One of the six steps for creating a workforce scorecard is to develop supporting HR
management and measurement systems.
The three major types of group-based incentive plans, profit sharing, gain sharing, and
employee stock option plans, are all designed to establish a link between pay and
performance.
MPDQ results provide information on whether a particular job specification is
necessary for any given position.
An employee who is upset because the bonus he thought he earned was awarded to
someone who he believes has lower performance would have an issue with procedural
justice.
The same process that is used to identify data for a job description can be used to
determine what should be taught in training programs for new hires.
If the organization is very small, it may be more efficient to rely primarily upon
individualized socialization.
The EEOC’s definition of an applicant is not relevant to cases of adverse treatment.
Delayering means jobs are reclassified more broadly, yet old reporting lines exist to
maintain managerial control.
What type of evaluation measures should HR professionals collect if they want to
assess
the extent to which trainees’ understand the materials/concepts presented in training?
A) Behavioral
B) Organizational results
C) Reaction
D) Learning
E) Attitudes
Which of the following has the top priority for OSHA inspection?
A) Random inspections
B) Re-inspections
C) High hazard industries
D) Imminent danger
E) Employee complaints
All of the following are forms of direct compensation except?
A) Base salary
B) Dental benefits
C) Vacation
D) 401K
E) Defined contribution pension
Which of the following law amended the FLSA to include a prohibition against pay
differentials based on gender?
A) Minimum Wage Law of 1938
B) Equal Pay Act (EPA) of 1963
C) Davis-Bacon Act of 1931
D) Walsh-Healey Act of 1936
E) Services Contract Act of 1965
Competency models focus on:
A) a systematic process of gathering information about work.
B) defining a job in terms of its content and scope.
C) the KASOCs needed to carry out the job tasks and duties.
D) narratives of good and poor work behavior.
E) how objectives are accomplished rather than what is accomplished.
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 individual’s 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 employee’s promotional aspirations,
not actual performance and realistic goals.
During an exit interview, a manager discovers that the reason an employee is resigning
is because of unlawful harassment from a co-worker. This is the first time the issue has
been discussed; the employee did not file a complaint per the company policy before
their resignation. The employee provides details of the harassment, including the names
of witnesses, but requests that no action be taken. The employee just wants to move on
and leave the entire situation behind.
Now that you are aware of the alleged harassment, what should the manager do on
behalf of the organization?
A) Immediately terminate the employee identified as the harasser
B) Respect the employee’s request and do nothing further
C) Ignore the matter because the employee waited until it was too late to bring it up
D) Treat the matter seriously and conduct an investigation, including interviewing
witnesses
E) Ignore the matter because the company policy clearly states that the victim must first
confront the harasser before making a complaint to management
In their research, Huselid, Becker and Beatty found that traditional financial
performance measures such as return on equity, and ROI are ________ and can be
predicted by the way a company conducts its HR practices which are ___________.
A) Opportunities, strengths
B) Lagging indicators, leading indicators
C) Qualitative, subjective
D) Measures of marginal productivity, lagging indicators
E) Leading indicators, lagging indicators
In a department where there are clearly defined and measurable performance standards,
the performance appraisal method that would work well for a manager who is
independently reviewing a department of 15 people to identify who will and will not be
eligible for a bonus would be:
A) Paired comparisons
B) Behaviorally anchored rating scales (BARS)
C) Management by objectives (MBO)
D) Forced choice
E) Behavioral Observation Scales
You have been assigned to develop a training program for newly hired first-line sales
managers to cover such topics as company policies and procedures, handling customer
complaints, and motivating sales personnel. Which of the following is not
recommended?
A) Create a training environment that allows for maximum learning.
B) Provide trainees with feedback during the training.
C) Prepare the learning objectives and choose training methodology before assessment
to eliminate bias.
D) Consider on-the-job training if there are experienced managers to assist.
E) Use role playing and behavior modeling to help them learn how to deal with
customer
complaints and motivate others.
As part of a selection process, candidates are asked to assume the responsibility of a
manager to deal with a subordinate experiencing performance problems. This form of
assessment is often referred to as a(n):
A) Leaderless group discussion
B) Role-play
C) In-basket session
D) Oral presentation
E) Decisiveness skills
Discuss how organizational commitment, job satisfaction, employee engagement and
other so-called ‘soft” measures are relevant to an organization’s bottom-line.
What is the purpose of the Equal Pay Act of 1963?
Compare and contrast the straight piecework and standard hourly rate plan.
Highlight some of the Workers’ Compensation law applying to employers.
Discuss the advantages and disadvantages of the various media options available when
recruiting through advertising.
Assume you are conducting a training program. What types of data should you collect
to evaluate the training?