POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
1
Difficulty: Easy
SPMT.MOSL.15.15.01
United States – BUSPROG: Analytic
Bloom’s: Knowledge
1. An organization can be successful regardless of number and kinds of people present to do the required work.
a. True
b. False
2. Supervisors are usually responsible for setting human resources objectives and doing long-range planning and
organizing.
a. True
b. False
3. Supervisors usually have the final word in selecting employees.
a. True
b. False
4. Top managers control the operating procedures needed to achieve an organization’s objectives.
a. True
b. False
5. EEOC guidelines cover only preemployment testing.
a. True
b. False
6. Preliminary screening helps weed out those applicants who do not appear to meet the employer’s needs.
a. True
b. False
7. Personality testing is prohibited under equal employment opportunity laws.
a. True
b. False
8. IQ tests are designed to measure the applicant’s capacity to learn, to solve problems, and to understand relationships.
a. True
b. False
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
1
Difficulty: Easy
SPMT.MOSL.15.15.02
United States – BUSPROG: Analytic
Bloom’s: Knowledge
9. Work sampling tests give a good indication of whether or not employees can actually perform particular jobs.
a. True
b. False
10. If tests are used in making the selection decision, employers must be able to demonstrate their validity.
a. True
b. False
11. When checking an applicant’s references, it is legal to check on dates and terms of employment, salary, and whether
the termination was voluntary.
a. True
b. False
12. A physical examination may be required before the preliminary job offer is made.
a. True
b. False
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
False
1
Difficulty: Easy
SPMT.MOSL.15.15.03
United States – BUSPROG: Analytic
Bloom’s: Knowledge
13. Orientation is not necessary for new hires with a vast amount of past work experience.
a. True
b. False
14. Performance appraisals can be used for motivational purposes.
a. True
b. False
15. Performance appraisals should be beneficial to the employee as well as the organization.
a. True
b. False
16. Performance appraisals should be used for promotion purposes only, and not for the purposes of layoffs or
discharges.
a. True
17. The EEOC does not have the authority to set guidelines for performance appraisals.
a. True
b. False
18. The only effective way for employees to learn anything useful is through on-the–job training.
a. True
b. False
19. Recognition for success helps sustain an employee‘s motivation to perform new tasks.
a. True
b. False
20. Presenting a problem to be solved is not an effective way of gaining employees’ attention.
a. True
b. False
21. The appraisal interview is one of the easiest duties that is required of a supervisor.
a. True
b. False
22. The conventional approach to the appraisal interview is emotionally upsetting for both the supervisor and the
employee.
a. True
b. False
23. To maintain authority, supervisors should not discuss their appraisals with employees.
a. True
b. False
24. Most employees prefer to work with a well-organized, well-disciplined group rather than with one that is not.
a. True
b. False
25. Discipline can be considered training that corrects, molds, or perfects knowledge, behavior, or conduct of an
employee.
a. True
b. False
26. The fourteenth amendment to the U.S. Constitution guarantees every citizen due process under the law.
a. True
b. False
27. Most progressive companies do not publish rules and penalties.
a. True
b. False
28. With a graduated scale of penalties, punishment becomes progressively more severe each time the violation is
repeated.
a. True
b. False
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
True
1
Difficulty: Easy
SPMT.MOSL.15.15.07
United States – BUSPROG: Analytic
Bloom’s: Knowledge
29. Properly administered discipline involves provisions for a prompt hearing, protests, and appeals.
a. True
b. False
30. Every job should carry with it a margin for error.
a. True
b. False
31. Being overly concerned with avoiding errors stifles initiative, and encourages employees to postpone decisions or
avoid making them altogether.
a. True
b. False
32. Employees should be given a clear warning of the amount of discipline that will be imposed for an offense.
a. True
b. False
ANSWER:
POINTS:
DIFFICULTY:
LEARNING OBJECTIVES:
NATIONAL STANDARDS:
KEYWORDS:
True
1
Difficulty: Easy
SPMT.MOSL.15.15.07
United States – BUSPROG: Analytic
Bloom’s: Knowledge
33. After observing an offense, the supervisor should wait a few days before beginning the disciplinary process.
a. True
b. False
34. Effective discipline involves administering punishment that takes into consideration the employee’s personality and his
or her worth to the organization, even if this seems inconsistent.
a. True
b. False
35. Supervisors can routinely discharge their employees without the consent of top management.
a. True
b. False
36. Verbal abuse of others, falsification of records, and alcohol abuse on the job are legal grounds for discharge.
a. True
37. interpret policies for employees and carry out and carry out the organization’s wishes for selecting and
training employees.
a. Top managers
b. Middle managers
c. Supervisors
d. Project managers
38. set human resources objectives, establish policies, and do long-range planning and organizing.
a. Top managers
b. Middle managers
c. Supervisors
d. Project managers
39. are the most important people in achieving an organization’s human resources objectives.
a. Supervisors
b. Employees
c. Middle managers
d. Top managers
40. The selection process begins with:
a. applications of candidates being taken by the human resource department.
b. a requisition from the supervisor to the human resource department.
c. preliminary screening of applicants.
d. the employment interview.
41. The Equal Employment Opportunity Commission publishes the .
a. Specific, Measurable, Attainable, Rewarding, and Time defined training goals
b. Genetic Information Non-Discrimination Policy
c. Affirmative Action Procedures
d. Uniform Guidelines on Employee Selection Procedures
42. The stage of the selection process is used to weed out applicants who are obviously unsuitable.
a. physical examination
b. in–depth interview
c. preliminary screening
d. employment testing
43. is the only two–way part of the selection procedure for employees.
a. Requisition
b. Submission of application
c. Preliminary screening
d. Preemployement interviewing
44. are used to predict how a person might perform on a given job and are most applicable to operative jobs.
a. Personality tests
b. Aptitude tests
c. Vocational interest tests
d. Proficiency tests
45. are supposed to measure the applicant’s emotional adjustment and attitudes, and are used to see how the
person might fit into the organization.
a. Proficiency tests
b. Aptitude tests
c. Vocational interest tests
d. Personality tests