_____ is a competency of the HR manager earned by developing personal relationships
with people both internal and external to the firmdemonstrating the values of the firm,
standing up for one’s own beliefs, and dealing with all parties equitably.
a. Change mastery
b. HR mastery
c. Business mastery
d. Personal credibility
A number of states have passed laws that allow employers to fire employees for
activities they pursue offsite on their own time.
a. True
b. False
Which of the following is NOT one of Marriott’s recruiting principles?
a. Building an employment brand
b. Getting it right the first time
c. A caring workplace
d. Bringing in new blood
During collective bargaining, each side normally places only their primary negotiator at
the table.
a. True
b. False
Employees do not have the right to have an attorney present during an investigative
interview.
a. True
b. False
Progressive discipline results from using positive reinforcement instead of punishment
to correct behavioral problems.
a. True
b. False
The major source of Occupational Safety and Health Administration (OSHA)standards
is the:
a. federal government.
b. National Institute for Occupational Safety and Health (NIOSH).
c. American Medical Association (AMA).
d. state government.
According to the National Center for Employee Ownership, in 2013 approximately
_____ organizations have employee stock ownership plans (ESOP)for their employees.
a. 3,500
b. 11,000
c. 17,500
d. 24,500
Executive search firms:
a. help employers find the right people for jobs.
b. charge job candidates a feeonly after they accept a job.
c. lease executive level employees to organizations on a long- and a short-term base.
d. advertise only in trade magazines.
All of the following statements about recruiting disabled employees are true EXCEPT
that:
a. a large number of disabled people have hearing or vision impairments.
b. physical disabilities may limit only certain job requirements.
c. the superior performance attributed to the disabled is because of low expectations.
d. the majority of disabled people do not like to work.
The philosophy behind the Scanlon Plan is that:
a. employees should make suggestions to improve performance and be rewarded for
their contributions.
b. organizational profits should improve through sales efforts.
c. managers and employees should establish quality and quantity goals for optimum
organizational performance.
d. rewards should be shared with employees based on improved profits.
HR Scorecards are used by managers to assess the strategic alignment of their work
systems.
a. True
b. False
The approach to recruitment that informs applicants about all aspects of a job, including
both its desirable and undesirable facets, is called:
a. honesty recruiting.
b. a realistic job preview.
c. balance recruiting.
d. a negative or positive job assessment.
The United Auto Workers, United Mine Workers, United Steelworkers, and Office and
Professional Employees International Union are all classified as _____ unions.
a. skilled
b. mixed
c. industrial
d. craft
Measures of general intelligence, such as IQ tests, are not generally regarded as good
predictors of job performance across a variety of jobs.
a. True
b. False
A major concern of executive compensation involves:
a. timing of the bonus.
b. the amount of compensation.
c. lack of perquisites.
d. lack of objective market data.
Most high-performance work systems focus their training efforts on ensuring that
employees have the skills necessary to assume a greater degree of responsibility.
a. True
b. False
Generally, _____ reference checks are preferable because they save time and provide
for greater candor.
a. e-mail
b. fax
c. telephone
d. mail