Complete the mcq:
1. The HR planning process begins with
considering the organizational objectives and strategies.
scanning the external environment for changes affecting the labor supply.
analyzing the internal inventory of HR capabilities.
forecasting the relationship between supply and demand for human resources.
2 In order to add value to the human capital of the organization
HR must have good metrics about the HR side of the business.
HR managers must be focused on reducing the total cost of labor.
the HR function must form the interface between the external environment of the organization and its internal environment.
HR policies and practices should result in the workforce with the minimum quantity and maximum quality needed to achieve productivity goals.
3_______________ is concerned with the attraction, development and retention of human resources.
HR planning
Training and development
The HR flow process
Talent management
4 Each of the following is one of the Big Five personality characteristics EXCEPT
leadership.
extroversion.
emotional stability.
openness to experience.
5 Training is an area targeted by employment laws and regulations. A primary discrimination concern centers on the
methods by which mentors are selected and allocated.
diversity content of training programs.
amount of expenditures on training of minority and disabled employees versus training of majority and able-bodied employees.
criteria used to select individuals for inclusion in training programs.
6To be eligible for workers' compensation, the worker must
suffer a work-related injury or illness.
have purchased workers' compensation insurance.
not be totally or partially responsible for the accident or injury.
prove that the accident was caused by employer negligence.
7 The primary considerations when designing training include all of the following EXCEPT
cost-benefit analysis.
learner readiness.
learning styles.
transfer of training.
8 EarthShapers, Inc., a U.S. manufacturer of heavy construction equipment, maintains large sales and support operations overseas. When sending new employees to its operations in Japan, the employees take courses in Japanese history and culture so that the Americans can adjust more easily to living in Japan. This training would apply to the ____________ component of international competence training.
cognitive
conceptual
emotional
behavioral
9 The loan review department at a major regional bank has an exceptionally high turnover of both administrative assistants and analysts. Several analysts have quit within six months of taking the job. A/an __________ analysis would reveal if there were a need for training in this department that would reduce this level of turnover.
job/task
organizational
individual
productivity
10An integrated system providing information used in HR decision making is a/an
human resource administration system
human resource operational system
human resource information system
human resource management system
11_____ refers to organizational use of employees to gain or keep a competitive advantage resulting in greater organizational effectiveness.
Manpower planning
Strategic HR Management
HR Forecasting
Operational HR
12Of the following types of selection interview, which is the LEAST valid?
behavioral
situational
competency
non-directive
13 A/an _____ is the collection of unwritten expectations employees and employers have about the nature of their work relationships.
implied agreement
organizational culture
psychological contract
employment relationship
14 In a total rewards compensation approach, it is critical to balance
the need for the employer to generate profits with the needs of the employees to receive equitable pay.
the ability of the employer to pay with the needs of the employees for tangible and intangible rewards.
the strategic goals of the employer with the personal needs and goals of the employees.
balance the interests and costs of employers with the needs and expectations of employees.
15 Which of the following is an assumption of variable-pay systems?
Some jobs contribute more to organizational success than others.
Employee performance is more a function of the design of the job and organizational support than of individual differences in effort or abilities.
Equality in pay is a strong motivator of exceptional employee performance.
Both good and poor performing employees will perceive a pay system that rewards high performance as satisfying.
16The Immigration Reform and Control Act of 1986, requires employers to
obtain proof of citizenship or eligibility for work before making a hiring decision.
send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring.
determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring.
contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor, in the transportation sector or in sensitive industries.
17The "digital divide" results in
perpetuating the "glass ceiling" for women.
limiting the diversity of applicants recruited via the Internet.
limiting the applicant pool for organizations that do not use the Internet for recruiting.
a higher proportion of applicants from lower socio-economic brackets.
18 Gainsharing plans are designed to elicit __________ effort from employees.
minimum acceptable
sustainable
satisfactory
maximum possible
19 The major provision of the Pregnancy Discrimination Act of 1978 is that
pregnant employees are to be given 12 weeks family leave without pay.
pregnant employees are entitled to 12 weeks of paid maternity leave.
maternity leave is to be treated the same as other personal or medical leaves.
employers can not discriminate against employees based on marital status.
20_____ recruiting may take the form of a vigorous recruiting campaign aimed at hiring a given number of employees, usually within a short time period.
Intensive
Targeted
Sporadic
Continuous
21 What is a primary advantage of recruiting through professional and trade associations?
These associations give the employer access to specialized industry professionals .
Firms can obtain insight into competitors' practices by hiring away their employees.
Individuals hired from competitors have enhanced motivation because they have decided to take another position in the same industry
The employer may not have to pay quite as high a salary because these applicants wish to remain in the same industry.
22 Performance management links organizational strategy to organizationalculture.
goal setting.
rewards.
results.
23 All of the following are types of organizational assets except:
social
human
financial
intangible
24Courts have held that _____ information is too vague to use when making performance-based HR decisions.
trait-based
results-based
behavior-based
productivity-based
25 _____ means that the employer or applicant has the right to terminate the employment relationship at any time with or without notice or cause.
Employment-at-will
Right-of-dismissal
Free agency
Contingency employment
26 The three phases of business processes re-engineering are
analyze, diagnose, design
unfreezing, changing, refreezing.
rethink, redesign, retool.
job analysis, job description, job specification.
27 All of the following are examples of flexible staffing EXCEPT
providing internships.
using independent contractors.
employee leasing.
hiring temporary workers.
28 Job tasks classified as "miscellaneous"
cannot be legally used as a basis for terminating an employee.
can be considered primary job duties if they take up at least 20% of an employee's time.
place a straitjacket on management flexibility.
cannot be considered essential functions under the ADA.
29 According to the concept of _____, the pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar even if actual duties differ significantly.
equal pay
pay equity
comparable compensation
gender fairness
30With respect to U.S. citizens working abroad for U.S. employers, the 1991 Civil Rights Act
requires U.S. employers to treat its employees consistently with local laws and cultural mores, regardless of U.S. employment laws.
extends coverage of U.S. EEO laws, except where local laws conflict.
does not apply internationally.
takes precedence over local laws.
31Work and jobs in organizations are changing dramatically. The primary drivers of this change are technology and
globalization.
changing demographics of the workforce.
accelerating economic turbulence.
political instability worldwide.
32 If members of a protected class are under-represented in the workplace, the condition of __________ exists.
discriminatory intent
disparate treatment
disparate impact
statistical bias
33 The process of choosing individuals who have needed qualifications to fill jobs in an organization is called
recruitment.
selection.
hiring.
placement.
34In a selection test, validity refers to the
strength of the correlation between a test score and a predictor.
consistency with which the predictor actually tests the desired construct.
applicant achieving approximately the same score in a test-retest situation.
correlation between a predictor and job performance.
35Psychological tests would be LEAST useful at determining the following information about an employee's
level of mathematical reasoning.
basic personality.
job preferences.
supervisory skills.
36Job sequencing
is the career pattern where women accommodate their career advancement to family responsibilities.
is a solution to career plateaus.
allows engineering and technical professionals a chance to advance without moving into management.
is a form of job rotation where employees move from one major organizational function to another.
37 All of the following types of organizations fall under Title VII EXCEPT
private religious educational institutions.
private employers of 15 or more persons.
agencies of the federal government.
national labor unions.
38 As the director of recruiting, your major measure for evaluating the cost of recruiting is total direct recruiting costs
total direct and indirect recruiting costs.
average recruiting cost per hire.
financial yield ration per hire.
39 The ability to do an entire unit of work from start to finish contributes to the worker's ________________ the job.
knowledge of results of
experienced meaningfulness of
experienced responsibility for
sense of autonomy over
40 The collective value of the capabilities, knowledge, skills, life experiences and motivation of an organized workforce is called
the organization's talent inventory.
total human resources.
human capital.
the organization's intellectual assets.
41 Evaluation of employee performance cannot take place unless _____________ exist/s.
performance standards
meeting of the minds between manager and subordinate
managerial consensus.
numerical measures of performance
42 The _____ includes all individuals available for selection, if all possible recruitment strategies are used.
manpower pool
labor force population
recruitment pool
applicant population
43 In part, people choose their careers based on their interests. ______________ is/are tools to help people identify their interests, what they do well, what they like, and their strengths and weaknesses.
Performance appraisals
Self-assessment tests
Career goal-setting
Envisioning
44 The president of a consulting firm has deliberately kept the number of full and part-time employees of his firm to twelve. This means he does NOT have to comply with
the ADEA
the ADEA or the ADA.
the ADEA, the ADA, or Title VII.
the ADEA, the ADA, Title VII, or the Pregnancy Discrimination Act.
45 Three factors (individual ability, effort level expended and organizational support) are the components of
organizational efficiency.
individual performance.
organizational effectiveness.
individual motivation.
46 Quid pro quo harassment occurs when
the harassment has the effect of unreasonably interfering with work performance or psychological well-being.
employment outcomes are linked to the victim's granting sexual favors.
intimidating or offensive working conditions are created.
an employee voluntarily offers his/her supervisor sexual favors for advancement, which the supervisor refuses.
47 All of the following are compensation objectives of the organization EXCEPT
legal compliance with relevant laws and regulations.
internal, external and individual equity for employees.
the lowest total cost of compensation in the industry.
performance enhancement for the organization.
48 Clement, the director of HR for an engineering firm, has noticed a high level of turnover by key engineers. In his investigation, he has found that they are moving to competing organizations for similar pay and benefits. Clement should
increase the number of engineers hired to offset the high turnover rate.
be more careful to hire engineers with a stable employment history.
implement higher pay and benefits for key engineers.
investigate how key engineers view the firm's culture.
49 What is a major advantage of the naire method of gathering data on jobs?
The naire method can be used with all levels and types of employees.
naire data is more reliable and valid than data gathered in other ways.
The same naire can be used for both hourly and managerial jobs.
Information on a large number of jobs can be collected in a relatively short period of time.
50 Job analysis is a systematic way to
gather and analyze information about the content, context and human requirements of jobs.
analyze the distinct, identifiable work activities involved in a specific job classification.
evaluate the quality of job performance of employees.
break down jobs into their component parts in readiness for business process re-engineering.
51 _____ requires covered employers to submit plans describing their attempts to narrow the gaps between the composition of their workforce and that of labor markets where they obtain employees.
Diversity management
Preferential selection
Affirmative action
Anti-discrimination law
52 One of the differences between individual incentives and group incentives is that
individual incentives are more likely to be monetary whereas group incentives are more likely to be non-monetary.
group incentives carry high "trophy" value for the members who receive them.
incentives for group members tend to be allocated equitably whereas individual incentives tend to be allocated equally among employees.
group incentives place social pressure on group members.
53 What is the purpose of developmental feedback?
to plan for the employee's future opportunities
to motivate employees to perform at a higher level
to compare individuals with once another
to assure that employees know the reasons for changes in their compensation
54 The Age Discrimination in Employment Act protects people in what age range?
under age 25
over age 40
40-65 years old
over age 65
55 Employee benefits are a type of
mandatory compensation.
employer social activism.
pay-for-performance.
indirect reward.
56 What is the most common reason managers fail after being promoted to management?
lack of internal political savvy
deficiency of technical skills
poor teamwork with subordinates and peers
inability to balance work and family demands
57 Which of the following is NOT a component of diversity management programs?
monitoring systems
affirmative action
multicultural work teams
diversity committees
58 Which of the following would be defined as retaliation under EEO laws?
A hospital demotes a radiology technician who has complained about ethnic discrimination.
An employer fires a supervisor who discriminates against a protected-class member.
A dismissed employee files a false complaint of discrimination with the EEOC.
The EEOC targets an employer with a history of unlawful discrimination.
59 When employees understand more about the value of the benefits their employer offers, they
tend to be more satisfied with their benefits.
tend to demand higher benefits.
tend to prefer that their benefits be eliminated, and their pay be increased by the amount the employer is spending on their benefits.
tend to increase their usage of their benefits.
60 The main causes of job-related stress include all the following EXCEPT
time pressure.
lack of job security.
fragmented work.
boring, mind-numbing work.
61The Equal Pay Act, enacted in 1963, requires employers to pay similar wage rates for similar work without regard to gender.
establish pay rates based upon merit rather than seniority.
conduct wage and salary surveys to ensure pay equity.
ensure that older employees are not discriminated against in compensation.
62 Organizations have found that high employee turnover rates in the first few months of employment is often linked to
inadequate selection screening.
noncompetitive pay scales.
incompatibility with the supervisor.
disillusionment with the organizational culture.
63 A career plateau occurs when a/an
employee cannot advance within the organization.
working mother decides to use job sequencing.
employee becomes burned out and unmotivated.
employee's skills have become obsolete.
64 Of all the benefits paid by employers, on average ___________ make up the largest proportion of costs.
paid leaves
health insurance
retirement and savings
Social Security and Medicare
68 The trend in benefits is toward providing higher levels of benefits for higher-performing employees as a motivation tool.
toward eliminating or reducing benefits for classes of employees who have poorer health.
toward providing employees more choices of benefits.
toward standardizing benefits to make benefits provision more cost-effective.
66In an organization with a performance-oriented philosophy,
seniority plays little role in whether an employee receives a raise.
all employees can at least count on an annual cost-of-living adjustment to their salaries.
bonuses are based on what other companies in the industries are paying.
marginal performers tend to be satisfied with their compensation.
67 Which of the following benefits are NOT mandated by federal legislation?
individual retirement accounts (IRAs)
Social Security
Military reserve time off
workers' compensation insurance
68 _____ occurs when trainees perform job-related tasks and duties during training.
Whole learning
Transfer of training
Positive reinforcement
Active practice
69 The process of generating a pool of qualified applicants for organizational jobs is called
requisitioning.
acquiring.
selection.
recruiting.
70The Older Workers Benefit Protection Act of 1990 was passed to ensure that
pension plans were administered fairly regardless of an employee's age.
equal treatment for older workers occurs in early retirement or severance situations.
medical insurance would not be denied to retirees
companies fund retirement benefits in a financially-sound manner.
71 Of the following performance appraisal systems, the ones most likely to be considered discriminatory is/are
the forced distribution system.
systems based on critical incidents.
systems using behaviorally-anchored rating scales.
systems using numerical measures of performance.
72 _____ is computed by dividing the average cost of workers by their average levels of output.
Profitability
Unit labor cost
Cost effectiveness
Production effectiveness
73
The key to an organization being able to successfully defend itself against a charge of harassment is
a history of cordial interpersonal relations among employees.
company-wide diversity training programs focusing on harassment.
extensive policies against discrimination and harassment.
quick remedial action against a harasser.
74 A key difference between operational HR management and strategic HR management is that operational HR management is _______________ and strategic HR management is ______________.
planning orientated, implementation oriented
proactive, reactive
profit-focused, cost-focused
employee-focused, organization-focused
75Competitive pay is often defined as
the median pay in the relevant job market.
pay within 10% of the market rate for the job.
pay within 15% of the market rate for the job.
pay within 20% of the market rate for the job.
76_____ is the process of analyzing and identifying the need for and availability of human resources so that the organization can meet its objectives.
Human resource planning
Enviromental scanning
Labor market analysis
Strategic planning
77It is important to make sure that what is being rewarded by the compensation system is strongly tied to organizational objectives, because people tend to
guess what they think management wants done.
produce what is convenient.
produce what is measured and rewarded.
avoid doing unpleasant tasks.
78 Which of the following best describes the manager's role in the developmental aspect of performance appraisal?
judge
parent
sponsor
coach
79What impact does development have on an individual's career?
The individual's career may evolve and gain new or different focus.
The employee's career goals will be subordinated to the organization's goals.
The individual's marketability at other organizations will be reduced due to employer-specific specialization.
The organization will be able to retain the employee long term.
80What is the purpose of pre-employment screening?
to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
to encourage potential job candidates to complete application forms
to determine if applicants meet the minimum qualifications for open jobs
to obtain information for an EEO report
81A workflow analysis BEGINS with
an examination of the quantity and quality of the desired and actual outputs.
analysis of job descriptions and job specifications.
evaluating the activities, i.e., the tasks and jobs involved.
assessing the inputs, i.e., the people, material, data, equipment that are used.
82Which of the following statements is TRUE about telecommuting?
A major problem with telecommuting is that employees tend to slack off since they are not closely supervised.
Employees must be focused on producing results and less on putting in time.
The spread of workplace technology is so pervasive that most jobs that are conducive to telecommuting have already been converted.
A teleworker who works from home is technically considered an independent contractor.
83 __________________ management is the art of creating value by using the organization's intellectual capital.
Intellectual
Knowledge
Intelligence
Creativity
84 When the human resources function creates a unique capability in a firm that creates high value and differentiates the organization from its competition, human resources is a/an ____________ for the firm.
tangible asset
core competency
critical capability
capital contributor
85The most widely used long-term incentives for executives is/are
generous perquisites.
ESOPs.
stock options.
annual cash incentives.
86_______ occurs when the individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions.
Quid pro quo harassment
Bona fide sexual harassment
Sexual victimization
Hostile environment harassment
87 Managers are usually responsible for _____ in the recruiting process.
planning and conducting recruiting efforts
auditing and evaluating recruiting activities
determining the KSAs needed from applicants
forecasting recruiting needs
88 The most basic building block of HR management functions is
job analysis.
organizational culture.
the human capital of the firm.
job design.
89 The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe his/her approach to the crisis, which will be recorded and evaluated by a panel. This is an example of a
competency test.
behavioral interview.
stress interview.
situational judgment test.
90 _____ define the level of performance that is expected by an employee.
Job criteria
Job expectations
Performance standards
Essential elements
91 Through __________ HR management provides the organization with a sufficient supply of qualified individuals to fill the jobs in the organization.
staffing
affirmative action
talent management
performance management
92 Paid time-off programs usually result in
less total time away from work.
high levels of abuses of the system especially in cases of illness.
reduction in one-day absenteeism events.
buy-backs of unused days off.
93 Which of the following statements about religious expression in the workplace is TRUE?
Employers must accommodate all of the religious practices of all employees.
Discriminating against employees for their religious beliefs is prohibited.
Adjusting work schedules to accommodate religious observances is not considered a reasonable religious accommodation in most cases.
Religious speech, including proselytizing in an effort to convert co-workers, is a protected activity in the workplace.
94 ___________ allows organizations to active recruit their existing employees to fill new job openings.
A re-recruiting process
An automated job posting system
Placing a job on an Internet job board such as Monster
Use of a professional web site
95 An individual incentive system will be counterproductive when
the organization emphasizes teamwork and cooperation.
there is a dynamic technological environment.
it results in competition among the employees.
the organizational culture stresses individualism.
96 If accommodating a disabled person imposes significant difficulty or expense on an employer, the employer
can claim undue hardship exists.
may apply for federal grant money to make the accommodation.
will be responsible for finding alternate work for the disabled person.
may reduce the salary of the disabled person to compensate.
97 A company that structures its compensation system so that half of its competitors pay their employees more than it does and half of its competitors pay less than it does is using a ______ the market strategy.
lag
meet
lead
follow
98 All of the issues below are drivers of retention EXCEPT
characteristics of the employer.
job design and work.
employee relationships.
mergers and acquisitions.
99 Simon is outraged that Missy was given a raise because she is related to the chairman of the board. Simon's sense of ____________ has been violated.compensatory equity
distributive justice
external equity
procedural justice
100 Which of the following is a NOT major objective of the Fair Labor Standards Act?
to give labor unions the right to organize
to limit the number of hours employees work each week
to establish a minimum wage
to outlaw all child labor