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Concern there may be a lawsuit filed is reason enough to use race or gender as a determinant of hiring, even if there is a detrimental impact on another group. Employers can fire or reassign an employee who files EEO […]

The four-fifths rule indicates that a selection rate (number selected/number considered) for a protected group cannot be greater than four-fifths or 80 percent of the selection rate for the group with the highest selection rate. A company can establish a […]

Lower correlations indicate stronger validity. The job title should be the determinative factor when deciding whether jobs are substantially equal. Answer: False Answer: False

Organizations utilizing hiring freeze and early retirement packages could be left with fewer vacancies in key areas in addition to fewer workers in functions and jobs considered redundant. HR planning is a task that is accomplished without regard or connection […]

The three major steps involved in the basic process of training are assessment, development, and evaluation. Because the cost of labor is so high relative to other operating expenses, containing this cost can have a large impact on a companys […]

Know-how, problem solving, and accountability are the three major factors within the Hay plan. The impact of the job on end results is one of the sub factors of know-how. The two major principles that describe the competitive advantage that […]

There is no way that a hiring manager can predict that one candidate will remain in the job any longer than the other candidates. 360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback. Answer: […]

Work analysis information can be presented only in the qualitative form. MPDQ results provide information on whether a particular job specification is necessary for any given position. Answer: False An important determinant of effective PFP is the incentive being valued […]

Increased group-level diversity always leads to improved performance. The concept of liability without fault provides that workers who are victims of work-related injury or illness are granted benefits regardless of who is responsible for the accident, injury, or illness. Answer: […]

Merit pay plans are also known as piece-rate systems. Because the cost of labor is so high relative to other operating expenses, containing this cost can have a large impact on a company’s ability to compete on price. Answer: True […]

Where an employee is subject to both the state (or city) and federal minimum wage laws, the employee is entitled to the lower of the two minimum wages. Job candidates who have been referred, particularly those who are family and […]

The EEOCs definition of an applicant is not relevant to cases of adverse treatment. One of the guidelines for effective job posting systems is posting all permanent promotion and transfer opportunities for at least one week before recruiting outside the […]

Licensing is one means of entering a foreign market. In general public sector employees have more bargaining power than private sector employees. Answer: False Employer sanctions resulting from a case of disparate impact can affect areas of the business beyond […]

Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM. Training refers to learning opportunities designed to help employees grow. Answer: […]

A pay for performance plan negates the need to manage an employees performance. The manager need only focus on the distribution of rewards in order to generate appropriate employee behaviors. One of the guidelines for writing a handbook is that […]

Internal recruitment stifles upward movement of personnel. An employer can terminate an employee for engaging in activities that are deemed to be beneficial to the public welfare. Answer: False In general, pay for performance systems are more effective when specific […]

The flaw with a bonus incentive system is that due to the repetition of payments, it can be difficult to manage from a budgetary perspective. Smaller businesses are more likely to use formal approaches for conducting job analyses. Answer: False […]

Job specifications define the job in terms of its content and scope. The E-learning Readiness self-Assessment tool provides a quick and comprehensive analysis of preparedness for success in an online training program. Answer: True The public policy exception, which is […]

If the employee does not suffer economic injury, or discharge there can be no charge of discrimination. Broadbanding allows managers to make very precise differentiations in pay through the large number of pay grades. Answer: False Effectively identifying learning objectives […]

In a point-factor plan, a jobs relative worth is the sum of the numerical values for each degree within each factor. Career management activities are conducted independently of other HR activities. Answer: False One of the “affirmative defense” strategies recommended […]

Job analysis work can be used to justify the use of particular selection tests and related cut off scores. An on line employee survey is one of the external forces governing the justice present in an employee-employer relationship. Answer: False […]

The 80 percent or four-fifths rule derives from the EEOCs Uniform Guidelines on Employee Selection Procedures. An applicant who is drug addict, currently engaged in illegal use of drugs, has rights to employment that are outlined in the Americans with […]

A pay for performance plan negates the need to manage an employee’s performance. The manager need only focus on the distribution of rewards in order to generate appropriate employee behaviors. Distributive justice results from a perception of fair rules, laws, […]

Incentives that are not permanently tied to an individuals base pay are easier to manage in terms of budgets when performance declines. The transfer of learning back to the job is critical for successful training, and activities conducted before, during […]

A linear relationship between test scores and job performance indicates that there is no relationship between higher test scores prediction of higher performance on the job. An employee handbook can be a supplement to employee orientation. Answer: True Because the […]

In the event that a union is not accepted, another certification election can be held within 12 months. In the tax protection approach, firms withhold taxes based on the home-country tax obligation and pay all taxes in the host country. […]

HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues. A company can establish a BFOQ for a position and legally defend that job qualification by presenting evidence of customer preference […]

While it is true that unionized workers have higher base pay than non-unionized workers, the same cannot be said for the level of benefits received by unionized workers, who generally have fewer benefits than their peers in nonunion organizations. Relapse […]

The metrics challenge ascertains whether managers have the access, capability, and motivation to use the measurement data to communicate strategy and monitor progress. Organizations utilizing hiring freeze and early retirement packages could be left with fewer vacancies in key areas […]

All claims of discrimination under CRA, ADEA, and ADA need be filed with the EEOC either directly or through dual filing with a state agency. The UNCTAD index is based on a composite of two ratios: foreign assets to total […]

Technological innovations, lower costs associated with skilled labor, and direct access to growing markets are all putting pressure on companies to decrease global expansion. Broadbanding can increase worker productivity and product quality, while decreasing absenteeism, turnover, and accident rates. Answer: […]

While making data driven decisions is important in other areas of HRM, decisions related to HR planning and recruitment are most effective using more subjective, intuitive methods. In general public sector employees have more bargaining power than private sector employees. […]

Employment-at-will exists even when there is either a contract (implied or explicit) or a collective bargaining agreement or the employee works for a public agency. Counseling sessions are less time consuming and more cost-effective compared to other career development methods. […]

One of the significant trends in creative HR planning is the use of permanent part-time employees. The most important criterion for a selection method is reliability. Answer: False The WARN Act requires employers to give 60 days notice to their […]

Primary boycott refers to the union trying to induce third parties, such as suppliers and customers, to refrain from any business dealings with an employer with whom it has a dispute. In civil law, negligence must be established through litigation […]

In the tax protection approach, firms withhold taxes based on the home-country tax obligation and pay all taxes in the host country. Because of the perception of fairness that results from the use of forced distribution in performance appraisals, this […]

The decision to retire can be influenced by both economic conditions and personal characteristics. Written warning copied to a supervisor’s file is not an example of progressive disciplinary program. Answer: False Managers should execute a compensation strategy that is in […]

Performance appraisals should be focused on the past and managers should not waste time in discussion of the employees career aspirations. The most important criterion for a selection method is reliability. Answer: False Audiovisuals involve recording a portion of audio […]

When planning a feedback session as part of the performance appraisal process, it is important to allow the ratee to share their thoughts and to address career aspirations. Position Analysis Questionnaire (PAQ) is considered to be trait-oriented approach. Answer: False […]

Taking on challenging assignments is linked to likelihood of promotion above measures of current performance on the job. Retaliation is a special form of disparate impact. Answer: False According to equity theory, pay satisfaction is a function of the comparisons […]

The following are examples of current HR trends. 1) Increased globalization of the economy 2) Technological changes 3) Decreased litigation 4) Stagnation in the labor force The intent of miniarbitration is to expedite a decision after an appeal is made. […]

Employment-at-will exists even when there is either a contract (implied or explicit) or a collective bargaining agreement or the employee works for a public agency. The benefits paid when an employee has lost work is typically about one-third of the […]

Mediators act as go-betweens between the parties to help clarify the issues but that they have no conclusive power or authority to impose a legally binding solution. Increasing globalization of the economy and a growing competitive work environment with a […]

When using the behavioral observation scales (BOS), a manager will consider at what frequency a behavior occurs. A co-worker has suggested that you should randomly assign employees to either the training or to a control group to increase the effectiveness […]

The Fisher test can be used to ascertain the relationship between two categorical variables and two levels. The purpose of OSHA does not include providing training programs to increase the number and competence level of occupational safety and health personnel. […]

The future of unionization in the U.S. is positive, especially with legislative and political forces in favor of unions. EAPS are a complimentary to drug testing programs, providing for voluntary treatment of employees who test positive during random drug testing, […]

Person analysis can be used to assess trainability. Permanent part-time work is an innovative work arrangement that allows employees to work fewer days during the week, with longer hours per day. Answer: False An employee who is upset because the […]

Job-relatedness requires the employer to use a careful job analysis to identify the specific knowledge, skills, and abilities necessary to perform the job. Financial or economic capability is derived from an advantage related to costs, when a business is able […]

A major disadvantage to joint ventures is the potential for conflict between the partners. Stock awards and stock options, identified as a means for rewarding performance, are well suited for meeting short-run objectives. Answer: False When considering what level of […]

Merit pay plans are also known as piece-rate systems. Large corporations such as Walmart, are generally successful when they decide to embark on ventures within foreign markets, and because of their size, do not need to be concerned about the […]

The standard hourly rate is calculated by dividing the base wage by the standard. Graphic rating scales are the most widely used type of rating format. Answer: True Unlike the U.S., in Europe, more than one union, may represent the […]

Development focuses on the immediate period to help fix any current deficits in employees’ skills. Massed practice is more effective than spaced practice when learning a complex task. Answer: False The ProMES method of performance appraisal is effective when management […]

The goal of the assessment phase is to examine whether the training program has been effective in meeting the stated objectives. Providing training for managers is a means to reduce bias in performance appraisals. Answer: True Job Compatibility Questionnaire (JCQ) […]

The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees. Psychological assessment is used by the organization to make early identifications of individuals with exceptionally high career potential. […]

A lower selection ratio is generally more desirable as it enables the organization to choose job candidates from a larger pool of qualified candidates, thus increasing selectivity. Smaller businesses are more likely to use formal approaches for conducting job analyses. […]

One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems. The three major types of group-based incentive plans, profit sharing, gain sharing, and employee stock option plans, are all designed to […]

Workforce interdependence is one of the factors to be considered in designing a gain sharing program. Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors. Answer: True Graphic […]

Permanent part-time work is an innovative work arrangement that allows employees to work fewer days during the week, with longer hours per day. Weighted application blanks use qualitative data to help make decisions regarding the likelihood that an applicant’s response […]

Identifying the relevant labor market is an important step towards deciding the type of recruiting method to be used. In order for a company to be able to use job relatedness as a defense the information needs to be both […]

Quantitative reviews, also known as meta-analyses are used to evaluate the effectiveness of HRM methodology. A blended training approach could include an integration of classroom and e-learning training approaches. Answer: True EEO legislation is meant to ensure that personnel selection […]

One of the guidelines for writing a handbook is that the written policies must conform to local, state, and federal laws. In Sexual Harassment cases, a company needs to ensure that they are protecting the rights of the accused in […]

The piece-rate system and the standard hourly rate, as the two types of individual incentive systems, are based on rated output. International labor relations is complicated due to differences in the role of governments, religions and political agendas from one […]

One of the guidelines for effective job posting systems is posting all permanent promotion and transfer opportunities for at least one week before recruiting outside the organization. Third parties that specialize in facilitating importing and exporting are called intermediaries. Answer: […]

Training refers to learning opportunities designed to help employees grow. The data derived from job analysis is static and once the criteria for success are identified and correlated to job performance for a particular position, there is no need to […]

BARS are graphic scales with specific behavioral descriptions defining various points along the scale for each dimension. Salary survey is the principal tool for establishing market pricing approach. Answer: False A visit to a college campus is a major source […]

An organizations degree of foreign investment in relation to its domestic investment does not play a role in increasing the complexity of managing HR internationally. FLSAs overtime provisions establish that employers pay workers at least 0.5 times their regular hourly […]

If the result of your GAP analysis indicates that demand is greater than supply, a solution could be increasing the use of overtime and temporary employees. Unlike the U.S., in Europe, more than one union, may represent the same workers. […]

The one-group pretest€posttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training. It is difficult to operate in a decentralized fashion in a multilocal industry because of the high need […]

Management contract is a special form of licensing. The three major steps involved in the basic process of training are assessment, development, and evaluation. Answer: True HR planning is a task that is accomplished without regard or connection to the […]

The Fisher test can be used to ascertain the relationship between two categorical variables and two levels. CIT as a method used for job analysis, is a good source of data to develop performance appraisal instruments. Answer: True An applicant […]

Ethical thinking programs emphasize evaluating a situation objectively and evaluating the anticipated and unintended consequences of each possible action. The future of unionization in the U.S. is positive, especially with legislative and political forces in favor of unions. Answer: False […]