Mediators act as go-betweens between the parties to help clarify the issues but that they
have no conclusive power or authority to impose a legally binding solution.
Increasing globalization of the economy and a growing competitive work environment
with a premium on product and service quality is one of the trends enhancing the
importance of HRM.
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.
Gen Y employees are looking for stability and finding jobs that will pay them the
highest level of compensation regardless of the content of the job.
Profit sharing is a group incentive system that gives participating employees an
incentive allocation based on improvements in quality measurements.
Title VII prohibits all bona fide occupational qualifications (BFOQs) or discriminatory
practices.
Financial or economic capability is derived from an advantage related to costs, when a
business is able to produce or provide a good or service more cheaply than competitors.
The incentive stock option that gives an executive the right to purchase stock is priced
higher than the market price.
Career resource centers consist of methods for evaluating employees potential for
growth and development in the organization.
One alternative to layoffs is work-sharing programs, in which employees voluntarily
reduce the number of hours or days per week they work in order to cut labor costs while
maintaining their gainful employment.
Representativeness refers to the tendency to insufficiently alter a judgment away from
some starting point when new information is received.
Distributive justice results from a perception of fair rules, laws, or policies that allocate
valued rewards and punishments.
A company that provides a three-week management-training program for its new hires
would benefit from administering the Wonderlic Personnel Test.
While companies may have a difficult time increasing the validity of their interviews,
the good news is that because they are a subjective methodology, interviews are not
held to the same standards related to discrimination as other more objective methods.
Two tools often used to assist individuals in their self-assessments include
career-planning workshops and career workbooks.
You are hiring a cashier, who will be earning minimum wage. You could consider using
A) an assessment center to determine risk of theft from the applicants.
B) General impressions gathered through a non-structured interview.
C) Evaluating information from candidates based on a variable rating standards.
D) Selection methodology with limited utility to control costs.
E) A weighted application blank that factors in where the applicant lives.
Company ABC has been using walk-ins, newspaper ads and referrals for recruitment. In
order to determine which source provided the best mix of potentially qualified
applicants they would
A) use RJP
B) implement succession planning
C) use regression analysis
D) calculate EPOs
E) calculate yield ratios
__________ reflects the number of candidates available at a step compared to a
previous step.
A) Forecasting
B) Yield ratio
C) Time lapse
D) Work analysis
E) Recruitment
__________ refers to the extent to which members of a society accept delayed
gratification of their material, social, or emotional needs.
A) Individualism
B) Power distance
C) Dichotomy
D) Long-term versus short-term orientation
E) Uncertainty avoidance
Which act prohibits job discrimination on the basis of race, sex, color, religion, or
national origin?
A) Civil Rights Act of 1964
B) Americans with Disabilities Act of 1990
C) Fair Labor Standards Act
D) National Labor Relations Act
E) Employee Retirement Income Security Act
An agreement that allows an independent organization or individual to run a business
using the name of an established business for a fee is known as.
A) franchising
B) exporting
C) licensing
D) contract manufacturing
E) management contract
Human resource information systems (HRIS), and replacement charts are methods for
__________.
A) forecasting external supply
B) forecasting internal supply
C) forecasting external demand
D) forecasting internal demand
E) forecasting job previews
Which the following constitutes a probable case of disparate impact?
A) An organization hires 25 whites and no African-Americans from a pool of 50 white
and 50 African-American applicants
B) Female applicants of childbearing age are not hired for jobs requiring the use of
chemicals.
C) An organization hires 30 whites and 15 African Americans from a pool of 90 white
and 20 African-American applicants.
D) There are different criteria for promotion depending on a candidates religion.
E) An organization intentionally does not promote employees who are more than 50
years old.
A forecast of labor demand is:
A) Based on an assessment of the availability of individuals in the labor force who are
potential recruits of the firm.
B) Proceeded by an inventory of individuals and jobs currently available within the firm
C) Derived from a projection of how business/industry needs will affect human
resources
D) Inclusive of a forecast of resource availability both internal and externally available
E) Considered one of the more trivial aspects of human resource planning
Which of the following categories of performance outcomes have been identified as
being generally applicable to all jobs?
A) quality, quantity, timeliness, cost-effectiveness, dependability
B) quality, timeliness, cost-effectiveness, need for supervision, integrity
C) timeliness, cost-effectiveness, need for supervision, interpersonal impact, loyalty
D) quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal
impact
E) quantity, timeliness, cost-effectiveness, motivation, interpersonal impact
List a few guidelines for effective jobposting systems.
Briefly explain the management by objectives (MBO) rating method.
List a few steps that organizations can take to eliminate the potentially adverse
consequences of entrenchment.
List any three regulatory interpretations issued by the EEOC.
Describe the Job Characteristics Model.
Briefly explain the aspects involved in preparing for labor contract negotiations.