Compensation usually discourages high-performance organizations when it is linked in
part to performance measures.
In human resource planning, forecasting is an intermediary step.
Competition for scarce human resources can lead employers to offer much of what
employees traditionally sought through union membership.
In procedural justice, the procedures should be consistent from one person to another,
and the manager using them should suppress any personal biases.
Research suggests that assessment center ratings are valid for predicting performance,
salary level, and career advancement.
The content of feedback is more effective when it is directed toward personalities.
Educational opportunities remain constant from one country to another.
Which of the following is a reason for ESOPs’ popularity?
A. ESOPs provide tax advantages to employers.
B. ESOPs provide very high risk-free retirement income.
C. Employees can use ESOPs to buy their company during financial crises.
D. ESOPs must invest at least 51 percent of its assets in the company’s own stocks.
E. The employees are provided with many more stocks than they actually own.
Gromart, an international retailer, opens a store in a town predominantly populated by a
particular racial group. While recruiting employees for the store, it uses a test that
favors a particular racial group in the selection process. When questioned about the
selection procedure, the management reasons that the customers are more comfortable
with employees of their own race. In the context of the legal standards of selection,
which of the following is an accurate statement?
A. Gromart’s actions during the selection process do not violate the Civil Rights Act of
1991 or the equal employment opportunity law at all.
B. Though Gromart’s selection process violates the Civil Rights Act of 1991, it’s
justifiable under the equal employment opportunity law.
C. Gromart’s selection process is justifiable because the Age Discrimination in
Employment Act of 1967 requires employers to make reasonable accommodation
according to the demographics of a locality.
D. Gromart’s actions during the selection process do not violate the Civil Rights Act of
1991, but it violates the equal employment opportunity law.
E. Gromart’s actions during the selection process violates the Civil Rights Act of 1991
because customer preference is not a justifiable reason for discriminatory practices.
The HR department at Trevor Communications oversees the recruitment and training of
employees at the firm. As the firm grows and recruits more employees, overseeing
individual training programs has been come too much for HR staff to handle. Which of
the following applications should the HR department use to help with employee
training?
A. A customer relationship management system
B. A management information system
C. A learning management system
D. A decision support system
E. An executive decision-making system
Collective bargaining differs from one situation to another in terms of _____.
A. bargaining provisions
B. bargaining structure
C. bargaining campaigns
D. bargaining strategies
E. bargaining techniques
Outcomes of a high-performance work system include higher productivity and _____.
A. efficiency
B. maintenance
C. manpower
D. equipment
E. resources
Maxwin Infomatics Corp., a nationwide logistics company, has announced the opening
of a new unit for the manufacturing division. Alex, the HR manager, has been asked to
help plan for the creation of the new unit. Which of the following relates to the task
undertaken by Alex, if he is involved in the process of explaining how an employee will
execute his or her tasks?
A. Job rotation
B. Job evaluation
C. Job design
D. Job enrichment
E. Job extension
What should employees typically do to earn bonuses under the Scanlon plan?
A. They should produce products at a rate that is much higher than the standard
production time.
B. They should create goodwill with customers and close as many sales as possible.
C. They should follow a defined set of quality standard to produce the desired outcome.
D. They should keep labor costs to a minimum and produce as much as possible with
that amount of labor.
E. They should improve their performance year after year so that they re-earn the bonus
during each performance period.
Which of the following is a permissible question to ask in job applications and
interviews?
A. How would you feel about working for someone younger than you?
B. Are you a citizen of the United States?
C. What religious holidays do you observe?
D. Where were you born?
E. Will you need any reasonable accommodation for this job position?
The employees’ union and the management at Rexen Inc. enter into a contract, which
requires Rexen to improve its facilities and to ensure the safety of its employees.
However, a few months later, the employees observe that the conditions have remained
the same and that management has not taken any steps to revamp its systems. The union
files a case against Rexen for violating the terms of their contract. The union’s lawyer
asks them to follow the established process for resolving this conflict. In the context of
contract administration, the lawyer is referring to _____.
A. lockout protocols
B. right-to-work laws
C. the union ship arrangement
D. the grievance procedure
E. the chain of command
Which of the following is a business indicator of the success of the compensation
system designed by the HR department of an organization?
A. Competitiveness in the local labor market
B. Ratio of average salary offers to average salary in community
C. Relationship between pay and performance
D. Employee satisfaction with pay
E. Fairness of existing job evaluation system in assigning grades and salaries
David earns a base rate of $12 an hour and receives a weekly attendance award of $20.
He works 40 hours this week. What would be his total compensation for the week?
A. $480
B. $600
C. $500
D. $520
E. $250
Identify the responsibility that is specifically associated with the HR function of
employee relations.
A. Conducting attitude surveys
B. Analyzing work
C. Creating HR information systems
D. Planning and forecasting human resources
E. Creating a job design
The primary function of a merit increase grid is to:
A. make the increases consistent.
B. further increase the pay for those whose pay is relatively higher for their job.
C. increase the employees’ compa-ratio.
D. stabilize economic conditions.
E. increase incentives on a year-by-year basis.
Stephen works as an accountant in the headquarters of a fast food chain. He encourages
his colleagues to participate in an initiative he started that involved planting trees and
flowers on the office’s grounds. Stephen’s initiative reflects those of individuals
belonging to a culture with:
A. a collectivist nature.
B. a short-term orientation.
C. high feminine traits.
D. high power distance.
E. low uncertainty avoidance.
List and discuss two personnel policies that are especially relevant to recruitment.
Distinguish between involuntary and voluntary turnover, and give examples of each.
What is employee empowerment? How can human resource (HR) departments help to
make it effective?
What are the different types of pay for rewarding individual performance?
Describe the impact that economic systems have on HRM in international markets.
What are the different kinds of formal educational programs that organizations may use
to support employee development?