Development focuses on the immediate period to help fix any current deficits in
employees’ skills.
Massed practice is more effective than spaced practice when learning a complex task.
The ProMES method of performance appraisal is effective when management wants to
build a sense of ownership and empowerment for their employees.
Clawback provisions allow a company to grant an executive stock and then increase
their stock gains by manipulating the price of the stock through corporate buy back
programs.
When planning a feedback session as part of the performance appraisal process, it is
important to allow the ratee to share their thoughts and to address career aspirations.
Winsharing combines gain sharing with profit sharing.
Distributive bargaining is the most common type of bargaining in which both sides try
to reach a mutually beneficial alternative or a win-win solution.
One risk of striking is that replacement employees could vote the union out in an
NLRB-conducted decertification election.
E-learning is very useful for training interpersonal skills or psychomotor tasks.
An important determinant of effective PFP is the incentive being valued relative to
other rewards.
The trait approach is better suited for performance appraisal development than the job
oriented and worker oriented approaches.
Collective bargaining occurs when representatives of a labor union meet with
management representatives to determine employees’ wages and benefits, to create or
revise work rules, and to resolve disputes or violations of the labor contract.
Under the __________ program, eligible individuals are covered by a comprehensive
program of retirement, survivor, disability, and health benefits.
A) employee welfare
B) social security
C) long-term capital accumulation
D) time-off plans
E) employee services
You are looking for a way to reduce or eliminate higher accident rates among younger
workers. What is a safety intervention you might consider?
A) Hiring only candidates between the ages of 35 and 39.
B) Provide mandatory safety training for hazardous jobs.
C) Ensure that pay for performance plans only focus on quantity of work.
D) Provide training only post-accident.
E) Initiate a team based competition to increase production.
Hofstede’s work on culture and its impact on managing HR within an international
environment was conducted in the 1960’s and 70’s. It is interesting that
A) the results of his work have been replicated, confirming the validity of his findings,
and recent studies have expanded on his original theory.
B) while his work is often cited, it was impossible to replicate his findings in
subsequent studies.
C) the results of his study can only be applied within the electronics industry and have
no relevance outside of that industry.
D) the definition of culture when used in reference to a society is in many ways very
different from the definition when used to describe the environment within a company.
E) the study found vast differences between the culture of the society and the culture of
the local companies that operated in that society.
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 of the following statements is true regarding “job-relatedness”?
A) Employers have won the majority of cases dealing specifically with job relatedness
after the prima facie case has been established
B) In Connecticut v. Teal, the Supreme Court declared that the “job relatedness”
argument does not have to be applied to all steps of a multiple-hurdle selection process.
C) Employers are not required to use specific criteria to compare selection to actual job
performance in order to measure job relatedness
D) Employers need to establish the reliability of criteria required for a job; they do not
need to meet the higher standard of validity in establishing job relatedness
E) Employers can support job relatedness through the use of job analysis to identify
specific knowledge, skills and abilities.
According to NLRA:
A) management cannot interfere with, restrain, or coerce employees in the exercise of
their rights to organize, bargain collectively.
B) management cannot dominate or interfere with the formation or administration of
any labor organization.
C) management cannot encourage or discourage membership in any labor organization
by discrimination with regard to hiring.
D) management cannot refuse to bargain collectively with representatives of the
employees.
E) management can discharge or otherwise discriminate against an employee because
he or she has filed charges or given testimony.
______ is measured by, the level of employee satisfaction regarding working
conditions, recognition and encouragement for good work, opportunities to perform
well, and commitment to quality.
A) Validity
B) 360 degree feedback
C) Meta-analysis
D) Engagement
E) Social responsibility
Each of the following is TRUE regarding Comparisons to Anchors (e.g., BARS, MBO,
graphic rating scales, and summated rating scales) EXCEPT:
A) Method requires rater to compare the employee’s performance with specified
anchors or descriptors.
B) Method is very useful for providing feedback to employee.
C) Is easy and inexpensive to construct.
D) For the BARs method, actual behaviors are documented.
E) Generally, graphic rating scales use adjectives or numbers as anchors or descriptors.
The right-to-know provision of OSHA specifies employees’ right to know if:
A) Someone they work with has a communicable disease.
B) Someone they work with has a violent history.
C) They are working with unsafe substances.
D) They are working with a sex offender.
E) They are working with unsafe machinery.
HPWP stands for:
A) high-performance work practices
B) high-productivity work practices
C) high-profit work practices
D) high-paying work practices
E) high-product work practices
A textile mill in its efforts to launch a wellness program for its employees should follow
all of the following EXCEPT:
A) Launch simple programs such as blood pressure and cholesterol screening or
distribute information about nutrition to employees.
B) Schedule events before work, during lunch, or after work so the activities do not take
employees away from their regular duties.
C) Take advantage of community services.
D) Disallow employees to plan and implement activities and conduct a survey to assess
employees’ health and recreational interests.
E) Find out what other firms in the area or industry have done and learn from their
experiences.
Who carries the initial burden of proof when demonstrating that a prima facie case of
discrimination exists?
A) The court
B) The defendant
C) The district attorney
D) The Equal Employment Opportunity Commission (EEOC)
E) The plaintiff
All of the following have been shown to be disadvantages to using a compressed
workweek EXCEPT:
A) Increase in employee fatigue.
B) Increased tardiness and absenteeism.
C) Understaffing.
D) Difficulty in coordinating team projects.
E) Difficulty scheduling meetings.
Work analysis is relevant to ADA because
A) Work analysis never refers to physical characteristic or abilities. It is simply focused
on mental abilities.
B) Work analysis has been used a means to determine if physical requirements are in
fact job related or tied to business necessity.
C) Job descriptions are a product of work analysis and those descriptions provide
information related to compensation the comparable worth of jobs.
D) Job descriptions can be subpoenaed and used by the plaintiff to support their prima
facie case by proving that physical activity is necessary to job performance.
E) The attitude of judges towards the lack of validity in work analysis has lead to an
increase in the number of cases companies lose.
When determining how to compensate expatriates, an advantage of the “going-rate
approach” is that
A) the expatriate is kept whole during the assignment because his pay is similar to the
pay that would have been received for working the same job in their home county
B) locals perceive the pay as fair because the expatriate is paid at a rate that is similar to
the pay received by local employees of that company who have similar position,
performance and experience.
C) it is an effective means to reduce costs because you are offering the expatriate the
ability to choose from a variety of benefit options that are appropriate to the location of
the expatriate assignment.
D) although it is a high cost approach, the ability of the expatriate to save on housing
and social expenses while on assignment makes expatriate assignments in countries
with low pay levels more attractive.
E) with the increase in dual income families, this options provides an incentive for both
the employee of the company and their spouse to accept an expatriate assignment
External recruiting is especially effective when?
A) You have a very small budget
B) The company is growing and is trying to increase the diversity of its workforce
C) The position is a very high level, for instance VP of Finance
D) The company needs to boost the morale of its employees
E) You have a large company with a succession plan
You are concerned that your employees are afraid to report ethical violations to
management. In order to increase the likelihood of unethical activity being reported,
which of the following would you suggest your company adopt?
A) Strict punishment guidelines for not reporting unethical behavior.
B) Ending managerial training to decrease paranoia.
C) Encouraging informal discussion of ethics versus formal training
D) Increasing the use of exit interviews.
E) Formal training for all employees in ethical decision-making.
List the factors to be considered in designing a gain-sharing program.
A competitor of yours just lost a lawsuit involving disparate treatment in their selection
practices of women, and will have to comply with a court-ordered affirmative action
program. This has prompted you to review your practices, which revealed disparate
impact in your hiring of women, as well as certain minorities. To avoid a lawsuit, you
decide to implement a voluntary affirmative action program. Describe what constitutes
a legal voluntary affirmative action program. What makes an involuntary affirmative
action program legal?
Explain the merits and demerits of licensing and franchising to the licensors, licensees,
franchisors, and franchisees.
List three to five characteristics of High-Performance Work Practices (HPWP) and tell
how you think they are related to corporate financial performance.
Describe the basic steps in the process of deriving record weights for WABs.