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.
Because the skills associated with being an effective team are so straightforward, it is
most effective to conduct the training using lectures and e-learning.
The greater the specificity in the content of the appraisal, assuming the content is
compatible with the strategic goals of the organization, the more effective the appraisal
system.
Information collected for job analysis with the goal to develop a job description, should
focus on gathering information related to the skill required to do the job at the entry
level versus the skills possessed by any particular individual performing the job.
Graphic rating scales such as BARS and MBO help identify whether or not the ratees
performance matches the anchor.
Determining a fair rate of pay for expatriates is complicated by issues such as exchange
rates fluctuations.
IMPROSHARE is similar to Scanlon except that the IMPROSHARE ratio uses labor
costs rather than standard hours.
Disparate treatment occurs when:
A) When employment procedures have a disproportionately negative effect on members
of a protected group.
B) The selection rate for a protected group is less than four-fifths (80%) of the rate for
the group with the highest selection rate.
C) An employer intentionally discriminates against one or more members of a protected
group.
D) An employer is able to demonstrate job relatedness for an employment practice.
E) When an employer claims undue hardship when considering the reasonableness of
an accommodation under ADA
Your company is reorganizing based on an alignment with the introduction of a new
strategy and product offering. You will be prepared to be a part of the new structure if
you?
A) Maintain your current skill set and rigidly adhere to your personal definition of your
job
B) Keep focused on ensuring that your current job remains relevant through the
reorganization
C) Stay true to individual contribution, ensuring that management is aware of the work
you do on an individual basis
D) Be careful not to look too far in the future, focus on past lessons and
accomplishments
E) Develop self knowledge and remain adaptable and flexible in your skill set, and your
definition of career
The following is not a characteristic of a HPWP:
A) Large number of highly qualified applicants for each strategic position
B) Extensive training and development of new employees
C) Low differential in pay between high and low performers
D) Low percentage of employees covered by union contract
E) Above market compensation for key positions
The National Railworkers Union (NRU) and Norfolk-Southern Railway (NSR) have
been bargaining over a new labor contract for several weeks. However, the negotiations
have reached a deadlock and the NRU is threatening to strike. At this point both parties
should do which of the following?
A) Bring in an arbitrator to settle the differences and recommend a course of action.
B) Bring court action against the other party.
C) Call in a mediator to review the dispute and suggest compromises.
D) Agree to the strike.
E) Use miniarbitration.
Why do Deming and other quality experts think PFP is a bad idea?
A) Performance appraisal diverts attention away from the systems related to the quality
of the product or service.
B) PFP places too much emphasis on getting employees to do their jobs right the first
time.
C) PFP links rewards valued by the employee to organizational outcomes valued by the
employer.
D) Performance appraisal decreases the intensity of competition among individual
workers.
E) PFP only enhances organizational performance.
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.
The __________ was designed to protect workers from union corruption.
A) Civil Rights Act of 1964
B) Wagner Act
C) Landrum-Griffin Act
D) The Fair Labor Reform Bill of 1978
E) The Fair Labor Standards Act
The Scanlon Plan:
A) uses standard hours rather than labor costs to determine incentive pay.
B) motivates the worker through rights to stock a fixed price which may be lower than
the current stock market value.
C) is based on incentive pay based on units produced.
D) provides for less employee involvement than the Rucker Plan.
E) provides for a high level of employee participation through labor-management
committees.
A large food services company determines that it needs to recruit externally for a
comptroller. This job has been identified as a key position within the organization. The
need for external recruitment would :
A) be an indication that the company did not use regression analysis
B) be a sign that the company will be going out of business
C) result in the recruitment costs being lower than internal recruiting
D) be an indication that there was not an effective succession planning
E) be a result of a highly detailed internal training and development program
Which of the following is true about the point-factor plan?
A) Point-factor plans rank jobs in an organization purely based on a comparison of one
against another.
B) The point-factor approach does not break jobs down into component parts and
assigns point values for various characteristics.
C) Point-factor plans are inexpensive to design.
D) Point-factor plans tend to have a high level of integrity.
E) Difficult for organization to trace, analyze, and document differences among jobs.
Union recognition is most commonly a result of _______.
A) the outcome of arbitration
B) management count of authorization cards
C) NLRB order based on an unfair labor practice
D) an NLRB ordered election
E) impasse resolution mediation
Employee rights under OSHA include all of the following EXCEPT:
A) Filing safety or health grievances.
B) Complaining to an employer, union, OSHA, or any other government agency about
job safety and health hazards.
C) Provide medical examinations when required by OSHA standards.
D) Participating on a workplace safety and health committee or in union activities
concerning job safety and health.
E) Participating in OSHA inspections, conferences, hearings, or other OSHA-related
activities.
When a change is made in one functional area of HRM, such as a change in the skills
needed to perform a job, there is no need for management to consider the impact on
another HRM functional area.
The level of decentralization and empowerment within a culture can be understood by a
reference to the ______ within that culture.
A) Individualism
B) Power distance
C) Dichotomy
D) Short-term orientation
E) Collectivism
_____ provides an database for downloading job descriptions.
A) JCQ
B) PAQ
C) O*Net
D) DOT
E) KSA
Which of the following is an indicator of highly injurious level of workplace violence?
A) Pushing, fistfights
B) Theft
C) Sabotage
D) Psychological trauma
E) Major violations of company policy
A(n) __________ is a formal agreement between a union and management which
specifies conditions of employment for a certain period of time.
A) labor contract
B) contract negotiation
C) master agreement
D) arbitration settlement
E) document
Explain why work analysis is important to an organization and especially to the HR
manager. Use examples to illustrate.
What is the purpose of OSHA?
Discuss the pros and cons of each of the four forms of organizational exit. What are
some best practices associated with each?
Explain the demerits of the traditional approach to pay.
The NLRA has described what constitutes unfair labor practices by employers. List a
few of these prohibited activities.
Discuss the ethical issues and points of view raised by both the critics of employment
testing and those who support the use of employment testing.
List the seven general style categories into which O*NET classifies jobs.
Briefly discuss the two perspectives on the effects of labor unions.
Define the six different types of outcomes that may be measured in a work performance
system. Provide brief examples for each.