HR Exam 3

What is one way a manager can use efficacy to improve employee​ engagement? A. By making certain the employee has the tools necessary for his or her job B. By candidly pointing out how the employee promotes an unprofessional image and providing suggestions to alter that image C. By having the conversation drafted beforehand and keeping to the script as much as possible D. By focusing only on the​ employee's current role in the company E. By keeping the appraisal conversation separate from any discussion of rewards such as pay increases or bonuses

A. By making certain the employee has the tools necessary for his or her job

Management at​ Aviation, Inc. has purchased a new​ computer-operated production control system that will greatly improve efficiency. All operators have been trained in the new system and have been given ample time to practice and learn the new process. Brian has not been able to master the​ system, significantly lowering his efficiency and quality. After many discussions and efforts to help him learn the​ system, Brian's manager has decided that the only option is to terminate Brian. What are the grounds for​ dismissal? A. Changed requirements of the job B. Lack of qualifications for the job C. Unsatisfactory performance D. Downsizing E. Misconduct

A. Changed requirements of the job

Sydney, a manager in the human resources​ department, feels that she is doing a lot more recruiting lately. She reviews data on how often employees are leaving the company. What is Sydney​ investigating? A. Turnover B. Diversity C. Reduction D. Development E. Engagement

A. Turnover

​Karin's manager is upset because even though Karin​ isn't a top​ performer, she is being forced to put Karin into the shift leader position that just became available because Karin has been with the company longer than any other employee in the department.​ Karin's company uses the​ _______ method of promotion. A. seniority-based B. downsizing C. horizontal promotion D. parallel career path E. transfer

A. seniority-based

Advocates of​ _______ recommend lowering the dependence on inspection to achieve quality. A. total quality management​ (TQM) B. electronic performance monitoring​ (EPM) C. forced distribution D. behaviorally anchored rating scales​ (BARS) E. performance management

A. total quality management​ (TQM)

As​ CEO, Jamal has a lot of goals. He and the​ company's board of directors have agreed on a bonus package that Jamal will receive if the company stock increases each month for the next six months. This is an example of which of the​ following? A. Wages B. A​ long-term incentive C. A​ short-term incentive D. Base pay E. An executive perk

B. A​ long-term incentive

The HR department is reviewing how the pay rates in their company compare to their competitor on the other side of town. They are interested in which type of​ equity? A. Internal equity B. External equity C. Individual equity D. Procedural equity E. Comparable worth

B. External equity

Which of the following is the process of comparing jobs to determine their value relative to one​ another? A. Comparable worth B. Job evaluation C. Ranking D. Broadbanding E. Wage curve

B. Job evaluation

What type of compensable factors are LEAST likely to be used in analytical​ jobs? A. Technical knowledge B. Leadership skills C. Job scope D. Creativity E. Problem solving

B. Leadership skills

Aisha's supervisor requested that she rate her own performance and bring her evaluation to a meeting for them to review. Which type of rating process has Aisha been asked to​ perform? A. Appraisal by subordinates B. Self-rating C. 360-degree feedback D. Peer appraisal E. Rating committee

B. Self-rating

Joe works as a machinist in a large company. He likes that even if his job​ doesn't change, he can increase his pay by learning new skills and gaining knowledge in his field. Which of the following is​ Joe's company​ using? A. Broadbanding B. Competency-based pay C. Ranking D. Wage curve E. Comparable worth

B. ​Competency-based pay

Factors such as​ age, race, and sex have the potential to cause which type of performance appraisal rater​ error? A. Leniency or strictness B. Halo effect C. Bias D. Recency effect E. Central tendency

C. Bias

Which of the following rater errors is the result of one factor influencing the rating of all qualities of the​ employee? A. Strictness B. Recency C. Halo effect D. Unclear standards E. Central tendency

C. Halo effect

Juan is an exceptional​ performer; however, he​ isn't a good candidate to become a manager. Instead of promoting Juan into​ management, his company promoted him from Engineer to Senior Engineer. This is an example of which of the​following? A. Dismissal B. Downsizing C. Parallel career path D. Horizontal promotion E. Transfer

C. Parallel career path

Which exception to termination at will prohibits an employer from firing an employee for refusing to perform an unlawful​act? A. Statutory B. Insubordination C. Public policy D. Misconduct E. Common law

C. Public policy

Which of the following includes​ non-financial and intangible​ rewards? A. Board oversight B. Competency-based pay C. Total rewards D. Comparable worth E. Broadbanding

C. Total rewards

Helping employees to identify their skills and abilities and how they can use and develop them in the job and in future jobs is known as​ _______. A. mentoring B. career planning C. career management D. coaching E. a psychological contract

C. career management

Terrance always shows his employees the relationship between what his employees are trying to achieve and how their actions affect the department and the company. This is the​ _______ element of performance management. A. direction sharing B. ongoing performance monitoring C. goal alignment D. recognition and rewards E. ongoing feedback

C. goal alignment

Before the performance appraisal is​ conducted, it is important that employees be made aware of​ ________. A. alternation rankings B. behaviorally anchored rating scales C. individual and organizational goals D. paired comparisons E. any electronic performance monitoring

C. individual and organizational goals

Which of the following pays an employee based on the skills he or she has developed rather than the duties listed for his or her​ job? A. Comparable worth B. Broadbanding C. Competency-based pay D. Wage curve E. Total rewards

C. ​Competency-based pay

Which is generally NOT a factor in determining executive​ pay? A. External equity B. Job complexity C. The​ executive's human capital D. Ability to pay E. Geographical location of the company

E. Geographical location of the company

The U.S. Supreme​ Court's decision in County of Washington v. Gunther addressed​ _______. A. competency-based pay B. board oversight C. broadbanding D. wage curves E. comparable worth

E. comparable worth

Ming is deciding whether she wants to continue in her current​ role, move up in that​ department, or possibly consider other types of jobs. She decides to review her skills and the knowledge she has gained in this​ job, and then research what opportunities are available. Then she will decide what she wants to strive for and how she will move forward. Which of the following describes​ Ming's thoughts and​ actions? A. Career planning B. A psychological contract C. Mentoring D. Coaching E. Career management

A. Career planning

Which of the following BEST describes performance​ management? A. Developing the performance of an employee and aligning the performance with organizational goals B. Providing feedback to the employee with the goal of eliminating performance deficiencies C. Defining the job to ensure the manager and employee agree on performance criteria D. Assessing an​ employee's actual performance relative to predetermined standards E. Evaluating an​ employee's current performance relative to performance standards

A. Developing the performance of an employee and aligning the performance with organizational goals

Which is the simplest and most often used method of performance​ appraisal? A. Graphic rating scale B. Critical incident C. Paired comparison D. Behaviorally anchored rating scale​ (BARS) E. Forced distribution

A. Graphic rating scale

According to the Fair Labor Standards​ Act, which of the following types of employees is classified as​ nonexempt? A. Mechanics B. Senior researchers C. HR directors D. Plant managers E. Sales employees

A. Mechanics

In creating a​ market-competitive pay​ plan, an organization substitutes competitive advantage in customer service for working conditions. This best demonstrates which of the following steps in creating a​ market-competitive pay​plan? A. Select compensable factors. B. Assign weights to compensable factors. C. Convert percentages to points for each factor. D. Define each​ factor's degrees. E. Choose benchmark jobs.

A. Select compensable factors.

Determining the value of​ responsibility, effort, and innovation present in each position best demonstrates which of the following job evaluation​ methods? A. The point method B. The ranking method C. Job classification D. Computerization method E. Benchmarking

A. The point method

Which process advocates continuous improvement to maximize customer​ satisfaction? A. Total quality management B. Performance management C. Behaviorally anchored rating scale D. Electronic performance monitoring E. Forced distribution

A. Total quality management

Which of the following includes both tangible and intangible​ rewards? A. Total rewards B. Ranking C. Broadbanding D. Comparable worth E. Competency-based pay

A. Total rewards

Which act makes executives personally liable for lapses in oversight of the​ company's finances? A. Sarbanes-Oxley Act B. Fair Labor Standards Act C. ​Davis-Bacon Act D. Walsh-Healy Public Contract Act E. Employee Retirement Income Security Act

A. ​Sarbanes-Oxley Act

Stock bonuses are generally considered to be​ _______. A. short-term incentives B. wages C. long-term incentives D. base pay E. executive perks

A. ​short-term incentives

During her performance​ appraisal, Maria's manager provided​ "psychological meaningfulness" by doing which of the​ following? A. By providing objective and supportive feedback B. By emphasizing the value of the work Maria performs and what it is worth to the company C. By keeping the appraisal conversation separate from any discussion of rewards such as pay increases or bonuses D. By having the conversation drafted beforehand and keeping to the script as much as possible E. By focusing only on​ Maria's current role in the company

B. By emphasizing the value of the work Maria performs and what it is worth to the company

How can a supervisor improve engagement by showing employees that their contributions are​ valued? A. By focusing on the​ employee's weaknesses and the steps the employee should take to strengthen his or her skills in these areas B. By listening to the​ employee's ideas C. By keeping the appraisal conversation separate from any discussion of rewards such as pay increases or bonuses D. By focusing only on the​ employee's current role in the company E. By providing objective and supportive feedback

B. By listening to the​ employee's ideas

"Effectively inspires and motivates department​ members" might be a category for which type of performance​ appraisal? A. Behaviorally anchored rating scale B. Competency-based graphic rating scale method C. Forced distribution method D. Paired comparison method E. Critical incident method

B. Competency-based graphic rating scale method

When a company assigns a value to each of its​ jobs, it is using which approach to set pay​ rates? A. Ranking B. Job evaluation C. Comparable worth D. Broadbanding E. Market-based

B. Job evaluation

Which of the following BEST identifies the difference between compensation plans for managers and plans for​employees? A. Managerial plans are designed to​ attract, motivate, and retain good employees. B. Managerial jobs have factors that are harder to quantify. C. Job evaluations play a more significant role for leadership. D. There is less emphasis on paying managers for performance. E. There is more emphasis on paying managers for static demands.

B. Managerial jobs have factors that are harder to quantify.

Which of the following LEAST exemplifies a total reward pay​ system? A. Job redesign B. Overtime pay C. Health and​ well-being programs D. Recognizing employees with gift cards and merchandise E. Telecommuting

B. Overtime pay

Because of its​ complexity, which is the first function employers generally computerize or​ outsource? A. Recruiting B. Payroll C. Job analysis D. Training E. Benchmarking

B. Payroll

Reena​ doesn't believe the merit system her company uses is fair. She believes that her manager is much stricter than other managers and that she receives a lower increase than some of her coworkers even though she works just as hard. Reena is experiencing which of the​ following? A. Comparable worth B. Procedural equity C. Internal equity D. Individual equity E. External equity

B. Procedural equity

With regard to compensation​ management, which of the following is an example of an intangible​ reward? A. Commissions B. Promotion opportunities C. Wages D. Salaries E. Bonuses

B. Promotion opportunities

Which is the first step that must occur in the performance appraisal​ process? A. Completing the rating form B. Setting work standards C. Assessing the​ employee's actual performance relative to standards D. Providing feedback to the employee E. Developing a plan to correct deficiencies

B. Setting work standards

Joni was evaluated by her​ supervisor, her​ coworkers, and her customers. Which type of performance appraisal did Joni​ receive? A. Peer appraisal B. Rating committee C. 360-degree feedback D. Self-rating E. Appraisal by subordinates

C. 360-degree feedback

Which of the following BEST describes a​ "red circle" pay​ rate? A. A pay rate for a benchmarked position B. A pay rate before commissions are added C. A pay rate that is too high relative to other jobs D. A pay rate set by a union contract E. A pay rate that is too low relative to other jobs

C. A pay rate that is too high relative to other jobs

John believes that if he performs his job​ well, has a positive​ attitude, and is loyal to the​ company, then the company will provide a safe and comfortable work environment and treat him fairly. This is an example of which of the​ following? A. Career planning B. Coaching C. A psychological contract D. Career management E. Mentoring

C. A psychological contract

Which method of performance appraisal requires writing critical incidents and developing performance​ dimensions? A. Critical incident B. Forced distribution C. Behaviorally anchored rating scale​ (BARS) D. Paired comparison E. Graphic rating scale

C. Behaviorally anchored rating scale​ (BARS)

​Jon, the plant​ manager, rated Alicia lower than her male coworkers because he simply​ doesn't believe that a woman can perform this job as well as a man. Jon has committed which performance appraisal rater​ error? A. Central tendency B. Leniency or strictness C. Bias D. Recency effect E. Halo effect

C. Bias

In using the appraisal system to improve employee​ engagement, a manager can provide​ "psychological safety" by doing which of the​ following? A. By emphasizing the meaningfulness of what the employee is doing to the company B. By keeping the appraisal conversation separate from any discussion of rewards such as pay increases or bonuses C. By providing objective and supportive feedback D. By having the conversation drafted beforehand and doing your best to keep to the script E. By focusing only on the​ employee's current role in the company

C. By providing objective and supportive feedback

Which of the following BEST describes​ "engagement" as a guide to managers on the​ job? A. Getting work completed in a timely manner B. Actively pursuing completing a performance review C. Caring about the​ employee's career success and developmental needs D. Being involved​ in, connected​ to, and committed to getting the job done E. Identifying work goals and working toward them

C. Caring about the​ employee's career success and developmental needs

Which of the following is an effective​ goal-based performance​ standard? A. Decrease instances of tardiness or absence B. Improve communication with coworkers C. Decrease the amount of scrap material by​ 10% D. Decrease employee dissatisfaction E. Improve employee engagement

C. Decrease the amount of scrap material by​ 10%

Which of the following are intangible costs of employee​ turnover? A. Recruiting costs B. Training wages C. Lost productivity D. Interviewing costs E. Testing costs

C. Lost productivity

Which of the following is one way to ensure a promotion does not result in​ discrimination, retaliation, or other claims against the​ employer? A. Collect candidate input from a variety of sources before making a decision. B. Take extensive notes during the interview process. C. Make sure promotion procedures are clear and objective. D. Provide women and minorities the first option for a new position. E. Post all opportunities for promotion.

C. Make sure promotion procedures are clear and objective.

How is mentoring different from​ coaching? A. Mentoring is more​ hands-on than coaching. B. Mentoring focuses on daily tasks. C. Mentoring is more about guiding than training. D. Mentoring is more like teaching than like helping. E. Mentoring is more overt than it is subtle.

C. Mentoring is more about guiding than training.

To attempt to minimize lawsuits when dismissing​ employees, what might an employer do to minimize the impact of the​dismissal? A. Avoid written warnings that dismissal is coming if performance​ doesn't improve. B. Provide as little information on the reason for dismissal as possible so as not to hurt the​ employee's feelings. C. Offer a severance package. D. Have the HR department do the dismissal. E. Use an email to dismiss employees so they​ don't have to face their colleagues.

C. Offer a severance package.

Geraldo supervises five employees and is required to appraise their performance twice each year. This process is time consuming because his​ company's performance appraisal system requires him to compare each of his employees to every other employee in his department on 20 different traits. Which type of performance appraisal system is​ Geraldo's company​ using? A. Critical incident B. Graphic rating scale C. Paired comparison D. Behaviorally anchored rating scale​ (BARS) E. Forced distribution

C. Paired comparison

The main objective of​ a(n) _______ performance appraisal is to create specific development plans. A. Unsatisfactory-Uncorrectable B. Unsatisfactory-Promotable C. Satisfactory-Promotable D. Unsatisfactory-But correctable E. Satisfactory-Not promotable

C. Satisfactory-Promotable

Employee retention should be addressed through which of the​ following? A. Outplacement counseling B. Termination at will C. Talent management D. Mentoring E. Coaching

C. Talent management

In addition to its traditional role of staffing the​ organization, employers have an obligation to use personnel activities​ (such as training and​ appraising) for which of the​ following? A. To mentor employees B. To manage the careers of its employees C. To make the most of​ employees' abilities D. To provide coaching for employees E. To​ cross-train all employees

C. To make the most of​ employees' abilities

Production supervisors at​ Magnum, Inc. are trained to keep a file for each employee in which they note positive and negative actions and​ incidents, achievements, and any unusual occurrences. This file is used during the appraisal discussion with the employees. Magnum is using the​ _______ method of performance appraisal. A.alternation ranking B. paired comparison C. critical incident D. graphic rating scale E. forced distribution

C. critical incident

All of the following scenarios depict the fostering of employee engagement EXCEPT​ ______. A. assigning tasks that help a department achieve its goals B. explaining to employees how their jobs fit into the company structure C. giving employees work that is quite easy and basic D. congratulating employees when they reach their goals E. linking​ employees' accomplishments with the success of the company

C. giving employees work that is quite easy and basic

Which act provides the secretary of labor the right to set the wage rates of laborers and mechanics working for contractors that have been hired by the federal​ government? A. Fair Labor Standards Act B. Title VII of the Civil Rights Act of 1964 C. ​Davis-Bacon Act D. Walsh-Healy Public Contract Act E. Equal Pay Act

C. ​Davis-Bacon Act

Which of the following balances the relative value of each job internally with external rates paid by other employers for similar​ positions? A. Benchmarking B. Broadbanding C. Market-competitive pay plan D. Compa ratio E. Competency-based pay

C. ​Market-competitive pay plan

Which of the following could a company advocate in an effort to break the​ "glass ceiling"? A. Require higher performance ratings to ensure women and minorities will be willing to work hard in their efforts to break the​ "glass ceiling." B. Provide mentors from top leadership who are​ non-minority males to teach candidates how to overcome barriers to promotion in the workplace. C. Provide golf course memberships as a networking opportunity. D. Adopt a flexible career track. E. Institute more evening and weekend meetings to allow for greater participation.

D. Adopt a flexible career track.

Tristan receives a commission for each completed sale. Which type of payment is​ this? A. Salary B. Indirect financial payment C. Perk D. Direct financial payment E. Wage

D. Direct financial payment

Which element of performance management involves communicating the​ company's goals? A. Ongoing feedback B. Ongoing performance monitoring C. Goal alignment D. Direction sharing E. Recognition and rewards

D. Direction sharing

Which of the following can managers do during the performance appraisal to increase employee​ engagement? A. Keep the discussion to the​ employee's current role in the organization. B. Focus on weaknesses that need to be improved. C. Provide direct critique for all employee weaknesses and areas that need improvement. D. Emphasize strengths and positive characteristics. E. Keep the appraisal conversation separate from any discussion of rewards such as pay increases or bonuses.

D. Emphasize strengths and positive characteristics.

Catalina is an assistant manager in the customer service department of her company. She has been selected for a position as an assistant manager in human resources. This is an example of which type of​ promotion? A. Seniority-based B. Involuntary C. Vertical D. Horizontal E. Parallel career path

D. Horizontal

Lucky​ Lighting, Inc. has grown so quickly that the HR department​ can't keep up with all of the different jobs and different levels of pay. They have decided to put similar jobs into pay groups to make things simpler. Which of the following BEST describes what Lucky Lighting has​ developed? A. Compensable factors B. Compa ratios C. Total rewards D. Pay classes E. Pay grades

D. Pay classes

What is the MOST common way employers gather data on benchmark​ jobs? A. Comparable worth B. Ranking C. Wage curve D. Salary surveys E. Broadbanding

D. Salary surveys

Which of the following improves engagement by providing a positive association between distributive and informational​ justice? A. Having the conversation drafted beforehand and keeping to the script as much as possible B. Providing objective and supportive feedback for the employee C. Emphasizing the value of the work the employee performs and what it is worth to the company D. Showing the employee how the appraisal and any reward or remedial action are aligned E. Focusing only on the​ employee's current role in the company

D. Showing the employee how the appraisal and any reward or remedial action are aligned

Which of the following means that an employer or an employee can end their employment relationship for any​ reason? A. Voluntary termination B. Involuntary termination C. Reality shock D. Termination at will E. Outplacement

D. Termination at will

Who is ultimately responsible for employees meeting their career​ goals? A. The​ employee's supervisor B. The coach C. The mentor D. The employee E. The department manager

D. The employee

When an employee is not carrying out the responsibilities of his or her​ job, the manager can dismiss the employee on which​ grounds? A. Changed requirements of the job B. Seniority C. Lack of qualifications for the job D. Unsatisfactory performance E. Misconduct

D. Unsatisfactory performance

Stefan's manager noticed that Stefan just​ doesn't seem interested in his job any more. He performs most of his required​tasks, but it seems his mind is not on his work. He has been taking more breaks than normal. What is​ Stefan's manager possibly​ observing? A. Downsizing B. Involuntary turnover C. Dismissal D. Job withdrawal E. Insubordination

D. job withdrawal

SMART goals are​ _______. A. specific, memorable,​ attainable, reasonable, and timely B. specific, measurable,​ affordable, reasonable, and timely C. specific, memorable,​ attainable, relevant, and timely D. specific, measurable,​ attainable, relevant, and timely E. shared, memorable,​ attainable, relevant, and timely

D. specific, measurable,​ attainable, relevant, and timely

Which of the following links the​ employee's past​ performance, career​ preferences, and developmental needs into one​plan? A. Mentoring B. Career development C. Career management D. Career-oriented appraisal E. A psychological contract

D. ​Career-oriented appraisal

Which of the following allows an employer to set pay in line with the market as well as in line with internal​ rates? A. Wage curve B. Aligned reward strategy C. Ranking D. Market-competitive pay system E. Equity theory of motivation

D. ​Market-competitive pay system

Which of the following has the LEAST impact on employee​ engagement? A. Career development opportunities B. The quality of the work C. The nature of the job D. Flexible work schedules E. Base pay

E. Base pay

​Samira's team is preparing to evaluate jobs within the company. The team has first selected 15 jobs to​ evaluate; the team will then compare other jobs in the company to those 15 positions. These 15 initial jobs that will be evaluated are known as which of the​ following? A. Pay grade B. Pay range C. Job rank D. Comparable worth E. Benchmark jobs

E. Benchmark jobs

Simple​ Solutions, Inc. has simplified its pay plan so that there are fewer salary​ grades, although each grade in the new plan includes more jobs and pay levels. What type of pay system has Simple Solutions​ adopted? A. Comparable worth B. Wage curve C. Competency-based pay D. Ranking E. Broadbanding

E. Broadbanding

All of​ Bao's employees receive ratings of​ "average" every appraisal period. Which performance appraisal rater error should Bao try to​ correct? A. Bias B. Leniency or strictness C. Recency effect D. Halo effect E. Central tendency

E. Central tendency

Which of the following shows how jobs within a company compare to each other so that pay rates can be determined for each​ job? A. Compa ratio B. Wage curve C. Comparable worth D. Broadbanding E. Compensable factors

E. Compensable factors

During​ Jason's performance​ appraisal, his supervisor gave him a low rating because he is always the last worker in his department to complete his daily production quota.​ Jason's supervisor would benefit from which important guideline for coaching during a performance​ appraisal? A. Get agreement. B. Ask​ open-ended questions. C. Talk in terms of objective work data. D. Encourage the person to talk. E. ​Don't get personal.

E. Don't get personal

Which of the following offers the BEST solution for solving comparable worth​ issues? A. Pay positions based on job equality instead of comparable worth. B. Assign a similar point value to jobs traditionally held by women. C. Use​ point-based methods of job evaluation. D. Compare jobs that are similar in nature but traditionally held by a predominate sex. E. Ensure women have equal access to all jobs.

E. Ensure women have equal access to all jobs.

Teresa knows her job well and performs​ exceptionally, so during her performance appraisal her supervisor rated her high for job knowledge and execution. Teresa was also rated high for​ dependability, even though she is often late and is absent more than most employees. Which performance appraisal rater error has​ Teresa's supervisor​ committed? A. Recency effect B. Central tendency C. Leniency or strictness D. Unclear standards E. Halo effect

E. Halo effect

When employers maintain employee​ engagement, what is the​ benefit? A. It nullifies termination at will. B. It eliminates barriers. C. It minimizes involuntary departures. D. It eliminates employee turnover. E. It maximizes employee effort.

E. It maximizes employee effort.

Which performance appraisal method sets departmental and individual employee goals based on a​ company-wide plan? A. Mixed standard scales B. Behaviorally anchored rating scale C. Paired comparison method D. Electronic performance monitoring E. Management by objectives

E. Management by objectives

One benefit of engaging employees is that it will likely do which of the​ following? A. Eliminate employee turnover. B. Nullify termination at will. C. Minimize involuntary departures. D. Eliminate barriers. E. Minimize voluntary turnover.

E. Minimize voluntary turnover.

Which element of performance management includes computerized feedback regarding progress in achieving​ goals? A. Recognition and rewards B. Direction sharing C. Coaching and developmental support D. Goal alignment E. Ongoing feedback

E. Ongoing feedback

The HR department has grouped together relatively equal jobs from different departments for pay purposes. What has the HR group​ developed? A. A wage curve B. A ranking C. Comparable worth D. A computerization method E. Pay grades

E. Pay grades

Which of the​ following, if​ true, would BEST support the argument that a company should change its promotion policies to make them about competence rather than​ seniority? A. The company does not allow people to be promoted if they have significant infractions on their records. B. The company has a very low voluntary turnover rate in all its sections and particularly in its middle management. C. The company has many professional resources available to all employees. D. The company gives all​ employees, including​ managers, biannual performance reviews. E. The company has noticed that many members of middle management do not have adequate skills to perform their jobs.

E. The company has noticed that many members of middle management do not have adequate skills to perform their jobs.

When a company hires an independent contractor to perform work for the​ company, the company is able to maintain control over which of the​ following? A. What steps should be performed to complete the work B. When the work is performed C. The budget required to complete the work D. How the work is to be done E. The result of the work

E. The result of the work

When supervisors are required to rate employees as​ "good," "fair," or​ "poor," which performance appraisal rater error is likely to​ occur? A.Recency effect B. Halo effect C. Leniency or strictness D. Central tendency E. Unclear standards

E. Unclear standards

Kumiko is dreading the performance appraisal with​ Julian, her​ employee, because Kumiko knows they must develop an action plan and Julian will need to agree to its terms. Which type of performance appraisal will Kumiko conduct with​ Julian? A. Satisfactory-Promotable B. Unsatisfactory-Promotable C. Unsatisfactory-Uncorrectable D. Satisfactory-Not promotable E. Unsatisfactory-But correctable

E. Unsatisfactory-But correctable

Which of the following is an effective step in increasing employee​ retention? A. Providing outplacement counseling B. Conducting exit interviews C. Managing downsizing D. Practicing termination at will E. Using​ high-performance HR practices

E. Using​ high-performance HR practices

Many of​ today's employees wonder why they should be loyal to their employers if their employers do not reciprocate their loyalty. This question is prompted by​ _______. A. termination at will B. engagement C. insubordination D. reality shock E. labor market turbulence

E. labor market turbulence

When all employees receive a high​ rating, it is likely that the​ ______ performance appraisal rater error has occurred. A. central tendency B. unclear standards C. halo effect D. recency effect E. leniency or strictness

E. leniency or strictness

An emphasis on​ _______ is a good way for a company to increase engagement. A. broadbanding B. board oversight C. competency-based pay D. comparable worth E. total rewards

E. total rewards

Megan gave her supervisor two​ weeks' notice; she is taking a​ higher-paying position at a competitor company. This is an example of​ _______. A. engagement B. involuntary turnover C. outplacement D. transferring E. voluntary turnover

E. voluntary turnover

Jasmeen's employer recently informed her that the company is downsizing and will need to eliminate her position.​Jasmeen's contract is not due to expire for several​ months; however, the layoffs will occur in two weeks. This might be an example of​ _______. A. outplacement B. voluntary turnover C. misconduct D. insubordination E. wrongful discharge

E. wrongful discharge