HR 3021 Quizzes
2 Managers can improve employee satisfaction with the feedback process by: letting employees voice their opinions and discuss performance goals during the feedback process. focusing on the employee's personality. keeping the feedback session short and concentrating on only the positive aspects of performance. avoiding decisions about following up on goals as these can make employees feel bad.
Managers can improve employee satisfaction with the feedback process by letting employees voice their opinions and discuss performance goals.
7 Which of the following is a drawback of a minimum wage in terms of social policy? It applies only to the hours worked beyond 40 in one week. It assumes people will take differences in pay into account when they choose a career. It is only one and a half times the employee's usual hourly rate. It places the employer at an economic disadvantage relative to employers that pay the living wage. It tends to be lower than the earnings required for a full time worker to rise above the poverty level.
It tends to be lower than the earnings required for a full time worker to rise above the poverty level. From the standpoint of social policy, an issue related to the minimum wage is that it tends to be lower than the earnings required for a full-time worker to rise above the poverty level.
2 Organizations under pressure to cut labor costs may respond by: postponing hiring decisions. hiking pay levels to prevent employee turnover. retaining staff levels. increasing staff levels. requiring employees to bear less of the cost of benefits such as insurance premiums.
postponing hiring decisions. Organizations under pressure to cut labor costs may respond by reducing staff levels, freezing pay levels, postponing hiring decisions, or requiring employees to bear more of the cost of benefits such as insurance premiums.
3 An organization's job structure consists of: the characteristics of jobs that the organization values and chooses to pay for. the average amount an organization pays for a particular job. regular pay, overtime pay, and bonuses. the standard amount that employers must pay under federal and state law. the relative pay for different jobs within the organization.
the relative pay for different jobs within the organization. Job structure consists of the relative pay for different jobs within the organization. It establishes relative pay among different functions and different levels of responsibility.
12 What are the advantages of a forced distribution? Select all that apply. It encourages managers to reward high performing employees. Identify underperforming employees It fosters cooperation amongst employees It forces managers to make distinctions among employees when evaluating performance. All of the answers listed are correct
- It encourages managers to reward high performing employees. - Identify underperforming employees - It forces managers to make distinctions among employees when evaluating performance.
13 Which of the following are present for the needs of employees, regardless of the culture? Select all that apply: Ongoing Feedback Support Clear Expectations Need for unionization
- Ongoing Feedback - Support - Clear Expectations
10 The three approaches to measuring behavior are as follows. Select all that apply. Trait Approach Behavior Approach Results Approach Methods Approach Personality Approach
- Trait Approach - Behavior Approach - Results Approach
8 Match the term with the correct concept: Human Capital Index Has a positive affect on how employees feel and increases their level of satisfaction Business measurement tool that includes financial, operational, customer and people metrics.
-Human Capital Index --> A number of specific HR tied to the firms performance as measured by total returns to shareholders -Has a positive affect on how employees feel and increases their level of satisfaction --> Commitment HR Strategy -Business measurement tool that includes financial, operational, customer and people metrics. --> Balanced Scorecard
15 What are the most effective HR strategies for SMEs? Select for good "person-job" fit. Select for good "person-organization" fit. Create a more family-like organizational culture. Get employees involved in defining their activities. Provide for close control of the employees to ensure accuracy.
-Select for good "person-organization" fit. -Create a more family-like organizational culture. -Get employees involved in defining their activities. Although large firms focus primarily on building systematic HR practices and processes that increase employees' skills and motivation, effective HR strategies among small and medium-sized enterprises (SMEs) seem to focus much more on selecting, managing and motivating employees by creating and supporting family-like cultures to which workers become emotionally attached.
15 According to the video, which of the following are common uses of organizational data collected from performance reviews? Select all that apply: Terminations Leadership development Benefits Training Needs
-Terminations -Leadership development -Training Needs
1 Compa-ratios are used in compensation decisions. The objective is to get employees to the midpoint of their range. An employee (Dylan) salary range is as follows: Minimum $14.4/hour Midpoint $18/hour Maximum $21.6/hour Dylan is paid $20 / hour WHAT IS Dylan's comps-ratio?? .85 1.19 No answer text provided. 1.11 1.0
1.11 Formula is the Salary / midpoint. 20/18 Ranges are typically .80 -1.2
9 Which of the following is NOT regarded as reasonable accommodation? A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better. An employee is granted leave on a certain date to perform religious activities. A large firm updates the design and structure of the building to allow access to wheelchairs. A software firm changes its work schedule to accommodate employees of certain religious faiths. A medium-sized firm changes a job assignment so that an employee with disability can work with ease.
A firm modifies its examinations and selection procedures to enable applicants of the minority community to fare better. Especially in situations involving religion and individuals with disabilities, equal employment opportunity may require that an employer make reasonable accommodation. In employment law, this term refers to an employer's obligation to do something to enable an otherwise qualified person to perform a job. A is NOT a reasonable accommodation because companies do not need to modify employee selection procedures to help minority applicants fare better. How might a company avoid making a reasonable accommodation? The EEOC website states that "An employer does not have to provide a reasonable accommodation that would cause an undue hardship to the employer. Generalized conclusions will not suffice to support a claim of undue hardship. Instead, undue hardship must be based on an individualized assessment of current circumstances that show that a specific reasonable accommodation would cause significant difficulty or expense. They need to prove that to provide the accommodation would cause an undue hardship. According to the EEOC, a determination of undue hardship would be made using the following factors: the nature and cost of the accommodation needed; the overall financial resources of the facility making the reasonable accommodation; the number of persons employed at this facility (or if the company is part of a larger entity); the effect on expenses and resources of the facility; the type of operation of the employer, including the structure and functions of the workforce, the geographic separateness, and the administrative or fiscal relationship of the facility involved in making the accommodation to the employer; the impact of the accommodation on the operation of the facility
9 A performance review should be which of the following? (All that apply) A recap of the year A discussion of major issues that have occurred through out the year A place to discuss development ideas Contain new information gathered through the year
A recap of the year & A place to discuss development ideas New new information -- should be discussed throughout the year Major issues should be discussed as they happen to correct immediately
2 Which of the following terms refer to an organization's active effort to find opportunities to hire or promote people in a particular group? Affirmative Action Affirmative Hiring Disparate Impact Undue Hardship Adverse Impact
Affirmative Action
4 What is a jobs audit? A market cost analysis of the positions in an organization. An evaluation of the reporting lines within an organization. A starting point for evaluating internal workforce strengths and weaknesses. A report on the KSAs available within an organization's talent pool. A list of job descriptions for an organization.
A starting point for evaluating internal workforce strengths and weaknesses. The starting point for evaluating internal workforce strengths and weaknesses is an audit of the jobs in the organization. A comprehensive analysis of all current jobs provides a basis for forecasting what jobs will need to be done in the future.
13 Which of these best describes a structured interview? -In a structured interview, applicants are asked to describe how they have behaved or performed a certain task or handled a problem in their past, which may predict their future actions and show how they are best suited for the job. - A structured interview uses a set of prepared, job-related questions that are asked of all applicants so that comparisons can be made more easily. This interview is useful in the initial screening process because numerous applicants may be evaluated and compared. - A structured interview is designed to create anxiety and put pressure on applicants to see how they respond. - In a structured interview, applicants are interviewed by the team members with whom they will work. - In a structured interview, several interviewers meet with the candidate at the same time so that the same responses are heard by all.
A structured interview uses a set of prepared, job-related questions that are asked of all applicants so that comparisons can be made more easily. This interview is useful in the initial screening process because numerous applicants may be evaluated and compared.
3 At Sysco, Ken Carrig was able to prove the positive impact of implementing High Performance Work Systems (HPWS). He was able to prove that independent Sysco companies that used HPWS experienced: Lower expenses All are correct Superior profitability Higher employee engagement
ALL ARE CORRECT The companies that implemented more of the high-performance/commitment practices far outperformed those that had not in terms of pre-tax operating profit in the short term (three to nine months after the survey) and the long term (nine to 15 months after the survey). In fact, there was almost a full percentage point difference in profit margin between those businesses using the most HPWS practices compared with those using the fewest.
12 Which of the following are key purposes of effective onboarding / orientation programs? Ensures that employee performance and productivity begin more quickly. Provides organization and job information. Establishes a favorable employee impression of the organization and the job. Accelerates socialization and integration of the new employee into the organization. Enhances interpersonal acceptance by coworkers.
ALL OF THEM
7 Which of the following are potential times for reviews performance? (More than one can apply) 6 months 60 days 90 days 12 months
ALL OF THEM 6 months -->Mid year check-in 60 days -->new hires 90 days -->new hires 12 months -->Most common for many reasons - pay / goals etc
10 What is HEVA? (check all that apply) Human economic value added Net Profit after Taxes - Cost of Capital/Full-Time Head Count A gauge of how much more valuable the organization has become because of its investment in human capital. The Return on Investment for hiring employees.
ALL but "The return on Investment for hiring employees" Human economic value added (HEVA) shows the wealth created per employee. It shows how much more valuable the organization has become because of its investment in human capital. Wealth is the net operating profit of a firm after the cost of capital is deducted. Cost of capital is the minimum rate of return demanded by shareholders. An HEVA approach requires that all policies, procedures, measures, and methods use cost of capital as a benchmark against which their return is judged. The formula for HEVA is: Net Profit after Taxes - Cost of Capital Full-Time Head Count
8 Which of the following are potential performance management outcomes? (More than one may apply) Advancement / promotions Budget planning decreased employee engagement Salary decisions
Advancement / promotions & Salary decisions
14 Which of the following actions of employers can result in reverse discrimination? Affirmative action Reasonable accommodation Disparate impact Disparate treatment Retaliation
Affirmative action By increasing the proportion of minority or female candidates hired or promoted, there is a reduction in the proportion of white or male candidates hired or promoted. In such cases, white and/or male individuals have fought against affirmative action and quotas, alleging reverse discrimination.
3 Which of the following is an example of an on-the-job training method? Action learning Adventure learning Apprenticeship Bumping Benchmarking
Apprenticeship
11 Roberta works in an R&D facility and is trying to figure out a method to effectively measure employee performance. Many times the level of performance is beyond the employee's control. Which of the following approaches would be critical to include? Trait Approach Personality Approach Results Approach Behavior Approach
Behavior Approach
14 If I have a question about the project or class, where or who should I consult first? Check Canvas/the Syllabus/Project Details. Send an email to the Professors. Ask a classmate. Move forward with how you see fit. Send an email to the TA.
Check Canvas/the Syllabus/Project Details.
1 What is the overall goal of Human Resources Management (HRM)? Make sure employees get paid. Design ways to recruit and train employees. Design formal systems to manage human talent for accomplishing organizational goals. Make sure managers follow the laws. Negotiate with unions and employees over terms and conditions of employment.
Design formal systems to manage human talent for accomplishing organizational goals. Human resource management (HRM) comprises the work done to design, implement and sustain formal systems in organizations to manage human talent for accomplishing organizational goals. Many companies refer to HRM as involving "people practices." The goal of HRM is more than any single task, it is all we do with and for humans to further the goals of the organization.
The behavior that employees demonstrate by going above and beyond in their jobs is called: Productive Discretionary Intuitive Participative
Discretionary behavior —such as the airline gate agent who races to return a forgotten briefcase.
5 Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as _____. Disparate impact Disparate treatment Reverse discrimination Reasonable accommodation Affirmative action
Disparate treatment
11 Title VII of the Civil Rights Act of 1964 prohibits employment discrimination due to age, race, religion, national origin and color. True False
FALSE
13 Under the FSLA, non-exempt employees receive time and a half for working over 8 hours in one day. True False
FALSE
5 To remain focused and effective, it is recommended to have one main HR strategy rather than several different ones. True False
FALSE
6 One of the videos discussed rating errors both intentional and unintentional errors. Central Tendency is an example of an unintentional error. True False
FALSE
9 Incumbents are the best source of information for a job analysis. True False
FALSE; A drawback of relying solely on incumbents' information is that they may have an incentive to exaggerate what they do in order to appear more valuable to the organization. Information from incumbents should therefore be supplemented with information from observers, such as supervisors, who look for a match between what incumbents are doing and what they are supposed to do.
6 A employee must show the employer's intent to to discriminate to prove disparate impact in court. True False
FALSE; An important distinction between disparate treatment and disparate impact is the role of the employer's intent. Proving disparate treatment in court requires showing that the employer intended the disparate treatment, but a plaintiff need not show intent in the case of disparate impact. It is enough to show that the result of the treatment was unequal.
7 Job satisfaction of employees remains unaffected from organizational changes such as mergers. True False
FALSE; An organizational change, such as a merger, also might have important consequences for job satisfaction. Ongoing surveys give the organization a way to measure whether policies adopted to improve job satisfaction and employee retention are working.
9 The training technique most widely used in the workplace is behavior modeling. True False
FALSE; At school, one tends to associate learning with classroom instruction, and that type of training is most widely used in the workplace, too. Classroom instruction typically involves a trainer lecturing a group.
5 Attending classes is a faster and more efficient method of learning new skills as compared to EPSSs. True False
FALSE; Electronic performance support systems (EPSSs) provide access to skills training, information, and expert advice when a problem occurs on the job. Using an EPSS is faster and more relevant than attending classes.
9 Forecasting the supply of human resources is a calculation of the external supply of employees? True False
FALSE; Forecasting HR resources considers both internal and external supplies. Although the internal supply may be somewhat easier to calculate, it is important to calculate the external supply as accurately as possible as well.
13 There are set HR strategies that support every business, no matter the industry or outside environment. True False
FALSE; HR strategies that support business strategies emanate from an understanding of the competitive environment, value chain, core business processes and key people or competencies. Although the basic commitment strategy principles will be the same, how they are put into operation may differ across business strategies and across jobs.
11 Action learning uses challenging, structured outdoor activities, which include difficult sports. True False
FALSE; In action learning, teams or work groups get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying out the plan.
6 Generally, organizations encourage voluntary turnover among top management since it is inexpensive. True False
FALSE; In general, organizations try to avoid the need for involuntary turnover and to minimize voluntary turnover, especially among top performers. Both kinds of turnover are costly.
6 The best HR practices can be used globally in a standardized way. True False
FALSE; International cultural and institutional differences will compound the need for more diverse HR strategies. Even if HR principles remain the same, they'll have to be translated into action differently from country to country.
10 It is clear that HR strategies drive the performance of the company. The converse is not true (the performance of the company does not drive HR strategies). True False
FALSE; Often, studies measure financial performance of firms up until the survey of the HR practices, so they actually demonstrate a relationship between current HR practices and past performance. Others use performance measures taken only after measuring HR practices. A few studies suggest that it's impossible to conclude which direction the causal arrow points, but most likely it points both ways. HR strategies can positively affect firm performance, but firm performance can also affect HR strategies.
10 Under the ADA, when an employer makes hiring decisions, they are permitted to use employment physical exams that could reveal a psychological or physical disability. True False
FALSE; Under the ADA, the employer may not, in making hiring decisions, use employment physical exams or other tests that could reveal a psychological or physical disability.
2 Most organizations check references as soon as they receive the candidate's application form. True False
FALSE; Usually the organization checks references after it has determined that the applicant is a finalist for the job
5 Which of the following is likely to contribute to errors in a job analysis? Inputs from multiple sources like incumbents and supervisors. Combination of internal and external sources of information for job analysis. Fixed and unchanging job descriptions for various jobs. Creation of comprehensive and detailed job description. Use of multiple analysis methods to obtain a detailed job analysis.
Fixed and unchanging job descriptions for various jobs. Although errors in job analysis can have many sources, most inaccuracy is likely to result from job descriptions being outdated. For this reason, job analysis must not only define jobs when they are created, but also detect changes in jobs as time passes.
1 According to the Equal Pay Act of 1963, men and women performing the same job cannot have differences in pay on the basis of _____. gender education seniority quality of production merit
GENDER Under the Equal Pay Act of 1963, if men and women in an organization are doing equal work, the employer must pay them equally. If the pay differences result from differences in seniority, merit, quantity or quality of production, or any factor other than sex, then the differences are legal.
8 Human Resources is all of the following except: Important Strategic Pushing Paper Energizing Complex
HR should be important, strategic, challenging, complex and energizing. We learned in the video what fruit people would think HR should be.
12 The _________ occurs when an interviewer allows a positive characteristic, such as agreeableness, to overshadow other more negative attributes. Halo Effect Biases Horns Effect Cultural Noise
Halo Effect
13 In which of the following instances is disparate treatment considered legal? In an electrical company, male workers are exclusively employed to work as electricians. In a vehicle manufacturing company, male workers are exclusively employed in all departments. In a certain shopping mall, female workers are exclusively employed to clean the ladies restroom. In a particular retail outlet, male workers are employed to handle the sales. In a particular hospital, only female nurses are appointed.
In a certain shopping mall, female workers are exclusively employed to clean the ladies restroom. The courts have held that in some situations that a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job. In this case disparate treatment is legal.
9 Which of the following is a provision of the Affordable Healthcare Act? Includes paid leave for pregnancy Includes part time employees Includes preventative services Employees must work 36 hours a week to qualify Extends dependent coverage to age 21
Includes preventative services * Note: Dependents are age 26
13 _____ refers to a process of systematically developing training to meet specified needs. Orientation Instructional design Organization analysis Fair representation Bumping
Instructional design
8 Which of the following best defines competency? It is the set of related duties for accomplishing work. It is the list of tasks, duties, and responsibilities (TDRs) that a particular job entails. It is the set of duties performed by a particular team. It is an area of personal capability that enables employees to perform successfully. It is the activity that a work unit's members engage in to produce a given output.
It is an area of personal capability that enables employees to perform successfully For example, success in a job or career path might require leadership strength, skill in coaching others, and the ability to bring out the best in each member of a diverse team of employees.
3 The process of getting detailed information about jobs is known as _____. job rotation job training job analysis job swapping job definition
Job analysis is the process of getting detailed information about jobs. Analyzing jobs and understanding what is required to carry out a job provide essential knowledge for staffing, training, performance appraisal, and many other HR activities.
15 An organization wants to attract the best employees. Which of the following strategies would be most effective? Lead-the-Market Match-the-Market None of the Above Lag-the-Market Top-the-Market
Lead-the-Market
11 Delta Airlnes moved from a commitment HR strategy to a control HR strategy in order to gain a competitive advantage by cutting costs. This resulted in: A higher industry average in revenue A decrease in customer complaints Better than average on-time performance Low morale and employee frustration
Low morale and employee frustration Unintended Consequences of Delta model: -Low on-time performance -Customer complaints -Baggage handling problems -Safety problems
3 Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees? Underutilizers Deadwood Solid performers Misdirected effort
Misdirected effort Employees under the "misdirected effort" category are motivated but lack ability. When a motivated employee lacks knowledge, skills, or abilities in some area, the manager may offer coaching, training, and more detailed feedback. Sometimes it is appropriate to restructure the job so the employee can handle it.
14 Beyonce hired new back-up dancers for her upcoming concert and because she personally knew them she didn't perform any background testing. While on set for rehearsal, one of her newly-hired dancers physically assaulted her pianist resulting in 8 broken fingers for him. What is this an example of? Negligent Retention Negligent Hiring Bad decision making Negligent Selection
Negligent Hiring Negligent hiring occurs when an employer fails to check an employee's background and the employee later injures or harms someone while performing job duties.
9 When hiring retails sales associates, Nordstrom will seek different candidates than Gap because: Nordstrom seeks experienced sales associates to provide high customer service. Gap seeks a younger look in their stores and so they won't hire old employees. Gap seeks long term employees to build relationships with customers. Nordstrom seeks fresh sales associates to be able to train them correctly. Gap seeks sales associates looking for higher wages to guarantee higher sales.
Nordstrom seeks experienced sales associates to provide high customer service. Both companies sell clothing, but with different strategies. Nordstrom tends to focus on upscale customers and seeks to establish longterm relationships through superior customer service. Gap focuses on the broader consumer market and sells stylish clothes, but with more of a self-service approach than Nordstrom. Both firms recruit, hire, train, evaluate and reward sales associates, but in very different ways.
12 When creating a strategy map, it is important to know that: Financial performance is the direct result of operational metrics only Future actions must be dictated by examining past financial data only Operational, financial, customer and people metrics are causal Operational and people metrics are not causal, they exist in isolation
Operational, financial, customer and people metrics are causal In creating your own strategy map, it is important to know that financial metrics are determined by how well a firm meets its customer metrics, and customer metrics are determined by how well the firm meets its operational and people metrics, and operational metrics are influenced by the people scores. These links exist in a causal sequence.
4 Identify the legal requirement(s) for developing a pay structure. Product markets Overtime pay Pay differentials High-quality workforce
Overtime payment to employees is a legal requirement in the pay structure of an organization.
1 What is true of peers as a source of performance information? Peers are poor sources of performance information in any job. Assessments of performance by peers generally lack any validity. Peers do not have knowledge of job requirements. Peers are uncomfortable with rating employees for decisions that may affect themselves.
Peers are uncomfortable with rating employees for decisions that may affect themselves.
4 A manufacturing company hit by a slump in demand is experiencing a labor surplus. The company expects the market to improve in six months and it does not want to layoff any of its employees. Which of the following strategies is an equitable way to handle this issue that results in spreading the burden more fairly? Overtime Demotions Employing temporary workers Reduced work hours Outsourcing
Reduced work hours An alternative to downsizing which is seen as a way to spread the burden more fairly is cutting work hours, generally with a corresponding reduction in pay. This is a more equitable way to weather a slump in demand.
7 Which of the following are strategic analytics /metrics for HR (Choose all that apply)? Retention Employee satisfaction / Engagement Training material costs Productivity Cost per employee
Retention, Employee Satisfaction/engagement, Productivity HR analytics is an evidence-based approach to making HR decisions on the basis of quantitative tools and models. Unlike financial reporting, there is not yet a standard for the implementation and reporting of HR measures.
6 According to the assigned videos - what has been the process of evolution for Human Resource Management? Authoritarian Drive System, Slaves and Conscripts, Taylorism, Psychology and Human Relations Psychology and Human Relations, Authoritarian Drive System, Slaves and Conscripts, Taylorism Slaves and Conscripts, Authoritarian Drive System, Taylorism, Psychology and Human Relations Slaves and Conscripts, Taylorism, Authoritarian Drive System, Psychology and Human Relations Organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.
Slaves and Conscripts, Authoritarian Drive System, Taylorism, Psychology and Human Relations
8 Which of the following benefits is required by law in the United States? Social Security Sick leave Retirement Plans (401K) Personal leave Paid leave
Social Security This important role of benefits is one reason that benefits are subject to government regulation. Some benefits, such as Social Security, are required by law.
11 To take unpaid family leave under the Family and Medical Leave Act, employees must meet which of the following criteria? Should belong to the top 10 percent of highest paid executives Should have worked for the employer for more than 5 years Should have worked at least 15 hours per week Should be working for an employer with at least 100 employees Should be working for an employer with 50 or more employees within a 75-mile radius
Specifically, the Family and Medical Leave Act (FMLA) of 1993 requires organizations with 50 or more employees within a 75-mile radius to provide as much as 12 weeks of unpaid leave after childbirth or adoption, to care for a seriously ill child, spouse, or parent, for an employee's own serious illness, or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or Reserve is called to active duty.
14 What are the steps for building an HR strategy? What is Step One? What is Step Two? What is Step Three? What is Step Four? What is Step Five?
Step One: Analyze Your Industry Step Two: Understand Your Value Chain Step Three: Recognize Your Key Processes Step Four: Identify Your Key People Step Five: Build Your HR Strategy
15 Hiring Freezes and Reduced Work Hours are effective ways of dealing with a Talent Surplus? True False
TRUE
2 HR practices that drive cooperation, customer orientation, employee commitment and managerial competence have been show to have a major influence on customer satisfaction. True False
TRUE
4 The value chain is a tool for understanding where your company creates value superior to that of your competitors. True False
TRUE The value chain is a tool for understanding where your company creates value superior to that of your competitors. Most value chains consist of between four and seven reasonably discreet sets of processes and activities that track the first steps in the design of your product all the way through to sales, distribution and/or service to the customer.
7 Commitment human resource systems shape employee behaviors and attitudes by forging psychological links between organizational and employee goals. True False
TRUE; Commitment human resource systems shape employee behaviors and attitudes by forging psychological links between organizational and employee goals. In other words, the focus is on developing committed employees who can be trusted to use their discretion to carry out tasks in ways that are consistent with organizational goals." (Arthur, 1992)
7 In general, all companies have to make decisions in three areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter. True False
TRUE; In general, all companies have to make decisions in three areas of recruiting: personnel policies, recruitment sources, and the characteristics and behavior of the recruiter.
15 The most important source of recruits for entry-level professional and managerial vacancies is on-campus interviewing. True
TRUE; On-campus interviewing is the most important source of recruits for entry-level professional and managerial vacancies.
13 The Balanced Scorecard is a framework that organizations use to report on a diverse set of performance measures, true or false? True False
TRUE; The Balanced Scorecard is a framework that organizations use to report on a diverse set of performance measures. This method balances financial and nonfinancial measures so that managers are able to focus on long-term drivers of performance and organizational sustainability.
15 The Office of Federal Contract Compliance Procedures is the agency responsible for enforcing the executive orders that cover companies doing business with the federal government. True False
TRUE; The Office of Federal Contract Compliance Procedures is the agency responsible for enforcing the executive orders that cover companies doing business with the federal government.Each year, the OFCCP audits government contractors to ensure they are actively pursuing the goals in their plans.
7 The general-duty clause states that it is each employer's duty to furnish a place of employment free from recognized hazards. True False
TRUE; The main provision of the OSH Act states that each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm. This is called the act's general-duty clause.
5 Legally defensible performance management systems are based on valid job analyses. True False
TRUE; To protect against lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees.
10 Training programs use case studies to develop employees' management skills. True False
TRUE; Training programs use business games and case studies to develop employees' management skills. A case study is a detailed description of a situation that trainees study and discuss.
2 Which is NOT a major function of HRM? Terminations and Layoffs Strategy and Planning Equal Employment Opportunity Staffing Talent Management Rewards Risk Management and Worker Protection Employee and Labor Relations
Terminations and Layoffs HRM includes the functions of Employee and Labor Relations, Equal Opportunity and Employment, Rewards, Risk Management and Worker Protection, Staffing, Strategy and Planning, and Talent Management. These all have subsets as well that span the gamut of what it takes to management human talent.
10 Which one of the following is true of workers' compensation? Disability income is not covered under this benefit. Employees are covered under the "no-fault" provision even if the injury is self-inflicted. Funding for the program comes from the state taxes on employees. The benefits provided to the workers are not taxable. It provides payments to offset lost income during involuntary unemployment.
The benefits provided to the workers are not taxable. The amount of income varies from state to state but is typically two-thirds of the worker's earnings before the disability. The benefits are tax free.
6 Which of the following is a disadvantage of using résumés as a source of information about job applicants? The content of the information is controlled by applicants. It is biased in favor of the employer. Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. It is a relatively expensive method of gathering information. It does not allow applicants to highlight accomplishments.
The content of the information is controlled by applicants. An obvious drawback of using résumés as a source of information is that applicants control the content of the information, as well as the way it is presented. This type of information is therefore biased in favor of the applicant and may not even be accurate. On the positive side, résumés may enable applicants to highlight accomplishments that might not show up in the format of an employment application. Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.
10 Which of the following is true of quid pro quo harassment? It refers to an individual gaining benefit in return for a sexual favor. It provides preferential treatment for the minority gender at the workplace. It involves harassment against people based exclusively on the factor of age. It involves making hiring decisions based on the gender of the applicant. It involves mocking an individual's sexual orientation.
The most obvious examples of sexual harassment involve quid pro quo harassment, meaning that a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances.
2 Which of the following helps a manager identify which employees need training? Person analysis Organization analysis Regression analysis Trend analysis Task analysis
The person analysis is a process for determining individuals' needs and readiness for training. It helps a manager to identify whether training is appropriate and which employees need training.
12 Which one of the following is true of defined-contribution plans? They present greater administrative challenges to employers. They are easier to administer as compared to other plans. They require annual premium payments to the PBGC. They shift the investment risk to the employer. They guarantee a basic benefit to the employee if the employer experiences financial difficulties.
They are easier to administer as compared to other plans. The employer need not calculate payments based on age and service, and payments to the PBGC are not required.
14 What is the advantage of two-tier wage systems? They provide more pay to new employees. They help in closing down jobs without any legal hassles. They cut labor costs without cutting employees' existing salaries. They provide better standards of benchmarking. They help in moving jobs out of the country.
They cut labor costs without cutting employees' existing salaries.
11 Why do companies outsource business functions? To help reduce the turnover of qualified employees. To create jobs in developing countries. To improve an organization's supply chain. To close expensive plants in the US. To obtain skills and expertise not available in the organization.
To obtain skills and expertise not available in the organization. Outsourcing involves transferring the management and/or routine performance of a business function to an external service provider. Organizations in the US outsource a wide variety of noncore functions in order to reduce costs or to obtain skills and expertise not available in the organization.
14 The video outlined three approaches, match the following in Column A with Column B: Trait Approach Behavior Approach Results Approach
Trait Approach --> Who they are as individual Behavior Approach --> How they work Results Approach --> What they produce
1 Needs assessment usually begins with _____. task analysis person analysis organization analysis competitor analysis market analysis
Usually, the needs assessment begins with the organization analysis. This is a process for determining the appropriateness of training by evaluating the characteristics of the organization
4 When should a training program evaluation methods be developed? Before the request for proposal is developed. During the implementation of the program. After the program has been developed. When the organization ensures readiness. When the program is being developed.
When the program is being developed. After a training program ends, or at intervals during an ongoing training program, organizations should ensure that the training is meeting objectives. The stage to prepare for evaluating a training program is when the program is being developed.
8 Which of the following is a permissible question for job applications and interviews? Are you a citizen of the United States? Where were you born? Will you need any reasonable accommodation for this hiring process? How would you feel about working for someone younger than you? What religious holidays do you observe?
Will you need any reasonable accommodation for this hiring process? Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews. The organization may not ask questions that gather information about a person's protected status, even indirectly. Refer to table 6.1.
5 From an economic standpoint, identify the drawback of a comparable-worth policy. a. Raising pay for some jobs places the employer at a disadvantage relative to employers that pay the market rate. b. Grouping jobs will result in rates of pay for individual jobs that do not precisely match the levels specified by the market and the organization's job structure. c. Employees may conclude that pay rates are unfair. d. A free-market economy assumes people will not take differences in pay into account when they choose a career. e. The pay policy line reflects the pay structure in the market, which does not always match rates in the organization.
a. Raising pay for some jobs places the employer at a disadvantage relative to employers that pay the market rate. Comparable-worth policies are controversial. From an economic standpoint, the obvious drawback of such a policy is that raising pay for some jobs places the employer at an economic disadvantage relative to employers that pay the market rate. A free-market economy assumes people will take differences in pay into account when they choose a career.
4 A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job of which 50 are Caucasian and 40 are Hispanics. Assuming that the company decides to hire 25 Caucasian and 10 Hispanics, what can be inferred using the four-fifths rule? a. 0.5<0.8, this indicates that there is no evidence of discrimination. b. 2>0.8, this indicates that there is evidence of discrimination. c. 0.5<0.8, this indicates that there is evidence of discrimination. d. The hiring rate for Hispanics is equal to four-fifth the hiring rate of Caucasians; hence there is no evidence of discrimination. e. 2>0.8, this indicates that there is no evidence of discrimination.
c. 0.5<0.8, this indicates that there is evidence of discrimination. Four-fifths rule finds evidence of discrimination, if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.
14 The first step in the instructional design process is: implementing a training program. selecting training methods. ensuring employees' readiness for training. planning a training program. conducting a needs assessment.
conducting a needs assessment --> what the organization requires that its people learn.
1 Determining the internal labor supply calls for a detailed analysis of: how many people are willing to work for the organization. how many people are currently in various job categories. the future vacancies that will be available in the company. the financial performance and profitability of the company. the compensation strategies and recruitment methods used by the company.
how many people are currently in various job categories. Determining the internal labor supply calls for a detailed analysis of how many people are currently in various job categories or have specific skills within the organization.
12 Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____. individuals with disabilities minorities minors women older employees
individuals with disabilities In 1973, Congress passed the Vocational Rehabilitation Act to enhance employment opportunity for individuals with disabilities.
3 A bona fide occupational qualification _____. is used to deem disparate treatment illegal is a necessary qualification for the job is a preferred qualification for the job is considered illegal by the court is strictly prohibited by organizations
is a necessary qualification for the job The courts have held that in some situations, a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job. In this case disparate treatment is legal.
8 Disparate treatment could be considered "legal" if the discrimination _____. is performed by a private employer is intended to reduce affirmative action is categorized as a bona fide occupational qualification is performed by a governmental organization is practiced to increase efficiency
is categorized as a bona fide occupational qualification The courts have held that in some situations that a factor such as sex or race may be a bona fide occupational qualification (BFOQ), that is, a necessary (not merely preferred) qualification for performing a job.
11 Temporary employment is popular with employers because: it gives them flexibility in operations. the quality of work is usually far superior. the temporary workers are more committed to the organization. it is most effective for key customer service jobs. it allows them to comply with the requirement of affirmative action imposed by the government.
it gives them flexibility in operations. Temporary employment is popular with employers because it gives them flexibility they need to operate efficiently when demand for their product changes rapidly.
15 Organizational analysis looks at training needs with respect to the: employee's strategy toward achieving organizational goals. management's support for training activities. readiness of employees for training. severance package deal for a particular batch of employees. monetary incentives the management has promised its employees.
management's support for training activities Organization analysis is a process for determining the appropriateness of training by evaluating the characteristics of the organization. The organization analysis looks at training needs in light of the organization's strategy, resources available for training, and management's support for training activities.
6 The Fair Labor Standards Act (FLSA) includes provisions for: wage discrimination. hiring processes. retirement plans. minimum wage. living wage.
minimum wage The Fair Labor Standards Act (FLSA) includes provisions for minimum wage, overtime pay, and child labor.
4 An organization helps link employees' behavior with the organization's goals. This helps the organization serve its _____ purpose. administrative evaluative logistical strategic developmental
strategic Strategic purpose means effective performance management helps the organization achieve its business objectives. It does this by helping to link employees' behavior with the organization's goals.