Instructional objectives are the key components in designing a training program.
a. True
b. False
Legally, an affirmative action program is required when:
a. a firm has 25 or more employees.
b. a firm wants to expand its workforce.
c. a firm’s union-management contract is being negotiated.
d. a firm has a federal contract exceeding $50,000.
Despite improved telecommunications and travel, it is more difficult than ever to match
up employers and employees worldwide.
a. True
b. False
Interviewers should steer clear of issues such as age, race, marital status, and sexual
orientation.
a. True
b. False
Performance discussions should focus on the employee rather than on his or her
behaviors.
a. True
b. False
A group of employees formed by management to immediately resolve a major problem
and develop a long-term plan for problem resolution is called a(n):
a. self-directed team.
b. task force team.
c. cross-functional team.
d. employee rotation unit.
An employee’s immediate supervisor is the logical person to apply the company’s
disciplinary procedure.
a. True
b. False
A typical unemployment insurance program does NOTrequire that:
a. all eligible individuals must register for available work.
b. all eligible individuals must submit an application for benefits.
c. recipients must be willing to accept any job that is offered to them.
d. recipients must be willing to accept any suitable job that is offered to them.
Terry Moser, an organizer for the Teamsters, gives five progressive steps that can lead
to unionization. At which step do labor organizers seek specific information about the
employer’s finances, supervisory styles, and management practices?
a. Employee/union contact
b. Initial organizational meeting
c. Formation of in-house organizing committee
d. Election petition and voting preparation
Today, most companies conduct drug tests only when reasonable suspicion or probable
cause exists.
a. True
b. False
Which of the following is NOTan example of sexual harassment?
a. Paying a man more than a woman for doing the same job
b. Promoting a female employee after she agrees to an after-work date
c. Permitting the work environment to be hostile, intimidating, or offensive
d. Allowing a customer to demand sexual favors from an employee
The success of campus recruiting can be weakened by all of the following EXCEPT:
a. recruiters who are not trained to talk to interested candidates.
b. failure to follow up on individual prospects.
c. limiting visits to highly selected campuses.
d. visiting too many campuses.
The main disadvantage of a behaviorally anchored rating scale (BARS) is that it:
a. requires considerable legal “vetting” by a skilled attorney.
b. has a negative reputation among HR professionals.
c. is useful only for manual jobs.
d. requires considerable time and effort to develop.
All of the following are suggested to overcome common drawbacks of on-the-job
training EXCEPT:
a. developing realistic goals and/or measures for each on-the-job training area.
b. tying employees’ pay to their training progress.
c. planning a specific training schedule for each trainee.
d. conducting periodic evaluations, after training is completed, to preventregression.
The Equal Employment Opportunity Commission(EEOC) considers an employer guilty
of sexual harassment if the employer knew about harassment activity but failed to take
any corrective action.
a. True
b. False
Steps within a rate range allow pay increases based on merit or seniority.
a. True
b. False
External labor markets are those in which workers are hired into entry-level jobs and
higher level jobs are filled from within.
a. True
b. False