In the tax protection approach, firms withhold taxes based on the home-country tax
obligation and pay all taxes in the host country.
Because of the perception of fairness that results from the use of forced distribution in
performance appraisals, this method has been well received not only by employees
being rated, but also by managers conducting the appraisal.
Organizational design is concerned with establishing, fostering, and maintaining
employee skills based on organizational and employee needs.
EAPS are a complimentary to drug testing programs, providing for voluntary treatment
of employees who test positive during random drug testing, and training for mangers on
making constructive confrontations.
Appraisal data cannot be used to determine the effectiveness of human resource
programs.
Employees and managers are concerned with the lack of effectiveness of performance
appraisals. There is no time to conduct performance management training for managers,
or develop a BARS. One method that could be considered is to include multiple raters
to derive the rating of performance.
Covenant of nondisclosure are contractual arrangements with employees that restrict
their acceptance of employment with an industry competitor upon voluntarily leaving
the current organization.
One way to motivate managers to effectively perform the role of career counselor for
their employees is to link their compensation to positive employee development
outcomes.
The OSHA was created in 1990 to reduce occupational diseases and on-the-job injuries.
The metrics challenge ascertains whether managers have the access, capability, and
motivation to use the measurement data to communicate strategy and monitor progress.
Factors associated with a companys task environment influence a companys decision to
invest in the international market.
A validated method of selection is a method that is shown to predict applicant success
on the job
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.
Paired comparisons, straight ranking, and forced distribution are appraisal systems that
require raters to make comparisons among ratees according to some measure of
effectiveness or simply overall effectiveness.
The concept that both employees and employers can terminate an employment
relationship at any time, for any reason other than those covered by law, is known as:
A) employment rights.
B) employer rights.
C) contract at will.
D) contract law.
E) employment at will.
A national corporation has completed its first phase of diversity awareness training. HR
has been asked to evaluate the training to measure changes in participants
understanding of current laws related to diversity and determine future training
initiatives. Which methodology would yield the best results?
A) Using statistical measures of association and correlation
B) Running experiments with control groups from benchmark companies
C) Gathering qualitative information from training participants
D) Interviewing training participants to discuss their reactions to the training
E) Testing participants through the use of a pre and post test on the key points of the
program
The exception of an employment-at-will doctrine that includes whistle-blowing is:
A) Implied contract.
B) Covenant of good faith and fair dealing
C) Fair Ethics Act
D) Collective bargaining agreement
E) Public policy
To ensure a supportive and creative atmosphere for the feedback session, the rater
should:
A) Have one-way conversation with the ratee
B) Include several employees at once to brainstorm
C) Allow the employee to discuss their concerns in a two-way conversation
D) Keep the duration of the performance meeting as short as possible
E) Continue to take phone calls and accept interruptions from your staff during the
meeting.
Company ABC has been experiencing high levels of turnover with employees who have
been on the job for less than 9 months. Exit interviews indicated that employees are
frustrated and confused. What type of training should the company consider to decrease
turnover?
A) Cross-cultural training
B) Managerial training
C) Intergenerational training
D) Baby-boomer training
E) Employee orientation
Which of the following is true about career development?
Career development is:
A) a stand alone program, independent of the corporate strategy and other HR activities
B) useful and important at the beginning of an individuals career, but not necessary for
mid-level managers or average performers
C) focused primarily on the strengths and weaknesses of the organization, and
structured around corporate strategy
D) linked to both organizational and individual performance, and both short and long
term goals
E) an exercise that stems from the “wish list” of the employees promotional aspirations,
not actual performance and realistic goals.
A typing test has _____ validity while a personality test has ______ validity?
A) empirical, content
B) content, empirical
C) consistency, subjective
D) generalized, construct
E) construct, generalized
When a manager uses the number of calls a phone operator can manage per hour to
make decisions on staffing levels, which forecasting method are they using?
A) Linear programming
B) Trend analysis
C) Delphi technique
D) Multiple regression analysis
E) Nominal group technique
Which HRM domain includes affirmative action/diversity, promotion/separation, and
orientation?
A) Organizational design
B) Performance management and appraisal
C) Staffing
D) Reward systems and compliance
E) Employee training and organizational development
Graphology is associated with:
A) quality analysis.
B) behavioral analysis.
C) appraisal process analysis.
D) handwriting analysis.
E) actuarial model analysis.
Types of information assessed by using the Position Analysis Questionnaire (PAQ)
include all of the following EXCEPT:
A) Mental processes
B) Information input
C) Relationships with other people
D) Traits analysis
E) Job context
EEOC stands for __________.
A) Equal Employment Opportunity Commission
B) Equal Employment Opportunity Community
C) Equal Employment Opportunity Channel
D) Equal Employment Opportunity Committee
E) Equal Employment Opportunity Contract
Prolonged (20 hours or more) exposure to video display terminals has been associated
with:
A) High levels of drug abuse.
B) Higher risks of miscarriage.
C) Hearing problems.
D) Speech problems.
E) Alcoholism.
List few reasons why a company would choose exports as an option for international
commerce.
List the major issues in collective bargaining.
Define and explain the differences between external and internal equity. What is a basic
technique used to ensure each?
List the chronological steps in effective work analysis.
List all the criteria that must be met to qualify for the executive employee exemption.
Briefly explain the reasons for the low (but useful) validity of personality and
motivational tests in the employment context.
What differentiates domestic HR from international HR?
What are rating errors? List the common rating errors.
Describe how you would use job evaluation to create internal equity. What are the pros
and cons of using different job evaluation systems?