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 the written policies must conform
to local, state, and federal laws.
Standardization of analysis is one of the dimensions on which work analysis may vary.
HRM includes Administrative Service and transactional work in addition to developing
strategic HR initiatives in response to business issues.
A licensee leases the right to use intellectual property of another firm.
In general, pay for performance systems are more effective when specific worker
contributions can be clearly measured.
Which of the following is an appraisal method that makes comparisons between ratees
performance?
A) check list
B) forced choice
C) management by objectives (MBO)
D) straight ranking
E) performance distribution assessment (PDA)
Each of the following is an institutional collective bargaining issue EXCEPT:
A) rights and duties of employers.
B) union security.
C) quality of work life programs.
D) check-off procedures.
E) two-tier wage systems.
Which of the following is not a provision of the ADA?
A) Buildings financed with public funds need to be accessible to the disabled
B) With accommodation, employees must be able to perform the essential functions of
the job
C) Employers are required to accommodate disabilities that do not cause undue
hardship
D) Disabled candidates need to provide written documentation of their disability
E) Pre-employment medical examinations may be required before a job offer is made
Which of the following are elements of cash compensation?
A) Base pay and pay contingent on performance
B) Legally required programs and discretionary programs
C) Base pay and discretionary programs
D) Discretionary programs and pay contingent on performance
E) base programs and legal contingency
It is necessary to use quantitative analysis to determine the ______ of HRM
methodology. This allows managers to know if a methodology is predicting something
important.
A) validity,
B) efficiencies
C) scorecard
D) global reach
E) expectations
Each of the following is TRUE regarding Comparisons to Anchors (e.g., BARS, MBO,
graphic rating scales, and summated rating scales) EXCEPT:
A) Method requires rater to compare the employees performance with specified anchors
or descriptors.
B) Method is very useful for providing feedback to employee.
C) Is easy and inexpensive to construct.
D) For the BARs method, actual behaviors are documented.
E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.
Which of the following is true regarding ergonomics?
A) Employers need not worry about ergonomics issues because the standard was
repealed by Congress.
B) Employers should take steps to solve ergonomics issues under the general duty
clause.
C) Elder care programs are available under the standard.
D) Management need only spend 10% of the operating budget on ergonomic remedies.
E) Ergonomics is the process of handling injury cases that have resulted in loss of
consciousness.
__________ involves the arrangement of work tasks based on the interaction of people,
technology, and the tasks to be performed in the context of the mission, goals, and the
strategic plan of the organization.
A) Employee and organizational development
B) Organizational design
C) Staffing
D) Performance management
E) Organizational development
Making training material meaningful has been found to increase retention. This can be
achieved by:
A) Organizing the material from complex to simple.
B) Using examples and terms familiar to the trainees.
C) Telling a lot of jokes.
D) Presenting trainees with each section of the training program rather than an
overview of
what is to be learned.
E) Avoiding tests so trainees dont become anxious.
Which of the following are three major factors of the Hay plan?
A) Know-how, problem solving, accountability.
B) Problem solving, job rank, accountability.
C) Know-how, interpersonal skills, problem solving.
D) Physical demands, interpersonal skills, working conditions.
E) Education, experience, interpersonal skills.
Which of the following statements is TRUE regarding the U.S. labor relations system
relative to systems in most other countries?
A) The U.S. is unusual in that more than one union may represent the same workers.
B) The U.S. government plays a more active role in labor relations and dispute
resolution compared to other countries.
C) In other countries the relationship between the union and management is generally
adversarial, while in the U.S. the relationship is more cooperative.
D) In the U.S. there is decentralized collective bargaining, while other countries rely
primarily on industry-wide negotiation.
E) In the U.S. the unions emphasize political issues to a greater degree.
During an exit interview, a manager discovers that the reason an employee is resigning
is because of unlawful harassment from a co-worker. This is the first time the issue has
been discussed; the employee did not file a complaint per the company policy before
their resignation. The employee provides details of the harassment, including the names
of witnesses, but requests that no action be taken. The employee just wants to move on
and leave the entire situation behind.
Now that you are aware of the alleged harassment, what should the manager do on
behalf of the organization?
A) Immediately terminate the employee identified as the harasser
B) Respect the employees request and do nothing further
C) Ignore the matter because the employee waited until it was too late to bring it up
D) Treat the matter seriously and conduct an investigation, including interviewing
witnesses
E) Ignore the matter because the company policy clearly states that the victim must first
confront the harasser before making a complaint to management
Which of the following statements is FALSE regarding arbitration?
A) If a grievance cannot be settled, both sides agree on an arbitrator to decide the
matter.
B) Arbitration is a last resort if attempts to settle grievance disputes have failed.
C) Arbitration can be very costly.
D) Arbitration is more costly in comparison to strikes and lockouts.
E) A major criticism of arbitration is the problem of delays which can take place.
When conducting job analysis, only one source of data should be used to increase the
validity of the data.
One of the primary reasons that companies have turned to using forced distribution in
their performance management systems is to overcome __________.
A) fundamental attribution error
B) representativeness bias
C) availability bias
D) leniency bias
E) anchoring bias
One disadvantage to using flextime is:
A) Increased absenteeism.
B) The difficulty in scheduling meetings.
C) It often puts additional stress on dual-career families.
D) Increased turnover.
E) It doesnt cover companys core times.
Which of the following statements is TRUE regarding well-written learning objectives?
A) They specify what the supervisor has requested that employees be trained in.
B) They should contain observable actions, measurable criteria, and the conditions of
performance.
C) They should be general in nature so that they can apply to all employees being
trained.
D) They describe the performance you want trainees to be able to exhibit before you
consider
them for training.
E) They are based on qualitative data analysis and prepared before the needs
assessment.
You have been hired as a consultant to reduce your clients potential for workplace
violence. You could suggest all of the following except
A) Increase role ambiguity
B) Introduce predictive selection methodology
C) Develop policies outlining a zero tolerance for violence
D) Conduct background checks on all new employees
E) Provide training to your managerial staff
An arrangement that allows employees to work fewer days but longer hours is called
__________.
A) flextime
B) compressed workweek
C) job sharing
D) job rotation
E) permanent part-time work
In order to qualify for the executive employee exemption, the employee must be
compensated on a salary basis at a rate not less than __________ per week.
A) $454
B) $545
C) $554
D) $544
E) $455
What are the four mechanisms that help goal setting improve performance?
Differentiate between picketing, striking, and boycotting an employer.
What are the four trends relevant to the growing importance for HRM and why have
they increased HRMs status?
Discuss some of the reasons for past failures of Pay-For-Performance (PFP) systems.
Discuss the four areas that organizations can use to reduce or eliminate unsafe
behaviors at work.
List a few advantages and problems of E-mentoring.
What are the differences between punishment and discipline approaches to handling
employee misconduct? All things considered, which is the better approach? The
definition of both approaches should be evident in your answer.
What are the advantages of Scanlon and Rucker plans over IMPROSHARE?
A competitor of yours just lost a lawsuit involving disparate treatment in their selection
practices of women, and will have to comply with a court-ordered affirmative action
program. This has prompted you to review your practices, which revealed disparate
impact in your hiring of women, as well as certain minorities. To avoid a lawsuit, you
decide to implement a voluntary affirmative action program. Describe what constitutes
a legal voluntary affirmative action program. What makes an involuntary affirmative
action program legal?
Define the Situational Judgment Test (SJT).