Workforce interdependence is one of the factors to be considered in designing a gain
sharing program.
Competitive advantage occurs if customers perceive that they receive more value from
their transaction with an organization than from its competitors.
Graphic rating scales are the most widely used type of rating format.
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.
The forced choice methodology has effectively reduced intentional bias, and is a
method that has broad acceptance from managers/raters.
Unlike some HRM functions, job analysis methodology and outcomes such as job
descriptions and the level of detail necessary are the same from one county to another.
Validated selection and promotion systems are related to lower productivity and high
costs.
When using the behavioral observation scales (BOS), a manager will consider at what
frequency a behavior occurs.
The piece-rate system and the standard hourly rate, as the two types of individual
incentive systems, are based on rated output.
The most effective career development programs take into consideration the goals of
both the individual and the organization.
The more precise the definition and measurement of performance, the more difficult it
becomes for a manager to effectively and fairly appraise performance.
The same standard of job relatedness is applicable to interviews as a selection
methodology and therefore, it is important that the interview be free of bias and that
questions be based on information related to successful performance on the job.
The internal focus of career refers to the actual series of job positions held by the
individual, while the external focus refers to the way an individual views his or her
career.
Foreign service premiums are provided with the intention to offer an incentive to take
an expatriate assignment.
Penalties of up to $70,000 may be proposed for each willful OSHA violations, with a
minimum penalty of $5,000 for each violation.
__________ is an arrangement by which the employee has latitude over the preferred
hours he/she wants to work, as long as he/she is present during the core hours of the
work day.
A) Flextime
B) Compressed workweek
C) Job sharing
D) Flexplace
E) WFH
When a union sympathizer seeks and gains employment at a non-unionized company
with the intent of laying the ground work for a union certification election, this is
known as _____.
A) election arbitration
B) mediation
C) a yellow dog agreement
D) an impasse resolution
E) Salting
Trainee characteristics related to trainability include __________.
A) opportunity to perform trained tasks
B) a positive climate for learning
C) high cognitive ability
D) time for practice
E) reinforcement of continuous learning
When forced distribution is used to reduce leniency bias, this can cause __________ if
a PFP system is in place.
A) increased trust in the organization
B) increased trust between employees
C) increased theft in the organization
D) decreased trust between employees
E) decreased trust in the organization
Which training method allows the trainee to take responsibility of learning the
knowledge or skills at his or her own pace?
A) Job rotation
B) Podcasting
C) Experiential learning
D) Massed learning
E) Self-directed learning
When training for international assignments, __________ are recommended to provide
a more in-depth view of the host country’s customs, values, and behaviors.
A) informational approaches
B) use of CIT’s
C) field experiences
D) cultural assimilators
E) TV films
__________ 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
Which of the following is a definition of a career development system?
A) An organizational process which involves preparing, implementing, and monitoring
career plans undertaken by an individual alone or within the organization’s career
systems.
B) A formal, organized, planned effort to achieve a balance between individual career
needs and organizational workforce requirements.
C) An attempt by an individual to become more aware of his or her own skills, interests,
values, opportunities, constraints, choices, and consequences.
D) An individually perceived sequence of attitudes and behaviors associated with
work-related activities and experiences over the span of a person’s life.
E) A process that has an “internal” and an “external” focus.
All of the following are benefit programs that are federally mandated with the exception
of:
A) Social Security
B) Vacation
C) Workers compensation
D) Unemployment compensation
E) All of the above, there are no exceptions
Which of the following statements is FALSE regarding arbitration?
A) If a grievance cannot be settled, both sides agree on an arbitrator to decide the
matter.
B) Arbitration is a last resort if attempts to settle grievance disputes have failed.
C) Arbitration can be very costly.
D) Arbitration is more costly in comparison to strikes and lockouts.
E) A major criticism of arbitration is the problem of delays which can take place.
In the Goebel et al v. Frank Clothiers exercise, the company could have avoided
adverse impact by interpreting the test scores according to ethnic classification of the
test taker. Which of the following is correct regarding this approach?
A) Although this would involve reverse discrimination, this is legally feasible
B) This is known as “race norming” and is illegal under the CRA post 1991
C) This approach is consistent with sound HRM and High Performance Work Practices
D) This method is recommended by the courts and supported by meta-analysis data
E) This is “race norming” and is illegal under the CRA of 1991
An organization has two final candidates for a new position. One is a 35-year-old
female and the other is a 51-year-old male. The company makes a decision to hire the
older candidate. Both candidates have very similar qualifications. Which of the
following is true?
A) The hiring manager should ensure that both candidates were presented with the same
selection “tests”, and that scoring was done in a consistent manner
B) The company may have been at risk, however, only impact theory is recognized,
disparate treatment claims are not allowed under ADEA.
C) The 51-year old candidate demonstrated that they have a disability and that is the
reason for the preferential treatment under ADEA
D) The company will have to show that the female candidate requested a higher level of
compensation than the older candidate
E) The 35-year-old female candidate may have a case of reverse discrimination and can
file suit under the ADEA
“Right-to-work” laws declare that:
A) management cannot interfere with or restrain workers in their right to organize.
B) union security agreements which require membership as a condition of employment
are illegal.
C) unions can not discriminate against workers who do not participate in strikes.
D) employers may not interfere with employee representation and collective bargaining
rights.
E) employers can interfere with employee representation.
Which of the following are elements of cash compensation?
A) Base pay and pay contingent on performance
B) Legally required programs and discretionary programs
C) Base pay and discretionary programs
D) Discretionary programs and pay contingent on performance
E) base programs and legal contingency
If an organization identifies a function that is not a core competency, they may consider
_____.
A) increasing funding to that function
B) hiring more employees to increase the efficiency of the function
C) increasing the compensation for the employees in that function
D) outsourcing that function to an outside company that specializes in that function
E) dedicating more managerial talent to that function
The exception of an employment-at-will doctrine that includes whistle-blowing is:
A) Implied contract.
B) Covenant of good faith and fair dealing
C) Fair Ethics Act
D) Collective bargaining agreement
E) Public policy
How might work analysis data vary?
What are union effects on worker satisfaction?
Why is it important for a trainer to gain the support of trainees and others? How may
that support be garnered?
What are the objectives of an effective compensation system?
Highlight the conditions under which the law does not provide compensation.
What differentiates domestic HR from international HR?
List the major issues in collective bargaining.
Why is measurement so important for effective HRM?
Discuss the implications for employee stock option plans (ESOPs)