Management Final- CH 11

Which act prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities? A. ADA of 1990 B. FLSA of 1938 C. NLRA of 1947 D. ADEA of 1967 E. FMLA of 1993

A. ADA of 1990

Behavioral event interview should be conducted during which step for effective recruiting of key leadership hires? A. Assess the candidates B. Develop the pool C. Close the deal D. Integrate the newcomer E. Anticipate your needs

A. Assess the candidates

According to the evolution of HR work, the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance were the focus of which of the following? A. Wave 1 B. Wave 2 C. Wave 3 D. Wave 4 E. Wave 5

A. Wave 1

. In organizations today, success depends on talent acquisition outsourcing to external recruiters. a. True b. False

b. False

Performance management began as a simple tool to drive _____ but has evolved more recently into a tool used for _____. A. accountability; employee development B. profits; stockholder education C. market share; corporate acquisition D. employee development; accountability E. stockholder education; profits

A. accountability; employee development

With growing dissatisfaction with performance management processes, Agile Manifesto was developed by software developers and emphasized principles of all of these EXCEPT: A. emotional intelligence. B. regular reflection on how to work more effectively. C. self-direction. D. self-organization. E. collaboration.

A. emotional intelligence.

An evaluation tool that collects feedback from manager, peers, direct reports, and customers is called ______. A. 9-box template B. 360 assessment C. employee life cycle D. merit matrix E. pay-for-performance model

B. 360 assessment

Within an organization, the primary lever to address the drive to _____ is culture, and the actions are to foster mutual reliance and friendships, to value collaboration and teamwork, and to encourage best practice sharing. A. acquire B. bond C. comprehend D. defend E. esteem

B. bond

The skills, knowledge, and experience of an individual or group and its value to an organization refers to _____. A. war for talent B. human capital C. succession planning D. 360 assessment E. employee life cycle

B. human capital

World at Work defines a total rewards strategy as the six elements of total rewards that collectively define an organization's strategy to attract, motivate, retain and engage employees. Which of the following is NOT an element of this total rewards? A. Benefits B. Recognition C. Employee life cycle D. Work-life effectiveness E. Compensation

C. Employee life cycle

Jay Patel is the HR manager at BNB Manufacturing. Jay wants to establish the pay-for-performance structure at BNB. In these efforts, Jay's boss tells him to include the design of a merit matrix that ties employee annual pay increases to performance as well as the design of a short-term bonus matrix and a long-term bonus pay-for-performance strategy. Jay should focus on which of the following step in the framework to address these issues? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes

C. Update compensation processes with new pay for-performance elements.

In 1981, _____ championed the forced-ranking system. A. the US Military B. Max Weber C. Frederick Taylor D. Jack Welch E. Elton Mayo

D. Jack Welch

Jay Patel is the HR manager at BNB Manufacturing. Jay is interested in establishing the pay-for-performance structure at BNB. Which of the following should be the final step in establishing this framework Jay should focus on? A. Identify any gaps that exist in the current processes. B. Define the organization's pay philosophy. C. Update compensation processes with new pay for-performance elements. D. Review the financial impacts of creating pay-for-performance changes. E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.

E. Communicate and train managers and employees on the pay for-performance philosophy and process changes.

From its earliest inception as a primarily compliance-type function, human resource management has further expanded and evolved into its current state as a key driver of human capital development. a. True b. False

a. True

Higher-potential employees, no matter what the level, often display the following competencies: business acumen, strategic thinking, leadership skills, people skills, learning agility, and technology skills. a. True b. False

a. True

Performance management began as a simple tool used for employee development. a. True b. False

a. True

Compensation and benefits are the two elements that make up the total reward strategy used by organizations to attract, motivate, retain and engage employees. a. True b. False

b. False

The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age or older from employment discrimination based on age. a. True b. False

b. False