rotation Answer: C Explanation: C) Job enlargement is not a recognition tool because it involves increasing the number of activities a worker is required to do. Challenging work assignments, larger offices, and job rotation opportunities are all tools for recognizing hard working employees. 31) Approximately what percentage of small firms offers retirement benefits to employees? A) 15% B) 35% C) 50% D) 75% Answer: B Explanation: B) Access to retirement benefits is more prevalent in large firms than small ones. Roughly 75% of large firms offer such benefits, while about 35% of small ones do. 32) The Pension Protection Act of 2006 is available to employers with no more than ________ employees. A) 100 B) 250 C) 500 D) 750 Answer: C Explanation: C) The Pension Protection Act of 2006 contains a provision for a new type of retirement benefit that combines traditional defined benefit and 401(k) plans. Only available to employers with fewer than 500 employees, this provision exempts employers from the complex pension rules large employers must adhere to. 33) The Pension Protection Act of 2006 primarily benefits small business employers by ________. A) allowing them to defer tax payments B) eliminating fees linked to retirement plans C) exempting employers from complex pension rules D) making contributions for employers and employees into IRA plans Answer: C Explanation: C) Only available to employers with fewer than 500 employees, the Pension Protection Act of 2006 exempts employers from the complex pension rules large employers must adhere to. 34) Charles Brown owns a small business with 60 employees. Currently his business does not have a retirement plan. He wants an easy method of offering retirement benefits to his employees. Which of the following would most likely be Charles' best option? A) SIMPLE IRA plan B) Roth IRA plan C) stock options D) 401(k) plan Answer: A Explanation: A) Probably the easiest way for small businesses to provide retirement benefits is through a SIMPLE IRA plan. With the SIMPLE (for Savings Incentive Match Plan for Employees) IRA, employers must (and employees may) make contributions to traditional employee IRAs. These plans are for employers or small businesses with 100 or fewer employees and no other type of retirement plan. 35) Which of the following is a true statement regarding SIMPLE IRAs? A) SIMPLE IRAS require employees to make contributions each month. B) Employer contributions to SIMPLE IRAS are not tax deductible. C) Employers usually handle the IRS paperwork for SIMPLE IRAs. D) SIMPLE IRAs have low administrative costs. Answer: D Explanation: D) The plan has very low administrative costs. Employer contributions are tax deductible. With a SIMPLE IRA, the employer must contribute and employees may contribute. The financial institution usually handles the IRS paperwork. 36) All of the following are employee recruitment tools used by most small firms EXCEPT ________. A) professional association Web sites B) local newspaper ads C) Internet job boards D) assessment centers Answer: D Explanation: D) Assessment centers are costly to develop and administer and are likely to be used by large rather than small firms. Small firms rely on Internet postings, newspaper ads, and the Web sites of professional associations for recruiting applicants. 37) Training programs at most small firms can best be described as ________. A) systematic B) nonexistent C) expensive D) informal Answer: D Explanation: D) Small companies typically take a more informal approach to training and development. Most small firms don't systematically monitor their managers' skill needs, but training does exist. 38) Lynn Wallace owns a cleaning supply store and has 55 employees. Lynn needs to hire an accounts services manager. She wants a simple but formal method for screening applicants that is neither costly nor highly time consuming. Which of the following would be most appropriate for Lynn? A) assessment center B) situational judgment test C) work sampling test D) miniature job training Answer: C Explanation: C) Work sampling tests offer simple but formal ways to screen applicants. The other choices are either time consuming or expensive. 39) Which of the following terms refers to a testing method used by small businesses that is based on measuring a candidate's performance on actual basic job tasks? A) work sampling B) skills inventory C) assessment center D) performance appraisal Answer: A Explanation: A) Work sampling tests are used by small firms to assess applicants. A work sampling test means having the candidates perform actual samples of the job in question. Such tests have obvious face validity and are easy to devise. 40) All of the following are characteristics of work sampling tests EXCEPT ________. A) simple to administer B) informal procedures C) easy to create D) valid results Answer: B Explanation: B) Work sampling tests are simple yet formal tools for screening applicants. They are inexpensive and easy to create and provide valid results. 41) Training programs at most small firms tend to focus on ________. A) specific competencies needed at the firm B) long-term management skills C) strategy needs at the firm D) marketing and finance Answer: A Explanation: A) Research shows that smaller firms tend to focus any management development training on learning specific firm-related competencies (such as how to sell the firm's products). They generally downplayed developing longer-term management skills due to a reluctance to invest too much in managers who may then leave. 42) All of the following are informal training methods recommended to small businesses EXCEPT ________. A) paying tuition for specialized courses B) arranging weekly classes led by paid experts C) providing a library of learning-based DVDs D) sending employees to association meetings Answer: B Explanation: B) Weekly classes for all employees would be too costly and formal for most small firms. The other choices are recommended informal training methods for small businesses. 43) Which of the following is a recommended method for establishing fairness at a family business? A) requiring family members to telecommute B) avoiding the hiring of family members C) eliminating privileges for family members D) promoting only non-family members Answer: C Explanation: C) Family members should come in earlier, work harder, and stay later than other employees do to make it clear that family members earned their promotions. Discord among family members at work is distracting, so issues should be confronted. 44) Which of the following is the most likely result of treating family and non-family employees at a small business differently? A) communication difficulties B) benefits discrepancies C) union involvement D) poor morale Answer: D Explanation: D) Treating inequitably family and nonfamily employees can undermine perceptions of fairness, as well as morale. It is less likely that fairness issues would lead to communication problems, benefits discrepancies, or union involvement. 45) Which of the following best explains why effective communication methods are essential to small businesses? A) Managers lack the time to become familiar with all employees. B) A few disgruntled employees can have a significant negative effect. C) Informality and flexibility require managers to be prepared for change. D) Limited investments in technology require small firm employees to adapt. Answer: B Explanation: B) Effective communications are important for any manager, but especially for those managing small businesses. With a thousand or more employees, one or two disgruntled employees who feel you're not treating them fairly may get lost in the crowd. But in a small restaurant or retail shop, one or two disgruntled employees can destroy the businesses' quality service. 46) All of the following are simple communication programs recommended to small businesses EXCEPT ________. A) quick, scheduled meetings B) updated employer Web sites C) scheduled employee retreats D) regular employee newsletters Answer: C Explanation: C) Online reporting, newsletters, Web sites and regular meetings are effective and simple ways to communicate with employees. Retreats are costly and complicated. 47) Which of the following terms refers to an outside vendor that manages HR functions for small businesses? A) professional employer organization B) human resource outsourcer C) employee leasing firm D) all of the above Answer: D Explanation: D) Many small business owners look at all the issues involved with managing personnel, and decide to outsource all or most of their human resource functions to outside vendors. Such vendors are called professional employer organizations (PEOs), human resource outsourcers (HROs), or sometimes employee or staff leasing firms. 48) A small business owner would most likely use a professional employer organization in order to ________. A) network with industry professionals B) automate succession planning C) handle HR activities like payroll D) conduct organized labor activities Answer: C Explanation: C) PEOs handle a firm's HR management requirements like payroll and tax form filing. 49) Jill Roberts owns a flower shop and employs 20 people. Jill lacks the time and knowledge to efficiently handle HR tasks like payroll and benefits management. Which of the following would be most appropriate for Jill in this situation? A) filing with COBRA B) finding an HMO C) creating a PAQ D) hiring a PEO Answer: D Explanation: D) Professional employer organizations (PEOs) are outside vendors that handle a firm's HR management requirements like payroll , benefits, and tax form filing. 50) Which of the following is a characteristic of a PEO? A) PEOs become co-employers of record for the firm's employees. B) PEOs usually work for firms with at least 100 employees. C) Most PEOs charge 8% to 10% of a firm's total payroll. D) PEOs are legally limited to payroll tasks. Answer: A Explanation: A) By transferring the client firm's employees to the PEO's payroll, PEOs become co-employers of record for the employer's employees. The PEO usually handles HR activities such as recruiting, hiring, payroll, and taxes. Most PEOs focus on employers with less than 100 employees, and charge fees of 2% to 4% of a company's payroll. 51) Which of the following is NOT one of the primary reasons that small businesses use PEOs? A) managing overwhelming personnel-related paperwork B) fulfilling personnel-related legal responsibilities C) supporting the HR department temporarily D) acquiring affordable insurance and benefits Answer: C Explanation: C) Up to 100 or so employees, small firms typically have no dedicated HR managers or specialists, so PEOs are not hired to support an HR department temporarily. Instead, PEOS are hired to manage paperwork, stay in legal compliance, and gain affordable insurance. 52) A ________ can help a small business eliminate extensive HR-related paperwork, stay in compliance with Title VII, OSHA, and pension plan rules, and attain low-cost insurance. A) professional employer organization B) human resource information system C) management information system D) transaction-processing system Answer: A Explanation: A) PEOs handle the HR-related paperwork of small firms and also ensure that firms stay in compliance with various federal and state laws. PEOs also help small firms acquire insurance at a lower rate than they could attain on their own. Information systems help eliminate paperwork, but they are not involved in attaining low-cost insurance. 53) David owns a small architecture firm with 75 employees. He wants to use a PEO to handle his firm's HR activities. David is in the process of investigating Assure Group, a PEO. Which of the following best supports the argument that David should use Assure Group? A) The Assure representative explains that the PEO has been in business for one year. B) The Assure representative does not ask David about his company's current HR policies. C) The Assure representative promises David that his company will see substantial savings. D) The Assure representative asks David many questions about his company's safety policies. Answer: D Explanation: D) A reputable PEO will question an owner extensively about the firm's workplace safety and human resource policies and practice because the two will be sharing liability. Promises of big savings, short time doing business, and disinterest in HR policies signal problems. 54) David owns a small architecture firm with 75 employees. He wants to use a PEO to handle his firm's HR activities. David is in the process of investigating Assure Group, a PEO. Which of the following undermines the argument that David should use Assure Group? A) Assure lacks a clear credit history due to a recent corporate name change. B) Assure's Web site indicates that customers experience only modest savings. C) Assure requires business owners to complete questionnaires about workplace safety. D) Assure provides payroll, recruiting, and screening services to customers. Answer: A Explanation: A) An unclear credit history and a recent name change suggests that the PEO may have had problems in the past. A reputable PEO will question an owner extensively about the firm's workplace safety and human resource policies and practice because the two will be sharing liability. Reputable PEOs will acknowledge that savings will be minimal and will belong to a national association. 55) David owns a small architecture firm with 75 employees. He wants to use a PEO to handle his firm's HR activities. David is in the process of investigating Assure Group, a PEO. Which of the following questions is LEAST relevant to David's decision regarding whether or not to hire Assure? A) Will employee benefits be fully insured or partially self-funded by Assure? B) What HR and legal expertise is available from the Assure staff? C) What is the process that Assure uses to handle HR-related legal issues? D) How does Assure effectively communicate HR needs with its employees? Answer: D Explanation: D) The manner in which Assure communicates with its own employees is least relevant to David's decision. David needs to ask how benefits are funded and about Assure's expertise, and processes before he can make a sound decision. 56) All of the following are recommended activities for small business managers who are in the process of selecting a professional employer organization EXCEPT ________. A) analyzing how the employee benefits are funded B) checking the professional rating assigned to the PEO C) assessing the PEO's staff for experience and depth D) asking how the PEO will provide its services Answer: B Explanation: B) No rating system exists for PEOs although there are professional organizations. Firms should check how benefits are funded, assess the staff, and ask how the PEO will provide services. 57) Beth recently opened an embroidery business and has four employees who work full-time for her. Which of the following will Beth most likely use to manage her company's human resources tasks? A) manual HR system B) automated HR system C) HR outsourcer system D) HR scorecard system Answer: A Explanation: A) Very small employers (with 10 employees or less) will probably start with a manual human resource management system. 58) Julie has a small accounting firm with only six employees, so she handles HR tasks manually. Julie recently hired a new employee. Which of the following forms will Julie most likely need on the worker's first day of employment? A) reference check form B) employment agreement form C) vacation request form D) absence report form Answer: B Explanation: B) Julie will most likely need an employment agreement form on the first day. Prior to hire, she would have needed the reference check form. When the employee requests vacation or is absent, Julie will need to acquire those forms. 59) All of the following tasks can be managed with most HR software programs EXCEPT ________. A) payroll B) attendance C) outplacement D) benefits management Answer: C Explanation: C) Most HR software packages are capable of handling tasks associated with payroll, attendance, and benefits. Outplacement counseling for laid off employees would not likely be managed by an HR software program. 60) Which of the following terms refers to the interrelated people, data, technology, and organizational procedures a firm uses to collect, process, store, and disseminate information? A) talent management system B) information system C) competency model D) strategy map Answer: B Explanation: B) The term information system refers to the interrelated people, data, technology, and organizational procedures a company uses to collect, process, store, and disseminate information. Information systems may or may not be computerized. 61) A(n) ________ system provides a firm's managers and accountants with detailed information about short-term, daily activities, like accounts payables and order status. A) transaction-processing B) executive support C) management information D) employee assistance Answer: A Explanation: A) Transaction-processing systems provide the company's managers and accountants with detailed information about short-term, daily activities, such as accounts payables, tax liabilities, and order status. Management information systems (MIS) are a level up; they help managers make better decisions by producing standardized, summarized reports on a regular basis. One more level up, executive support systems provide top managers with information for making decisions on matters such as 5-year plans. 62) A management information system helps managers make effective decisions by ________. A) providing detailed information about tax liabilities B) automatically updating employee records and data C) regularly generating standardized, summarized reports D) providing data about a firm's customer orders and returns Answer: C Explanation: C) Management information systems (MIS) are a level up; they help managers make better decisions by producing standardized, summarized reports on a regular basis. Transaction-processing systems provide the company's managers and accountants with detailed information about short-term, daily activities, such as accounts payables, tax liabilities, and order status. 63) Which of the following provides upper management with information for making long-term decisions and developing strategies? A) management information system B) transaction-processing system C) online self-processing system D) executive support system Answer: D Explanation: D) Executive support systems provide top managers with information for making decisions on matters such as 5-year plans. Management information systems help managers make better decisions by producing standardized, summarized reports on a regular basis. Transaction-processing systems provide the company's managers and accountants with detailed information about short-term, daily activities, such as accounts payables, tax liabilities, and order status. 64) Which of the following terms refers to interrelated components working together to collect, process, store, and disseminate information to support a firm's human resource management activities? A) transaction-processing system B) high-performance work system C) human resource information system D) electronic performance support system Answer: C Explanation: C) As companies grow, they also often turn to integrated human resource information systems (HRIS). We can define an HRIS as interrelated components working together to collect, process, store, and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization's HRM activities. 65) All of the following are reasons that firms install human resource information systems EXCEPT ________. A) worker performance monitoring B) online self-processing C) transaction processing D) system integration Answer: A Explanation: A) HRIS enables firms to improve transaction processing, offer self-processing options, integrate HR functions, and generate reports. An HRIS is not used to monitor the performance of employees. 66) Which of the following makes it possible for employees to self-enroll in a firm's benefits program through a secure Internet site? A) executive support system B) management information system C) human resources information system D) electronic performance support system Answer: C Explanation: C) HR information systems make it possible to make the company's employees part of the HRIS. Employees can self-enroll in all their desired benefits programs over the Internet at a secure site with firms that have HRISs. 67) An HRIS increases the reporting capabilities of managers because an HRIS ________. A) allows a firm to plan its HR activities B) integrates separate HR tasks C) processes a firm's payroll D) works on a firm's intranet Answer: B Explanation: B) Because the HRIS integrates numerous individual HR tasks (training records, appraisals, employee personal data), installing an HRIS boosts HR's reporting capabilities. 68) All of the following are common functions of a firm's human resource intranet EXCEPT ________. A) providing electronic pay stubs B) filing federal and state employment taxes C) providing electronic employee handbooks D) registering employees for training programs Answer: B Explanation: B) A firm's HR intranet is used by employees to attain pay stubs and electronic handbooks. Employees can also register for training. Filing taxes is not likely to occur on the firm's intranet. 69) Rob, the owner of A-Tech, a small software firm, plans to use the streamlined interview process to interview candidates for a programming position at the company. Rob should first ________. A) ask questions about significant areas in a candidate's life B) probe specific factors during the interview C) devise a plan for the interview D) prepare for the interview Answer: D Explanation: D) The first step in the streamlined interview process involves preparing for the interview by considering the skills and traits required for the job. 70) Managers who prepare for an interview using the streamlined interview process should focus on all of the following factors about a candidate EXCEPT ________. A) personality B) age and skills C) work motivation D) knowledge and experience Answer: B Explanation: B) Personality, motivation, intellectual capacity, and personality are factors that should be considered. It is illegal to discriminate for or against an applicant because of age. 71) Approximately one-third of people working in the U.S. are employed by small firms. Answer: False Explanation: More than half the people working in the United States—about 68 million out of 118 million— work for small firms. 72) In most cases, when a company has at least 100 employees, it can afford to hire an HR specialist to handle recruiting, training, and compensating employees. Answer: True Explanation: It would be very unusual to find a really small business—say, fewer than 90 or so employees— with a dedicated human resource management professional. The rule of thumb is that it's not until a company reaches the 100-employee milestone that it can afford an HR specialist. 73) Human resource management activities, such as training, appraisals, and hiring, are typically formal at small firms but informal at large firms. Answer: False Explanation: Human resource management activities tend to be more informal in smaller firms. Training, for example, tends to involve coworker and supervisory on-the-job training rather than the formal training programs used by large firms. 74) Research indicates that entrepreneurs tend to crave control. Answer: True Explanation: Entrepreneurs tend to be somewhat controlling: "Owners tend to want to impose their stamp and personal management style on internal matters, including the primary goal and orientation of the firm, its working conditions and policies, and the style of internal and external communication and how this is communicated to the staff." 75) Without tools like Web-based recruiting and computerized testing, small businesses are at a competitive disadvantage against large firms. Answer: True Explanation: Small business owners run the risk that their relatively rudimentary human resource practices will put them at a competitive disadvantage. Big firms use practices such as Web-based recruiting, computerized testing, and intranet-based employee benefits enrollments to reduce the resources they must spend on them. A small business owner not using tools like these is probably deriving inferior results than (larger) competitors. 76) While most small firms are affected by the Fair Labor Standards Act and the Occupational Safety and Health Act, only large firms need to be familiar with the Consumer Credit Protection Act. Answer: False Explanation: For a typical small firm, laws that affect them include the Consumer Credit Protection Act, Employee Polygraph Protection Act, Fair Labor Standards Act, Immigration and Nationality Act, Occupational Safety and Health Act, Uniformed Services Employment and Reemployment Rights Act, and Whistleblower Acts. 77) A small business employer who is unsure what to do when faced with a discrimination charge would most likely find useful information on the EEOC Web site. Answer: True Explanation: The EEOC Web site contains important and practical information regarding EEOC matters. 78) Since Internet job boards are limited to large firms, small business owners are forced to recruit through local newspapers. Answer: False Explanation: Small business owners can post positions on Internet job boards such as Careerbuilder.com and Monster.com, on the sites of professional associations, or on the sites of local newspapers. 79) The Wonderlic Personnel Test measures personality traits and behaviors, while the Predictive Index measures general mental ability. Answer: False Explanation: The Wonderlic Personnel Test measures general mental ability, and the Predictive Index measures personality traits, drives, and behaviors. 80) Online employee testing and training programs are frequently used by small businesses because such tools save both time and money. Answer: True Explanation: Online testing saves small business owners the time it takes to administer tests and are not very expensive. Similarly, online training programs allow small firms to offer employee training much like large firms do but at very low costs. 81) In addition to offering employers courses in writing job descriptions and interviewing job candidates, the Small Business Administration also offers free job postings for small business owners looking for qualified applicants. Answer: False Explanation: The federal government's Small Business Administration provides a virtual campus that offers online courses, workshops, publications, and learning tools aimed toward supporting entrepreneurs. However, the site does not post jobs for small businesses. 82) Small business owners can contract with private vendors for training workers, testing applicants, appraising employees. Answer: True Explanation: Online training and testing is available through private vendors. Small business owners can also use online services to aid with performance appraisals and compensation. 83) Appropriately compensating employees is difficult for small businesses because of the lack of access to salary surveys. Answer: False Explanation: Lack of easy access to salary surveys once made it difficult and time-consuming for smaller businesses to fine-tune their pay scales. Today, sites like www.salary.com make it easy to determine local pay rates. 84) Research indicates that the majority of workplace accidents, especially serious accidents, occur in firms that employ less than 50 workers. Answer: True Explanation: Safety is an important issue among small employers. One European study found that the majority of workplace accidents and serious workplace accidents occur in firms with fewer than 50 employees. 85) For a fee, a small business can receive an on-site safety consultation with an OSHA safety expert to help improve the health and safety systems at the worksite. Answer: False Explanation: OSHA provides free on-site safety and health services for small businesses. This service uses safety experts from state governments who provide consultations at the employer's workplace. 86) Unlike large organizations, small businesses benefit from familiarity with employees and flexibility and informality in HR management. Answer: True Explanation: Small businesses need to capitalize on their strengths, so in dealing with employees they should capitalize on their smallness. Smallness should translate into personal familiarity with each employee's strengths, needs, and family situation. And it should translate into flexibility and informality in the HRM policies and practices the company follows. 87) In order to recruit top-quality employees, the majority of small businesses offer retirement benefits. Answer: False Explanation: Access to retirement benefits is more prevalent in large firms than small ones. Roughly 75% of large firms offer such benefits, while about 35% of small ones do. 88) Small businesses primarily rely on Internet-based recruitment and selection tools rather than employee referrals which are frequently unsuccessful. Answer: False Explanation: Some small business managers use Internet-based recruitment and selection tools ,but most small firms tend to rely on more informal employee selection and recruitment practices like employee referrals and unstructured interviews. 89) The simplicity of SIMPLE IRAs makes them appropriate for small businesses with 100 or fewer employees. Answer: True Explanation: SIMPLE IRA plans are for employers or small businesses with 100 or fewer employees and no other type of retirement plan. 90) Although employer contributions to SIMPLE IRAS are tax deductible, the plans have fairly high administrative costs. Answer: False Explanation: SIMPLE IRAs have very low administrative costs. Employer contributions are tax deductible. 91) Small businesses typically do not provide employee training that emphasizes long-term management skills because of concerns regarding employee turnover. Answer: True Explanation: Small firms usually focus any management development training on learning specific firm-related competencies (such as how to sell the firm's products). They generally downplay developing longer-term management skills due to a reluctance to invest too much in managers who may then leave. 92) Human resource outsourcers handle a firm's HR functions on an administrative level, so the client firm's employees are not added to the HROs payroll. Answer: True Explanation: By transferring the client firm's employees to the PEO's payroll, PEOs become co-employers of record for the employer's employees. In contrast, HROs usually handle HR functions on an "administrative services only"—they're a client's "HR office." A client's employees still work for the client rather than for the HRO. 93) A PEO handles a client's payroll, Social Security payments, and unemployment insurance, but recruiting and hiring remain the responsibility of the client. Answer: False Explanation: The PEO usually handles employee-related activities such as recruiting, hiring (with client firms' supervisors' approvals), and payroll and taxes (Social Security payments, unemployment insurance, and so on). 94) Small businesses frequently use PEOs because they lack dedicated HR managers. Answer: True Explanation: Up to 100 or so employees, small firms typically have no dedicated HR managers, and even larger ones may have few specialists. That means the owner has all or most of the human resource management burden on his or her shoulders and needs the help of a PEO. 95) In most cases, a PEO shares liability with its clients, which encourages the PEO to ensure that its clients comply with COBRA, Title VII, and OSHA. Answer: True Explanation: Staying in compliance with pension plan rules, Title VII, OSHA, COBRA, the Fair Labor Standards Act, and other personnel-related laws can be distracting. PEOs generally share liability with clients and have a vested interest in preventing workplace injuries and employee lawsuits. 96) PEOs enable small businesses to attain insurance and other benefits at lower costs because the PEO absorbs the small company's employees into a larger insurable group. Answer: True Explanation: The PEO becomes the legal employer of a small firm's employees, and the employees are absorbed into a much larger insurable group. As a result, a small business owner may be able to get insurance (as well as benefits like 401(k)) for its people that it couldn't otherwise. 97) A small firm usually begins with a manual human resource management system before shifting to an automated system. Answer: True Explanation: Most small firms with less than 10 employees can manage their HR manually. However, once a firm grows, manual systems are usually replaced by automated systems. 98) With an intranet-based HRIS, employees can access the benefits home page and find information about their firm's medical and dental plans. Answer: True Explanation: Employers are creating intranet-based HR information systems that allow employees to access the benefits home page and review the company's 401(k) plan investment options, get answers to frequently asked questions about the company's medical and dental plans, and report changes in family status. 99) Compressed work weeks, flexible work schedules, and occasional free meals are work-life benefits that small firms use to retain good employees. Answer: True Explanation: Small firms benefit from flexibility, so they are able to offer employees compressed work weeks, flexible schedules, and free meals to show appreciation. 100) When using the four-step training process, the first step involves developing a task analysis record form. Answer: False Explanation: The first step of the four-step training process is to write a detail job description that lists the tasks of each job and a summary of the steps involved. The second step is to develop a task analysis record form. 101) How does HR management differ in small and large firms? How do HR systems differ in small and large firms? Answer: Managing human resources in small firms is different for four main reasons: size, priorities, informality, and the nature of the entrepreneur. Few small firms have a dedicated human resource management professional. The priorities of a small firm are focused less on HR and more on financing, production, and marketing. HR management activities tend to be more informal in smaller firms. Such informality isn't just due to a lack of expertise and resources; it's also partly a "matter of survival." Entrepreneurs must be able to react quickly to changes in competitive conditions. Very small employers (say, with 10 employees or less) will probably start with a manual human resource management system. From a practical point of view, this generally means obtaining and organizing a set of standardized personnel forms covering each important aspect of the HR—recruitment, selection, training, appraisal, compensation, safety process—as well as some means for organizing all this information for each of your employees. As the small business grows, it becomes increasingly unwieldy and uncompetitive to rely on manual HR systems. For a company with 40 or 50 employees or more, the amount of management time devoted to things like attendance history and performance appraisals can multiply into weeks. It is therefore at about this point that most small- to medium-sized firms begin computerizing individual human resource management tasks. As companies grow, they also often turn to integrated human resource information systems (HRIS). We can define an HRIS as interrelated components working together to collect, process, store, and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization's human resource management activities. 102) What are the personal strengths of most successful entrepreneurs? What are the strengths of small businesses? How can small businesses use these strengths to improve their HRM practices? Answer: Psychologists have studied entrepreneurs' personality traits, and produced some useful insights. Based on several studies, researchers say that the entrepreneur's personality characteristics include self-confidence, a high level of motivation, a high energy level, persistence, initiative, resourcefulness, the desire and ability to be self-directed, and a relatively high need for autonomy. Other studies of entrepreneurs focus on the "proactive personality." Proactive behavior reflects the extent to which people ". . . take action to influence their environments." Small businesses need to capitalize on their strengths, so in dealing with employees they should capitalize on their smallness. Smallness should translate into personal familiarity with each employee's strengths, needs, and family situation. And it should translate into the luxury of being able to be relatively flexible and informal in the human resource management policies and practices the company follows. Smaller businesses often need to adapt quickly to environmental realities like competitive challenges. This often means that entrepreneurs tend to conduct matters such as raises, appraisals, and time off "on an informal, reactive basis with a short time horizon." 103) What types of HR-related risks are faced by most small businesses? How can PEOs help small firms with these risks? Answer: A lack of attention and expertise regarding HR means that most small businesses face certain risks. First, small business owners run the risk that their relatively rudimentary human resource practices will put them at a competitive disadvantage. Second, there is a lack of specialized HR expertise. In most larger small businesses, there are at most one or two dedicated human resource management people responsible for the full range of HR functions, from recruitment to compensation and safety. This makes it more likely that they'll miss problems in specific areas. Third, the smaller firm is probably not adequately addressing potential workplace litigation. Fourth, the small business owner may not be fully complying with compensation regulations and laws. Fifth, duplication and paperwork leads to inefficiencies and data entry errors. A professional employer organization (PEO) can minimize risks for small firms. These vendors range from payroll companies to those that handle all an employer's human resource management requirements, such as paperwork, benefits, and legal compliance. 104) What risks are faced by most small business owners regarding laws, litigation, and safety? What government tools are available to assist small businesses with these risks? Answer: The smaller firm is probably not adequately addressing potential workplace litigation. Most small business owners are well aware of the threat of employment r elated litigation. However, their size and lack of HR expertise makes it unlikely that they'll address the problem. For example, most don't provide adequate (or any) employment discrimination or sexual harassment training. The small business owner may not be fully complying with compensation regulations and laws, such as paying compensatory time for overtime hours worked, and distinguishing between employees and independent contractors. Violations have serious consequences. Many government tools are available to small businesses. The U.S. Department of Labor's First Step Employment Law Advisor helps small employers determine which laws apply to their business. The U.S. Equal Employment Opportunity Commission (EEOC) administers Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act of 1967 (ADEA), Title I of the Americans with Disabilities Act of 1990 (ADA), and the Equal Pay Act of 1963 (EPA). Its Web site contains important information and practical advice regarding EEOC matters. The DOL's Occupational Safety and Health Administration site similarly supplies guidance for small business owners. This contains practical information for small business owners, including industry-specific safety and accident checklists. 105) How has the Internet changed how small businesses compete with large businesses in regards to HR-related issues? Answer: Internet resources can make small business owners almost as effective as their large competitors at writing job descriptions and building applicant pools. For example, the Department of Labor's O*NET enables business owners to quickly create accurate and professional job descriptions and job specifications. Small business owners can use online recruiting tools like Internet job boards to post positions. For businesses with their own company Web sites, the dot-jobs domain can be effective. Although small companies can't compete with the training resources of giants like GE, Internet training can provide, at a relatively low cost, the sorts of professional employee training that was formerly beyond most small employers' reach. We've seen that even small employers now have easy access to computerized and online appraisal and compensation services. For example, small employers can contract with vendors that enable them to do performance appraisals online. 106) In a brief essay, discuss the Wonderlic Personnel Test, the Predictive Index, and work sampling methods for screening employees. What are the advantages and disadvantages of each for small businesses? Answer: For the small business, one or two hiring mistakes could wreak havoc. Some tests are so easy to use they are particularly good for smaller firms. One is the Wonderlic Personnel Test, which measures general mental ability. With questions somewhat similar to the SAT, it takes less than 15 minutes to administer the 4-page booklet. Comparing the person's score with the minimum scores recommended for various occupations shows whether the person achieved the minimally acceptable score for the type of job in question. The Predictive Index measures work-related personality traits, drives, and behaviors—in particular dominance, extroversion, patience, and blame avoidance—on a 2-sided sheet. A template makes scoring simple. The Predictive Index program includes 15 standard benchmark personality patterns. Both tests are available in online versions. Online arrangements like these have many benefits, beyond just saving the time the owners' employees might have to spend testing employees. For example, because it's available 24/7, prospective candidates can log in and apply anytime, wherever they are. That means a larger potential pool of applicants, and hopefully more likelihood of getting an outstanding employee. There are low-tech and costless things a small business can do to improve its selection process., such as work sampling tests. A work sampling test means having the candidates perform actual samples of the job in question. Such tests have obvious face validity (they should clearly measure actual job duties) and are easy to devise. 107) What work-life benefits are offered by small firms that are not available with large firms? If given a choice, would you rather work for a small or a large firm? Use specific details to support your argument. Answer: Small firms can offer employees work–life benefits that large employers usually can't match. Here are some examples: • Extra time off. For example, some small business owners offer Friday afternoons off in the summer. • Compressed workweeks. For example, in the summer, offer compressed workweeks that allow employees to take longer weekends. • Bonuses at critical times. Small business owners are more likely to know what's happening in the lives of their employees. They often use this knowledge to provide special bonuses, for instance, if an employee has a new baby. • Flexibility. Small businesses should excel at helping employees deal with the demands of personal issues like child care and elder care. • Sensitivity to employees' strengths and weaknesses. The relative intimacy of the small business should enable the owner to be better attuned to his or her employees' strengths, weaknesses, and aspirations. 108) You are the owner of a small business and feel overwhelmed by the paperwork. You have decided to use a PEO. What are the issues you must address to determine which PEO is best for your company? Answer: Small business managers need to choose and manage the PEO relationship carefully. You should conduct a needs analysis so that you'll know ahead of time exactly what human resource and risk management concerns your company wants to address. You should review the services of all PEO firms you're considering and determine if the PEO is accredited. Check the provider's bank, credit, and professional references. Make sure to demand specifics on things like insurance providers and creditors. Understand how the employee benefits are funded. Is it fully insured or partially self-funded? Who is the third-party administrator or carrier? Confirm the participating employers will receive first-day coverage. See if the provider contract assumes the employment law compliance liabilities in the applicable states. Review the service agreement carefully. Investigate how long the PEO has been in business. The vendor should show a history of staying power to show that it's well-managed. Check out the prospective PEO's staff. Periodically get proof that payroll taxes and insurance premiums are being paid properly and that any legal issues are handled correctly. 109) What are the basic elements and steps involved in a manual HR system? What are the benefits of using an automated HR system? Answer: Very small employers (say, with 10 employees or less) will probably start with a manual human resource management system. From a practical point of view, this generally means obtaining and organizing a set of standardized personnel forms covering each important aspect of the HR—recruitment, selection, training, appraisal, compensation, safety process—as well as some means for organizing all this information for each of your employees. As the small business grows, it becomes increasingly unwieldy and uncompetitive to rely on manual HR systems. For a company with 40 or 50 employees or more, the amount of management time devoted to things like attendance history and performance appraisals can multiply into weeks. It is therefore at about this point that most small- to medium-sized firms begin computerizing individual human resource management tasks. Packaged systems provide software solutions for virtually all personnel tasks, ranging from benefits management to compensation, compliance, employee relations, payroll, and time and attendance systems. Software is available for controlling attendance, employee record keeping, writing job descriptions, writing employee handbooks, and conducting computerized employee appraisals. Most systems enable management to produce standard reports on matters such as attendance, benefits, and ethnic information. 110) What are the different levels of information systems in an organization? What is the purpose of each? Answer: Companies tend to install information systems from the bottom up, level by organizational level. Transaction-processing systems often come first; they provide the company's managers and accountants with detailed information about short-term, daily activities, such as accounts payables, tax liabilities, and order status. Management information systems (MIS) are a level up; they help managers make better decisions by producing standardized, summarized reports on a regular basis. For example, an MIS may take raw data (say, on sales by location), and show the sales manager the trend of sales for the past 2 weeks; or show the production manager a graph of weekly inventory levels; or show the CEO a report summarizing the company's revenues, expenses, and profits for the quarter. One more level up, executive support systems provide top managers with information for making decisions on matters such as 5-year plans. For example, the CEO of Ford might use his executive support system to put the sales of each of Ford's various cars last month into context, by comparing them with sales of competing brands. As companies grow, they also often turn to integrated human resource information systems (HRIS). We can define an HRIS as interrelated components working together to collect, process, store, and disseminate information to support decision making, coordination, control, analysis, and visualization of an organization's human resource management activities. Test Bank for Human Resource Management Gary Dessler 9780132668217, 9789353942205, 9780135226803, 9780136089964, 9780134235455, 9780130141248
Download
Close
Close
