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.
Unlike the U.S., in Europe, more than one union, may represent the same workers.
A desire to have more influence in effecting change in the work environment is one of
the general reasons why workers join unions.
The data and products of work analysis provide the foundation for all activities within
HRM.
Grievance procedures generally establish the specified number of working days within
which the grievance must be taken to the next step in the hearing.
Cash compensation is the direct pay provided by employers for work performed.
Because of the perception of fairness that results from the use of forced distribution in
performance appraisals, this method has been well received not only by employees
being rated, but also by managers conducting the appraisal.
International labor relations is complicated due to differences in the role of
governments, religions and political agendas from one county to another.
The General Mental Ability Test (GMAT) is an example of a(n) __________.
A) achievement test
B) personality test
C) performance test
D) cognitive ability test
E) knowledge-based test
Each of the following is an institutional collective bargaining issue EXCEPT:
A) rights and duties of employers.
B) union security.
C) quality of work life programs.
D) check-off procedures.
E) two-tier wage systems.
The individual incentive plan in which the worker is paid solely per unit of production
is known as __________.
A) differential rate plan
B) straight piecework plan
C) standard hourly rate plan
D) Halsey plan
E) Rucker plan
In order to qualify for the executive employee exemption, the employee must be
compensated on a salary basis at a rate not less than __________ per week.
A) $454
B) $545
C) $554
D) $544
E) $455
The XYZ Company has a large number of job openings that need to be filled in the next
two weeks. The majority of the supervisory and management staff is new to the
organization and has limited interviewer training and experience. What should they do
to be able to ensure that the decisions made from interviewing applicants are as valid
and effective as possible?
A) Implement drug testing and develop a medical examination for the jobs.
B) Ensure the use of ambiguous questions that differ from one candidate to another.
C) Implement either a panel interview with at least 3 interviewers or have the applicants
participate in at least three separate interviews.
D) Do not allow the managers to review the job description before conducting the
interviews to ensure their neutrality.
E) Hold interviews away from the work site to ensure that the applicants are not
influenced by the experience of visiting the work site.
Employees can leave the employ of a company voluntarily through all of the following
except:
A) Resignation
B) Letter giving two weeks notice
C) Retirement
D) Progressive Discipline
E) None of the above
Which of the following is associated with Taylor’s differential rates?
A) There are two outcomes related to pay: one for performing below standard and the
other for meeting or exceeding the standard.
B) They are used to pay a higher ranked worker more than one who is lower ranked.
C) The rate is based on a productivity index called labor contribution to value added.
D) They involve higher levels of employee involvement.
E) They are generally tied to company profits.
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.
What aspect of pay equity do wage and salary surveys help monitor?
A) Internal equity
B) Internal fairness
C) Individual equity
D) External utility
E) External equity
In which of the following ways do incentive plans differ from merit pay plans?
A) They rely on countable results as basis for setting PFP rate.
B) They use performance appraisal data as the basis for the increase.
C) They use standard hours rather than labor costs to determine incentive pay.
D) They have less union support.
E) Are illegal under the Fair Labor Standards Act.
Prolonged (20 hours or more) exposure to video display terminals has been associated
with:
A) High levels of drug abuse.
B) Higher risks of miscarriage.
C) Hearing problems.
D) Speech problems.
E) Alcoholism.
Worker’s compensation is based upon the principle that, victims of a work-related injury
or illness:
A) are granted benefits regardless of who is responsible for the accident, injury, or
illness.
B) must prove that the employer directly or indirectly caused the accident, injury, or
illness in order to receive benefits.
C) must sue the company in order to receive benefits.
D) are most likely to sue OSHA for wrongful-doing.
E) should be granted compensation only at the discretion of the employer and the union.
A loan clerk evaluating his/her pay relative to that of a teller within the company is an
example of __________.
A) internal equity
B) external equity
C) pay equity
D) worth equity
E) wage equity
Merit Voluntary Protection Programs:
A) is the most demanding and most prestigious of the OSHA voluntary protection
programs.
B) are designed for worksites with Star level quality safety and health protection to test
alternatives to current Star eligibility and performance requirements.
C) motivate other companies to achieve excellent safety and health results in the same
outstanding way.
D) is by far the most effective employee approach to safety.
E) is required under Workers Compensation.
The rating method for _____ is to have the rater record specific observations of the
ratee’s performance and then compare those observations to anchors on the rating scale
to determine the most valid rating.
A) Straight ranking
B) BARS
C) paired comparison
D) forced distribution
E) MBO
Which of the following is NOT a characteristic of critical incident?
A) Specific
B) Observable
C) Context
D) Consequences
E) Knowledge
__________ practice is more productive for long-term retention and for transfer of
learning to the work setting.
A) Massed
B) Part
C) Spaced
D) Whole
E) Continuous
Discuss some of the major responsibilities of OSHA.
All of the following are effective downsizing strategies with the exception of:
A) Understanding that downsizing may be painful, however, it is the best solution when
supply is higher than demand.
B) Ensuring that employees are involved in the process and perceive it to be fair.
C) Understanding that attention needs to be paid to not only those who leave, but to
those who stay.
D) Be certain to continue to communicate with employees throughout the process.
E) Consider the options of reductions in compensation, work hours or retraining as
alternatives to downsizing.
Define disparate treatment and disparate (adverse) impact. How are they different? Give
an example of each.
List the six steps in trend analysis.
Compare and contrast the three types of individual pay-for-performance plans.
Explain three products of job analysis information.
What are the differences between punishment and discipline approaches to handling
employee misconduct? All things considered, which is the better approach? The
definition of both approaches should be evident in your answer.
Your organization has decided to develop a career development system and you have
been asked to lead this project. What steps would you take to develop such a system?
List the predictors of voluntary turnover.
You have just been hired into a job and you find that you are being paid at the max of
the range for the grade. You hope to have a long career with this company and are
hoping for a promotion within the year. Your reaction should be:
•Glee, because they are showing how much they truly value you.
•Anxiety, because you have no room for financial growth in this position.
•Happiness, because you are making more than the guy hired after you.
•Frustration, because of external equity factors.
•Start looking for another job because you are being undervalued.
•
Describe the discrepancies between HRM practice and the recommendations from
academic research.