Human Resource Management
Under the law, discrimination charges must (generally) be filed within _____ days of the alleged unlawful practice. a. 60 b. 180 c. 120 d. 90
180
The first federal civil rights law was passed in a. 1964 b. 1933 c. 1970 d. 1866
1866
Recruiting and hiring consultants and vendors estimate that about ___% of applicants receive job offers. a. 10 b. 2 c. 25 d. 50
2
The fees charged by search firms can range anywhere from _____ percent of the annual salary for the position to be filled. a. 75 to 85 b. 45 to 60 c. 5 to 20 d. 85 to 100 e. 25 to 40
25 to 40
Which of the following is most like an "IQ test"? a. A personality test b. A physical ability test c. An honesty test d. A work sample test e. A cognitive ability test
A cognitive ability test
What is the term used for a group of employees that is formed to design a new product or service? a. A cross-functional team. b. A project team. c. A self-directed team. d. A employee rotation unit.
A project team.
What is the term used for a group of employees who are charged with immediately resolving a major problem and developing a long-term plan for problem resolution? a. An employee rotation unit. b. A self-directed team. c. A cross-functional team. d. A task force team.
A task force team.
When an organization is structured around projects that are constantly changing rather than traditional jobs, the organization is said to using: a. Ergonomics b. Employee engagement c. Job crafting d. Dejobbing
Dejobbing
Telecommuting is fairly common in: a. Texas. b. Ohio. c. California. d. Maine.
California
One common source of labor with specialized training for technical jobs is/are: a. Community organizations b. Public employment agencies c. Employment agencies d. High schools e. Community colleges
Community colleges
Research has found that employees recruited through referrals (i.e., word-of-mouth) tend to have higher retention rates than employees recruited through other methods. Why is this the case? a. Current employees are most likely to refer candidates that they expect will be a good fit for job and the company. b. Referred candidates are usually passive job seekers. c. Current employees tend to refer friends and family members that have been unemployed for a long time. d. Referrals tend to produce a diverse pool of job candidates.
Current employees are most likely to refer candidates that they expect will be a good fit for job and the company.
Which strategy refers to the planned elimination of jobs? a. Downsizing b. Outsourcing c. Nearshoring d. Reengineering
Downsizing
Designing systems and equipment to ensure that they are easy, efficient and safe for humans to use is the field of ________. a. Ergonomics b. Industrial engineering c. Autonomy d. Dejobbing
Ergonomics
LGBTQ individuals are protected from discrimination mainly through: a. the Americans with Disabilities Act. b. the Federal Executive Order 11246. c. Fair Employment Practice laws at the state or local level. d. the Vocational Rehabilitation Act.
Fair Employment Practice laws at the state or local level.
If a company did not know that one of its employees violated the law, they can't be held liable (i.e., they can't be sued for it). True False
False
n NJ, employers must pay their employee's regular wages during periods of jury duty. True False
False
Which of the following is false? a. Family-friendly policies have no positive outcomes for firms. b. Majority of employees have no children under 18. c. Family-friendly policies may include day care, part-time work, and job sharing. d. Flextime options are on the rise for employees.
Family-friendly policies have no positive outcomes for firms.
Which of following is NOT in the "Hard S" category in the 7-S framework (described in Chapter 2)? a. Shared values b. NONE OF THE ABOVE ARE IN THE HARD S CATEGORY c. Structure d. Strategy e. Systems and processes
Shared Values
Recruiting advertisements in newspapers and periodicals: a. typically generate less desirable recruits than direct applications or referrals. b. are most effective in attracting applicants who are currently employed. c. are generally not needed. d. are exempt from the requirements of Title VII of the Civil Rights Act. e. are less expensive than direct applications or referrals.
typically generate less desirable recruits than direct applications or referrals.
EEOC guidelines are: a. only applicable to organizations that employ over 1000 people. b. part of the federal law framework. c. administrative rules published in the Federal Register. d. part of the state laws.
administrative rules published in the Federal Register.
Age discrimination does NOT exist when: a. older workers are pressured to take early retirement. b. employers make off-hand remarks about older individuals. c. older workers are denied the same training opportunities at younger workers. d. older workers are terminated during downsizing (due to their age). e. advanced age affects organizational efficiency.
advanced age affects organizational efficiency.
The _Uniform Guidelines_ recognizes and accepts all of the following approaches to validation EXCEPT: a. content validity. b. criterion-related validity. c. predictive validity. d. utility validity. e. construct validity.
utility validity.
In NJ, an employer with 15 or more employees may not ask a job candidate if he/she has a criminal record until ____________. a. after running a background check. b. after proving that a criminal record would make it impossible for a person to work effectively in the position. c. after obtaining permission from the NJ Department of Labor. d. after the first interview.
after the first interview.
The job title: a. indicates the level within the occupational hierarchy occupied by the jobholder. b. may indicate the basic duties involved in the job. c. is of psychological importance as it provides status to the employee. d. all of these are correct.
all of these are correct.
If you want your interview questions to have "content validity", the questions should be based on a. an accurate job analysis. b. creativity and innovation. c. previously used questions. d. past job behaviors. e. best interview practices of top companies
an accurate job analysis.
For some types of cases, an employee must first file a complaint with ____________ before filing a lawsuit. a. a mediation service b. a local police department c. a state bar association d. an administrative agency
an administrative agency
According to census data, the majority of people who took a new job last year: a. used a professional recruiting firm (i.e., headhunter). b. weren't actively looking for one. c. were previously unemployed. d. found the job on social media.
weren't actively looking for one.
Since the passage of the Drug-Free Workplace Act of 1988: a. applicants and employees of federal contractors are subject to testing for illegal drug use. b. drugs in the workplace are prohibited. c. employers are prohibited from conducting random drug tests. d. all employees must submit to drug tests on demand.
applicants and employees of federal contractors are subject to testing for illegal drug use.
Advertised jobs that don't actually exist: a. are called "phantom jobs". b. often pay less than real jobs. c. are common in the public sector. d. are illegal.
are called "phantom jobs".
Today's HR departments are more likely to focus on __________ than HR departments decades ago. a. dealing with unions b. being a strategic partner c. performing administrative tasks d. complying with labor laws
being a strategic partner
Lawsuits that are filed on behalf of large groups of people (who are often not named) are known as a. District lawsuits b. class-action lawsuits c. Title VII lawsuits d. punitive lawsuits
class-action lawsuits
When an organization has jobs that are frequently changing, the most appropriate job analysis method might be: Select one: a. position analysis questionnaire b. competency-based approach c. functional job analysis d. job enrichment method e. critical incident method
competency-based approach
According to the Uniform Guidelines, a rule of thumb that identifies selection practices that favor a disproportionate number of nonprotected class members is the: a. ratio rule. b. acid-test rule. c. two-thirds rule. d. four-fifths rule.
four-fifths rule
Job data may be obtained in all of the following ways EXCEPT from: a. guidelines on employee selection procedures. b. questionnaires completed by employees and supervisors. c. O*NET d. observations by HR personnel. e. interviews with jobholders.
guidelines on employee selection procedures.
Some labor unions maintain _____ that provide a supply of job applicants. a. hiring halls b. service centers c. "do not hire" lists d. employee rolls e. applicant rosters
hiring halls
The objective of the critical incident method of job analysis is to: a. identify critical job tasks. b. provide information for job evaluation based on the critical value of the job. c. prioritize job duties and responsibilities. d. place people in appropriate positions. e. challenge the employees with their false statements.
identify critical job tasks.
When a job analyst doubts the accuracy of information provided by employees, he or she should obtain additional information from all of the following EXCEPT: a. job analysts from a different organization. b. the employees. c. the managers. d. HE SHOULD NOT OBTAIN ADDITIONAL INFORMATION FROM ANY OF THESE SOURCES e. individuals who perform the same job.
individuals who perform the same job.
Holistic meaningfulness exists when organizational, task, job, and ________ meaningfulness combine. a. autonomous b. spiritual c. personal d. interactional
interactional
A very important position in your department has just opened up. You only feel comfortable considering people for this position if you can get detailed information on their prior job performance. Which of the following recruitment sources strategies should you use? a. college recruitment b. social media recruitment c. internal recruitment d. recruitment through job fairs
internal recruitment
A low selection ratio means: a. there are very few qualified applicants. b. only the most promising applicants will be hired. c. the cutoff score for selection decisions will be relatively low. d. little selectivity among applicants will be possible.
only the most promising applicants will be hired.
People who may benefit from job sharing include all of the following EXCEPT: a. people who need full-time work to satisfy all of their obligations. b. older workers who wish to phase into retirement. c. spouses with families who want to work part-time. d. people who only wish to work part-time.
people who need full-time work to satisfy all of their obligations.
A validity coefficient of -1.00 indicates a(n): a. perfect positive correlation. b. perfect negative correlation. c. complete lack of correlation. d. error in math.
perfect negative correlation.
Bona fide occupational qualifications can: a. require reasonable accommodation on the part of the employer. b. permit discrimination by an employer. c. be used to identify adverse impact. d. be based on employer preference.
permit discrimination by an employer.
Which of the following selection methods is best used to determine how self-motivated a person is? a. cognitive ability tests b. personality tests c. polygraph tests d. job knowledge tests
personality tests
The Americans with Disabilities Act explicitly states that: a. employers may not test applicants for illegal drug use. b. employers may not test for AIDS or the presence of HIV. c. employers can screen out a prospective employee because he or she has an elevated risk of on-the-job injury. d. physical exams must be directly related to the requirements of the job.
physical exams must be directly related to the requirements of the job.
In an employment lawsuit, which side generally has the initial burden of proof to show that their employment rights have been violated? a. plaintiff (i.e., employee) b. defendant (i.e., employer) c. government d. union
plaintiff (i.e., employee)
Stages of career development include organizational entry, early career, mid-career, late career, and _____. a. downsizing b. post career c. preparation for work d. retirement e. career re-entry
preparation for work
The purpose of human resource planning is to a. project an organization's future demand for and supply of labor. b. determine which employees are adding value to the organization. c. predict which job candidate is likely to make a great employee if hired. d. determine the knowledge, skills, abilities and other requirements that employees need to perform their jobs effectively.
project an organization's future demand for and supply of labor.
Major federal EEO laws have been enacted to prevent discrimination against groups of workers most often affected by unfair employment practices. These groups are referred to as: a. significant worker classes. b. privileged classes. c. protected classes. d. equal employment classes.
protected classes.
Constitutional rights have the most relevance to which category of employees? a. public sector employees b. independent contractors c. private sector employees d. partners
public sector employees
You recommend that your company considers using job sharing. One reason employers like job sharing is that it: a. reduce labor costs. b. reduce training costs. c. reduce lawsuits d. reduce employee appraisals. e. reduce layoffs.
reduce layoffs.
The degree to which selection procedures yield comparable data over a period of time is known as: a. accuracy. b. conformity. c. reliability. d. validity. e. consistency.
reliability.
The problem with the clinical approach to selection is that it a. relies on subjectivity. b. is banned by the EEOC. c. requires too many resources to be performed effectively. d. requires highly trained interviewers.
relies on subjectivity.
One reason for using cross-training and job rotations is to improve and organization's a. resource flexibility. b. organizational capability. c. coordination flexibility. d. turnover capability.
resource flexibility.
If you want to ensure that you are validating your selection instruments properly, your best best is to Select one: a. review the Uniform Guidelines on Employer Selection Procedures. b. determine whether applicants achieve similar scores when taking the same instrument at different times. c. use content validation methods. d. review the job description.
review the Uniform Guidelines on Employer Selection Procedures.
Job enrichment is touted as helping employees with: a. self-esteem and job satisfaction. b. dissatisfaction with benefits. c. employment security. d. dissatisfaction with pay.
self-esteem and job satisfaction.
"It is late at night before your scheduled vacation. You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address. What will you do?" This is an example of a ____ question. a. behavioral description interview. b. situational interview. c. fictional interview. d. panel interview. e. nondirective interview.
situational interview.
Organizations subject to Title VII are required to post: a. specific employment records and reports. b. affirmative action goals. c. their blank applications. d. all job openings.
specific employment records and reports.
What type of evidence is essential for demonstrating adverse impact discrimination (a.k.a. disparate impact discrimination)? a. documents that show the employer did not like members of the protected class b. statements made by the employers c. witnesses d. statistical evidence
statistical evidence
In job design, skill variety refers to: a. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. b. the degree to which a job has impact on the work of other people. c. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use. d. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
Typically, establishing validity is a matter of comparing selection test scores: a. when a person joins a company and when they leave. b. to supervisors' performance ratings. c. to previous scores done in a similar occupation. d. to weighted scores on the candidates' application. e. before and after hiring.
to supervisors' performance ratings.
When a employee does not possess the K.S.A.s needed for a job, the solution may be: a. training. b. discipline. c. cooperation. d. corporate leadership.
training.
When recruiting millennials, it is advisable to use social media to show your company's a. personality b. culture c. values d. ALL OF THE ABOVE
ALL OF THE ABOVE
Your company does a lot of hiring on a regular basis. The company uses several different methods for selection, some of which are very expensive. What recommendations would you give your HR department? a. Use a multiple hurdle approach. b. Use selection methods that minimize adverse impact. c. Only give job candidates those selection methods that are appropriate for their unique backgrounds. d. Answers A and B e. Answers A, B and C
Answers A and B
According to the Attraction-Selection-Attrition (ASA) model, which of the following is NOT a reason for organizational inbreeding to occur? a. Attraction b. Appraisal c. Selection d. Attrition e. ALL OF THE ABOVE ARE REASONS
Appraisal
If you wanted to avoid hiring undocumented immigrants, which interview question would be best? a. Were you born in the United States? b. Do you have a green card? c. Are you able to submit the required documentation for an I-9 form? d. What country are you a citizen of?
Are you able to submit the required documentation for an I-9 form?
Which of the following questions on an application form might create legal problems? a. Asking the applicant to provide all work experience. b. Asking the applicant to provide the names of high schools, colleges, and graduate schools (etc.). c. Asking the applicant to provide names, addresses, and phone numbers of references. d. Asking the applicant to disclose any prior arrests. e. Asking the applicant to indicate their reason for wanting to leave their current employer.
Asking the applicant to disclose any prior arrests.
You are in charge of hiring flight attendants (i.e., stewards and stewardesses) for a major airline. There is never a shortage of applicants, as many people see the job as a fun and exciting way to travel the world for free. However, there is a high turnover rate. It appears that many applicants have overly positive and unrealistic expectations about the job, unaware of the job's unpleasant qualities (e.g., difficult passengers, rush schedules, high workload, and non-standard work hours). What might you do to reduce turnover? a. Give them a realistic job preview before hiring. b. Only hire applicants who are currently working in the airline industry. c. Require new hires to pay for their training. That way, they will be less likely to leave prematurely. d. Recruit by posting advertisements on airplanes and in airports.
Give them a realistic job preview before hiring.
If you and your two business partners had 50 résumés to screen, what could you do to make the process as efficient and free from bias as possible? a. Split the pile into two piles of 25 résumés. Have each person (you and your two business partners) find the best candidate in each pile. Then, interview these candidates. b. Delegate the résumé screening to only one person in order to ensure consistency. c. Interview all candidates. d. Have each person (you and your two business partners) rate each résumé using a fixed set of job-relevant criteria. e. Only consider résumés with the sexiest font and ink color.
Have each person (you and your two business partners) rate each résumé using a fixed set of job-relevant criteria.
You have just created a new position, and you are planning to start the hiring process. You will be looking to hire candidates with the right qualifications (knowledge, skills, abilities and other attributes) necessary to perform the job. How will you decide which qualifications you should be looking for when hiring? a. I would look for those qualifications that my company has always prioritized when hiring. That way, my firm is being consistent. b. I would look for those qualifications that were identified in a job analysis. c. I would look for those qualifications that can be measured by behavioral or situational interview questions. d. I would look for those qualifications that can be measured by a reliable and valid pre-employment test.
I would look for those qualifications that were identified in a job analysis.
Your manager has asked you to create interview questions for a open position. The position is for a retail sales associate for which no prior experience is required. Which of the following is the best interview question? a. Tell me about a time at your prior job when you were required to sell a product to a customer. What did you do? b. If you see a customer looking with interest at a product, how would you approach the customer and what would you say? c. What are your career goals and how does this position help you reach them? d. What do you think is your greatest strength relevant to sales? e. Why should we hire you?
If you see a customer looking with interest at a product, how would you approach the customer and what would you say?
When organizations hire outsiders for entry-level positions and fill higher-level jobs with insiders, such organizations are relying on: a. External labor markets b. E-recruiting markets c. Internal labor markets d. Global sourcing markets e. Outsourcing markets
Internal labor markets
Interviews as a method of selection are popular for all of the following reasons EXCEPT: a. Interviews are practical for dealing with a small number of applicants. b. Many interviewers have faith in their ability to make selection judgments. c. Interviews function as a marketing or public relations tool. d. Interviews are the most valid method of selection. e. Interviews are the most common selection method, and people expect them.
Interviews are the most valid method of selection.
Why would you recommend that your company provide an active career management process for its employees? a. It improves retention. b. It makes employees more dependent on the company (making it easier for the company to control its employees). c. It requires few resources. d. It ensures that employees are less marketable to other companies.
It improves retention.
_____ is a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better. a. Job engagement b. Dejobbing c. Employee engagement d. Job development e. Job crafting
Job crafting
What is the biggest problem with relying exclusively on employee referrals for recruitment? a. Poor quality of applicants. b. Lack of diversity. c. Too much favoritism and nepotism. d. Inefficient way of finding qualified candidates. e. Low turnover of applicants.
Lack of diversity
Which of the following methods is great at recruiting people who are not actively looking for a new job, but might be willing to change jobs in the right set of circumstances? a. job fairs b. LinkedIn c. newspaper advertisements d. employment agencies
Your friend has just created a new company and would like to attract top talent for all positions. What advice would you give your friend? a. Never rely on word-of-mouth recruiting. b. Before recruiting internally, always try to fill positions externally. c. Listen to and reach out to potential job candidates just like you would consumers. d. Only recruit from top colleges and universities.
Listen to and reach out to potential job candidates just like you would consumers.
Your HR department is getting frustrated with conducting reference checks. What is the likely cause of their frustration? a. Reference checks tend to lack validity. b. Many organizations refuse to give out information about prior employees or will only confirm dates of employment. c. In some states, it is illegal to ask a job candidate to provide references. d. In order to avoid a lawsuit, all references should be provided in writing. e. ALL OF THE ABOVE
Many organizations refuse to give out information about prior employees or will only confirm dates of employment
What is the name for the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm? a. Social media tracking. b. Rerecruiting c. Realistic job preview d. Nepotism e. Recruiting outsourcing
Rerecruiting
Which of the following is an example of negligent hiring? a. Hiring a person who is overqualified for a job. b. Not using selection methods that minimize adverse impact on protected groups. c. Not conducting background checks when hiring employees for sensitive positions. d. Only hiring family members. e. ALL OF THE ABOVE
Not conducting background checks when hiring employees for sensitive positions.
If you had to quickly (and cheaply) write a job description for a generic job title, which of the following would be a good starting point? a. Critical Incidents b. O*NET c. PAQ d. LinkedIn
O*NET
Sometimes people are not looking for new jobs, but they can be enticed to leave their current job and take a new one when presented with the right opportunity. Such people are known as: a. Active job seekers b. Global workers c. Passive job seekers d. Expendable laborers e. Transient employees
Passive job seekers
Over which of the following "sources" of law does Congress have the most direct influence? a. Executive Orders b. Statutes c. Constitution d. Regulations, Guidelines, and Administrative Decisions
Statutes
The company you work for has just posted an advertisement on Indeed.com. At the bottom of the ad, you see the following statement "graduates from Ivy League colleges are strongly encouraged to apply". Why might this language be a problem? a. Ivy League graduates are likely to find such language offensive (and will be less likely to apply). b. Other colleges and universities (non-Ivy League) will exclude your company from on-campus recruiting events. c. Such language might make it harder for the company to recruit a diverse pool of candidates. d. There is no plausible reason why Ivy League graduates are more desirable candidates than others.
Such language might make it harder for the company to recruit a diverse pool of candidates.
In what way might a job description help your company defend itself when accused of disability-based discrimination? a. The job description makes it easy for us to create an excuse for not hiring a disabled person (even if they could do the job). b. The job description specifies the essential job functions. If a person's disability prevents them from performing the essential job functions (and no reasonable accommodation is possible), the company has a legitimate reason not to hire the person. c. We can share the job description, and the candidate's resume, with other employees. We can also describe the candidate's disability. If other employees will be uncomfortable working with employee because of their disability, the company has a legitimate reason not to hire the candidate. d. The job description specifies what customers want from the position. If the person's disability is likely to turn off customers (causing them to take their business to our competitors), then the company has a legitimate reason not to hire the person.
The job description specifies the essential job functions. If a person's disability prevents them from performing the essential job functions (and no reasonable accommodation is possible), the company has a legitimate reason not to hire the person.
You want you company to be as fair as possible when selecting employees. You also want to ensure that the best candidate is chosen for each open position. What is the most important advice you would give your company's hiring managers? a. Always trust your gut. b. Only compare internal candidates with other internal candidates, and external candidates with other external candidates. c. Be flexible with the selection process so that each candidate has an opportunity to demonstrate their strengths. d. Use identical selection methods and criteria for every job candidate.
Use identical selection methods and criteria for every job candidate.
You are charged with creating a new personality test to hire security guards. You need to conduct some research to ensure that the test is valid. Which of the following provides evidence of validity? a. The test has received a lot of positive media attention. b. There is a positive correlation between security guards' score on the test and rating of the security guards' performance (by their supervisors). c. The FBI has successfully used the test to hire agents. d. An industrial/organizational psychologist has designed the test. e. Security guards have looked at the test and they have told you that the questions look reasonable.
There is a positive correlation between security guards' score on the test and rating of the security guards' performance (by their supervisors).
Some employees may chose to make a lateral move to a different position within their organization, even though such a transfer does not result in higher pay, status, responsibility, etc. Why might an employee chose to do this as a career development strategy? a. They might be seeking an easier job. b. They might have realized that they are not a good fit for their current position. c. They might be getting ready to transition to retirement. d. They may want to acquire new skills that will make them more promotable in the future.
They may want to acquire new skills that will make them more promotable in the future.
All of the following are common problems with job descriptions EXCEPT: a. They can limit the scope of activities of the jobholder, reducing an organization's flexibility. b. They are often outdated. c. They may violate the law by containing specifications not related to job success. d. If they are poorly written or too vague, they may provide little guidance to the job holder. e. They often provide too much information.
They often provide too much information.
For what reason should a person seeking a mentor research the potential mentor's background? a. To avoid feeling insecure by the mentor's successes. b. To establish a relationship with the mentor c. To prevent negligent choosing of mentor d. To learn about the mentor's weaknesses e. To find someone to introduce one to the mentor
To establish a relationship with the mentor
A "charge form" is a discrimination complaint filed with the EEOC by employees or job applicants. True False
True
In NJ, employers have no legal obligation to make workplace accommodations for employees who legally (per NJ law) consume marijuana for medical purposes. True False
True
In general, people are able to sue for punitive damages in employment discrimination cases. TRUE OR FALSE? True False
True
Much of the writing on Wikipedia is produced by web robots. True False
True
Jack Murske is looking for a job that fits his requirements. He has applied for a job vacancy in two companies in his town and five companies outside town. None of the companies were explicitly advertising open positions. Jack is an example of a(n) _____. a. Unsolicited Applicant b. Referral. c. Internal Employee d. Virtual Employee e. Poached Employee
Unsolicited Applicant
If you want to reduce the effects of human biases (either conscious or unconscious) in an interview, what would you recommend? a. Use a non-directive interview. That way, the questions are not likely to bias a person's answers. b. Begin the interview with some individualized, non-work related conversion. This will make the candidate more comfortable. c. Ask job candidates to prepare before coming in for an interview. d. Use a panel of different interviewers rather than a single interviewer.
Use a panel of different interviewers rather than a single interviewer.
If I were putting together a selection battery (i.e., a combination of selection methods) for my company's hiring process, I would a. Allow candidates to choose the selection methods that showcases their talents. However, all candidates must take an interview. b. Use the least expensive selection methods first to screen candidates. The more expensive methods would be used towards the end of the selection process. c. Give job candidates the easiest selection methods first. The more difficult methods would be used towards the end of the selection process. d. Use the most valid selection method first. The least valid methods would be used towards the end of the selection process.
Use the least expensive selection methods first to screen candidates. The more expensive methods would be used towards the end of the selection process.
_____ resources are those that improve a company's efficiency or effectiveness. a. Difficult to imitate b. Valuable c. Rare d. Organized
Valuable
Your company provides wealth management services. Employees deal with customers' sensitive financial records which, if gotten into the wrong hands, could be abused. Therefore, you are not comfortable hiring anybody with a criminal record. How should you avoid hiring employees with a criminal past. a. Wait until after the first interview to ask a candidate if they have a criminal record. b. Federal law prohibits employers from discriminating against job candidates who have criminal records. c. Clearly indicate on the job advertisement that only people with no criminal histories will be considered. d. Include a question on the application form asking candidates to list any criminal convictions (with an explanation).
Wait until after the first interview to ask a candidate if they have a criminal record.
If you were hiring a candidate, you would want to consider all of the following EXCEPT: a. To what extent should those applicants who are not qualified but are "qualifiable" (with training) be considered? b. Is this candidate likely to remain at our organization for some time if we hire him/her? c. Should the individuals be hired according to their highest potential or according to the needs of the organization? d. What effect will the applicants' family situation have on job performance? e. Does the individual have prior work experience that is similar to the job he/she is applying for?
What effect will the applicants' family situation have on job performance?
When selecting employees, the goal is to maximize hits and minimize misses. Misses include: (1) hiring people who turn out to be unsuccessful (2) not hiring people who applied who would have been great employees. In what situations might avoiding the first category of misses (1) be more important than avoiding the second (2)? a. When poor performing employees can be easily replaced. b. When poor job performance may have major consequences for the employer. c. When a new position must be filled quickly. d. When new employees are hired initially on a probationary basis.
When poor job performance may have major consequences for the employer.
_____ is the way by which most job positions are filled. a. Word-of-mouth recommendation b. Text messaging c. The Internet d. LinkedIn e. Advertising
Word-of-mouth recommendation
Which of the following types of tests is increasingly being aided by computer simulations? a. Cognitive ability tests b. Work sample tests c. Personality tests d. Physical ability tests
Work sample tests
Most job descriptions contain all of the following EXCEPT: a. the job title. b. a job evaluation section. c. a job identification section. d. a job duties section.
a job evaluation section.
The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and undesirable facets, is called: a. balance recruiting. b. a realistic job preview. c. honesty recruiting. d. passive job seeking. e. a negative or positive job assessment.
a realistic job preview.
Which of the following statements most closely matches the definition of a job description? Select one: a. a statement of the tasks, duties, and responsibilities of a job. b. a group of related activities and duties of a job. c. a statement of the knowledge, skills, and abilities required to perform a job. d. a set of different duties and responsibilities performed by one employee.
a statement of the tasks, duties, and responsibilities of a job.
You want your employees to feel empowered. To achieve this, you encourage participation, innovation, access to information, and _____. a. training b. responsibility c. feedback d. efficiency e. accountability
accountability
A ____ occurs when a person has learned a job too well and is bored with day-to-day activities. a. motivational plateau b. sabbatical plateau c. life plateau d. content plateau e. structural plateau
content plateau
Team synergy is heightened when team members engage in behaviors such as support, active listening, consensus decision-making, and _____. a. regular meetings b. disagreements c. prioritizing options d. production e. unanimity
disagreements
The case of EEOC v. Dial involves a. age discrimination b. adverse (disparate) impact only c. disparate treatment and adverse (disparate) impact. d. disparate treatment only
disparate treatment and adverse (disparate) impact.
The difference between temporary help agencies and employee-leasing companies is that a. employee leasing companies are typically based outside the United States. b. employee leasing companies place employees with subscribers on a permanent basis. c. employee leasing companies allow subscribers to lower their employee requirements. d. employee leasing companies prevent subscribers from laying off employees. e. employee leasing companies require subscribers to pay for benefits.
employee leasing companies place employees with subscribers on a permanent basis.
In order to retain and support the career development of women and minorities, companies should consider using: a. informal interpersonal networks b. employee resource groups/professional groups c. word-of-mouth recruiting d. gender and minority hiring quotas
employee resource groups/professional groups
The most prevalent form of the employment relationship is _________. a. independent contractor b. temporary employee c. employer-employee d. employer-employer
employer-employee
A key advantage of recruiting employees internally, as opposed to externally, is that a. employers usually have access to more information about internal candidates than external candidates. b. internal recruiting is more likely to increase an organization's demographic diversity. c. internal recruitment is more appropriate for entry-level positions. d. internal recruitment is more likely to change an organization's culture.
employers usually have access to more information about internal candidates than external candidates.
To comply with federal law pertaining to people with disabilities, the responsibilities/duties on a job description must be: a. essential job functions for job success. b. adjusted to describe the reasonable accommodations that an employer is willing to provide. c. limited to not more than twenty individual job tasks. d. written by job incumbents most familiar with the job.
essential job functions for job success.
According to the "Big Five" factors, _____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable. a. openness to experience b. extroversion c. agreeableness d. neuroticism e. conscientiousness
extroversion
You are the owner of a small business services company. You currently have 50 employees and you want them to remain satisfied (to keep turnover low). Your staff consists of a mix of younger and older employees. Some of the employees have families, while some do not. Some of the employees participate in educational or recreational activities after work, while some do not. Most of the work does not require detailed supervision or real-time collaboration. Employees generally must meet with customers in person at least three times per week. Which of the following might keep employees happy while preserving efficiency? a. virtual teams b. job enlargement c. telecommuting d. flextime
flextime
One way that organizations may find telecommuting to be beneficial is that a. employees develop high self-discipline while working alone at home. b. line managers accustomed to managing by observation may find supervising distributed employees easy. c. communication within an organization improves as telecommuting is unambiguous in comparison with face-to-face communication. d. it reduces overhead costs and office space of a company.
it reduces overhead costs and office space of a company.
The employees in your department often feel confused about their roles. Although there are many tasks that need to be done, the employees often don't know who is suppose to do what. In fact, some employee are very unclear what they are responsible for accomplishing. Which HR activity would you recommend to deal with this problem? a. job analysis b. recruitment c. selection d. hr planning
job analysis
The Uniform CPA Examination used to license certified public accountants is an example of a(n): a. physical ability test b. cognitive ability test c. interest inventory d. job knowledge test e. work sample test
job knowledge test
Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT: a. absenteeism. b. job performance. c. job satisfaction. d. theft.
job satisfaction.
A "national origin group" is defined as a group of people sharing a common: a. language, culture, ancestry, and/or similar social characteristics. b. birthplace other than the U.S. c. education. d. occupation.
language, culture, ancestry, and/or similar social characteristics.
One of the drawbacks of pre-employment testing is that it creates the potential for _____. a. conflict among current employees b. legal challenges c. spurious correlation d. cross-validation e. employer misunderstanding
legal challenges
One way to know which recruitment sources are likely to be effective is to a. determine which sources attract the most resumes. b. look at which sources were used to successfully recruit your company's current employees. c. ask your competitors which sources they have been using. d. determine which sources are most likely to attract younger candidates.
look at which sources were used to successfully recruit your company's current employees.
When a person hires an individual who is related to him/her (e.g., by blood or marriage), they are engaging in: a. illegal discrimination. b. family-based hiring. c. inverted familial diversification. d. nepotism. e. re-recruiting.
nepotism
In job design, task identity refers to: a. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use. b. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents. c. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. d. the degree to which a job has impact on the work of other people.
the degree to which a job requires completion of an identifiable piece of work with a visible outcome.
In job design, feedback means a. the degree to which a job provides independence and discretion to an individual in scheduling the work and determining the procedures to use. b. the degree to which employees know that their work is having a positive impact on the lives of others. c. the degree to which an individual is given direct and clear information about the effectiveness of his or her performance. d. the degree to which a job requires completion of an identifiable piece of work with a visible outcome. e. the degree to which a job entails a variety of different activities, requiring the use of different skills and talents.
the degree to which an individual is given direct and clear information about the effectiveness of his or her performance.
An employer's workforce is said to be at par with the relevant labor market when: a. the employer's workforce by race and sex compares favorably with the surrounding labor market. b. adverse impact is eliminated in the selection procedures of employees. c. women are hired at the same rate as men. d. affirmative action goals are achieved.
the employer's workforce by race and sex compares favorably with the surrounding labor market.
The artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions refers to: a. demotion. b. the shadowing process. c. career plateaus. d. labor barriers. e. the glass ceiling.
the glass ceiling.
At your company, you are responsible for writing job descriptions. All of your job descriptions contain a job specification section, which includes: a. the essential job functions. b. the person to whom the jobholder reports. c. the skills required to perform the job. d. the location of the job. e. the date of job posting.
the skills required to perform the job.
John's lawyer told him that his case is complicated because of the limitations period. This period is a. the time within which a plaintiff must file a claim or lawsuit. b. the time within which a plaintiff must reply to the employer's defense. c. an automatic reduction in the amount of damages. d. the time while an employee is probationary, and not a regular full-time employee.
the time within which a plaintiff must file a claim or lawsuit.
Some research suggests that when referred employees (i.e., employees who were referred to the company by other employees) turn out to be better hires than others, it is because a. they tend to have more confidence than other hires. b. their referrers look after them and essentially onboard them. c. they tend to be paid more than others. d. they are more social than other hires.
their referrers look after them and essentially onboard them.
Mark, your employee, has been a poor performer for a very long time, and has never been friendly. Although you have avoided saying anything to him of the last two years, your patience has run out. You decide today will be the day you fire him. When you call the HR office to let then know, they tell you that Mark complained last week that you have been sexually harassing him. You are even more angry now! Should you fire him today? a. No, you are legally required to give him a warning. If he doesn't improve after the warning, then you can fire him. b. Yes, it's employment-at-will. You can fire him at any time, for any reason. c. No, if you fire him now, the EEOC might construe it as a form of retaliation (especially since you haven't been calling him out on his behavior over the last two years). d. Yes, his poor performance history and anti-social behavior will make the firing easy to defend.
No, if you fire him now, the EEOC might construe it as a form of retaliation (especially since you haven't been calling him out on his behavior over the last two years).
You refuse to hire people who have tested positive for cocaine use. A person you reject claims this is disability discrimination, as he has a cocaine addiction. Is he right? a. Yes, but you must reject all candidates who test positive for drugs. b. Yes, but you might still be able to reject him if you can prove that his disability prevents him from performing essential job functions. c. No, illegal drug use is not covered by the Americans with Disabilities Act. d. No, addictions of any kind are not part of the meaning of "disability" per the Americans with Disabilities Act.
No, illegal drug use is not covered by the Americans with Disabilities Act.
In 2001, the City of Providence administered written examinations in an effort to fill vacant lieutenant and captain positions in its Fire Department. The written exams were to account for sixty-percent of the ultimate assessment of a candidate's ability to successfully serve as a lieutenant or captain. Forty-percent of an individual's assessment consisted of an oral exam evaluating a candidate's ability to lead others in emergency situations. When Providence officials analyzed the written test results, they found that the pass rate for black candidates was approximately half the pass rate of white candidates.Providence's City Charter (i.e., the city's constitution-like document) requires that the Board of Fire Commissioners use civil service examinations based on a "Rule of Three," where only the top three highest scoring candidates on each of the lieutenant and captain exams may be awarded a promotion. Under the Rule of Three, no black candidates could be awarded a promotion, since none of the top three highest scores on either test belonged to an African-American. In order to avoid charges of disparate impact discrimination against black test takers, the Board did not certify any list of eligible candidates (i.e., all test scores were discarded). Were the Board's actions legal?FYI: "disparate impact" means the same thing as "adverse impact". a. Yes, it is a necessary action to avoid disparate impact discrimination (against black test takers). b. No, it is disparate treatment discrimination (against white test takers). c. Yes, it is a necessary action to achieve the department's goals as specified in its Affirmative Action Plan. d. No, it is disparate impact discrimination (again white test takers).
No, it is disparate treatment discrimination (against white test takers).
Which of the following is likely to be a case of adverse impact discrimination? (FYI: Adverse impact discrimination is also known as "disparate impact" discrimination) a. Requiring all employees of a bookstore to share Christian religious beliefs. As a result, very few non-Christians work at the bookstore. b. Not promoting any employee who is over 60 years of age. As a result, very few older individuals are in upper management. c. A and C d. Only hiring professors who are at least 5 feet, 11 inches tall. As a result, very few women are hired as professors. e. A and B
Only hiring professors who are at least 5 feet, 11 inches tall. As a result, very few women are hired as professors.
Your company wants to leverage technology to improve its HR function. However, the company has limited funds for a major investment. What might be a solution? a. Downsizing b. Touch labor c. Big data d. Open-source HRIS software
Open-source HRIS software
Company X has been having trouble managing its payroll processing due to new IRS regulations and new benefit co-insurance rates. The cost of payroll processing is becoming unsustainable. In addition, Company X has been having difficulty retaining enough HR staff to manage its payroll functions. What might be a solution to Company X's payroll problem? a. Furloughing b. Offshoring c. Downsizing d. Outsourcing e. Job sharing
Outsourcing
Which of the following is NOT a defense to an alleged Equal Pay Act violation? a. Paying a male worker more because he has more relevant experience b. Paying a male worker more because he is more productive c. Paying a male worker more because he produces higher quality d. Paying a male worker more because he has dependents e. Paying a male worker more because he has greater seniority
Paying a male worker more because he has dependents
_____ is a competency of the HR manager earned by developing personal relationships with people both internal and external to the firm demonstrating the values of the firm, standing up for one's own beliefs, and dealing with all parties equitably. a. HR mastery b. Change mastery c. Business mastery d. Personal credibility
Personal Credibility
In the case of EEOC v. Abercrombie and Fitch, what made the company's actions hard to defend? a. Prior to this case, the company had made religious-based exemptions to its "look policy" for other applicants and employees. b. The "look policy" was only in effect at a few A&F locations. c. The company does not tell applicants about the "look policy" during the application process or interview. d. The "look policy" likely has an adverse impact on women.
Prior to this case, the company had made religious-based exemptions to its "look policy" for other applicants and employees.
What are the roles of the federal government and state/local governments in terms of employment law? a. States may pass laws which expand employee rights, but may not enact laws that reduce employee protections granted in federal laws b. Employment law is exclusively a federal domain, so states may not enact laws when federal law already exists. c. State laws must be identical to federal law or the state law is void (i.e., it is unenforceable and has no effect). d. States may pass laws which reduce employee rights, but may not enact laws that expand employee protections granted in federal laws
States may pass laws which expand employee rights, but may not enact laws that reduce employee protections granted in federal laws
The military pioneered the use of which job analysis technique? a. Dynamic job analysis b. Team-based analysis c. Competency-based analysis d. Task inventory analysis
Task inventory analysis
Sally believes that she was the victim of sexual harassment when her boss repeatedly made passes at her last year (even though she told him to stop). She left the job 16 months ago, but she is still angry. She decides to file a complaint with the EEOC. What is likely to happen? a. The EEOC is likely to dismiss the complain, as she has exceeded the time limits for filing it. b. The EEOC is likely to dismiss her complaint, as she no longer works for that employer. c. The EEOC is likely to dismiss the complaint, as she clearly wasn't bothered by her boss's conduct until now. d. The EEOC is likely to agree that this is harassment and punish her employer.
The EEOC is likely to dismiss the complain, as she has exceeded the time limits for filing it.
A jewelry store only hires female employees. Which of the following is the store's best defense against against a Title VII lawsuit (federal law)? a. The store has only one location in one state. Therefore, federal law does not apply. b. Being female is a BFOQ because women know more about jewelry than men. c. The store has only 10 employees. d. Hiring men would require unreasonable accommodations (as it would disrupt the culture of the store).
The store has only 10 employees.
Which of the following statements is true regarding the laws and regulations which govern the employment relationship? a. Their purpose is to provide protections for employees only. b. Their purpose is to create a reasonable power advantage for employees. c. Their purpose is to create a reasonable power advantage for employers. d. Their purpose is to create a reasonable balance of power between the employer and employee.
Their purpose is to create a reasonable balance of power between the employer and employee.
Some people believe that the labor market should be completely unregulated. In other words, there should no employment laws that set minimum standards. The argument is the employers and employees should be free to negotiate their own standards and conditions. The free market will ensure that employers act fairly (after all, it an employer does not treat employees fairly, employees will quit and move to another company). What is one counter-argument to this perspective? a. There is generally an imbalance of power in the employer-employee relationship. Employers tend to have the upper hand. b. Most labor markets are highly efficient. c. Competition for employees is fierce. d. Most employers benchmark their employment practices to their competitors.
There is generally an imbalance of power in the employer-employee relationship. Employers tend to have the upper hand.
The "cells" of the Balanced Scorecard model described in Chapter 2 include all of the following EXCEPT: a. Process b. ALL OF THE ABOVE ARE CELLS c. Turnover d. Financial e. Customer
Turnover
Which of the following is true regarding temporary employees? a. Use of temporary workers can often raise issues of "co-employment." b. Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency. c. During job assignments, temporary workers are on the payroll of the organization using their services. d. All of the above are correct.
Use of temporary workers can often raise issues of "co-employment."
The specific laws that an employer needs to worry about are determined by all of the following factors EXCEPT: a. Whether the employer sells goods or services to the federal government. b. The state(s) in which the employer operates. c. The number of employees that work for the company. d. Whether the employer sells goods or services to the state government where it is located.
Whether the employer sells goods or services to the state government where it is located.
You applied for a job at a bar as a server and were denied. You pressed the owner of bar for a reason why you were not hired. After your repeated questioning, the owner admitted that he /she didn't hire you because you were not physically attractive enough. In other words, the bar only wants "hot" servers. Can the owner do this? a. Yes, but the owner must establish that attractiveness is a BFOQ by showing clear evidence that he/she will lose business with a less attractive server. b. Yes, there's likely nothing illegal about this. c. No, this is discrimination in most states. d. No, this is discrimination per federal law.
Yes, there's likely nothing illegal about this.
A graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called: a. a skills inventory. b. a staffing table. c. career planning. d. an organization chart.
a staffing table.
To enrich the jobs of his/her employee, Herzberg suggests that a manager can a. remove safety hazards. b. increase fringe benefits. c. add more responsibility to jobs. d. improve the quality of employee supervision.
add more responsibility to jobs.
Termination decisions are frequently challenged on ____ discrimination grounds. a. religious b. ethnic c. age d. genetic
age
State fair employment practice laws: a. are provisions under the Veterans' Readjustment Act. b. cannot bar discrimination based on marital status or political affiliation. c. are established by the Equal Employment Opportunity Commission. d. are often more comprehensive than federal laws.
are often more comprehensive than federal laws.
The use of temps may be complicated by issues of a. coemployment b. tax withholdings c. minimum wage d. irs determinations
coemployment
In the American legal system, employers are expected to a. provide paid vacation after 1 year of employment. b. treat employees fairly in all aspects of the workplace, including paying fair compensation. c. not fire employees, as long as they do a good job. d. comply with employment laws.
comply with employment laws.
Your manager is not clear about the meaning of the term "disability" according to the Americans with Disabilities Act of 1990. You would tell your managers that disability can be defined by all of the following EXCEPT: a. being regarded as having a physical or mental impairment. b. a physical or mental impairment that substantially limits one or more major activities. c. ALL OF THE ABOVE ARE ACCURATE DEFINITIONS d. conditions caused due to the demands of the work environment. e. having a record of physical or mental impairment.
conditions caused due to the demands of the work environment.
The group of employees which has skills that are quite valuable to a company in creating customer value but not particularly unique or difficult to replace is referred to as: a. strategic knowledge workers. b. partners. c. core employees. d. supporting workers. e. contract workers.
core employees.
The biggest danger of not saying anything when you hear your employee tell a sexist joke is that it a. it could be used as evidence of negligent hiring. b. could be a sign of quid pro quo sexual harassment. c. it could be used as evidence of illegal favoritism or nepotism. d. could be creating a hostile work environment.
could be creating a hostile work environment.
In general, when enforcing violations of employment laws, a. employees are very likely to seize the opportunity to sue their employers, because all of the cost of employment litigation is borne by the employer. b. courts and government agencies hear cases only after employees come forward with complaints about violations of the law. c. employment laws apply only to full time employees. d. once a claim is brought, a company's attorneys deal with it, and managers have little involvement in the case.
courts and government agencies hear cases only after employees come forward with complaints about violations of the law.
Your company has a contract with the federal government and is subject to affirmative active requirements. Specifically, your company must (according to these affirmative action requirements) Select one: a. provide additional facilities to employees with disabilities. b. hire every qualified person who applies for work at your company. c. fill minority quotas. d. develop a plan of action to correct areas of past discrimination. e. use hiring processes that are common in the industry.
develop a plan of action to correct areas of past discrimination.
Which of the following business strategies involves competing by providing something unique and distinctive to customers? a. growth strategy b. differentiation strategy c. horizontal fit strategy d. lost-cost strategy e. diversification strategy
differentiation strategy
In _Griggs v. Duke Power_, the Supreme Court established the principle that: a. employment tests are illegal. b. discrimination can occur even if it is overt or unintentional. c. educational selection requirements are illegal. d. discrimination occurs only if the employer intends to discriminate.
discrimination can occur even if it is overt or unintentional.
A method of containing costs that allows a professional employer organization (PEO), typically a larger company, to takeover the management of a smaller company's HR tasks and become a coemployer to its employees is known as _____. a. outsourcing b. furloughing c. employee leasing d. nearshoring
employee leasing
One way that job advertisements may discriminate against older applicants is through the use of a. experience requirements b. team simulations c. early interviews d. exclusionary adjectives
exclusionary adjectives
If a party loses their case in a federal district court, they can appeal their case to a _________. a. federal district court in another state b. state court c. Congressional committee d. federal appeals court
federal appeals court
Human capital is _____ and _____ be managed the way organizations manage jobs, products, and technologies. a. intangible; can b. tangible; cannot c. intangible; cannot d. tangible; can
intangible; cannot
One reason for using the Delphi technique is that it a. is an attempt to decrease subjectivity of forecasts. b. is a quantitative method. c. is the quickest method for increasing employee turnover rates. d. is used to plot historical trends.
is an attempt to decrease subjectivity of forecasts.
A company's mission a. is irrelevant to a company's shareholders. b. is the strong enduring belief used by the company to make decisions. c. is used for the systematic monitoring of its external opportunities. d. provides a perspective on where the company is headed. e. is the basic purpose of the company.
is the basic purpose of the company.
The business practice of sending jobs to other countries is referred to as: a. offshoring. b. employee leasing. c. outplacement. d. outsourcing.
offshoring
Hiring someone outside the company to perform tasks that could be done internally is known as: a. outsourcing. b. employee leasing. c. outplacement. d. contracting.
outsourcing
Which of the following is NOT a protected class per federal law? a. sex b. political affiliation c. genetic information d. religion
political affiliation
Organizational changes are said to be _____ when external forces have already affected an organization's performance. a. reactive b. proactive c. intentional d. negative
reactive
To comply with the Immigration Reform and Control Act, employers should do all of the following EXCEPT: a. refusing to hire immigrants. b. presenting form I-9 for inspection upon request. c. completing and retaining form I-9. d. verifying the citizenship or immigration status of their employees.
refusing to hire immigrants.
One reason organizations use talent inventories is to create _____ ______, which list current employees in specific jobs. a. replacement charts b. staffing tables c. payroll databases d. trend models e. core values
replacement charts
Title VII provisions for religion: a. require employers to make reasonable accommodations for religious observance or practice. b. require employers to grant complete religious freedom in employment situations in accordance with the First Amendment. c. consider religion to be a bona fide occupational qualification. d. permit discrimination if religious preference is a bona fide occupational qualification.
require employers to make reasonable accommodations for religious observance or practice.
Companies typically decide who to "let go" during layoffs based on a. department ranking. b. seniority. c. union membership. d. marital status e. favoritism.
seniority.
Trend analysis includes all of the following steps EXCEPT: a. selecting a business factor. b. plotting historical trends. c. soliciting expert opinions. d. predicting employment needs.
soliciting expert opinions.
When the authors talk about Human Resource Planning, they are referring to a. the process of anticipating and providing for the movement of people into, within, and out of an organization. b. the process of setting major organizational objectives and developing comprehensive plans to achieve these objectives. c. the process of creating interview questions d. the process of determining the primary direction of a firm. e. the technique that identifies the critical aspects of a job.
the process of anticipating and providing for the movement of people into, within, and out of an organization.
Volunteers are more likely to be treated as employees for legal purposes (by courts and government agencies) if: a. they retain control over their volunteer work schedule b. a volunteer is never an employee, given the meaning of the term "volunteer" c. they receive significant remuneration for their services d. their services are provided to non-profit agencies
they receive significant remuneration for their services
All of the following techniques are used to forecast labor demand _qualitatively_ EXCEPT: a. soliciting expert opinion b. trend analysis c. management forecast d. the Delphi technique
trend analysis
According to research in 2017 published by the Federal Reserve Bank of San Francisco, job candidates between the ages of 29 and 31 received _____ more callbacks than those ages 64 to 66, despite having similar qualifications and skills on more than 40,000 dummy applications. a. 50% b. 35% c. 10% d. 76%
35%
According to US Equal Employment Opportunity Law (also known as civil rights law), it is illegal to discriminate against "protected classes" when making decisions about hiring and firing. It is also illegal to discriminate when making decisions about a. promotions b. training c. pay and benefits d. A. B and C e. A and B
A. B and C
Your cousin works for a small employer and she feels that she has been the victim of discrimination. Her boss claims that the organization is not covered by the Civil Rights Act of 1964. You tell your cousin that the following organizations are usually not covered by the act. a. Religious organizations employing persons of a specific religion b. Organizations hiring Native Americans on or near a reservation c. Labor unions having 15 or more members or employees d. Bona fide, tax-exempt private clubs e. ANSWERS A, B, and C
ANSWERS A, B, and C
Which of the following factors increase the likelihood that a worker will be considered an independent contractor? a. The independent contractor sets his or her own work hours. b. The independent contractor is paid by the project rather than by the time spent. c. The independent contractor works without supervision or oversight from the employer. d. All of the above.
All of the above.
Even line managers should know about HR management because: a. Almost all managers play some role in selecting employees, training and motivating them, appraising them, promoting them, and so forth. b. Line managers are more likely to get promoted than HR managers. c. In many organizations, line managers are the same as HR managers. d. Most HR managers will eventually become line managers.
Almost all managers play some role in selecting employees, training and motivating them, appraising them, promoting them, and so forth.
What is the name of the United Kingdom's plan to leave the European Union? a. BREXIT b. NAFTA c. GATT d. WTO
BREXIT
Why is it important to know how many employees a firm has? a. Because many federal laws only apply to firms that are above a certain size (in terms of the number of people they employee). b. Because small firms are less likely (than big firms) to win their cases. c. Because courts do not like to rule against smaller firms. d. Because larger firms have more defenses available to them when being sued.
Because many federal laws only apply to firms that are above a certain size (in terms of the number of people they employee).
In the context of the competencies required of HR managers, understanding an organization's customers and economic and financial capabilities is part of _____. a. Personal credibility b. HR mastery c. Business mastery d. Change mastery
Business mastery
_____ requires an understanding of an organization's customers and economic and financial capabilities to help a firm achieve its strategic direction and adjust it as needed. a. HR mastery b. Business mastery c. Change mastery d. Personal credibility
Business mastery
You are in the process of updating a job description. Your job description is based on interviews with and observation of employees currently working in the position. Why might it be a good idea to also interview the supervisor of these employees? a. Current job holders often do not know what job tasks are important enough to be included on a job description. b. Current job holders may inflate their responsibilities and the difficulty of job tasks. c. Supervisors may feel that their authority is being undermined if they are not included in the process. d. Supervisors usually have a more detailed understanding of what a job entails on a day-to-day basis.
Current job holders may inflate their responsibilities and the difficulty of job tasks.
Your friend, Melissa, was just hired as a HR manager. In all likelihood, Melissa will do all of the following EXCEPT: a. Provide her company with strategic advice and council about employment matters. b. Help her company develop and implement policies about hiring and managing employees. c. Advocate on behalf of employees. d. Directly supervise employees who work outside the HR department.
Directly supervise employees who work outside the HR department.
The knowledge, skills, and capabilities of individuals that have a tremendous impact on an organization's performance but do not show up directly on its balance sheet are known as: a. core capital. b. employee capital. c. intellectual capital. d. human capital.
Human Capital
Which of the following actions might an employer take when faced with a labor surplus? a. Outsource work b. Recall employees c. Implement a hiring freeze d. Add full-time workers e. Utilize overtime
Implement a hiring freeze
You friend Sally thinks she knows a lot about employment law and HR. However, she is not always correct. In a conversation last night, she made four statements. Which of the four statements are accurate? a. Most federal employment laws were passed in the first half of the 19th century in response to growing industrialization. b. Employees enjoy the legal right to stay on the job as long as they are doing a good job c. The earliest employment laws focused on wages and hours. d. In most cases, employees may be fired at any time and for any reason not prohibited by law.
In most cases, employees may be fired at any time and for any reason not prohibited by law.
_____ is accomplished by adding more meaningful tasks and duties to make the work more rewarding and satisfying. a. Job enrichment b. Job rotation c. Job enlargement d. Job augmentation e. Job empowerment
Job enrichment
Which of the following tools is used to study the number of employees in an organization who are demoted, promoted, transferred, or who leave the organization from year to year? a. Markov analysis b. skills inventory c. Delphi technique d. staffing table e. trend analysis
Markov analysis
