Human Resource Final Study Set
Which of the following is a landmark Supreme Court decision stating that tests must fairly measure the knowledge or skills required for a job? -Civil Rights Act of 1964. -Washington v. Davis (1967). -Griggs v. Duke Power Company (1971). -Civil Rights Act of 1991. -McDonnell-Douglas Corp. v. Green (1973).
Griggs v. Duke Power Company (1971).
Tamara is an HRM professional who's primarily involved in the motivation function. As such, she may perform all of these activities EXCEPT: -Employee benefits. -Health and safety. -Job design. -Performance appraisals. -Rewards and compensation.
Health and safety.
In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying. -True. -False.
True.
Which of the following is NOT a constraint on recruiting efforts? -Organizational image. -Job attractiveness. -Internal organizational policies. -Cultural Influence. -Recruiting costs.
Cultural Influence.
Andrea is self-assessing her own talents and limitations. She is developing a self-image and thinking of her ambitions, goals, motives, and limitations. At what stage is Andrea's career? -Late career. -Establishment. -Mid-career. -Exploration. -Decline.
Decline.
Which of these is a government agency that interprets and enforces laws involving employees and employers? -FEMA. -National Labor Administration. -Obamacare. -Department of Labor. -HRIS.
Department of Labor.
Which of the following is NOT a factor that can distort performance appraisals? -Leniency error. -Central tendency. -Efficiency bias. -Similarity error. -Halo error.
Efficiency bias.
Which of these is not an example of how technology has changed HRM practices? -Employees have easier access to payroll information. -Recruiting is more effective. -Employees have more privacy. -Employee training is often delivered on demand rather than through scheduled courses. -Telecommuting requires managers to rethink how to supervise employees.
Employees have more privacy.
A security company instituted a 6'0'' height requirement as a condition of employment for security guards. Such a height requirement is likely to create. -Disparate treatment. -Adverse impact. -Bona fide occupational impact. -Reverse discrimination effect. -Reverse treatment effect.
Adverse impact.
Which of the following may be examples of age-related discrimination? -Physical fitness tests for executives. -Offering higher health insurance premiums for older employees. -Throwing an "Over the Hill" birthday party for an employee turning 40. -Moving older workers to positions that do not meet the public in order to appeal to younger customers. -All of the above.
All of the above.
Over two-thirds of all U.S. organizations use some form of drug testing. Which of the following is NOT true regarding substance abuse in the U.S. workplace? -Substance abusers are 10 times more likely to miss work. -20 percent of employers saw increased productivity after implementing a drug testing policy. -Applicants who test positive for substance abuse cannot be dropped from consideration. -Applicant drug testing is usually done after conditional job offers due to the expense. -Substance abusers are about a third less productive than non-users.
Applicants who test positive for substance abuse cannot be dropped from consideration.
What is the next step in a grievance procedure after the company's management and the union grievance committee cannot come to an agreement? -Strike. -Impasse -Renegotiation of the contract. -Lockout. -Arbitration.
Arbitration.
Which of these questions can be safely asked in an interview? -Are you legally eligible for employment in the U.S.? -How long ago did you graduate from college? -Can your spouse watch your children if you need to work evenings? -Which church or community organizations do you belong to? -How much sick leave did you take at your last job?
Are you legally eligible for employment in the U.S.?
Tosi is interviewing for a managerial job with a global manufacturer. He has been screened and has completed the application form. Now he is in a group with 4 other candidates, making a stick model of a new product. Later today he is scheduled for a personality test. These activities identify which stage of the selection process? -Work sampling. -Comprehensive interview. -Assessment center. -Physical characteristic evaluation. -No stage. They are just waiting.
Assessment center.
Performance management systems are used to provide: -Motivation, maintenance, and quality. -Feedback, development, and documentation. -Production and innovation. -Technology and training. -Guidelines, guarantees, and goals.
Feedback, development, and documentation.
Research finds that employees only value financial types of rewards, such as pay, which are designed to assist in maintaining employee commitment. -True. -False.
False.
The observation method of job analysis requires job incumbents to record their daily activities. -True. -False.
False.
The National Labor Relations Act is commonly referred to as the: -Taft-Hartley Act. -Landrum-Griffin Act. -Wagner Act. -Norris-LaGuardia Act. -Railway Labor Act.
Wagner Act.
Frederick Taylor is often regarded as the father of scientific management. -True. -False.
True.
A comprehensive interview is used to assess a candidate's motivation, values, ability to work under pressure, and ability to fit in with the organizational culture. -True. -False
-True.
A replacement chart is an HRM organizational chart that indicates positions that may become vacant in the near future and the individuals who may fill the vacancies. -True. -False.
-True.
When it comes to networking, what is an "elevator pitch"? -A replacement for a cover letter when sending a resume. -A networking opportunity within a professional organization. -A skills summary found on your LinkedIn site. -A 30 second personal message about your goals and qualifications. -An appeal to friends and colleagues to refer you to open positions.
A 30 second personal message about your goals and qualifications.
Toni rates Allison, an excellent worker, "below average" on all of her performance evaluations. The first year that Allison worked for Toni she lost three major accounts, incurred a 20% cost overrun on a major printing project, and came in late to work three or four days each week. Now, three years later, Allison's personal life is stable, and she routinely saves costs, is never late, and has secured two new accounts in the last month. What rating error is evident? -Leniency error. -Halo error. -Similarity error. -Central tendency. -Inflationary pressures.
Halo error.
Marcus, a new graduate, wants to work for a firm that will support his career development. He can expect all of the following EXCEPT: -Financial assistance. -Clear communication of the organization's goals and future strategies. -Limited contingent workforce contracts. -Time for him to learn. -Growth opportunities.
Limited contingent workforce contracts.
Which of the following is NOT true regarding career development in today's contemporary organizations? -Employees are responsible for managing their careers. -Organizations have an obligation to manage their employees' careers. -Organizations' responsibility is to build employee self-reliance. -Organizations' responsibility is to help employees maintain their marketability through continual learning. -Organizations should provide support, so employees can continually add to their skills, abilities, and knowledge.
Organizations have an obligation to manage their employees' careers.
During a job analysis, which of these tasks are performed? -Promotion patterns and succession plans are identified. -An estimation of the labor supply is verified. -Skills, knowledge and abilities necessary to perform a job are determined. -Duties and responsibilities of a job are matched with pay grades. -EEO compliance is assessed.
Skills, knowledge and abilities necessary to perform a job are determined.
Which of the following is NOT a law affecting employee rights? -The Privacy Act. -The Drug-Free Workplace Act. -The Fair Credit Reporting Act. -The Fairness in Employment Act. -The Employee Polygraph Protection Act.
The Fairness in Employment Act.
How can a college student get the experience and understanding of corporate culture that most employers seek in new hires? -By developing a strong online profile. -Through part-time, after-class jobs. -Through understanding strengths and weaknesses and working to eliminate weaknesses. -By networking with professionals in the desired field. -Through internships.
Through internships.
Which of the following is the most prominent piece of legislation regarding HRM? -Executive Order 11478. -Executive Order 11246. -Title VII of the Equal Employment Opportunity Act of 1972. -Title VII of the Civil Rights Act of 1991. -Title VII of the Civil Rights Act of 1964.
Title VII of the Civil Rights Act of 1964.
Discipline generally follows the typical sequence of the following four steps: -Suspension, written verbal warning, dismissal, written warning. -Dismissal, suspension, written warning, written verbal warning. -Written warning, suspension, written verbal warning, dismissal. -Written verbal warning, written warning, suspension, dismissal. -Suspension, written warning, dismissal, writing verbal warning.
Written verbal warning, written warning, suspension, dismissal.
The primary functions of management are: -planning, organizing, adapting, and measuring. -organizing, planning, leading, and adapting. -leading, organizing, planning, and controlling. -planning, leading, controlling, and adapting. -planning, adapting, leading, and improvising.
leading, organizing, planning, and controlling.
An employer's worker compensation insurance rates are determined by their history of accidents, similar to car insurance rates. -True. -False.
-True.
Benefits add nearly _________ to an organization payroll costs. -20%. -30%. -40%. -50%. -60%.
30%.
Rajiv works for a major private employer. Each year, he contributed a substantial amount to a retirement benefit plan. The employer matches these pre-tax dollars up to 6% of his income. What kind of retirement program does Rajiv have? -Defined benefit plan. -Profit-sharing plan. -Money purchase pension plan. -401(k). -403(b).
401 (k).
John is putting together an employee handbook. One thing John should NOT include in the handbook is: -A paragraph that tell employees that as long as performance is satisfactory, they will be retained. -A chapter on the history of the company. -The work rules of the company. -The appeals process for a disciplinary infraction. -How to accrue vacation time.
A paragraph that tell employees that as long as performance is satisfactory, they will be retained.
Ethics refers to: -A set of rules or principles that defines right and wrong conduct. -A situation in which decisions are made based on religious rules or principles. -A situation in which individuals make decisions based primarily on their best interest. -A situation in which individuals act make decisions based primarily on the best interest of the most economically disadvantaged individuals.
A set of rules or principles that defines what is legal and what is illegal.
Leadership plays a minor role as an organization moves to become a learning organization. -True. -False.
False.
Why is it important for a manager to understand the personality type of their employees? -Because personality drives the need for promotion and recognition. -Because personality influences the way people interact and solve problems. -To better understand the benefits that will attract and retain employees. -Because personality helps to shape skill sets. -To match the employee with the correct mentor.
Because personality influences the way people interact and solve problems.
Which type of interview is best in determining how a candidate might resolve future job issues? -Unstructured. -One-on-one. -Directive. -Behavioral. -.Stress
Behavioral.
How can an employer monitor an employee's use of company equipment such as phones and email without violating the Electronic Communications Privacy Act of 1986? -By having a written policy that allows employees to use employer property such as a laptop or cell phone for personal use only during nonworking hours. -By requiring all employees to submit passwords on a regular basis. -By prohibiting the inclusion of confidential information on equipment provided by the employer. -By having a written policy that states that property of the employer is to be used for business only. -By requiring all company property to be left at the company during non-work hours.
By having a written policy that states that property of the employer is to be used for business only.
Recruiting should take place prior to creating job descriptions in order to match the job to the talent. -True. -False.
False.
All of the following are part of new employee orientation EXCEPT: -Learning the organization's history. -Communicating with applicants following the interview to maintain interest in the organization. -Tours of the organization. -Reduce anxiety that new hires feel. -Communicate HR policies.
Communicating with applicants following the interview to maintain interest in the organization.
According to the authors, evolving challenges facing HR leaders include all of the below except: -Contingent ethical functions. -Lack of attention to the HR function during mergers and acquisitions. -The changing role of unions and labor relations. -Creating an ethical culture. -Retraining workers who have assumed additional responsibilities due to the economy.
Contingent ethical functions.
Cahir works in HR for a union shop. He is adjusting the pay system to the new rates that have just been set as part of the union negotiating team. What step of collective bargaining is Cahir performing? -Data collection. -Preparing to negotiate. -Contract administration. -Demand matching. -Negotiating.
Contract administration.
All of the following statements about workers' compensation are accurate EXCEPT: -Workers' compensation is counted as part of labor expenses due to the accountability factor. -Cost of workers' compensation is shared between the employee and the employer. -Workers' compensation benefits are based on fixed schedules of minimum and maximum payments. -Some states allow employers to self-insure for workers' compensation. -Some states provide a required insurance system for handling workers' compensation.
Cost of workers' compensation is shared between the employee and the employer.
Miranda, the HR director, is conducting a workshop for managers on performance management systems. The workshop includes the importance of documenting performance and reducing the influence of factors that can distort appraisals. She mentions the new emphasis is due to legal implications for which of these reasons? -EEO requires organizations to make reasonable accommodations. -ADA required organizations to have bias-free HRM practices. -EEO requires organizations to have bias-free HRM practices. -FMLA required valid data for performance documentation. -EEO prohibits discrimination in hiring practices.
EEO requires organizations to have bias-free HRM practices.
Which method tends to generate more likely acceptance from applicants and once employed have a higher job survival rate? -Online recruiting. -Executive search firm. -Employee referral. -Newspaper. -Online posting.
Employee referral.
Which of the following is NOT an element of Performance Improvement Plans? -Document performance issues. -Develop an action plan. -Meet with employee. -Employee surveillance. -Follow-up.
Employee surveillance.
Which is NOT true of employees who earn tips? -Federal law allows their direct wage to fall significantly below minimum wage. -Employers may claim tip credit to make up for the difference between direct wage and minimum wage. -Employers are not required to pay the difference between tips received and minimum wage. -States may required direct wage above the federal minimum. -Supervisors are not allowed to participate in tip pools.
Employers are not required to pay the difference between tips received and minimum wage.
Which of the following describes the employee development function? -Providing technological support for all employees. -Ensuring that the organization has the necessary talent internally for meeting future human resource needs. -Assisting employees in acquiring better skills for their current job. -Assisting employees in advancing their work lives. -Facilitating system-wide changes in the organization.
Ensuring that the organization has the necessary talent internally for meeting future human resource needs.
An organization looking for a new executive vice president with strong financial management skills is most likely to use: -A blind box advertisement in the New York Times or Wall Street Journal. -Employee referrals. -Company website. -Executive search firms. -Job fairs.
Executive search firms.
Which act was passed in 1938 to establish laws outlining wage, overtime pay, and maximum hour requirement for most U.S. workers? -Equal Pay Act. -Fair Labor Standards Act. -Walsh-Healy Act. -Civil Rights Act. -Living Wage Act.
Fair Labor Standards Act.
Darnita, manager of customer service for a large company, is conducting performance appraisals for her staff. HRM has given her a sheet with a number of grouped statements. She has to select 1 from each group. For instance, she has to indicate whether an employee is "cheerful" or "confident". She returns the form to HR, who score it and report the results to her. What performance appraisal method is she using? -Adjective rating scale. -BARS. -Critical incident. -Forced choice. -Checklist appraisal.
Forced choice.
Which of the following is NOT a reason why employees join unions? -Higher wages and benefits. -Greater job security. -Greater individual incentives. -Influence over work rules. -Compulsory membership.
Greater individual incentives.
An important part of contract administration involves setting disputes between employees and differing opinions about interpreting the contract. This is called: -Union security arrangements. -Grievance procedures. -Maintenance of membership. -Mediation and conciliation. -Representative certification.
Grievance procedures.
What type of compensation plan would be appropriate for employees who have tasks that are interdependent and require cooperation by all team members? -Merit pay. -Bonuses. -Competency-based plans. -Organization-wide incentives. -Group incentive plans.
Group incentive plans.
Which of the following pieces of legislation ensures confidentiality of employee health information? -COBRA. -HMO. -HIPAA. -ERISA. -PPO.
HIPAA.
Which type of health care option includes a tax advantage to the employees who contribute to them? -Health maintenance. Organizations. -Preferred provider organizations -High Deductible Health Plan -Point of Service Plan -Health Savings Account
Health Savings Account.
Research studies suggest that: -Honesty tests are not reliable. honesty tests are very expensive to administer. -A small number of companies in the United States are using honesty tests to screen applicants. -Honesty tests can be effective devices to screen applicants. -Honesty tests are not valid.
Honesty tests can be effective devices to screen applicants.
When applicants dress up, use good manners and try to win over the interviewer, they are using: -Interviewer bias. -Realistic job previews. -Impression management. -Perception mismanagement. -Organizational fit.
Impression management.
Which of the following is NOT a responsibility of human resource professionals? -Train employees to improve their productivity. -Design a work environment conducive to employee retention. -Manage the professional development of each employee. -Attract the best qualified employees. -Improve the well-being of employees by closely monitoring their personal and family life.
Improve the well-being of employees by closely monitoring their personal and family life.
Which of the following is NOT a positive result that can accrue from a well-designed career development? -Needed talent will be available -Minorities and women have comparable opportunities for growth and development. -Increased employee frustration. -Enhanced cultural diversity. -Organizational goodwill.
Increased employee frustration.
Unemployment compensation laws provide benefits to those meeting the following conditions EXCEPT: -Individuals are without a job due to layoffs. -Individuals are without a job due to discharges for gross misconduct. -Individuals have applied to their state employment agency for unemployment compensation. -Individuals have registered for available work. -Individuals are willing and able to accept any suitable employment offered through their state unemployment compensation commission.
Individuals are without a job due to discharges for gross misconduct.
What is the glass ceiling? -Institutional and psychological practices limit the advancement and mobility of women and minorities. -It is classic discrimination. -Subtle pressures force women and minority employees into highly visible, token organizational positions. -Although women and minorities are being hired in larger numbers, they are not being paid their comparable worth. -Work process engineering systematically excludes females and minorities from prestigious training offerings.
Institutional and psychological practices limit the advancement and mobility of women and minorities.
Criteria used in creating job evaluation plans include all of these EXCEPT: -Responsibility of the position. -Skill required by the position. -Physical demands of the position. -Intrinsic rewards provided by the position. -Complexity of the position.
Intrinsic rewards provided by the position.
The most effective external recruiting sources are: -Professional organizations -Employment agencies -Schools and colleges -Advertisements -It depends on the needs of the organization
It depends on the needs of the organization.
Which of the following is NOT true regarding sexual harassment? -It creates an intimidating offensive or hostile work environment. -It interferes with an individual's work or employment opportunities. -It originated with the #MeToo movement. -Victims are not required to prove that they suffered mental distress for harassment to occur. -Victims do not need to suffer negative job repercussions for harassment to occur.
It originated with the #MeToo movement.
Which of the following is NOT true regarding Title VII of the Civil Rights Act of 1964? -It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national origin. -It protects employees 30-65 years of age from discrimination. -It prohibits retaliation against an individual who files a charge of discrimination. -It prohibits retaliation against an individual who opposes any unlawful practice. -It specifies compliance based on the number of employees in the organization.
It protects employees 30-65 years of age from discrimination.
Which is NOT an advantage of a promote-from-within policy? -It reduces external applications. -Low cost per hire. -Reduces orientation costs. -Builds employee morale. -Promotes good public relations.
It reduces external applications.
An accurate portrayal of job content, environment, and conditions of employment should be developed using: -Job specifications. -Essential functions. -Job descriptions. -Job design. -Job evaluation.
Job descriptions.
Which of the following is NOT an external influence that affects HRM? -Labor unions. -Laws and regulations. -Job design. -The dynamic environment. -Current management practice.
Job design.
Which of these is NOT an external factor affecting compensation? -Geographic differences in locations. -Supply of workers in the local area. -Wages paid by others seeking workers. -Job evaluation in compensation. -Union employers in the area.
Job evaluation in compensation.
Jeremiah owns a ski instruction school in the Berkshire Mountains, a dog training academy in Connecticut, and an investment house in Boston. He just told Chet, one of his most promising investment managers, to run the dog academy for six months. What technique is Jeremiah using? -Simulation. -Adventure training. -Job rotation. -Virtual reality. -Assistant-to position.
Job rotation.
Characteristics of social media recruiting include which of the following: -Effective recruiting but with significantly higher cost per hire. -Facebook, LinkedIn and Instagram are among the least effective. -It's difficult to communicate organizational culture on social media. -Job seekers use social media sites to compare employee comments with recruiter claims. -Social media recruiting takes more time to produce candidates than other recruiting methods.
Job seekers use social media sites to compare employee comments with recruiter claims.
Which statement best compares job specifications and job descriptions? -Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does. -Job description focuses on qualifications for incumbent. Job specification focuses on what the incumbent does. -Job description is the computerized version of job specification. -Job specification occurs after job analysis. Job description occurs before job analysis.
Job specification focuses on qualifications for incumbents. Job description focuses on what the incumbent does.
Why do organizations offer domestic partner benefits? -Maid service frees up employee time for more recreational activities. -Living arrangements and family definition differ today from those in any other time in our history. -Companies are legally required to do so. -Health care benefits are an inexpensive way to recruit good workers. -Global standards require it.
Living arrangements and family definition differ today from those in any other time in our history.
Isabella is working with her boss on how to achieve the goals that have been set for the next year. So far they have agreed that Donna will start a graduate degree, she will be given 2 trainee assistants, and her budget allocation will be increased by 20%. What is Isabella doing? -Critical incident. -MBO. -BARS. -MARS. -Checklist appraisal.
MBO.
Application forms typically include all of the following EXCEPT: -A statement giving the employer the right to dismiss an employee for falsifying information. -A statement that employment is not guaranteed. -Permission for the employer to obtain previous work history. -Name, address, and telephone number. -Marital status.
Marital status.
Demario, a college bookstore manager, is involved in the appraisal process for his 30 student workers. He is reading shift reports from the supervisors, looking at his own notes from walking through the store and speaking with employees, and studying the loss/return/breakage analysis. What step of the appraisal process is he performing? -These actions are not part of the appraisal process. -Reviewing reports. -Setting measurable goals. -Establishing performance standards. -Measuring actual performance.
Measuring actual performance.
A teachers' union has been trying to negotiate a new contract with school officials for 30 days. The old contract expires in two months, the day before school starts for the year. To resolve the contract negotiation disputes, a third party has been hired to pull together the common ground that exists and to make recommendations in the settlement that would overcome barriers that exist between the two sides. What kind of impasse resolution technique is being used? -Lockout. -Conciliation. -Mediation. =Interest arbitration. -Fact-finding.
Mediation.
Raymond, a new employee at XYZ, Inc., has become comfortable with the values and norms of his organization. Raymond is in what stage of the socialization process? -Postarrival stage. -Maturity stage. -Encounter stage. -Metamorphosis stage. -Insider stage.
Metamorphosis stage.
lijah and the five workers that he supervises participated in a workshop that included a questionnaire that determined how each of them prefers to receive and process information. He realized that he could motivate two of his workers more effectively if he allowed them to have a flexible schedule and work as a team, while the other three would prefer a predictable schedule and to work alone. What did the workshop probably include? -Holland Vocational Preference assessment. -Schein Anchor assessment. -Workspace Diversity assessment. -Sensitivity Training survey. -Myers-Briggs Typologies assessment.
Meyers-Briggs Typologies assessment.
Which of the following is NOT true regarding work/life issues in the United States? -Half of working mothers prefer part-time work. -Younger workers will not sacrifice family and leisure time for their career. -Globalism complicates employee communication. -Millennials prefer set schedules. -Communication technology allows employees to work at anytime from anywhere.
Millennials prefer set schedules.
All of these changes are causing an increased diversity in the U.S. workforce EXCEPT: -Fewer younger workers enter the workforce. -More baby boomers take early retirement. -Federal legislation prohibits employee discrimination. -Passage of the Senior Citizens Freedom to Work Act. -Globalization lowers barriers to immigrants.
More baby boomers take early retirement.
Kai, a human resources manager in a service organization, has re-evaluated and updated all job descriptions to make sure that they are aligned with organizational strategy. This is an example of which function of HRM? -Staffing. -Delegation. -Training and Development. -Motivation. -Maintenance.
Motivation.
Jordan joined the union when he was hired but has decided the benefits are not worth the dues. He can drop his union membership and keep his job, but he has to wait until the next contract negotiation period. Jordan works in a(n): -Closed shop. -Union shop. -Agency shop. -Open shop. -Checked shop.
Open shop.
Compare individual career development to organizational career development. -They are both the responsibility of the individual. -Organizational career development focuses on meeting organizational goals and needs. Individual career development focuses on meeting individual goals and needs. -Individual career development involves training. Organizational career development does not. -They are different terms for the same experience. -Individual career development has a much shorter time frame than organizational career development.
Organizational career development focuses on meeting organizational goals and needs. Individual career development focuses on meeting individual goals and needs.
Sick leave, holiday leave, and long-term disabilities are grouped together as: -Intrinsic job enhancement. -Retirement benefits. -Paid time off. -Health preservation benefits. -Long-term maintenance.
Paid time off.
Which of the following is NOT an appraisal method that uses absolute standards? -Critical incident appraisal. -Checklist appraisal. -Paired comparison. -Graphic rating scale appraisal. -Forced-choice appraisal.
Paired comparison.
Why do organizations conduct background checks on potential employees? -To identify good work team opportunities. -To comply with ADA regulations for reasonable accommodation. -The FLSA requires credit history on all hourly workers. -Past behavior is a good predictor of future behavior. -Most internal investigators have been reassigned from line responsibilities.
Past behavior is a good predictor of future behavior.
Which of the following is NOT an intrinsic source of employee motivation? -Increased responsibility. -Pay raise. -Increased employee autonomy. -Tasks organized to allow individuals to complete activities. -Performance feedback.
Pay raise.
Which of the following is NOT an example of employee development activities: -Committee assignments. -Performance-based evaluation. -Assistant-to positions. -Games. -White-water rafting.
Performance-based evaluation.
All of these are examples of rights that states extend to workers beyond federal regulations except: -Protecting ascribed status. -Mandatory sick leave. -Increasing minimum wage. -Protecting rights of smokers. -Limiting travel in bad weather.
Protecting ascribed status.
_________ include activities or modifications to the work environment that allow the qualified individual to perform the work. -Seniority systems. -Affirmative action. -Disparate treatment. -Reasonable accommodations. -Reverse discrimination.
Reasonable accommodations.
Olga is an employment manager whose goal is to get qualified persons into the right job. This activity is better known as _______. -Salary planning. -Communication programs. -Benefits. -Recruiting. -Career Development.
Recruiting.
Studies of realistic job previews show that they: -Increase turnover and increase acceptance rates. -Reduce turnover and reduce acceptance rates. -Challenge even the best HR professionals to explain the discrepancies. -Reduce turnover without lowering acceptance rates. -Reduce participation rates among majority applicants.
Reduce turnover without lowering acceptance rates.
HRM provides support is all of these areas to increase employee involvement except: -Delegation. -Retirement planning. -Work teams. -Goal setting. -Participative management.
Retirement planning.
Which of the following is NOT a legally required benefit? -Retirement plans. -Social Security. -Unemployment compensation. -Workers' compensation. -Unpaid family and medical leave.
Retirement plans.
The onboarding process refers to all of the following EXCEPT: -Helping employees adapt to their new organizations. -New employee orientation. -Retraining workers with obsolete skills. -Reducing turnover by helping new hires adjust to organizational culture. -Setting up direct deposit for pay and competing insurance forms.
Retraining workers with obsolete skills.
Which of the following is NOT a protected status category? -Race. -Sex. -National origin. -Seniority. -Religion.
Seniority.
Job design does all of these EXCEPT: -Set the salary of a job. -Describe what tasks are included in a job. -Explain how and when tasks must be completed. -Provide a clear purpose. -Relate to organizational mission.
Set the salary of a job.
Which in true of online interviews? -Growth is slow due to unreliable technology. -Scheduling online interviews is more difficult. -Software that support real-time, one-on-one interviews is available. -It is used primarily by smaller companies with smaller recruiting budgets. -Consistent comparisons between applicants is more difficult.
Software that support real-time, one-on-one interviews is available.
Which of the following is NOT true with respect to job specifications? -Specify the relative value of each job in the company. -State the minimum acceptable qualifications that the incumbent must have to perform the job successfully. -Identify the knowledge, skills, and abilities required to perform the job successfully. -Represent one of the tangible outcomes of the job analysis process. -Help determine whether job applicants are essentially qualified to perform the firm's jobs.
Specify the relative value of each job in the company.
Which of the following may offer some protection against termination for comments about an employer on a personal social media account such as Facebook or Twitter? -The National Labor Relations Board. -The WARN Act. -The Privacy Act. -Employee Polygraph Protection Act. -Employee Rights Act.
The National Labor Relations Board.
Opponents of an increase in minimum wage use all of these arguments EXCEPT: -Increased wage costs to employers make it difficult to compete globally. -Increased wage costs to employers reduce profitability and may reduce competition. -Increased wage costs to employers would reduce the number of employees hired. -Increased federal minimum wage isn't necessary because many states already have higher minimum wage laws. -The U.S. already has the highest minimum wage among industrialized nations.
The U.S. already has the highest minimum wage among industrialized nations.
Who should make the actual hiring decision? -The HR manager. -The general manager. -The recruiter. -The manager in the department where the vacancy exists. -The compensation and benefits manager.
The manager in the department where the vacancy exists.
Which of the following is the strongest of the union security arrangements? -Open shop. -Closed shop. -Agency shop. -Union shop. -None of the above.
Union shop.
What is the purpose of conducting a credit report on a job candidate? -To assess the individual's character and general reputation. -To maintain compliance with the Privacy Act of 1974. -To maintain compliance with the Fair Credit Reporting Act of 1971. -To eliminate the need for drug or polygraph testing. -To ensure that the applicant is a U.S. citizen.
To assess the individual's character and general reputation.
A replacement chart is used: -To spot skill shortages in the organization. -To switch health care plans. -To help recruiters identify the best geographical areas to find certain skills. -To transfer technology to web based organization control systems. -To align salary data with skill and experience levels.
To spot skill shortages in the organization.
Emmanuel conducts new employee orientation for a large organization. His work is within which basic HRM function? -Training and development. -Work process engineering. -Motivation. -Career management. -Staffing.
Training and development.
Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training. -Training focuses on existing work groups. Development focuses on work group formation. -Development is used for indoctrination. Training is required for metamorphosis. -Training focuses on current job skills. Development focuses on personal growth. -Training is Intranet-based. -Development uses Internet technology. -Training is more complex than development.
Training focuses on current job skills. Development focuses on personal growth.
Career planning focuses on assisting individuals in identifying their major goals and how to achieve them. -True. -False.
True.
Employers are increasingly looking at what employees have accomplished rather the titles that they have held. -True. -False.
True.
Employers will need to provide flexible working environments to accommodate the preferences of Millennials. -True. -False.
True.
Federal legislation sets minimum wages but states may set their own which are higher that the federal minimum. -True. -False.
True.
Greater job security is one reason an employee may wish to join a union. -True. -False.
True.
Inconsistent disciplinary actions lead to low morale, anxiety and low productivity. -True. -False.
True.
It is considered an unfair labor practice for an employer to refuse to bargain collectively with the representatives chosen by the employees. -True. -False.
True.
Job rotation moves employees horizontally or vertically to expand their skills, knowledge, or abilities. -True. -False.
True.
Performance management is a tool for employee engagement and development. -True. -False.
True.
Post-training performance methods evaluate training programs based on how well employees can perform their jobs after training. -True. -False.
True.
Probably one of the most complex functions of international human resource management is the design and implementation of an equitable compensation program. -True. -False.
True.
Sustainability practices include volunteer programs, energy conservation and recycling. -True. -False.
True.
The best results with respect to job analysis are usually achieved with some combination of job analysis methods. -True. -False.
True.
The mission statement is the foundation on which every decision in the organization should be made. -True. -False.
True.
Successful recruiting efforts are indicated by all of these outcomes EXCEPT: -Turnover increases. -Training costs go down. -More job seekers know about available jobs. -The applicant pool is increasingly diverse. -More job offers are accepted when they are offered to applicants.
Turnover increases.
A large organization is an EEO employer with an affirmative action plan. Which of these activities is performed as part of the plan? -Employment decisions are based on group membership rather than individual performance. -Knowledge, skills, and abilities have been removed from all job analysis activities. -Fair employment practices are based on the premise that certain groups of people like to work together. -Executive perks are reported independently to the IRS. -Workforce demographics and community demographic patterns are monitored continually.
Workforce demographics and community demographic patterns are monitored continually.
Which of the following is NOT true regarding workplace security? -Workplace security has become a critical issue for employers. -Workplace security is defined as actions on behalf of an employer to ensure that the employer's interests are protected. -Workplace security issues have become less prevalent in U.S. organizations over the last five years. -Smart badges have advanced technology that allow employers to track employees' movements. -Most large companies monitor their employees' email and Internet usage.
Workplace security issues have become less prevalent in U.S. organizations over the last five years.