The vast majority of HRM professionals have a college degree.
Race norming refers to establishing different norms for hiring members of different
racial groups.
Job sharing is a work option in which several relatively simple jobs are combined to
form a job with a wider range of tasks.
The primary goal of ergonomics is to reduce the information-processing requirements
of a job.
An organization should keep information, such as changes made to its incentive plan,
confidential from its employees.
Implementing broad bands increases the opportunities for promoting employees.
Ramon Inc., a software company, uses job evaluations to establish the value of its jobs
in terms of criteria such as their difficulty and their importance to the organization. The
company then compares the evaluation points awarded to each job with the pay for each
job. If jobs have the same number of evaluation points, but are not paid equally, the pay
of the lower-paid job is raised. Based on the scenario, identify the policy adopted by the
company.
A. Comparable-worth policy
B. Minimum wage policy
C. Average pay policy
D. Merit pay policy
E. Piecework rate policy
Identify the correct statement regarding case studies.
A. Case studies stimulate learning by actively involving participants and the
competitive nature of business.
B. Cases encourage trainees by giving them practice in weighing and acting on
uncertain outcomes after evaluating a case.
C. Trainees play a passive role while being trained with case studies.
D. Case studies do not encourage trainees to take risks.
E. Training with case studies does not require any interaction among trainees.
Which of the following is true of job enlargement?
A. It creates a type of role ambiguity because an employee is not sure how to handle
improvements.
B. It allows employers more scope in recruiting more employees.
C. It assigns an employee to a position in a different area of a company.
D. It creates an opportunity for employees to develop new skills and knowledge.
E. It moves employees through a series of job assignments in one or more functional
areas.
Kurt, a manager at Marshall Inc., was asked by his supervisor to sign a contract with a
new supplier. The contract stated that the industrial waste released by the company
would be released into a local river. Kurt was against this idea of polluting the river
with the waste, so he refused to sign the contract. This scenario indicates that Kurt used
his right of _____.
A. freedom of conscience
B. first refusal
C. freedom of speech
D. privacy
E. free consent
Identify the traits that are found in a conscientious person.
A. Sociable, gregarious, assertive, and talkative
B. Dependable, organized, persevering, and achievement-oriented
C. Courteous, trusting, good-natured, and tolerant
D. Emotionally stable, nondepressed, secure, and content
E. Curious, imaginative, artistically sensitive, and broad-minded
Doug was part of a formal mentoring program and was mentored by Amelia. The
mentoring sessions were conducted over a period of six weeks to improve Doug’s
communications and interpersonal skills in the workplace. The sessions, however, were
unsuccessful. Which of the following, if true, would most likely have caused the failure
of the mentoring sessions?
A. Doug failed to treat the mentoring sessions as therapy.
B. Doug and Amelia did not have an informal relationship before the formal mentoring
program began.
C. Amelia is a senior employee and has more experience than Doug.
D. Doug’s participation was involuntary, and he had little understanding of the details of
the program.
E. Doug is a new employee, whereas Amelia has been working with the firm for many
years.
Which of the following best describes job design?
A. It is the process of defining the way work will be performed and the tasks that a
given job requires.
B. It is the process of generating a pool of potential candidates for a job.
C. It is the process of identifying suitable candidates for jobs.
D. It is the technique of enabling employees to learn job-related knowledge, skills, and
behavior.
E. It is the technique of presenting candidates with detailed information about a job.
Jim is the CEO of a company that is expanding overseas. He considers introducing a
cafeteria-style benefits plan to cater to the company’s diverse workforce. However, the
HR team brings up the concern of higher expenses involved in this type of benefits.
Which of the following is Jim likely to do to lower costs at the initial stage?
A. Opt for communication methods that do not stress the value of each benefit
B. Avoid standardized plans available for employers opting for cafeteria-style benefits
C. Use software packages to design the plan
D. Discourage employees from choosing lower-cost options
E. Encourage employees to choose benefits they need the most
Amy is a human resource consultant who runs and operates her own business from her
home. She is often hired by businesses to present one- or two-day workshops on various
topics within her field of expertise. Amy is a(n):
A. independent contractor.
B. permanent employee.
C. temporary employee.
D. contract company worker.
E. temporary worker.
Javier, a regional manager for a leading automobile company in the U.S., decides to
design a manufacturing job based on the principles of industrial engineering. Following
its successful implementation, which of the following outcomes should he expect?
A. Increased efficiency
B. Increased complexity
C. Decreased repetitiveness
D. Increased skill requirements
E. Decreased specialization
Two management students, Frank and Neil, discuss the pros and cons of employee
benefits. Frank states that unemployment insurance is more advantageous to employees
than it is to employers, while Neil argues that employers receive more rewards from it.
Which of the following weakens Neil’s argument?
A. Unemployment insurance provides employers a competitive advantage in the talent
market.
B. The amount of an employer’s unemployment insurance tax depends on the number of
employees.
C. Federal and state taxes paid by employers fund most of unemployment insurance.
D. Unemployment insurance does not provide assistance to unemployed workers
looking for new jobs.
E. Unemployment insurance does not include payment to offset lost income during
voluntary unemployment.
Stronx Consulting implements a training program for its employees. The pretest and
posttest do not show any significant variation in the competency, skill, or knowledge of
the employees. The management concludes that the training program was futile. Which
of the following, if true, would weaken the management’s conclusion?
A. The actual impact of the training can only be evaluated by comparing the
performance of employees who underwent training and those who did not.
B. The posttest evaluated employees for similar levels of knowledge, skill, and
competency as the pretest.
C. Posttests and pretests are very complex, and Stronx Consulting should have used a
simpler form of evaluation.
D. The duration of the training was three months, which is comparatively short when
compared to the duration of many other training programs.
E. The posttest was conducted immediately after the completion of the training
program.
Which of the following statements is true about cultures with a long-term orientation?
A. They have a tendency to look down upon those who invest in savings.
B. They prefer jobs that are relaxed and easy and detest hard work.
C. They focus primarily on cultural values that fulfill obligations in the present.
D. They promote respect for those who are good at achieving immediate results.
E. They focus primarily on cultural values that tend to pay off in the future.
Which of the following is a work-study training method that teaches job skills through a
combination of on-the-job training and classroom training?
A. Bumping
B. Benchmarking
C. Apprenticeship
D. Co-employment
E. Onboarding
Name the model that was developed by Richard Hackman and Greg Oldham to describe
ways to make jobs more motivating.
A. The cognitive dissonance model
B. The situational leadership model
C. The Job Characteristics model
D. The Fleishman Job Analysis model
E. The Motivation-Hygiene model