BARS are graphic scales with specific behavioral descriptions defining various points
along the scale for each dimension.
Salary survey is the principal tool for establishing market pricing approach.
A visit to a college campus is a major source of recruiting for professional and
managerial positions.
Failure to follow organizational policy or procedure is one of the reasons a company
may choose to terminate an employee.
Benchmarking is the process of gauging the internal practices and activities within a
firm to an external reference or standard.
Turnover is costly for an organization, and one of the hidden costs is the loss of top
talent and their knowledge and ideas.
The geocentric policy of hiring the best person regardless of nationality is the formal
policy of choice for most large U.S. corporations.
A “qualified” rater includes an internal or external customer who is the recipient of the
performers products or services.
Ratings of frequency are better than ratings of intensity.
Strategic capability represents the businesss ability to manage organizational systems
and people in order to match customer and strategic needs.
Control and evaluation in human resource planning:
A) monitors the effectiveness of human resource plans over time.
B) closes the gap between the current and desired state of affairs.
C) is a process of translating broad strategies into operational tasks.
D) is the ratio of applicants to hires at each step of the selection process.
E) projects how business needs will affect HR needs.
The 1988 Supreme Court case of Watson v. Fort Worth Bank & Trust established that:
A) employment testing must be job related.
B) a “hostile environment” is necessary for sexual harassment to have occurred.
C) psychological harm is necessary for sexual harassment to have occurred
D) the “disparate impact” theory may be applied to subjective employment practices.
E) bone fide occupational qualifications (BFOQs) are not a legal argument for
discrimination.
EEOC stands for __________.
A) Equal Employment Opportunity Commission
B) Equal Employment Opportunity Community
C) Equal Employment Opportunity Channel
D) Equal Employment Opportunity Committee
E) Equal Employment Opportunity Contract
The six sequential steps in the Human Resource Planning (HRP) process are:
A) labor analysis, supply analysis, environmental scanning, gap analysis, action
programming, evaluation
B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis,
action programming
C) environmental scanning, labor analysis, supply analysis, gap analysis, action
programming, evaluation
D) environmental scanning, supply analysis, labor analysis, gap analysis, action
programming, evaluation
E) gap analysis, supply analysis, labor analysis, action programming, environmental
scanning, evaluation
Under OSHA requirements:
A) employers with 8 or more employees must maintain records of occupational injuries
and illnesses as they occur.
B) all employers irrespective of the size of their organization must maintain records of
occupational injuries and illnesses as they occur.
C) employers with 11 or more employees must maintain records of occupational
injuries and illnesses as they occur.
D) employers in only those industries listed as “most hazardous” must keep records of
occupational injuries and illnesses as they occur.
E) all unions must maintain safety records.
Each of the following is true regarding individual PFP plans EXCEPT:
A) Individual PFP plans can be divided into merit pay systems and incentive systems
tied to production rates.
B) For a merit pay plan, performance is generally measured through performance
appraisal.
C) Incentive plans rely on some countable result as a basis for setting the PFP rate.
D) The greatest strength of the merit pay plan is its ability to create a clear linkage
between employee performance and pay.
E) Incentive pay is based on units produced and provides the closest connection
between performance and pay.
It is necessary to use quantitative analysis to determine the ______ of HRM
methodology. This allows managers to know if a methodology is predicting something
important.
A) validity,
B) efficiencies
C) scorecard
D) global reach
E) expectations
Which of the following is a basic principle of work analysis?
A) The analysis should be limited to observation and a review of work samples
B) The resultant documents should include every skill a manager would like employees
to demonstrate
C) The analysis needs to focus on the job, not the person doing the job
D) The analysis should focus on data that is unique and difficult to verify through the
use of multiple sources
E) The analysis should focus on the person currently in the job, not the job
A group of jobs having the same basic nature of work but requiring different levels of
skill, effort, responsibility or working conditions are known as __________.
A) job classification
B) job family
C) job broadbanding
D) job evaluation
E) job hierarchy
Behaviorally Anchored Rating Scales (BARS) refer to:
A) Graphic rating scales with specific behavioral descriptions defining various points
along the scale for each performance dimension.
B) Comparisons among ratees performance.
C) A record of outcomes produced on a specified job function during a specified time
period.
D) Comparisons between specific, quantifiable target goals and the actual results
achieved by an employee.
E) Ratings made in the context of opportunities to perform at a certain level.
The accounting department is adopting a new software program, and training will be
provided on the new program to employees in the accounting department. What step of
the training process would let the training department know if the training should be
conducted for department other than the accounting department?
A) Evaluation
B) ROI
C) Development
D) Assessment
E) Gap Analysis
The Valley National Bank exercise demonstrated that
A) An employees length of service should not be considered when making employment
decisions.
B) Issues such as discrimination suits should never be talked about directly with the
employee making the claim.
C) Understanding an organizations goals, strengths and weaknesses is critical to
managing human resources in order to gain a competitive advantage.
D) Compensation issues have no impact on employee morale.
E) Career planning is the sole responsibility of the employee, managers should never
interfere.
UNCTAD is an abbreviation for __________.
A) United Nations Conference on Tariff and Development
B) United Nations Conference on Trade and Development
C) United National Conference on Trade and Development
D) United National Conference on Tariff and Development
E) Unified Nations Conference on Trade and Development
Which of the following is MOST likely to be included in a new-hire orientation
program?
A) Product knowledge training, skill gap analysis, process work flow
B) Company history, policies and procedures, employee introductions
C) Product knowledge training, communication skills, interpersonal skills
D) Listening skills, creative problem solving, motivational skills
E) Conflict resolution, EEO laws, and listening skills
Your company has jobs that are highly interrelated and strategic in focus. You want to
provide a pay for performance incentive with relatively long measures of performance.
The best option would be to design a:
A) Merit pay plan
B) Commission pay plan
C) Profit Sharing plan
D) Piece rate plan
E) Behavioral modification plan
One disadvantage to using flextime is:
A) Increased absenteeism.
B) The difficulty in scheduling meetings.
C) It often puts additional stress on dual-career families.
D) Increased turnover.
E) It doesnt cover companys core times.
Which of the following reconciles the forecast of labor supply and demand?
A) Action programming
B) Gap analysis
C) Control and evaluation
D) Environmental scanning
E) Labor demand forecast
Which of the following statements is true regarding training evaluation?
A) Most companies recognize the importance of evaluation and conduct comprehensive
evaluations
B) Favorable trainee reaction data virtually guarantees that a training program was
effective
C) Without evaluation it is very difficult to show that training was the reason for any
improvement
D) A CEO would not be interested in changes to organizational results as a result of a
training program
E) Testing trainees after the training, but not before, is an effective means to assess the
degree to which participants mastered the content
_____ requires organizations to give affected employees 60 days notice of a plant
closing or when mass layoffs are expected:
A) Covenant of good faith and fair dealing
B) An early retirement package
C) The Fair Ethics Act
D) The Worker Adjustment and Retraining Notification Act
E) The collective bargaining agreement
You are a management consultant who has recently been hired by a large utility
company to redesign their compensation system. Which of the following job analysis
methods would be best suited for this purpose?
A) JDS: because it is very well researched as a method
B) PAQ: because it presents job evaluation information
C) CIT because the incidents observed will help define performance for future
employees
D) JCQ because it is the only method to provide information related to job
compatability
E) PAQ: because it provides an analysis of skills and related selection tests
What are the administrative concerns that must be addressed in performance appraisal
system? Provide a description of each.
It is hypothesized that Realistic Job Previews reduce employee turnover for four
reasons. Describe and explain these four reasons.
List a few tips to help managers be more effective as coaches.
Explain the benefits of a career development system for an organization.
List a few steps that organizations can take to eliminate the potentially adverse
consequences of entrenchment.
Describe how technology impacts HR services, including communication, access to
information, and measurement of HR activities.