Training refers to learning opportunities designed to help employees grow.
The data derived from job analysis is static and once the criteria for success are
identified and correlated to job performance for a particular position, there is no need to
revisit that job in the future.
Pay rates provide increased flexibility that enables managers to consider particular
job-related characteristics of individual employees or job candidates.
Increased group-level diversity always leads to improved performance.
The level of reliability can be represented by a consistency of measurement.
Relapse prevention emphasizes the learning of a set of self-control and coping
strategies when the trainee is faced with high-risk situations.
If the result of your GAP analysis indicates that demand is greater than supply, a
solution could be increasing the use of overtime and temporary employees.
Cash compensation is the direct pay provided by employers for work performed.
__________ is defined as “a situation where job-related factors affect a workers
psychological and/or physiological condition such that the person deviates from normal
functioning.”
A) Work sickness
B) Job stress
C) Job burnout
D) Environmental illness
E) Employee withdrawal
Organizations use all of the following ways to terminate an employee EXCEPT:
A) Downsizing
B) Early retirement package
C) Layoffs
D) Progressive Discipline
E) Outplacement programs
Which of the following is a definition of career planning?
A) An organizational process which involves preparing, implementing, and monitoring
career plans undertaken by an individual alone or within the organizations 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 persons life.
E) A process that has an “internal” and an “external” focus.
HR planning for positions outside of the U.S. involves
A) A focus on job compatibility, versus RJP
B) Methodology distinctly different from domestic planning
C) Greater complexity and a focus on job compatibility and RJP
D) A focus on only labor supply and not demand
E) Operating in an environment of stability and predictability
In signing a binding arbitration policy, an employee:
A) can still file charges in federal courts.
B) can veto the decision of the arbitrator.
C) has to submit his/her complaint to the arbitration process.
D) can, with the help of the arbitrator, reach a consensus agreement with the company
regarding the grievance.
E) can require the company to pay for the arbitration process.
Grace has been working for Acme Company for over 4 years. Acme recently conducted
a compensation audit. As a result of the audit, some employees received pay increases
and some did not. Grace believes there was bias in the procedures governing the salary
decisions. What is Grace concerned with?
A) Distributive Justice
B) Interpersonal Justice
C) Fair Justice
D) Procedural Justice
E) Ethical Justice
Employers should obtain which of the following before extending a contingent offer of
employment?
A) Results of a polygraph test
B) Medical records and a physical examination
C) Written authorization from the candidate to check credit score
D) Information related to previous workers compensation claims
E) Background report indicating prior arrest record
To demonstrate that a prima facie case of employment discrimination exists, the
plaintiff must:
A) Show that there is high likelihood that a violation of EEO law has occurred.
B) Demonstrate that the selection rate for a protected group is less than four-fifths
(80%) of the rate for the group with the highest selection rate.
C) Provide some proof of a legitimate, nondiscriminatory reason for the employment
decision.
D) Demonstrate that the alleged discrimination was intentional.
E) Demonstrate that the “test” being used for selection is job related and there is no
alternative method.
______ is measured by, the level of employee satisfaction regarding working
conditions, recognition and encouragement for good work, opportunities to perform
well, and commitment to quality.
A) Validity
B) 360 degree feedback
C) Meta-analysis
D) Engagement
E) Social responsibility
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
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
Which one of the following is NOT a domain of the O*Net content model?
A) Experience Requirements
B) Occupation-Specific Requirements
C) Worker Characteristics
D) Occupation Characteristics
E) Compatibility Requirements
__________ is an informal process in which a neutral third party assists the opposing
parties to reach a voluntary, negotiated resolution of a charge of discrimination.
A) Retaliation
B) Discrimination
C) Arbitration
D) Validation
E) Mediation
The difference between punishment and discipline is:
A) Punishment is focused on positive encouragement
B) Discipline is forward focused and aimed at developing positive behavior
C) Discipline is focused on the past and comparing performance among employees
D) Punishment is always the preferred reaction
E) Punishment allows for positive rewards to improve behavior
Formal performance appraisal should have outcomes that are clearly linked to
organizational __________.
A) demands
B) requirements
C) goals
D) policies
E) ethics
Which of the following requires test takers to quickly compare either names or numbers
and to indicate pairs that are the same?
A) Knowledge-based test
B) Achievement tests
C) Cognitive ability test
D) Bennett Mechanical Comprehension test
E) Minnesota Clerical Test
Which of the following is one of the six general steps that an organization must take to
develop a “workforce scorecard:”
A) View a workforce in terms of cost rather than contribution.
B) Establish a uniform incentive system.
C) Identify low performers to reduce variance in the system.
D) Translate measures into specific actions and accountabilities
E) Provide employees with brief descriptions of what is expected
Highlight some of the Workers Compensation law applying to employers.
List a few trends adopted by organizations to improve work-family balance.
Describe several career development programs that are methods for evaluating
employees potential for growth and development within an organization.
Compare and contrast the three types of individual pay-for-performance plans.
Briefly describe each of the two ways in which errors arise.
Explain the merits and demerits of licensing and franchising to the licensors, licensees,
franchisors, and franchisees.