Employment-at-will exists even when there is either a contract (implied or explicit) or a
collective bargaining agreement or the employee works for a public agency.
Counseling sessions are less time consuming and more cost-effective compared to other
career development methods.
Appraisal cannot be person-oriented.
Overlearning is a desirable component in a training program when the task to be
learned is likely to be immediately practiced in the work situation.
Strategic alliances permit organizations to share risk and expenses, and also enable each
partner to tap into and benefit from the strengths of the other.
Each of the following is a reason for the failure of PFP systems EXCEPT:
A) poor conceived connection between performance and pay.
B) the level of performance-based pay is too low relative to base pay.
C) lack of objective, countable results for most jobs, requiring the use of performance
ratings.
D) faulty performance appraisal systems.
E) union support for PFP systems.
Under OSHA requirements:
A) employers with 8 or more employees must maintain records of occupational injuries
and illnesses as they occur.
B) all employers irrespective of the size of their organization must maintain records of
occupational injuries and illnesses as they occur.
C) employers with 11 or more employees must maintain records of occupational
injuries and illnesses as they occur.
D) employers in only those industries listed as “most hazardous” must keep records of
occupational injuries and illnesses as they occur.
E) all unions must maintain safety records.
Which of the following is not a major factor causing inaccurate and unfair performance
appraisal?
A) Lack of sufficient observation of employees work
B) Multiple sources of information related to performance
C) Raters who have not been trained despite demonstrated bias
D) Failing to consider situational constraints
E) Concern over the negative reaction of the individual being rated
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
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.
If the employee departs the organization without following the organizations
harassment prevention procedures, can the employee file a complaint with the EEOC?
A) No, the employee must immediately follow the organizations harassment prevention
procedures in order to qualify to file with the EEOC
B) Yes, as long as the complaint is filed in and EEOC office within 180 days of when
the harassment occurred.
C) No, since the employee plans to voluntarily terminate the employment relationship,
it is too late to file with the EEOC
D) Yes, as long as the complaint is filed in an EEOC office within 180 days of the date
employment was terminated.
E. No, however the employee may decide to file with the state agency responsible for
charges of discrimination, because they do no have a time constraint on harassment
related charges.
When making a selection decision on an expatriate assignment
A) It is important to remember the skills necessary for success in foreign assignments is
the same for domestic assignments
B) It is important to look for someone who is married, because the spouse adds a level
of stability.
C) The candidate needs to possess both technical skills and relational attributes to be
successful
D) Candidates who show the least amount of interest in other cultures will be most
successful; they can keep their focus on the job
E) A candidate should think short term and not consider how the assignment fits with
their overall career plan
Behaviorally Anchored Rating Scales (BARS) refer to:
A) Graphic rating scales with specific behavioral descriptions defining various points
along the scale for each performance dimension.
B) Comparisons among ratees performance.
C) A record of outcomes produced on a specified job function during a specified time
period.
D) Comparisons between specific, quantifiable target goals and the actual results
achieved by an employee.
E) Ratings made in the context of opportunities to perform at a certain level.
The __________ technique helps minimize interpersonal and jurisdictional conflicts.
A) trend analysis
B) decentralized
C) markov
D) delphi
E) trend analysis
Which of the following is MOST likely to be included in a new-hire orientation
program?
A) Product knowledge training, skill gap analysis, process work flow
B) Company history, policies and procedures, employee introductions
C) Product knowledge training, communication skills, interpersonal skills
D) Listening skills, creative problem solving, motivational skills
E) Conflict resolution, EEO laws, and listening skills
All employees, including workers who are self-employed and public employees in state
and local government are covered under OSHA.
You have been assigned to develop a training program for newly hired first-line sales
managers to cover such topics as company policies and procedures, handling customer
complaints, and motivating sales personnel. Which of the following is not
recommended?
A) Create a training environment that allows for maximum learning.
B) Provide trainees with feedback during the training.
C) Prepare the learning objectives and choose training methodology before assessment
to eliminate bias.
D) Consider on-the-job training if there are experienced managers to assist.
E) Use role playing and behavior modeling to help them learn how to deal with
customer
complaints and motivate others.
How can an organization improve the reliability and validity of interviews?
A) Use a standardized job related interview (e.g. structured, panel, or situational)
B) Assure consistency through the use of a single interviewer.
C) Encourage hiring managers to pay attention to their “gut feel”.
D) Allow interviewees to share information about their unrelated previous work history.
E) Avoid training managers because is can increase anxiety related to interviewing.
The process by which an individual comes to appreciate the values, abilities, expected
behaviors and social knowledge essential for assuming an organizational role and for
participating as an organizational member is known as:
A) Mentoring
B) Job sharing
C) Orientation
D) Employment-at-will
E) Socialization
Which of the following is NOT a characteristic of critical incident?
A) Specific
B) Observable
C) Context
D) Consequences
E) Knowledge
The accounting department is adopting a new software program, and training will be
provided on the new program to employees in the accounting department. What step of
the training process would let the training department know if the training should be
conducted for department other than the accounting department?
A) Evaluation
B) ROI
C) Development
D) Assessment
E) Gap Analysis
Cognitive Ability Tests are controversial because while they demonstrate high validity,
they:
A) Have little economic utility
B) Often result in adverse impact
C) Often result in disparate intent
D) Have not proven to be valid predictors of job performance.
E) Can be replaced with tests with lower validity
You are a manager with a U.S. company working in a division of the company that is
located in Germany. You report to a Director, who is from Germany. You are due for a
raise; however, your manager has indicated that you will only receive the increase in
salary if you agree to start dating. Whish of the following is correct.
A) As a U.S. citizen working outside the United States, you are only covered by local
law, and if there is no local law, you will need to decide if you really want the raise.
B) U.S. citizens working outside the United States are subject to Title VII and therefore
you would be legally protected from the harassment
C) With the exception of the Americans with Disabilities Act, the employees of a U.S.
company working outside of the borders of the United States are subject to local law.
D) You have a potential case of sexual harassment, and you will need to return to the
United States to file the claim and pursue legal action.
E) Multinational employers are required to engage in mediation to resolve all issues of
employment discrimination.
Each of the following is true regarding individual PFP plans EXCEPT:
A) Individual PFP plans can be divided into merit pay systems and incentive systems
tied to production rates.
B) For a merit pay plan, performance is generally measured through performance
appraisal.
C) Incentive plans rely on some countable result as a basis for setting the PFP rate.
D) The greatest strength of the merit pay plan is its ability to create a clear linkage
between employee performance and pay.
E) Incentive pay is based on units produced and provides the closest connection
between performance and pay.
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.
Describe the basic steps in the process of deriving record weights for WABs.
Your company has decided to open a branch in another country. As the human resource
manager, it is your job to determine how the foreign subsidiary will interact with the
parent corporation. Define the four international human resource management strategies
you may choose from. Be sure to describe the role both locals and expatriates would
play in the subsidiarys development.
List the five-factor model (FFM) to describe personality.
List and explain four common rating errors.
Discuss several criticisms of the arbitration process and offer strategies designed to
combat these criticisms.
What are the different ways in which an organization structures its base salary program?
What are union effects on worker satisfaction?
How might work analysis data vary?
What factors influence the decision to invest in a particular international market?