A lower selection ratio is generally more desirable as it enables the organization to
choose job candidates from a larger pool of qualified candidates, thus increasing
selectivity.
Smaller businesses are more likely to use formal approaches for conducting job
analyses.
HPWP includes HRM practices that motivate employees to put forth discretionary
effort.
One of the concerns with projective personality tests is that applicants can determine
the purpose of the test, and fake their results to match the desired outcome.
The concept of liability without fault provides that workers who are victims of
work-related injury or illness are granted benefits regardless of who is responsible for
the accident, injury, or illness.
In Sexual Harassment cases, a company needs to ensure that they are protecting the
rights of the accused in addition to those of the victim.
Workforce interdependence is one of the factors to be considered in designing a gain
sharing program.
__________ is an informal process of learning how to operate within an organization.
A) Orientation
B) Mentoring
C) Job sharing
D) Employment-at-will
E) Socialization
If employees no longer want to be represented by their union, they may petition the
NLRB for which of the following?
A) Mini arbitration
B) Deauthorization
C) Contract bar
D) Decertification
E) Statutory bar
OSHA does NOT have responsibility for which of the following?
A) Developing enforceable standards.
B) Record keeping and reporting.
C) Inspection of the workplace.
D) Inspection of record-keeping forms.
E) Inspection of employee payslips.
Which of the following is a basic principle of work analysis?
A) The analysis should be limited to observation and a review of work samples
B) The resultant documents should include every skill a manager would like employees
to demonstrate
C) The analysis needs to focus on the job, not the person doing the job
D) The analysis should focus on data that is unique and difficult to verify through the
use of multiple sources
E) The analysis should focus on the person currently in the job, not the job
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.
Reasons why a company could see and increase in the cost of their unemployment
insurance include?
A) Aggressively fighting unjustified claims for unemployment
B) Establishing an effective performance management system
C) Ensure that terminations are based on employee misconduct
D) Making a decision to have a mass layoff of 58% of the workforce
E) All of the above
Which type of interview uses questions based on the critical incident technique (CIT)
analysis?
A) semi-structured
B) situational
C) highly structured
D) group or panel
E) psychological
Which of the following approaches is used to obtain specific behavioral descriptions of
a job?
A) O*Net
B) Critical Incident Technique (CIT)
C) Managerial Position Description Questionnaire (MPDQ)
D) Position Analysis Questionnaire (PAQ)
E) Job Compatibility Questionnaire (JCQ)
In the __________ approach, the HR department examines the current business
situation and determines staffing requirements for the rest of the firm.
A) centralized
B) decentralized
C) markov
D) regression
E) trend analysis
Discuss some of the major responsibilities of OSHA.
When deciding what selection test to use, a company should not consider
A) The number of people who have taken the test
B) The degree to which there is a linear relationship between test results and
performance
C) Evaluating cut off scores based on the race of the candidate to eliminate adverse
impact
D) Using a multiple hurdle approach for instance using both testing and interviews
E) The validity of the test and potential for causing adverse impact
Which of the following is true concerning sources of information for work analysis?
A) Multiple sources should be avoided as often as possible
B) Never include both incumbents and supervisors in the process
C )There is no single best source to use when conducting work analysis
D) Observing incumbents does not influence their on the job performance
E) Establishing validity becomes difficult when there is data from more than one source
The six sequential steps in the Human Resource Planning (HRP) process are:
A) labor analysis, supply analysis, environmental scanning, gap analysis, action
programming, evaluation
B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis,
action programming
C) environmental scanning, labor analysis, supply analysis, gap analysis, action
programming, evaluation
D) environmental scanning, supply analysis, labor analysis, gap analysis, action
programming, evaluation
E) gap analysis, supply analysis, labor analysis, action programming, environmental
scanning, evaluation
Your company has headquarters is in Boston, however, 20 employees devoted to sales
are in 10 offices spread throughout the northeast. Senior management is interested in
providing career development to the sales employees. They should consider ____ as
their most likely solution.
A) Job-sharing
B) Psychological assessment
C) Employee orientation
D) a career library
E) E-mentoring
A loan clerk evaluating his/her pay relative to that of a teller within the company is an
example of __________.
A) internal equity
B) external equity
C) pay equity
D) worth equity
E) wage equity
__________ is a perception of fair rule, laws or policies that allocate valued rewards
and punishments.
A) Distributive justice
B) Procedural justice
C) People (employee) justice
D) Demanded justice
E) Defined justice
After designing and conducting a training program, the Program Director decides to
evaluate the course by asking trainees to complete a reaction form. This is an example
of which of the following?
A) One-shot posttest-only design
B) One-group pretest-posttest design
C) Multiple time-series design
D) Posttest-only control group design
E) Pretest€posttest control group design
When is a group pay for performance plan more effective than an individual plan?
A) When tasks are independent
B) When cooperation and teamwork are essential
C) When it is difficult to measure an employees specific contributions
D) Both “A” and “B”
E) Both “B” and “C”
List a few recommendations to help the organization make the process of downsizing
less traumatic and fair.
List the two categories into which training methods are divided. Define each method
with examples.
Define the six different types of outcomes that may be measured in a work performance
system. Provide brief examples for each.
An individual believes that he or she has been a victim of illegal discrimination and
wishes to pursue a claim through the legal system. Describe the process that he/she may
go through.
Define the four-fifths rule.
Why is measurement so important for effective HRM?
Explain the differences between licensing and franchising, licensor and franchiser, and
licensee and franchisee. Use examples to illustrate.
List the three major steps involved in the basic process of training and explain the goal
of each step.
List a few disadvantages to using diaries as a form of work analysis data collection
method.