Final Exam
_______________ refer(s) to extent to which the pay for a particular job at a particular organization is competitive and fair relative to the pay of the same or similar jobs at other organizations. a. external equity b. organizational justice c. classification d. compensable factors
a
What is the p value conventional cutoff value?
.05
A ______ is a cluster of knowledge, skills, abilities, and other characteristics (KSAOs) necessary to be effective at one's job. a. competency b. leadership vision c. technical skill d. forte
a
A ______ is a number that conveys two important pieces of information: sign and magnitude. a. correlation coefficirnt b. statistical signficance c. p value d. regression coefficient
a
A strong human resource team has a people analyst that is able to interpret data through the lens of human behavior, cognition, and emotion. This is an example of what competency? a. theory b. statistics c. data Management d. business
a
ABC Company avoids hiring young women when possible because they are more likely to go out on maternity leave than older women. This is an example of ______. a. disparate treatment b. disparate impact c. 4/5ths rule d. disparate claim
a
Amanda looks forward to annual performance appraisals because this is when she finds out about her merit pay and bonus amount. This is an example of conducting a performance appraisal for ______ purposes. a. administrative b. development c. compliance d. transformational
a
An ______ refers to a system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources, and the concept of HRIS can be nested within the broader concept of e-HRM. a. human resource information system (HRIS) b. enterprise resource planning (ERP) system c. relational database management system (relational DBMS) d. database management system (DBMS)
a
At what age are most Americans eligible for full retirement benefits in the United States? a. 66-67 b. 64-65 c. 61-62 d. 60-61
a
Candace, an executive at the company where Carl works as a human resource professional, is ready to retire. Carl has been working with Candace to identify employees who are qualified to replace her. This process is called ______. a. succession planning b. retirement planning c. development planning d. performance planning
a
Carlena, a human resource professional, uses performance evaluation data to align employee strengths with jobs. What is this an example of? a. how data can be used to manage talent b. how data can be used to manage evaluations c. how data can be used to eliminate jobs d. how data can be used to motivate
a
Corporate recruiter is a desirable job in the United States due to salary, job openings, job score, and ______. a. job satisfaction b. freelance gigs c. benchmarking d. offshoring
a
Examining whether managers use the same language to describe male and female subordinates is an example of ______________. a. auditing b. record keeping c. discrimination d. favoritism
a
______________ refers to the consistency of measurable in performance appraisals. a. reliability b. validity c. correlation d. linkage
a
A boat manufacturer provides a year-end bonus to the team who most frequently reaches the highest quality metrics during each report period. What type of group pay-for-performance plan is this? a. profit sharing b. gainsharing c. stock options d. team reward
d
A(n) _____________ is an essential necessity of the job and can be used to select employees based on the protected characteristics. a. business need b. essential function c. pretext d. bona fide occupational qualification
d
According to expectancy theory, what is the equation for motivation? a. reinforcement x instrumentality x valence b. instrumentality x expectancy c. instrumentality x valence d. expectancy x instrumentality x valence
d
According to reinforcement theory, refusing to give commissions to salespeople who use unethical tactics would motivate salespeople to be ethical because _________________. a. if a punishment is withheld for a specific behavior, the behavior unlikely to be repeated b. if a punishment is provided for a specific behavior, the behavior is unlikely to be repeated c. if a reward is provided for a specific behavior, the behavior is likely to be repeated d. if a reward is withheld for a specific behavior, the behavior unlikely to be repeated
d
Another name for a job structure is ______________. a. job evaluation b. internal alignment c. internal consistency d. job hierarchy
d
Applying principles of equity theory, employees are likely to compare themselves to other employees based on their perceived ratio of __________. a. variable pay to base pay b. work requirements to life desires c. compensation to benefits d. rewards to contributions
d
Carl, a human resource professional, seeks out Joe while completing a job analysis to learn about what his position entails. Joe was recommended by his supervisor as someone who is highly knowledgeable and skilled and able to give unique information about the job. Joe is considered a ______. a. manager b. administrative assistant c. competency model d. subject matter expert
d
Training is more likely to transfer when there are ______________, in other words, when the training environment is similar to the work environment. a. massed learning opportunities b. spaced learning opportunities c. gamification elements d. identical elements
d
Grant is on a team matter experts performing a job evaluation using the ranking method. They have already gathered the job description for the company's many positions. What should they undertake next? a. order the jobs in terms of their relative contribution b. compare the jobs to those of external companies c. flag any redundant positions for consolidation d. categorize the jobs based on predefined on predefined criteria
a
Hector was placed on a performance improvement plan after his last performance review. He did not make the necessary improvements and now is being dismissed from his job. What is this scenario an example of? a. involuntary turnover b. voluntary turnover c. retirement d. layoff
a
In the 1940s, Kurt Lewin developed a model for implementing new systems that involves what three steps? a. unfreezing, change, refreezing b. assessing, planning, implementing c. assessing, implementing, evaluating d. unfreezing, refreezing, thawing
a
Individuals who are laid off are eligible for __________ to provide a temporary source of income. a. unemployment insurance b. a tax refund c. a payroll tax d. a bonus
a
Jack is 53-years-old and was in a car accident, hit his head, and now has issues with short-term memory that affects major life activities; however, if he writes things down he can perform his job functions without issues. His manager finds it frustrating that Jack needs to stop to write things down and changes the kind of work he is assigned. As a human resource professional, where would you turn to for information about how to support Jack? a. Americans with Disabilities Act of 1990 b. Family and Medical Leave Act c. the Affordable Care Act d. Age Discrimination in Employment Act of 1967
a
Karen, a recruiter, knows that there isn't one selection procedure that is better than another one when choosing applicants. How does Karen decide which selection procedures to use given that there is not one best procedure to implement? a. Karen chooses selection procedures that complement each other. b. Karen chooses selection procedures that are innovative. c. Karen chooses selection procedures that confirm her preferences. d. Karen chooses selection procedures that overlap each other.
a
Kim, a subject matter expert, participates in a job analysis. Her input is used to develop a test for selection. Kim then reviews the test. What is this process meant to ensure? a. content validity b. mechanical validity c. reliability d. predictive validity
a
Kirkpatrick's model of training outcomes classifies ______ reaction as the trainees' belief that the training was actually relevant and useful to their jobs. a. training utility b. training results c. training behavior d. training learning
a
Meena is approached by Paul, an employee who reports to her. Paul is frustrated because he is working on a report but the data he received from another department have a number of errors in it. Meena wants to help coach Paul through this situation. She should ______. a. share with him how she has managed similar situations in the past b. encourage him to tell the other department to make the corrections c. point out that he also makes errors sometimes d. reassign the project to another employee
a
Noelle serves as legal counsel for a Fortune 500 company that continuously recruits, interviews, and hires people. During the selection process, employment tests are often administered. Noelle is concerned about this impact of these tests on protected groups. What specifically concerns Noelle? a. adverse impact b. the amount of time required c. unstructured interviews d. global issues
a
On average, employee benefits cost _____________ of total compensation. a. one third b. one half c. two third d. one fourth
a
That individual tends to gravitate to jobs with rewards systems that fit their disposition, goals, and performance capabilities, and the associated processes of attraction, selection, and attrition are referred to collectively as ___________ effects. a. sorting b. incentive c. compensation d. target
a
The ______, a division of Department of Labor, monitors EEO compliance of federal contractors. a. Office of Federal Contract Compliance Programs b. Executive Compliance Office c. Office of Uniform Guidelines d. Equal Employment Opportunity Commission
a
The recruiter and the hiring manager are assessing candidates for an instructional design position in the training department of the organization. In the past, job candidates have overrated their skills with technology. What can be done to counteract this problem? a. administer an employment test b. align goals and needs c. explore social media for work samples d. identify talent gaps
a
The turnover rate is equal to ___________. a. the number of departures during the year divided by the average number of employees during the year multiplied by 100 b. the number of departures divided by the number of employees who stayed during the entire period multiplied by 100 c. the number of employees at the beginning of the period divided by the number of employees who departed during the year divided by 100 d. the number of employees who stayed during the entire period divided by the average number of employees during the year multiplied by 100
a
The variable "pay" is a _________________ variable a. continuous b. categorical
a
When a person applies less effort in a group pay-for performance situation. They are engaged in ________________. a. social loafing b. corporate citizenship c. collaboration d. competition
a
When building a regression model, it is best to consider all necessary predictor variables to explain your outcome and omit irrelevant variables. If some important variables are left out of the human resource analytics model, a ______ model may be created resulting in an overly subjective, incomplete result. a. biased b. little data c. interpretation d. big data
a
When choosing subject matter experts, it is critical to choose a ______ of the employees for the particular job being analyzed. a. representative sample b. stratified sample c. random sample d. cluster
a
Why might a person perceive low expectancy between their effort and performance? a. when the performance management program has low instrumentality b. when the valence of the performance management program is too high c. when there is no valence commensurate with the amount of effort and performance d. when there is not a clear line of sight between effort and performance
a
_______________ skills include the person's ability to step back and assess their own performance. For example, stepping back to ask whether they are doing well in training a. metacognitive b. transfer c. informing d. feedback
a
Which calculations are appropriate for a categorical variable? a. percentage b. frequency c. standard deviation (SD) d. mean
a,b
What might you recommend to the organization to help correct data integrity of this data in order to produce clean data? a. Restrict Job Level field to only accept valid numbers b. Provide a drop-down list of facilities instead of having users type in information c. Restrict Hire Date and Start Date fields to accept only calendar dates in MM/DD/YYYY format d. Do nothing, it is not a big problem for data analysts to clean up the data when they need to use it e. Decide how to handle "Yes, No" data as either "Yes, No" or "Y, N"
a,b,c,e
The p value is also referred to as the _____________ level.
alpha
A ______________ represents how an organization translates information about the internal job structure and external pay rates of competitors into actionable pay practices: a. pay grade b. pay policy line c. market pay line d. pay rank
b
A structured interview is ________________ an unstructured interview. a. equally valid to b. more valid than c. less valid than d. less reliable than
b
ABC Company would like to hire Jazlynn and knows that she has two other job offers already on the table from competitors. What is one thing the recruiter can do to compete with the competitors and attract Jazlynn to ABC Company? a. give Jazlynn a hard deadline to accept the offer from ABC b. put the best offer forward as much as possible c. tell Jazlyn negative information about the competitors d. provide a site visit
b
An employee enrolled in a __________ makes contributions to an individual account in the form of deferred income. The employer may also be able to contribute to the employee's plan. a. profit-sharing plan b. 401(k) or 403(b) c. cash balance d. defined benefit
b
An organization that tends to invest few resources in new hire training because it focuses on hiring the best talent is using the _________________ strategy. a. develop b. buy c. sell d. SME
b
Bella is a human resource professional working with Jane, a manager. Jane is concerned that she may need to dismiss Cario for performance issues. What is the first question Bella should ask Jane? a. what does the team think about dismissing Carlo? b. what is the root cause of the performance issues? c. how do you want to tell Carlo about the dismissal? d. when do you want to fire Carlo?
b
Bill believes that he has been discriminated against due to being a differently abled person. He contacts the Equal Employment Opportunity Commission and is told that the equal opportunity laws do not apply to him. The company that pays him exercises very little control over the work he does. What could be the reason? a. Bill works part-time b. Bill is an independent contractor c. Bill is protected by the other laws d. Bill has no proof of discrimination
b
Charles decides to share with his applicants a video that contains information about what it is like to work in one of the factories owned by the organization. It includes a day in the life of a factory worker and highlights relevant policies and procedures that are in place. Why does he use such a video? a. to assess attention span and attention to detail b. to help prevent high turnover rates c. to gather opinions high turnover rates d. to show applicants how to perform specific job tasks
b
Decisions that lead to resource constraints including employee energy and burnout as well as financial constraints likely do not consider the ______ characteristic of good decision-making. a. does this course of action take a systematic perspective and consider various stakeholders? b. is this course of action time and resource efficient? c. is this decision based on evidence and data? d. is this decision ethical?
b
Derek has thought about looking for a new job, but then considers his benefits, social network, short commute, and the fact that his family is settled in their community with connections to the school and neighborhood organizations. Why does Derek opt to stay at his job rather than leave? a. unfolding model b. embeddedness c. upper management support d. engagement
b
Drake is a human resource at a large company with impending layoffs due to a facility shutdown. As a result, he familiarizes himself with WARN and learns that employees must be given _________________ written notice. a. 30-day b. 60-day c. 45-day d. 90-day
b
Given the projected growth rate of 9% for human resource management jobs over the next decade, this field is considered ______. a. to have high risk associated to it b. to have a positive job outlook with solid career opportunities c. to have decreasing opportunities d. to have moderate risk associated to it
b
Human resource information systems and electronic human resource management systems are usually integrated into a larger cross-functional data management system called ______. a. a human information system b. an enterprise resource system c. an organizational data management system d. a big data system
b
In 1935, the US Congress passed the ____________ which originally focused on the provision of economic security for old-age individuals but not includes additional programs for mothers and children in need, for individuals with disabilities, for those who are unemployed, and for those whose family members have died. a. federal insurance contributions act b. social security act c. employee retirement income security act d. family medical leave act
b
In job analysis, a ______ survey has subject matter experts indicate how important each of the KSAOs is to each job task. Any KSAOs that are not connected to any critical job tasks would be eliminated from the job analysis. a. critical incident b. linkage c. criticality d. relational
b
In the Five Factor Model personality typology, ______ includes traits such as dependability and achievement orientation and was found to relate to job performance across most jobs. a. openness to experience b. conscientiousness c. extroversion d. neuroticism
b
Jacqueline is known around the office for helping coworkers. Jacqueline feels good when she helps people, even if they do not thank her or show appreciation. According to the textbook why does Jacqueline continue to help people? a. she enjoys challenging her coworkers to be better b. she is intrinsically motivated to be helpful c. she is extrinsically motivated to be helpful d. her behaviors are reinforced
b
James returned to school and is using his tuition reimbursement benefit from the company to pay for his degree. What is BEST thing his employer can do to ensure they retain James after he graduates? a. gives him a raise after graduation b. provide a job that matches his new skill set c. provide a one-time after graduation d. praise his accomplishment
b
Most equal employment opportunity laws apply to companies with how many employees? a. 10 or more b. 15 or more c. 25 or more d. 100 or more
b
Polly works with leaders to identify individuals who might be able to take over their leadership role over time as they advance or retire. This is known as ______. a. talent pool b. replacement planning c. forecasting d. performance planning
b
Some hospitals offer a portion of cost saving to individual doctors when the hospital is able to meet certain goals such as reducing waste without changing the quality of care provided to patients. What type of group pay-for-performance plan is this? a. profit sharing b. stock options c. team reward d. gainsharing
b
The ___________ was introduced in 1993 to protect employees' job security in instances in which they need to take unpaid leave due to family or medical issues. a. social security act b. family medical leave act c. federal insurance contributions act d. employee retirement income security act
b
The most fundamental step in workforce planning is ________________. a. preventing talent gaps b. understanding labor market conditions c. assessing talen pools d. creating recession-resistant positions
b
The variable "sex" is a _______________ variable a. continuous b. categorical
b
What is the objective of most pay-for-performance programs? a. job satisfaction b. strategy realization c. goal setting d. employee engagement
b
When Maria was starting her small business, she took a class about pay structures. She read about the benefits of person-based pay structures. She would like to use the person=based pay structure at her small business. What should she do? a. determine bonuses based on employees' personal traits b. tie together employee pay to the unique abilities they contribute c. pay employees based on the jobs they perform d. make sure pay grades are similar across the company
b
When people are rewarded for unethical behavior, the result is _____________. a. illegal b. more unethical behavior c. team work d. less motivation
b
Why might a manager attach a reward to team performance? a. to make team work less difficult b. to encourage interdependence c. to motivate high performers to lead d. to increase valence
b
_______________ involves using metrics in performance appraisals that truly capture relevant dimensions of performance. a. linkage b. validity c. reliability d. correlation
b
_______________ participants incur lower cost sharing when they use in network medical providers and services a. short-term care b. managed-care c. tax-deferred care d. defined-care
b
________________ is a psychological force that propels an individual (or group of individuals) to ensure certain behavior or to strive for a goal or result. a. instrumentality b. motivation c. expectancy d. incentive
b
A ______ type provides a general approach for how an organization will bring its mission, vision, and values to life, while at the same time leveraging its strengths and improving its weaknesses. a. value b. mission c. strategy d. vision
c
A company that sells lawn care service packages rewards its employees based on the number of packages they sell each month. The company provides prizes such as git cards and event tickets for extrinsic motivation. Extrinsic motivators work best for this scenario because the metric of interest is ______________ of performance. a. quality b. condition c. quantity d. value
c
A measurable business metric that is aligned with a company's strategy is called a _______________. a. paired comparison b. SMART goals c. key performance indicator d. management proposal
c
A tool for determining selection procedures' relationships with each other is _______________. a. an assessment center b. a job analysis c. a correlation matrix d. a work sample
c
According to the ______ rule, one group's selection ratio may not be less than 80% of the majority group's ratio. a. disparate treatment b. equitable relief c. the 4/5ths rule d. pretext
c
Adam teaches CPR. He shows a video to the class of someone performing chest compressions and then he demonstrates chest compressions on a dummy. Next, he asks students to practice on the dummy and provides feedback about their performance. What training method is Adam using? a. programmed instruction b. behavioral tracking c. behavioral modeling d. feedback
c
An employee identification number is a unique identifier sometimes called a ______. a. query variable b. record variable c. linking variable d. field variable
c
Annie, a recruiter, wants to hire the best possible candidate for the job. She knows that to do this, there are two goals of recruitment to focus on. She needs to increase the size of the applicant pool and ___________________. a. hold unstructured interviews b. use targeted recruiting c. increase the number of qualified applicants d. decrease the number of essential functions in the job
c
Asher, a social worker, consistently takes the most challenging cases and manages them well. His supervisor appreciates Asher's willingness to step up when others do not want to take on more complex and difficult cases. As result, she does not address issues with Asher's attendance and time management. She focuses only on the positive dimension of his performance when it is time for a performance evaluation. This is an example of (a) ______ error. a. central tendency b. leniency c. halo d. horns
c
Asking an applicant how many jobs they have had in the 3 years in order to predict how long they are likely to stay in a job is an example of collecting ____________. a. structured interview b. application information c. biographical data d. references
c
At Nick's organization, everyone is treated equally and has a say in decisions. Leadership values the skills that each person brings to the work and appreciates everyone for who they. This is an example of ______. a. an appreciative environment b. a stereotypical environment c. an inclusive environment d. biased environment
c
Denise is training to be a surgical technician. The instructor explains that arranging surgical equipment precisely is critical to patient safety. The instructor includes this information in her training to ______. a. provide a schema b. build rapport c. explain relevancy d. share feedback
c
Effective onboarding programs focus on __________________ new employees. a. welcoming, warning, and training b. training, orienting, and warning c. welcoming, informing, and guiding d. diversifying, welcoming, and guiding
c
Employees who perceive the way rewards are determined and allocated is unfair are less likely to __________________. a. discourage new hires b. be unhappy with their jobs c. help others on the job d. quit their job
c
Florence refuses to answer a question on a job application about her family's medical history. The employer tells her that if she does not complete the application in its entirety, she will not be considered for the job. Which act covers Florence's claim of discrimination? a. Americans with Disabilities Act (ADA) of 1990 b. the Affordable Care Act (ACA) c. Genetic Information Nondiscrimination Act (GINA) of 2008 d. Family and Medical Leave Act (FMLA)
c
From the following list, identify two steps in the human resource analytics scientific process. a. perspective analytics and predictive analytics b. ability-motivation-opportunity model and forming a hypothesis c. formulating a hypothesis and communicating the results d. identifying the problem and data visualization
c
In onboarding, ______ includes activities such as having lunch with the new coworker, having the new employee meet their manager, and inviting them to a social activity or work meeting. a. training b. informing c. welcoming d. guiding
c
In the hospital where Sue works, there is a job classification of "nurse." There are many individuals, however, who hold various types of nursing ______ within the hospital, such as pediatric nurse, intensive care nurse, and medical-surgical nurse. a. uniforms b. specifications c. positions d. shifts
c
Kathleen, a human resource manager, believes all nurse educators should be nurses rather than professional trainers. She discusses her belief with the Director of Nursing for confirmation, even though the Director of Training has explained that professional trainers can provide the required trainings assigned to the opened position. This is an example of ______ bias. a. availability b. anchoring c. overconfidence d. ethical
c
Keaton is examining a suite of tests available to his company to determine their suitability for adding to selection procedure. All of them correlate strongly with the job performance measure. Keaton analyzes how the tests correlate with each other and finds that Cognitive Ability Tests A and B correlate with each other strongly (.87) but correlate only weakly with cognitive ability Test C and The Personality Test (.21). Which tests should Keaton keep? a. Cognitive Ability Test A and the Personality Test b. Cognitive Ability Test A, Cognitive Ability Test B, and the Personality Test c. Cognitive Ability Test A, Cognitive Ability Test C, and the Personality Test d. Cognitive Ability Test C and the Personality Test
c
Krysta, a human resource professional, is analyzing engagement survey results. She uses the data to help her manage retention by predicting who is ______________. a. most qualified b. likely to perform well c. likely to leave d. most disruptive
c
Lisa is confident she will make it through sales training without any problems. Rachel, on the other hand, does not think she will do well. Lisa's training goes well, and despite some challenges, she successfully completes training and is ready to move forward in her role on-the-job. Rachel, however, quickly gives up when she is challenged and does not make it through the training. This is an example of how ______ can influence the effectiveness of training. a. incentives b. goals c. self-efficacy d. motivation
c
One metric to measure recruitment effectiveness is measuring the hiring manager's satisfaction with the applicant. When does this occur? a. during the job acceptance stage b. during the assessment stage c. after the applicant becomes an employee d. when applicants are generated
c
Since pay is a finite resource within organization, a performance-contingent pay plan signals __________________. a. company goals are not well defined b. strategy is not linked to pay c. some goals are more important than others d. the compensation budget is limited
c
The Age Discrimination in Employment Act of 1967 applies to people aged ______ and older. a. 55 b. 60 c. 40 d. 65
c
The Americans with Disabilities Act prohibits discrimination against qualified applicants with a disability. How does a human resources manager decide who is qualified? a. based on applicant motivation b. based on the need for workforce diversity c. based on a job analysis d. based on reasonable accommodations
c
The process of collapsing multiple pay grades into one large grade with a single minimum aid maximum referred to as _______________. a. delayering b. market pricing c. broadbanding d. pay policy line
c
To what does "quality of fill" refer? a. total number of accepted offers divided by total number of offers b. number of employees employed after 1 year c. a combination of metrics such as performance, promotion, and retention d. candidates moving past the phone screen stage
c
Total Compensation includes _____________. a. base pay and variable pay b. variable pay and health insurance c. compensation and benefits d. base pay and health insurance
c
Using an ethical process to determine how to allocate rewards to ensure a perception of ____________________. a. legal compliance b. interactional justice c. procedural justice d. external equity
c
What are three ways that performance can be measured? a. traits, skills, and abilities b. knowledge, skills, and abilities c. traits, behaviors, and results d. skills, abilities, and results
c
What is eLearning best used to teach? a. complex information b. interpersonal skills c. simple pieces of knowledge d. hands-on technical skills
c
What two factors are considered when deciding on the best recruitment sources to reach potential applicants? a. time and strategy b. place and time c. strategy and money d. time and money
c
When employees use social media platforms such as Linkedin to find jobs, assess the market, and examine the availability of jobs that are at least as good as their current job, they are trying to determine ________________. a. the rate of unfolding turnover b. qualifications c. ease of movement d. job embeddedness
c
Which approach to job analysis is well suited for the development of training? a. questionnaires b. observations c. task-KSAO d. interviews
c
Which of these is an example of how good data management can be helpful to a human resource professional? a. projecting unpredictable workforce events b. determining the best vendors for training c. projecting retirement statistics for the workforce d. finding the best health-care plans
c
While decisions should not be made based solely on past experiences, considering the ______ characteristic of good decision-making allows you to leverage what is possible to know to rule out alternative courses of action. a. will pursuing this course of action help to make the organization healthier? b. does this course of action take a systematic perspective and consider various stakeholders? c. is this decision based on evidence and data? d. is this course of action time resource efficient?
c
Why do proponents of pay transparency think it is desirable to make pay information public? a. it can identify people at risk for workplace deviance b. it can determine whether a reward system is effective c. it can reduce gaps in gender and race/ethnicity earnings d. it can increase equity sensitivity among employees
c
______ are the elements of a job analysis which are typically used to describe the job itself. a. requirements b. skills c. tasks d. abilities
c
_________________ includes programs, services, and prerequisites related to health care, retirement, work-life balance, and income protection. a. bonuses b. traditional pay c. benefits d. pay-for-performance
c
What does a low mean and a high a high SD tell us? a. low disagreement among the SME ratings b. most SMEs rate the task as more critical c. greater disagreement among the SME ratings d. most SMEs rate the task as less critical
c,d
Which calculations are appropriate for a continuous variable? a. percentage b. frequency c. mean d. standard deviation (SD)
c,d
Cody, a human resource professional, is asked to train the entire company on a new safety procedure and has a short window of time in which to accomplish this assignment. He chooses lecture as his delivery method because lectures are a good way to ______. a. present large amounts of dry information to diverse kinds of learners b. have large numbers of people engage in practice opportunities for learning transfer c. communicate important techniques techniques that must become muscle memory d. get information to a large number of people in a short amount of time
d
During the implementation of a major change, such as introduction of an HRIS, you may need to reassess and alter plans for successful outcomes. This is part of effective ______. a. failure management b. physical design c. design logic d. change management
d
How does Sal begin to determine potential talent gaps for a new department of data scientists in his organization? a. Sal first examines the skills of those in the talent pool. b. Sal first estimates a workforce labor shortage based on low unemployment rates. c. Sal first thinks about the needs for succession management. d. Sal first completes a job analysis to determine what skills are needed.
d
Identifying how many applicants enter the recruitment funnel from specific recruitment sources is a metric that might be used during which stage of recruitment? a. job acceptance b. after are employee organizational entry c. maintaining applicant participation d. generating applicants
d
In ____________, employees are given a task, project, or responsibility that is outside their current KSAOs. a. job rotation b. training transfer c. onboarding d. stretch assignments
d
In the _______________ interviewer has a conversation with the job applicant with no set of questions for each applicant. a. situational b. behavioral c. structured d. unstructured
d
Jillian received a bonus for reaching her target performance goals. The bonus is ____________. a. a non monetary award b. merit pay c. traditional pay d. an extrinsic motivator
d
Karli is reviewing the value of her salary, benefits, health care and paid time off. All of these things make up Karli's ______________. a. equity b. relational returns c. pay structure d. compensation package
d
Kathleen recently found out her mother is ill. The shock of the illness caused Kathleen to rethink her immediate career plans, and she decided to quit her job to be available to her mother. This is an example of the ___________ model of turnover. a. shock b. classic c. job embeddedness d. unfolding
d
Macrae, a manager, set goals for his team that are achievable yet challenging. He believes this strategy motivates his team to be high performers. What does this illustrate? a. expectancy theory b. metacognitive theory c. feedback d. goal setting theory
d
Mateo is completing performance appraisals for his staff. He considers his team as a whole and then lists his most valuable employee at the top and his least valuable at the bottom. He then identifies the most valuable and least valuable employees of the remaining staff. He continues this process until all employees have been evaluated. Mateo is using which appraisal method? a. 360-degree feedback b. absolute ratings c. qualitative assessment d. relative ranking
d
Michelle is in charge of deciding if her company should implement a human resource information system. She begins analyzing what currently exists, what should change, and what factors might hinder success. What is Michelle doing? a. designing the system b. organizing needs c. organizational discovery d. needs assessment
d
Neil has a poor relationship with her manager and decided to find a new job. Based on the information provided. Neil's relationship with her manager is causing __________________. a. absenteeism b. work-life conflict c. tardiness d. a desire to leave
d
Pay-for-performance is linked to greater ____________ to perform. a. valence b. instrumentality c. expectancy d. motivation
d
Research shows that only about ______ of all decisions made within organizations are successful. a. 35% b. 60% c. 25% d. 50%
d
Steve is responsible for developing the pay and reward structures for jobs at his company. Which HR function forms the basis for his decision-making process? a. training and development b. labor law c. employee relations d. job analyses
d
Successful performance management systems help with _______________. a. employee engagement, employee retention, and turnover b. employee referrals, retention, and turnover c. employee engagement, retention, and achieving organizational objectives d. employee referrals, retention, and achieving organizational objectives
d
The ______ involves the evaluation of organizational performance based on the extent to which the organization satisfies different stakeholder needs. a. data-driven decisions b. organizational performance c. best practices d. balanced scorecard
d
The ______ is a specific type of training designed to help welcome, inform, and guide new employees. It is a great way to give new employees the information they need in a short amount of time. a. massed learning b. apprenticeship c. on-the-job training d. orientation program
d
The levels of a(n) ______ variable have meaning and order. a. analytical b. categorical c. prescriptive d. continuous
d
The purpose for theories of motivation to provide a framework ___________________. a. to assess how well a person produces products and services on the job b. to assess the quality of a person's performance on the job c. to assess the quantity of a person's performance on the job d. for designing, explaining, and understanding the effects pay-for-performance on behavior
d
The retention rate is equal to _______________. a. the number of employees at the beginning of the period multiplied by the number of employees who stayed during the entire period divided by 100 b. the number of employees at the beginning of the period divided by the number of employees who stayed during the entire period multiplied by 100 c. the number of employees who left during the entire period multiplied by the number of employees at the beginning of the period divided by 100 d. the number of employees who stayed during the entire period divided by the number of employees at the beginning of the period multiplied by 100
d
Which statement best describes learning? a. the completion of effective training b. the accomplishment of a task c. the attainment of a sense of mastery d. the acquisition of new knowledge, skills, and behaviors
d
____________ is the process o helping new employees adjust to their new organizations bu imparting to them the knowledge, skills, behaviors, culture, and attitudes required to successfully function within the organization. a. gamification b. informing c. job rotation d. onboarding
d
_____________ typically provides medical coverage, including rehabilitation services, and income replacement for an individual who was injured or fell ill due to accidents or hazards at work. a. paid time off b. health insurance c. sick leave d. workers' compensation
d
The ______________ is a measure of central tendency.
mean
The ____________________ represents how dispersed or spread out the values are around the mean.
standard deviation
