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 in addition to fewer workers in functions and jobs
considered redundant.
One of the concerns with projective personality tests is that applicants can determine
the purpose of the test, and fake their results to match the desired outcome.
If a company conducts background checks on applicants, they reduce the potential to be
sued for negligent hiring.
In global industries, business policies and practices can be as centralized or as
decentralized, as management prefers.
The transfer of learning back to the job is critical for successful training, and activities
conducted before, during and after the training can facilitate the transfer.
360 degree performance appraisal and feedback is a form of multi-source performance
appraisal and feedback.
Selective hiring is achieved through the selective exclusion of high-risk employees.
The ADEA has limited the use of mandatory retirement in the United States.
Employer responsibilities under OSHA include all of the following EXCEPT:
A) Refrain from discriminating against employees who properly exercise their rights
under the act.
B) Employ color codes, posters, labels, or signs in several languages to warn employees
of potential hazards.
C) Request a closing discussion with the compliance officer following an inspection.
D) Examine workplace conditions to ensure they conform to applicable standards.
E) Minimize or reduce safety and health hazards.
What type of career program includes workshops designed to show individuals how to
become successful job seekers?
A) Succession planning
B) Anticipatory socialization programs
C) Outplacement programs
D) Promotability forecasts
E) Realistic recruitment
Know-how, problem solving, and accountability are the three major factors within the
Hay plan. Which of the following is a sub factor of know-how?
A) Freedom to act
B) The thinking environment in which problems are solved
C) Interpersonal skills
D) Magnitude
E) The impact of the job on end results
__________ is a perception of fair rule, laws or policies that allocate valued rewards
and punishments.
A) Distributive justice
B) Procedural justice
C) People (employee) justice
D) Demanded justice
E) Defined justice
__________ deals with perceptions of equity in the allocation of reward or penalties
given by the organization.
A) Defined justice
B) People (employee) justice
C) Distributive justice
D) Procedural justice
E) Demanded justice
The basic formula for calculating utility involves __________.
A) estimating the decrease in revenue as a function of the use of the selection method
before adding the cost of the method.
B) estimating the increase in revenue as a function of the use of the selection method
after adding the cost of the method.
C) estimating the increase in revenue as a function of the use of the selection method
after subtracting the cost of the method.
D) estimating the increase in revenue as a function of the use of the selection method
before subtracting the cost of the method.
E) estimating the decrease in revenue as a function of the use of the selection method
after adding the cost of the method.
In the Zimpfer exercise, an ADEA case, the county, for its defense, would need to
present
A) The prima facie case.
B) A reasonable factor other than age that was the basis of the decision.
C) Proof that younger employees are preferred by customers.
D Evidence that they never hire older employees because it is inconvenient
E) Evidence of race norming that is supportive of the hiring decision
A manager counsels an employee about problems with frequent tardiness. In spite of the
discussion the employee is late to work twice the following week. What should be the
next step in the discipline process?
A) Written warning
B) Early retirement package
C) Termination
D) Verbal warning
E) Time off without pay
A _____ should contain job identification information, a job summary, the job duties,
accountabilities, and job specification or employment standards information.
A) job classification
B) job specification
C) job description
D) job evaluation
E) job summary
When conducting job analysis, only one source of data should be used to increase the
validity of the data.
Effective teams and flexible, cross-functional work is increasingly important to the
success of organizations. This is causing companies in the U.S. to
A) Abandon work analysis altogether and let employees direct their own work on a
day-to-day basis.
B) Have dual job descriptions, one that is a valid representation of the work, and the
other that is used if the company is sued.
C) Become entrenched and create job descriptions that are even more detailed and
specific in terms of skills and tasks for a particular job.
D) Complete work analysis and consider aggregating the information at the unit or
functional level
E) Utilize the data derived from work analysis to develop a compensation system,
however, the data is not used to communicate to employees.
In Marshall v. Barlow’s Inc. (1978), the Supreme Court ruled that:
A) employers with 25 or more employees must maintain records of occupational
injuries and illnesses as they occur.
B) pre-employment screening for accident proneness is illegal.
C) the employer must develop job safety and health standards.
D) all public-sector employers must maintain safety records.
E) OSHA may not conduct warrantless inspections without an employer’s consent.
__________ presents the rater with a limited number of categories and requires the rater
to place a designated portion of the ratees into each category.
A) Comparisons among anchors
B) Paired comparisons
C) Forced distribution
D) Straight ranking
E) Graphic rating scales
A company has 2,000 eligible workers in a prospective bargaining unit. How many of
these workers need to sign an authorization card before the NLRB will order an
election?
A) 200
B) 600
C) 500
D) 201
E) 1001