Permanent part-time work is an innovative work arrangement that allows employees to
work fewer days during the week, with longer hours per day.
Weighted application blanks use qualitative data to help make decisions regarding the
likelihood that an applicant’s response will be significantly related to higher
performance on the job.
Career counseling sessions often are conducted on a one-on-one basis.
Appraisal data cannot be used to determine the effectiveness of human resource
programs.
Institutionalized socialization is formal and involves providing each member of the
organization with the same, sequential, fixed information upon organizational entry.
Assessment Centers are very popular because they provide a quick and inexpensive
solution to assessing managerial candidates.
It is important for recruiters to consider how changes to overall compensation would
impact the company’s ability to attract applicants to a job.
The time limits for filing a charge of discrimination have been modified under the
Equal Pay Act.
A co-worker has suggested that you should randomly assign employees to either the
training or to a control group to increase the effectiveness of your evaluation of a
training program. You should follow his suggestion.
Identifying the relevant labor market is an important step towards deciding the type of
recruiting method to be used.
Employees and managers are concerned with the lack of effectiveness of performance
appraisals. There is no time to conduct performance management training for managers,
or develop a BARS. One method that could be considered is to include multiple raters
to derive the rating of performance.
A(n) __________ involves the purchase of an up-and-running business that has
established suppliers and customers.
A) Start-up operation Acquisition
B) Alliance
C) Strategic alliance
D) Sole ownership
E) Acquisition
Which of the following is an example of job family?
A) Secretary, receptionist, assembler
B) Word processor, receptionist, administrative assistant
C) Scientist, engineer, doctor
D) Lawyer, doctor, engineer
E) Psychologist, teacher, doctor
You are a manager with a U.S. company working in a division of the company that is
located in Germany. You report to a Director, who is from Germany. You are due for a
raise; however, your manager has indicated that you will only receive the increase in
salary if you agree to start dating. Whish of the following is correct.
A) As a U.S. citizen working outside the United States, you are only covered by local
law, and if there is no local law, you will need to decide if you really want the raise.
B) U.S. citizens working outside the United States are subject to Title VII and therefore
you would be legally protected from the harassment
C) With the exception of the Americans with Disabilities Act, the employees of a U.S.
company working outside of the borders of the United States are subject to local law.
D) You have a potential case of sexual harassment, and you will need to return to the
United States to file the claim and pursue legal action.
E) Multinational employers are required to engage in mediation to resolve all issues of
employment discrimination.
The __________ policy requires a pay structure that is based on an internal assessment
of job worth.
A) pay equity
B) supplement
C) compensation
D) minimum wage
E) labor
Competency modeling has proven to be most useful for providing
A) valid indisputable evidence of job-relatedness in disparate impact cases
B) data to be used in the creation of performance appraisal forms
C) a means to document the physical requirements necessary for a job
D) data and support of outcomes associated with classifications of job
E) information that is useful for the creation of customer service surveys
Simply requiring all employees to attend training can be a waste of time and money. In
an
effort to better identify individual training needs, one should conduct a(n):
A) Job analysis
B) Organizational analysis
C) Person analysis
D) Work-oriented analysis
E) Task-oriented analysis
Graphology was not found to be a(n) _____ method to predict future employee
_______,
A) valid, demographics
B) valid, success
C) formal, success
D) technological, flexibility
E) formal, demographics
What three factors define the relevant labor market?
A) Technology, population density, education
B) Occupation, location, industry
C) Union status, inflation, compensation strategy
D) Occupation, population density, compensation strategy
E) education, industry, technology
When a manager uses the number of calls a phone operator can manage per hour to
make decisions on staffing levels, which forecasting method are they using?
A) Linear programming
B) Trend analysis
C) Delphi technique
D) Multiple regression analysis
E) Nominal group technique
The major domains of HRM are:
A) selection, training, performance management, and compensation.
B) human resources planning, job and work analysis, organizational restructuring, job
design, team building, computerization, and worker-machine interfaces.
C) organizational design, staffing, performance management and appraisal, employee
training and organizational development, and reward systems, benefits, ad compliance.
D) HR design, planning, downsizing, and restructuring.
E) recruitment, employee orientation, selection, promotion, and termination.
The products or services of HRM include all of the following EXCEPT:
A) organizational restructuring
B) job design
C) personnel planning
D) evaluating
E) manufacturing
Which of the following statements is TRUE regarding the U.S. labor relations system
relative to systems in most other countries?
A) The U.S. is unusual in that more than one union may represent the same workers.
B) The U.S. government plays a more active role in labor relations and dispute
resolution compared to other countries.
C) In other countries the relationship between the union and management is generally
adversarial, while in the U.S. the relationship is more cooperative.
D) In the U.S. there is decentralized collective bargaining, while other countries rely
primarily on industry-wide negotiation.
E) In the U.S. the unions emphasize political issues to a greater degree.
Company XYZ had a corporate goal to improve the quality of the products they
produced. Employees in the company had personal performance objectives that were
associated with quality improvements. If the quality improvement objectives were not
met because of faulty raw materials purchased from a new vendor, which of the
following would be true?
A) The poor materials from the vendor should be considered a situational constraint
when appraising the performance of the purchasing manager.
B) Only mangers should have a performance objective that is associated with the
corporate goal to increase quality, not individuals responsible for production.
C) Employees should be concerned that the poor quality of the raw materials will cause
the managers to be influenced by the central tendency effect.
D) When appraising the performance of an employee on the production line, the poor
quality materials should be considered a situational constraint on their ability to meet
quality standards.
E) Employees being rated will have a tendency to overestimate the effects of the poor
quality materials on their ability to perform as compared to their managers, who will
underestimate the effect.
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)
Research has shown that there is_____ between HR metrics and business success
metrics such as productivity, customer satisfaction and sales.
A) a quantifiable connection
B) not a connection
C) a temporary connection
D) not a permanent linkage
E) only a negative relationship
Management by Objectives (MBO):
A) Provides brief descriptions of levels of performance.
B) Selects the anchor which is most descriptive of the person being appraised.
C) Requires the rater to indicate how frequently the ratee has performed each of the
listed behaviors.
D) Calls for comparison between specific, quantifiable target goals and the actual
results achieved by an employee.
E) Makes comparisons among ratees according to some measure of effectiveness or
simply overall effectiveness.
When an employee cuts a finger after removing the safety guard from his equipment to
be able to cut faster, this is an example of an?
A) Unsafe working environment
B) Unrecognized hazard
C) Unsafe act
D) Observable bias
E) Unsafe work assignment
Performance refers to:
A) Brief descriptions of the traits, personal characteristics, or competencies of the
performer.
B) A process that requires raters to rank ratees on the basis of quantifiable goals.
C) Efforts to control rating bias by requiring raters to indicate how frequently the ratee
has performed listed behaviors.
D) Comparison between specific, quantifiable target goals and the actual results
achieved by an employee.
E) Record of outcomes produced on a specified job function or activity during a
specified period of time.
Compare and contrast the Position Analysis Questionnaire (PAQ) and Competency
Modeling.
As a manager of an organization, you have just become aware that some employees
have initiated an effort to begin unionization. What are some of the actions that you
might take to deter this effort?
When are private agencies most effective?
List the activities a COSHO is authorized to carry out.