Liberty University BUSI 342 exam 1
test solutions answers right
How many versions: five different
versions
A
third-country national is a citizen of one country who is working in a second
country and employed by an organization headquartered in the first country
The
Organization for Economic Cooperation has recommended that global multinational
firms establish and implement stricter ethical standards to aid business
development
Firms
using tweets on competitive service details lead to problems associated with
using social media
Human
resource management is the design of formal systems in an organization to
manage human talent for accomplishing organizational goals
The
administrative role of human resource involves serving as employee “champion”
for employee issues and concerns
Human
resources operations in some companies have been involved with mergers,
acquisitions, and outsourcing
A person
who has in-depth knowledge and expertise in a limited area of human resource is
known as a human resource generalist
Professional
in Human Resources (PHR) is sponsored by the WorldatWork Association
A
host-country national is a citizen of one country who is working in a second
country and employed by an organization which is headquartered in a third
country
Global
Professional in Human Resource (GPHR), a human resource certification, is
sponsored by the American Society for Training and Development
“Percentage
of employees with career plan” is an example of the development HR metric
Revenue
per employee is a basic measure of human capital effectiveness
Short-range
forecasts focus on the immediate HR needs of an organization
The
formula for calculating human capital value added = Revenue - (Operating
Expense - (Compensation + Benefit Costs)) / Full-Time Head Count
People-related
costs are typically the smallest controllable expense in organizations
A multinational
corporation, sometimes called a transnational corporation, is an organization
that has facilities and other assets in at least one country other than its
home country
The policy
of filling key positions with individuals in the region of the subsidiary in
offshore organizations is known as the polycentric policy of global staffing
strategies
The policy
of assigning host-country nationals to key staff positions in offshore
organizations is known as the ethnocentric policy of global staffing strategies
Benchmarking
is the process of comparing business processes and outcomes to an industry
standard or best practice
The
strategic planning process begins with an assessment of the current state of
the business and the environmental forces that may be important during the
planning cycle
Differences
in pay between men and women in the same jobs are permitted when there is a
difference in the quality of work
Title VII
of the Civil Rights Act states that it is illegal for an employer to fail or
refuse to hire or discharge any individual because of such individual’s
national origin
Provisions
of the Affordable Care Act (2010) allow for break time and a private place for
nursing mothers to express breast milk for one year after the birth of a child
nursing mothers to express breast milk for one year after the birth of a child
The Americans
with Disabilities Act includes restrictions on obtaining and retaining
medically related information on applicants and employees
Through
cultural awareness training, organizations try to build greater understanding
of the differences among people
Nepotism
is the practice of preventing relatives from working for the same employer
A hostile
environment harassment is a type of sexual harassment in which employment
outcomes are typically linked to the individual granting sexual favors
Executive
Orders 11246, 11375, and 11478 require federal contractors to take affirmative
action to compensate for historical discrimination against women, minorities,
and handicapped individuals
The
Immigration Reform and Control Act (IRCA) requires employers to verify the employment
status of all employees, while not discriminating because of national origin or
ethnic background
A quid pro
quo harassment exists when an individual’s work performance or psychological
well-being is unreasonably affected by intimidating or offensive working
conditions
The
managerial job analysis questionnaire is a specialized instrument that
incorporates checklists, where each job is analyzed on 27 dimensions composed
of 187 “elements.”
Job
rotation is the process of shifting a person from job to job
A
special-purpose team is composed of individuals who are assigned a cluster of
tasks, duties, and responsibilities to be accomplished
Telework
means that employees work via electronic, telecommunications, and Internet
means
A job
description identifies the tasks, duties, and responsibilities of a job
Job design
refers to organizing tasks, duties, responsibilities, and other elements into a
productive unit of work
Responsibilities
are obligations to perform certain tasks and duties
Comprised
of more than 200 statements, the position analysis questionnaire examines a
variety of managerial dimensions, including decision making and supervising
Reviewing
existing job documentation is typically the last step in the job analysis
process
Workflow
analysis usually begins with the evaluation of activities that lead to the
output
Contingent workers have less legal
protection regarding selection, discrimination, benefits, discipline and
termination than do regular employees
International firms that move
manufacturing operations to low-wage countries overseas are sometimes
criticized for being “sweatshop employers.” Which of the following is NOT a
defense for an international firm that is taking advantage of the wage
disparity between the U.S. and less-developed countries?
Which of the following would NOT be
identified as a typical HR operational activity
The explicit aspects of organizational
culture include all of the following EXCEPT
When HR professionals from different
organizations work together to solve shared business problems they are engaging
in
A manufacturer of heavy construction
equipment is replacing a number of its assembly line employees with a robotic
assembly process. This would be termed organizational restructuring
Woodmere Production Company employees
over 2,000 hourly workers. The HR department is debating the introduction of
web-based technology to handle employment applications, employee benefit
enrollments and other related functions. The move to this technology will most
affect the HR department’s ____ role
Most HR outsourcing is related to the
administrative role of HR
Pauline is an employee of a large city.
She is the lead negotiator for contracts between the city government and the
police and firefighters’ unions. Pauline is an HR
A major issue in the modern workplace is
that interesting and challenging assembly line jobs have been deskilled into
monotonous and repetitive jobs
Despite the increase in global trade,
most U.S.-based organizations experience little impact from global competitors
or foreign business practices
Employees who value _________ are most
likely to be attracted to jobs allowing them to telecommute
Revenue divided by full time employee
equivalents is
If an HR manager wishes to determine how
much operating profit per employee the firm generates, he/she should calculate
Human Capital Value Added (HCVA)
FreeFormPress has experienced a
significant increase in the number of magazines it publishes. But, FreeForm is
concerned that several of its existing clients may leave at the end of their
current contracts. Rather than hiring additional permanent employees to handle
the new clients, all of the following options would be a potential solution for
the talent shortage EXCEPT
A polycentric approach to international
staffing reduces mistakes due to lack of understanding of the host-country’s
culture
The new CEO of the firm has told the
vice president of HR that all HR activities must use the cost of capital as the
benchmark against which their returns from the activities are measured. The new
CEO is implementing
Which of the following statements about
religious expression in the workplace is TRUE?
All of the following types of
organizations fall under Title VII EXCEPT
In order to ward off a complaint of
discrimination, every requirement for employment must be
Which of the following is FALSE about
workplace romances?
The fundamental job duties of the
employment position that an individual with a disability holds or desires are
called
If an employee refuses to work with a
person afflicted with a life-threatening disease, such as AIDS, that employee
could be subject to disciplinary action, up to and including dismissal.
If an employee refuses to work with a person afflicted with a life-threatening disease, such as AIDS, that employee could be the subject of employer investigation and appropriate action
If an employee refuses to work with a person afflicted with a life-threatening disease, such as AIDS, that employee could be the subject of employer investigation and appropriate action
The Immigration Reform and Control Act
A prestigious U.S. university wishes to
hire a noted foreign scientist to teach and research in its environmental
sciences program. This scientist has unique qualifications and will not
displace any U.S. scientist. What must the university do to hire this
individual
Clara, an accounts receivable clerk at a
large insurance agency, has just converted to a religion which requires women
to wear modest clothing (high-necked, long-sleeved tops, ankle-length skirts,
closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer
must provide reasonable accommodation and allow Clara to wear her garb, even
though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”
Which of the following statements in a
job description is MOST appropriate?
Members of a virtual teams may have
never met in person.
A work flow analysis BEGINS with
Archie is developing performance
standards for the job of pediatric nurse practitioner for a pediatrics medical
practice. Archie should base these standards directly on
Chuck’s office has moved to a ____
arrangement where Monday through Thursday the employees work from 7 a.m. until
6 p.m. with an hour off for lunch, and everyone takes Friday off.
All of the following are typical
advantages of diverse work teams EXCEPT
A major problem for organizations who
employ large numbers of Hispanic employees is that there is almost no extensive
job description database in Spanish.
Which of the following statements is
true?
The competency-based approach to job
analysis focuses entirely on behavioral competencies such as customer focus and
leadership.
Question 1 Even if an organization
does not have a history in which people have shared experiences for years, the
organizational culture will stabilize.
Question 2 The Organization for
Economic Cooperation has recommended that global multinational firms establish
and implement stricter ethical standards to aid business development.
Question 3 Firms using tweets on
competitive service details lead to problems associated with using social
media.
Question 4 It is not necessary for
human resource professionals at all levels to possess strategic knowledge and
impact
Question 5 Unit labor cost is
computed by dividing the total cost of workers by their total levels of output
Question 6 The operational role of
human resource involves focusing on clerical administration and recordkeeping,
including essential legal paperwork and policy implementation.
Question 7 A core competency is a
unique capability that creates high value in which an organization excels
Question 8 Some of the major ways of
increasing employee productivity are organizational restructuring, redesigning
work, aligning human resource activities, and outsourcing analyses
Question 9 A useful way to measure
the productivity of a workforce is to determine the total cost of people
against the annual sales of the organization.
Question 10 The strategic role of
human resource involves helping to define the strategy relative to human
capital and its contribution to organizational results.
Question 11 The formula for
calculating human capital value added = Revenue - (Operating Expense -
(Compensation + Benefit Costs)) / Full-Time Head Count
Question 12 Under the federal
Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can
retain their group medical coverage for up to 18 months for themselves, and up
to 36 months for their dependents, if they pay the premium themselves
Question 13 The external environment
of planning includes the quality and quantity of talent, the organizational
culture, and the talent pipeline and leadership bench strength.
Question 14 Instead of making a
choice, a good strategy will try to accommodate many different demands and
interests
Question 15 The Consolidated Omnibus
Budget Reconciliation Act (COBRA) requires employers to disclose the ages of
both terminated and retained employees in layoff situations, and waiver of
rights to sue for age discrimination must meet certain requirements.
Question 16 The SWOT analysis helps
managers in formulating a strategic plan that considers the organization’s
ability to deal with the situation at hand
Question 17 Benchmarking is the
process of comparing business processes and outcomes to an industry standard or
best practice
Question 18 The balanced scorecard is
a framework organizations use to report on a diverse set of performance
measures.
Question 19 After a deal for a merger
is closed, the focus of HR activity should be on due diligence.
Question 20 The Worker Adjustment and
Retraining Notification Act (WARN) requires private or commercial organizations
that employ 100 or more full-time-workers who have worked more than six months
in the previous year to give a 60-day notice before implementing a layoff or
facility closing that involves more than 50 people
Question 21 The Immigration Reform
and Control Act (IRCA) requires employers to verify the employment status of
all employees, while not discriminating because of national origin or ethnic
background.
Question 22 The primary objective of
affirmative action plans is to identify the scope of workplace discrimination
in the future
Question 23 Nepotism is the practice
of preventing relatives from working for the same employer
Question 24 The Pregnancy
Discrimination Act (PDA) requires that employers treat maternity leave the same
as other personal or medical leaves
Question 25 The Americans with
Disabilities Act includes restrictions on obtaining and retaining medically
related information on applicants and employees.
Question 26 Congress passed the
Genetic Information Nondiscrimination Act (GINA) in 2009 to limit the use of
genetic information by health insurance plans and to prohibit employment discrimination
on the basis of this information.
Question 27 The Equal Pay Act of 1963
requires employers to pay similar wage rates for similar work without regard to
gender
Question 28 The Rehabilitation Act
was initially only applicable to federal contractors
Question 29 The Americans with
Disabilities Act (ADA) covers all state government employees
Question 30 Restricting employees
from wearing garments that might get caught in machinery is a form of
discrimination and not a business necessity
Question 31 The Bureau of Labor
Statistics classifies people working between 35 and 40 hours per week as
part-time workers.
Question 32 Reviewing existing job
documentation is typically the last step in the job analysis process
Question 33 Competencies are individual
capabilities that can be linked to performance by individuals or teams
Question 34 Job rotation is the
process of shifting a person from job to job
Question 35 Job enlargement is
increasing the depth of a job by adding responsibility for planning, organizing,
controlling, or evaluating the job
Question 36 Job design refers to
organizing tasks, duties, responsibilities, and other elements into a
productive unit of work
Question 37 A special-purpose team is
composed of individuals who are assigned a cluster of tasks, duties, and
responsibilities to be accomplished
Question 38 The work sampling method
of job analysis allows a job analyst to determine the content and pace of a
typical workday through statistical sampling of certain actions rather than through
continuous observation and timing of all actions
Question 39 Work is effort directed
toward accomplishing results
Question 40 Contingent workers are
full time employees.
1. Which of the following statements is true of
the functions of human resource management?
|
a.
|
It is a clerical operation in large companies concerned with
payroll and employee records.
|
|
b.
|
It refers to a department which looks into the legal
ramifications of policies and procedures that affect only the employees in an
organization.
|
|
c.
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It is a function concerned with costs, planning, and the
implications of various strategies for organizations.
|
|
d.
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It refers to a design of formal systems in an organization to
manage human talent for accomplishing organizational goals.
|
2. A useful way to measure the productivity of
a workforce is:
|
a.
|
to determine the total cost of people required for each unit of
output.
|
|
b.
|
to determine the total cost of people required for an output of
100 units.
|
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c.
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to determine the total cost of people required to complete a
day’s worth of work.
|
|
d.
|
to determine the total cost of people required to complete a
year’s worth of work.
|
3. How is unit labor cost computed?
|
a.
|
By dividing the total cost of workers by the total level of
output
|
|
b.
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By dividing the total level of output by the total cost of
workers
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c.
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By dividing the average level of output by the average cost of
workers
|
|
d.
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By dividing the average cost of workers by their average levels
of output
|
4. _____, a method to increase employee
productivity, involves eliminating layers of management and changing reporting
relationships, as well as cutting staff through downsizing, layoffs, and early
retirement buyout programs.
|
a.
|
Organizational restructuring
|
|
b.
|
Redesigning work
|
|
c.
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Aligning human resource activity
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d.
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Outsourcing
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5. _____, a method to increase employee
productivity, involves having fewer employees who perform multiple job tasks.
|
a.
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Organizational restructuring
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b.
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Aligning HR activity
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c.
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Outsourcing
|
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d.
|
Redesigning work
|
6. _____, a method to increase employee
productivity, includes ensuring that staffing, training and development,
performance management, and compensation are not working to offset
productivity.
|
a.
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Outsourcing
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b.
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Redesigning work
|
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c.
|
Aligning human resource activity
|
|
d.
|
Organizational restructuring
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7. Which of the following is a part of the
process of restructuring an organization?
|
a.
|
Aiding in mergers and acquisitions
|
|
b.
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Reshaping jobs because of technology changes
|
|
c.
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Attracting and retaining employees
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d.
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Using domestic vendors instead of employees
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8. Which of the following is a part of the
process of redesigning work?
|
a.
|
Reshaping jobs because of technology changes
|
|
b.
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Revising organizational structures
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|
c.
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Training, developing, and evaluating employees
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d.
|
Outsourcing operations internationally
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9. Which of the following is a part of the
process of aligning human resource activities?
|
a.
|
Changing workloads and combining jobs
|
|
b.
|
Revising organizational structure
|
|
c.
|
Using domestic vendors instead of employees
|
|
d.
|
Training, developing, and evaluating employees
|
10. Which of the following is a part of the
process of outsourcing analyses?
|
a.
|
Revising organizational structure
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|
b.
|
Using domestic vendors instead of employees
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|
c.
|
Changing workloads and combining jobs
|
|
d.
|
Attracting and retaining employees
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11. Which of the following is true of
organizational culture?
|
a.
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It increases the diversity of an organization.
|
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b.
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It decreases the diversity of an organization.
|
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c.
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It tells people how to behave in an organization.
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d.
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It does not take a very long time to evolve.
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12. Which of the following is a part of the
human resource function of employee and labor relations?
|
a.
|
Human resource policies
|
|
b.
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Health and wellness
|
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c.
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Human resource effectiveness
|
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d.
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Affirmative action
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13. Which of the following is a part of the
strategy and planning function of human resource management?
|
a.
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Diversity
|
|
b.
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Human resource retention
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c.
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Job analysis
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d.
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Compensation
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14. Which of the following is a part of the
staffing function of human resource management?
|
a.
|
Recruiting
|
|
b.
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Training
|
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c.
|
Orientation
|
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d.
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Career planning
|
15. Which of the following is true of the
administrative role of human resource departments?
|
a.
|
It involves managing most human resource activities in keeping
with strategies and operations that have been identified by management.
|
|
b.
|
It involves helping to define the strategy relative to human
capital and its contribution to organizational results.
|
|
c.
|
It involves identifying possible strategies to attract and
retain talent with a focus on organizational growth.
|
|
d.
|
It focuses on record keeping, including essential legal
paperwork and policy implementation.
|
16. Which of the following is true of the
operational role of human resource departments?
|
a.
|
It involves focusing on clerical administration and
recordkeeping, including essential legal paperwork and policy implementation.
|
|
b.
|
It involves identifying possible strategies to attract and
retain talent with a focus on organizational growth.
|
|
c.
|
It involves managing most human resource activities in keeping
with the strategies that have been identified by management.
|
|
d.
|
It involves helping to define the strategy relative to human
capital and its contribution to organizational results.
|
17. Which of the following has traditionally
been the dominant role for human resources?
|
a.
|
Operational role
|
|
b.
|
Employee advocate role
|
|
c.
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Administrative role
|
|
d.
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Strategic role
|
18. Sara, a human resource manager at Comp Inc.,
is moving from an administrative role in the human resource department to an
operational role. Which of the following is best describes Sara’s change of
role?
|
a.
|
Moving from processing legal paperwork to serving as a
“champion” of employee concerns
|
|
b.
|
Moving from processing legal paperwork to helping define the
strategy to manage human capital
|
|
c.
|
Moving from helping define the strategy to manage human capital
to serving as a “champion” of employee concerns
|
|
d.
|
Moving from helping define the strategy to manage human capital
to processing legal paperwork
|
19. Bob, a human resources executive at Axis
Inc., is moving from an operational role in the human resources department to a
strategic role. Which of the following best describes Bob’s change of role?
|
a.
|
Moving from serving as a “champion” of employee concerns to
helping define the strategy to manage human capital
|
|
b.
|
Moving from helping define the strategy to manage human capital
to processing legal paperwork
|
|
c.
|
Moving from processing legal paperwork to serving as a
“champion” of employee concerns
|
|
d.
|
Moving from processing legal paperwork to helping define the
strategy to manage human capital
|
20. David, a human resources manager at RedWall
Inc., is moving from an administrative role in the human resource department to
a strategic role. Which of the following best describes David’s change of role?
|
a.
|
Moving from serving as a “champion” of employee concerns to
processing legal paperwork
|
|
b.
|
Moving from helping define the strategy to manage human capital
to serving as a “champion” of employee concerns
|
|
c.
|
Moving from processing legal paperwork to helping define the
strategy to manage human capital
|
|
d.
|
Moving from helping define the strategy to manage human capital
to processing legal paperwork
|
21. Mike, a human resources executive at Oyster
Studios, is moving from an operational role in the human resources department
to an administrative role. Which of the following best describes Mike’s change
of role?
|
a.
|
Moving from processing legal paperwork to serving as a
“champion” of employee concerns
|
|
b.
|
Moving from serving as a “champion” of employee concerns to
helping define the strategy to manage human capital
|
|
c.
|
Moving from processing legal paperwork to helping define the
strategy to manage human capital
|
|
d.
|
Moving from serving as a “champion” of employee concerns to
processing legal paperwork
|
22. Donna, a human resources manager at Loch
Inc., is moving from a strategic role in the human resources department to an
operational role. Which of the following best describes Donna’s change of role?
|
a.
|
Moving from helping define the strategy to maThe administrative
role of human resource involves serving as employee “champion” for employee
issues and concerns.
nage human capital to serving as a “champion” of employee
concerns
|
|
b.
|
Moving from helping define the strategy to manage human capital
to processing legal paperwork
|
|
c.
|
Moving from processing legal paperwork to helping define the
strategy to manage human capital
|
|
d.
|
Moving from serving as a “champion” of employee concerns to
processing legal paperwork
|
23. Sunny, a human resources executive at FlyHi
Inc., is moving from a strategic role in the human resources department to an
administrative role. Which of the following best describes Sunny’s change of
role?
|
a.
|
Moving from processing legal paperwork to serving as a
“champion” of employee concerns
|
|
b.
|
Moving from serving as a “champion” of employee concerns to
helping define the strategy to manage human capital
|
|
c.
|
Moving from helping define the strategy to manage human capital
to serving as a “champion” of employee concerns
|
|
d.
|
Moving from helping define the strategy to manage human capital
to processing legal paperwork
|
24. A(n) _____ is a citizen of one country
working in a second country and employed by an organization headquartered in
the first country.
|
a.
|
host-country national
|
|
b.
|
expatriate
|
|
c.
|
third-country national
|
|
d.
|
independent contractor
|
25. A(n) _____ is a citizen of one country who is
working in that country and employed by an organization headquartered in a
second country.
|
a.
|
expatriate
|
|
b.
|
independent contractor
|
|
c.
|
host-country national
|
|
d.
|
third-country national
|
26. A(n) _____ is a citizen of one country who
is working in a second country and employed by an organization headquartered in
a third country.
|
a.
|
expatriate
|
|
b.
|
second-country national
|
|
c.
|
host-country national
|
|
d.
|
third-country national
|
27. Raul, a U.S. citizen, works in Mexico for an
organization headquartered in the United States. Which of the following
statements is true of Raul?
|
a.
|
He is a host-country national.
|
|
b.
|
He is an independent contractor.
|
|
c.
|
He is a third-country national.
|
|
d.
|
He is an expatriate.
|
28. Jane, a citizen of the country of Aria,
works in the country of Polia for an organization headquartered in Aria. Which
of the following best describes Jane?
|
a.
|
She is a host-country national.
|
|
b.
|
She is a third-country national.
|
|
c.
|
She is an independent contractor.
|
|
d.
|
She is an expatriate.
|
29. Peter, a U.S. citizen, works in the United
States for an organization headquartered in Mexico. Which of the following best
describes Peter?
|
a.
|
He is an independent contractor.
|
|
b.
|
He is a third-country national.
|
|
c.
|
He is a host-country national.
|
|
d.
|
He is an expatriate.
|
30. Smith, a U.S. citizen, works in his country
for an organization headquartered in a different country. Which of the
following best describes Smith?
|
a.
|
He is a third-country national.
|
|
b.
|
He is a host-country national.
|
|
c.
|
He is a third-country national.
|
|
d.
|
He is an independent contractor.
|
31. Joe, a U.S. citizen, works in Mexico for an
organization headquartered in the United Kingdom. Which of the following best
describes Joe?
|
a.
|
He is an expatriate.
|
|
b.
|
He is a host-country national.
|
|
c.
|
He is an inpatriate.
|
|
d.
|
He is a third-country national.
|
32. Which of the following is true of the common
challenges for global human resource?
|
a.
|
Companies feel that it is easier to be locally flexible as they
expand.
|
|
b.
|
Executives always feel that their companies are good at
transferring lessons from one country to another.
|
|
c.
|
Sharing the cost of distant centers decreases the expense of
local operations.
|
|
d.
|
Emerging market opportunities expose companies to unfamiliar
risks that may be difficult to analyze.
|
33. Which of the following is a disadvantage of
an aging workforce in economically developed countries?
|
a.
|
Having to provide retirement benefits
|
|
b.
|
Having to decrease the span of control
|
|
c.
|
Having to provide flexible work arrangements
|
|
d.
|
Having to replace experience and talent
|
34. Which of the following is an advantage of
using a contingent workforce?
|
a.
|
Committed employees
|
|
b.
|
No training needed
|
|
c.
|
Lower cost
|
|
d.
|
Wider span of control
|
35. Which of the following is true about a Human
Resource Information System?
|
a.
|
It is a software that allowed human resources to run its own
reports and make changes without help from IT.
|
|
b.
|
It is a software that runs in a vendor’s data center or on the
Cloud and it allows self-service.
|
|
c.
|
It is a software that runs only on the Cloud and allows
self-service.
|
|
d.
|
It is a software that did payroll, kept track of employees, and
ran reports for human resource managers with support from IT.
|
36. Which of the following is true of
PeopleSoft?
|
a.
|
It is a software that runs in a vendor’s data center or on the
Cloud and it allows self-service.
|
|
b.
|
It is a software that allowed human resources to run its own
support and make changes without help from IT.
|
|
c.
|
It is a software that runs only on the Cloud and allows
self-service.
|
|
d.
|
It is a software that kept track of employees for human resource
managers with support from IT.
|
37. Which of the following is true of Software-as-a-Service?
|
a.
|
It is a software that runs in a vendor’s data center or on the
Cloud and it allows self-service.
|
|
b.
|
It is a software that allowed the human resource unit to run its
own support and make changes with help from IT.
|
|
c.
|
It is a software that runs only on the Cloud and allows
self-service.
|
|
d.
|
It is a software that kept track of employees and ran reports
for human resource managers with support from IT.
|
38. Which of the following is a difference
between a Human Resource Information System (HRIS) and PeopleSoft?
|
a.
|
PeopleSoft used the Cloud while an HRIS used a vendor’s data
center.
|
|
b.
|
PeopleSoft did not allow human resource units to run its own
reports whereas an HRIS allowed it.
|
|
c.
|
An HRIS was run on support from IT people while PeopleSoft did
not require any support from IT.
|
|
d.
|
An HRIS used the Cloud while PeopleSoft used a vendor’s data
center.
|
39. Which of the following is the difference
between a Human Resource Information Systems (HRIS) and Software-as-a-Service
(SaaS)?
|
a.
|
An HRIS uses a vendor’s data center, while SaaS uses the Cloud.
|
|
b.
|
An HRIS uses the Cloud, while SaaS uses a vendor’s data center.
|
|
c.
|
SaaS requires support from IT, while an HRIS allows
self-service.
|
|
d.
|
SaaS allows self-service, while an HRIS requires support from
IT.
|
40. In the context of social media, the
disclosure of which of the following is most likely to be considered a risk by
employers?
|
a.
|
Policy changes
|
|
b.
|
Customer lists
|
|
c.
|
Competitive service details
|
|
d.
|
Operational changes
|
41. Which of the following is a recommendation
of the Organization for Economic Cooperation?
|
a.
|
It has recommended that global multinational firms give equal
employment opportunities to all segments of the society.
|
|
b.
|
It has recommended that all countries should encourage and
facilitate global trade and open their financial markets to globalization.
|
|
c.
|
It has recommended that global multinational firms establish and
implement stricter ethical standards to aid business development.
|
|
d.
|
It has recommended and encouraged free trade policies like the
North American Free Trade Agreement between Canada, Mexico, and the United
States.
|
42. Which of the following is true of the
Sarbanes-Oxley Act?
|
a.
|
It was passed in 2000 by Congress to encourage free trade between
Canada, Mexico, and the United States.
|
|
b.
|
It was passed in 2002 by Congress to make certain that publicly
traded companies follow accounting controls that could reduce the likelihood
of illegal behavior.
|
|
c.
|
It was passed in 2006 by Congress to ensure stricter adherence
of guidelines in the hiring practices of immigrant workers in the American
workforce.
|
|
d.
|
It was passed in 2004 by Congress to encourage foreign direct
investments by providing tax subsidies to increase the rate of return for
investments.
|
43. In the context of the Sarbanes-Oxley Act,
the biggest concerns are linked to:
|
a.
|
immigrant workers.
|
|
b.
|
executive compensation.
|
|
c.
|
employee productivity.
|
|
d.
|
workplace safety.
|
44. Josh, a human resource executive, works with
AmPro Inc. Recently, he moved from a generalized role in the HR department to a
senior role. Which of the following skills does Josh have to build to succeed
in his new role?
|
a.
|
Administrative capabilities
|
|
b.
|
Operational knowledge
|
|
c.
|
Ability to lead changes
|
|
d.
|
Legal capabilities
|
45. A person who is responsible for performing a
variety of human resource activities is known as a _____.
|
a.
|
human resource specialist
|
|
b.
|
human resource planner
|
|
c.
|
human resource strategist
|
|
d.
|
human resource generalist
|
46. Which of the following is a specialized
human resource organization?
|
a.
|
WorldatWork Association
|
|
b.
|
Organization for Economic Cooperation
|
|
c.
|
Ethics Resource Center
|
|
d.
|
U.S. Small Business Association
|
47. Josh, a human resource manager, used to
handle employee recruitment and compensation for his organization. After a
promotion, he was responsible for handling employee recruitment, compensation,
and benefits. Which of the following is true of Josh?
|
a.
|
Both the roles played by Josh are generalist roles.
|
|
b.
|
Both the roles played by Josh are specialist roles.
|
|
c.
|
Josh moved from a generalist role to a specialist role.
|
|
d.
|
Josh moved from a specialist role to a generalist role.
|
48. Suzie, a human resource executive, works
with ZedNet Inc. She was responsible for employee recruitment and compensation.
After a promotion, she was made responsible only for recruitment. Which of the
following is true of Suzie?
|
a.
|
Both the roles that Suzie played were generalist roles.
|
|
b.
|
Both the roles that Suzie played were specialist roles.
|
|
c.
|
Suzie moved from a specialist role to a generalist role.
|
|
d.
|
Suzie moved from a generalist role to a specialist role.
|
49. Ramone, a human resource manager, works for
TelVille Inc. Initially, he was responsible only for recruitment. After a
promotion, he was made responsible exclusively for employee benefits. Which of
the following is true of Ramone?
|
a.
|
Both the roles that Ramone played were generalist roles.
|
|
b.
|
Both the roles that Ramone played were specialist roles.
|
|
c.
|
Ramone moved from a specialist role to a generalist role.
|
|
d.
|
Ramone moved from a generalist role to a specialist role.
|
50. Max, a human resource executive, works at
Axis Inc. Initially, he was responsible only for recruitment but after his
promotion was responsible for recruitment, compensation, and benefits. Which of
the following best describes Max?
|
a.
|
Both the roles played by Max were generalist roles.
|
|
b.
|
Both the roles played by Max were specialist roles.
|
|
c.
|
Max moved from a specialist role to a generalist role.
|
|
d.
|
Max moved from a generalist role to a specialist role.
|
1. Human resources operations in some companies
have been involved with mergers, acquisitions, and outsourcing.
2. Human resource management is the design of
formal systems in an organization to manage human talent for accomplishing
organizational goals.
3. Specialized research capabilities, patents,
information systems, designs, operating processes, and copyrights are
classified as intellectual capital.
4. Intellectual property is the collective
value of the capabilities, knowledge, skills, life experiences, and motivation
of an organizational workforce.
5. A core competency is a unique capability
that creates high value in which an organization excels.
6. A useful way to measure the productivity of
a workforce is to determine the total cost of people against the annual sales
of the organization.
7. Unit labor cost is computed by dividing the
total cost of workers by their total levels of output.
8. Some of the major ways of increasing
employee productivity are organizational restructuring, redesigning work,
aligning human resource activities, and outsourcing analyses.
9. Organizational culture consists of the
shared values and beliefs that give members of an organization meaning and
provide them with rules for behavior.
10. Even if an organization does not have a
history in which people have shared experiences for years, the organizational
culture will stabilize.
11. The operational role of human resource
involves focusing on clerical administration and recordkeeping, including
essential legal paperwork and policy implementation.
12. The administrative role of human resource
involves serving as employee “champion” for employee issues and concerns.
13. The strategic role of human resource
involves helping to define the strategy relative to human capital and its
contribution to organizational results.
14. An expatriate is a citizen of one country
who is working in a second country and employed by an organization
headquartered in the first country.
15. A host-country national is a citizen of one
country who is working in a second country and employed by an organization
which is headquartered in a third country.
16. A third-country national is a citizen of one
country who is working in a second country and employed by an organization
headquartered in the first country.
17. Replacing the experience and talents of
longer-service workers is a challenge facing employers in all industries.
18. Contingent workers include temporary
workers, independent contractors, leased employees, and part-timers.
19. By using contingent workers, employers risk
facing more legal issues regarding selection, discrimination, benefits,
discipline, and termination.
20. Firms using tweets on competitive service
details lead to problems associated with using social media.
21. The Organization for Economic Cooperation
has recommended that global multinational firms establish and implement
stricter ethical standards to aid business development.
22. The Sarbanes-Oxley Act requires companies to
establish ethics codes, develop employee complaint systems, and have
antiretaliation policies for employees who act as whistle blowers to identify
wrongful actions.
23. It is not necessary for human resource
professionals at all levels to possess strategic knowledge and impact.
24. A person who has in-depth knowledge and
expertise in a limited area of human resource is known as a human resource
generalist.
25. A person with the responsibility of
performing a variety of human resource activities is known as a human resource
specialist.
26. For human resource specialists, the largest
organization is the Society for Human Resource Management.
27. Professional in Human Resources (PHR) is
sponsored by the WorldatWork Association.
28. Senior Professional in Human Resources
(SPHR), a human resource certification, is sponsored by the Human Resource
Certification Institute.
29. Global Professional in Human Resource
(GPHR), a human resource certification, is sponsored by the American Society
for Training and Development.
30. Certified Compensation Professional (CCP), a
human resource certification, is sponsored by the WorlatWork Association.
1. Which of the following is typically the first
step in the strategic planning process for organizations?
|
a.
|
Organizational mission
|
|
b.
|
SWOT analysis
|
|
c.
|
Formulating organizational strategy
|
|
d.
|
Establishing goals and objectives
|
2. Which of the following is typically the last
step in the strategic planning process for organizations?
|
a.
|
Formulating supporting functional
strategies
|
|
b.
|
Evaluating and reassessing strategy
|
|
c.
|
Establishing goals and objectives
|
|
d.
|
Stating the organizational mission
|
3. Ken, a brand manager at Media Labs LLC., is
formulating a strategic plan for his organization. He has identified the
organizational mission and formulated a SWOT analysis of the business. Which of
the following is most likely to be Ken’s next step in the strategic planning
process?
|
a.
|
Evaluate and reassess strategy
|
|
b.
|
Implement strategy
|
|
c.
|
Establish goals and objectives
|
|
d.
|
Formulate supporting functional strategies
|
4. Kurt, a manager at LionShare LLC., is
responsible for the strategic planning process in his organization. He is currently
at the stage of implementing the strategy. Which of the following stages of
strategic planning would have Kurt engaged in just before he moved on to
implementation?
|
a.
|
Stating the organizational mission
|
|
b.
|
Conducting a SWOT analysis
|
|
c.
|
Establishing goals and objectives
|
|
d.
|
Formulating supporting functional
strategies
|
5. Which of the following best defines
multinational corporations?
|
a.
|
An organization that has facilities and
other assets in at least one country other than its home country
|
|
b.
|
An organization that imports goods from
other countries to its home country
|
|
c.
|
An organization that exports goods from its
home country to other countries
|
|
d.
|
An organization that has facilities and
other assets only in its home country
|
6. Which of the following is best classified as
an ethnocentric policy of strategic approaches to international staffing?
|
a.
|
Managers from headquarters staff key
positions.
|
|
b.
|
Host-country nationals staff key positions.
|
|
c.
|
An international cadre of skilled managers are
assigned to global subsidiaries regardless of nationality.
|
|
d.
|
Key positions are filled by individuals in
the region of the subsidiary.
|
7. Which of the following is best classified as
a polycentric policy of strategic approaches to international staffing?
|
a.
|
Managers from headquarters staff key
positions.
|
|
b.
|
Host-country nationals staff key positions.
|
|
c.
|
An international cadre of skilled managers
are assigned to global subsidiaries regardless of nationality.
|
|
d.
|
Key positions are filled by individuals in
the region of the subsidiary.
|
8. Which of the following is best classified as
a geocentric policy of strategic approaches to international staffing?
|
a.
|
Managers from headquarters staff key
positions.
|
|
b.
|
Host-country nationals staff key positions.
|
|
c.
|
An international cadre of skilled managers
are assigned to global subsidiaries regardless of nationality.
|
|
d.
|
Key positions are filled by individuals in
the region of the subsidiary.
|
9. Which of the following is best classified as
a regiocentric policy of strategic approaches to international staffing?
|
a.
|
Managers from headquarters staff key
positions.
|
|
b.
|
Host-country nationals staff key positions.
|
|
c.
|
An international cadre of skilled managers
are assigned to global subsidiaries regardless of nationality.
|
|
d.
|
Key positions are filled by individuals
from the same geographic area as the subsidiary.
|
10. Which of the following is typically the first
step in the HR planning process?
|
a.
|
Review organization’s environmental
analysis/strategic plans
|
|
b.
|
Develop HR staffing plans and actions
|
|
c.
|
Compile HR planning forecasts
|
|
d.
|
Assess external and internal workforce
|
11. Which of the following is typically the last
step in the HR planning process?
|
a.
|
Review organization’s environmental
analysis/strategic plans
|
|
b.
|
Develop HR staffing plans and actions
|
|
c.
|
Compile HR planning forecasts
|
|
d.
|
Assess external and internal workforce
|
12. Mark, an HR manager, is responsible for the
HR planning process in his organization. He has reviewed the organization’s
strategic plans. Which of the following is most likely to be Mark’s next step
in the planning process?
|
a.
|
Develop HR staffing plans and actions
|
|
b.
|
Compile HR planning forecasts
|
|
c.
|
Implement HR staffing plans and actions
|
|
d.
|
Assess external and internal workforce
|
13. Which of the following is a factor of the
external environment in an organization?
|
a.
|
Leadership bench strength
|
|
b.
|
Organizational culture
|
|
c.
|
Quality of talent
|
|
d.
|
Competitive forces
|
14. Which of the following is a factor of the
internal environment in an organization?
|
a.
|
Quality of talent
|
|
b.
|
Economic forces
|
|
c.
|
Political forces
|
|
d.
|
Competitive forces
|
15. The term _____ refers to the process of
identifying a plan for the orderly replacement of key employees.
|
a.
|
attrition
|
|
b.
|
succession planning
|
|
c.
|
due diligence
|
|
d.
|
benchmarking
|
16. Which of the following is a judgmental method
of HR forecasting?
|
a.
|
Simulation models
|
|
b.
|
Estimates
|
|
c.
|
Staffing ratios
|
|
d.
|
Productivity ratios
|
17. Which of the following is a mathematical
method of HR forecasting?
|
a.
|
The rule of thumb
|
|
b.
|
Estimates
|
|
c.
|
Staffing ratios
|
|
d.
|
Nominal groups
|
18. _____ is a mathematical HR forecasting method
that involves making a comparison of past relationships among various factors.
|
a.
|
Statistical regression analysis
|
|
b.
|
Productivity ratio
|
|
c.
|
Staffing ratio
|
|
d.
|
Delphi technique
|
19. _____ refers to the judgmental method of HR
forecasting that relies on general guidelines applied to a specific situation
within the organization.
|
a.
|
Statistical regression analysis
|
|
b.
|
Rule of thumb
|
|
c.
|
Delphi technique
|
|
d.
|
Simulation model
|
20. A(n) _____ refers to the judgmental method of
HR forecasting that requires experts to meet face to face.
|
a.
|
simulation model
|
|
b.
|
estimate
|
|
c.
|
nominal group
|
|
d.
|
regression analysis
|
21. Internal Supply for next year = _____.
|
a.
|
Current staffing level + Projected outflows
this year + Projected inflows this year
|
|
b.
|
Current staffing level - Projected outflows
this year - Projected inflows this year
|
|
c.
|
Current staffing level + Projected outflows
this year - Projected inflows this year
|
|
d.
|
Current staffing level - Projected outflows
this year + Projected inflows this year
|
22. Which of the following is a source of inflow
in the current staffing level?
|
a.
|
Internal transfers
|
|
b.
|
Turnover
|
|
c.
|
Demotions
|
|
d.
|
Retirements
|
23. Which of the following is a source of outflow
in the current staffing level?
|
a.
|
External hires
|
|
b.
|
Promotions
|
|
c.
|
Recalls
|
|
d.
|
Internal transfers
|
24. Which of the following is an effective method
of managing a talent surplus?
|
a.
|
Outsourcing to a third party
|
|
b.
|
Using contingent workers
|
|
c.
|
Freezing hiring
|
|
d.
|
Increase employee work hours through
overtime
|
25. Which of the following is an effective method
for managing a talent shortage?
|
a.
|
Reducing employee work hours
|
|
b.
|
Encouraging attrition
|
|
c.
|
Implementing voluntary separation programs
|
|
d.
|
Outsourcing to a third party
|
26. Which of the following is true of the
Consolidated Omnibus Budget Reconciliation Act?
|
a.
|
Displaced workers can retain their group
medical coverage for up to 18 months for themselves, and up to 36 months for
their dependents, if they pay the premiums themselves.
|
|
b.
|
Displaced workers can use the Medicare
program sponsored by the government for up to 18 months after the termination
of their employment.
|
|
c.
|
Displaced workers can use the Medicare
program sponsored by the federal government for up to 36 months after the
termination of their employment.
|
|
d.
|
Displaced workers can retain their group
medical coverage for up to 12 months for themselves, and up to 24 months for
their dependents, if they pay the premiums themselves.
|
27. Which of the following is true of the Older
Workers Benefit Protection Act?
|
a.
|
The act requires employers to disclose the
ethnicity and gender of both terminated and retained employees in layoff
situations.
|
|
b.
|
The act requires employers to disclose the
ages of both terminated and retained employees in layoff situations.
|
|
c.
|
The act requires employers to disclose ages
of only the terminated employees in layoff situations.
|
|
d.
|
The act requires employers to disclose ages
of only the retained employees in layoff situations.
|
28. Which of the following is true of the Worker
Adjustment and Retraining Notification Act?
|
a.
|
It requires private or commercial
organizations that employ 20 or more full-time workers who have worked more
than a year with the organization to give a 30-day notice before implementing
a layoff or facility closing that involves more than 10 people.
|
|
b.
|
It requires private and commercial
organizations that employ 50 or more full-time employees who have worked more
than three months in the previous year to give a 45-day notice before
implementing a layoff or facility closing that involves more than 30 people.
|
|
c.
|
It requires private or commercial
organizations that employ 100 or more full-time workers who have worked more
than six months in the previous year to give a 60-day notice before
implementing a layoff or facility closing that involves more than 50 people.
|
|
d.
|
It requires private or commercial
organizations that employ more than 50 or more full-time workers who have
worked more than a year with the organization to give a 30-day notice before
implementing a layoff or facility closing that involves more than 20 people.
|
29. Which of the following is a consequence that
employers face when they violate the WARN Act?
|
a.
|
Delisting from the stock exchange
|
|
b.
|
Revocation of trade licenses
|
|
c.
|
Imposition of trade embargo
|
|
d.
|
Incurring heavy fines
|
30. Which of the following is an HR activity that
should be performed before engaging in mergers and acquisitions?
|
a.
|
Conducting due diligence
|
|
b.
|
Retaining key talent
|
|
c.
|
Optimizing workforce
|
|
d.
|
Recognizing cultural differences
|
31. Which of the following is an HR activity that
should be conducted during integration in mergers and acquisitions?
|
a.
|
Assessing risks
|
|
b.
|
Retaining key talent
|
|
c.
|
Identifying possible conflicts
|
|
d.
|
Conducting due diligence
|
32. Which of the following is an HR activity to
be performed post integration in mergers and acquisitions?
|
a.
|
Assessing risks
|
|
b.
|
Retaining key talent
|
|
c.
|
Identifying and establishing new culture
|
|
d.
|
Conducting due diligence
|
33. During mergers and acquisitions, risk must be
assessed _____.
|
a.
|
post integration
|
|
b.
|
after making the deal
|
|
c.
|
before making the deal
|
|
d.
|
during integration
|
34. During mergers and acquisitions, the
workforce must be optimized _____.
|
a.
|
post integration
|
|
b.
|
pre integration
|
|
c.
|
before making the deal
|
|
d.
|
during integration
|
35. Which of the following best defines the term
‘effectiveness’?
|
a.
|
The degree to which operations are done in
an economical manner
|
|
b.
|
The ability to produce a specific desired
effort or result that can be measured
|
|
c.
|
The degree to which operations are done in
the least possible time
|
|
d.
|
The ability to produce a specific desired
effort or result that cannot be measured
|
36. HR-to-employee ratio is classified as a(n)
_____ metric of Human Resource.
|
a.
|
training
|
|
b.
|
development
|
|
c.
|
HR staff and expenses
|
|
d.
|
compensation
|
37. Cost per hire is classified as a _____ metric
of Human Resource.
|
a.
|
development
|
|
b.
|
training
|
|
c.
|
compensation
|
|
d.
|
staffing
|
38. Annual wages and pay increases are classified
as a _____ metric of Human Resource.
|
a.
|
compensation
|
|
b.
|
training
|
|
c.
|
development
|
|
d.
|
staffing
|
39. Average tenure of employees is classified as
a _____ metric of Human Resource.
|
a.
|
compensation
|
|
b.
|
training
|
|
c.
|
retention and quality
|
|
d.
|
development
|
40. Positions filled internally are classified as
a _____ metric of Human Resource.
|
a.
|
compensation
|
|
b.
|
training
|
|
c.
|
retention and quality
|
|
d.
|
development
|
41. Which of the following best defines HR
analytics?
|
a.
|
An evidence-based approach to making HR
decisions on the basis of quantitative tools and models
|
|
b.
|
An assumption-based approach to making HR
decisions on the basis of quantitative tools and models
|
|
c.
|
An evidence-based approach to making HR
decisions on the basis of qualitative tools and models
|
|
d.
|
An assumption-based approach to making HR
decisions on the basis of qualitative tools and models
|
42. In the balanced scorecard framework,
operational effectiveness is classified under _____.
|
a.
|
financial measures
|
|
b.
|
internal business processes
|
|
c.
|
customer relations
|
|
d.
|
learning and growth activities
|
43. In the balanced scorecard framework, which of
the following factors would considered most important to ensure that the
organization is meeting customer expectations?
|
a.
|
profit and loss
|
|
b.
|
institutional knowledge
|
|
c.
|
customer satisfaction
|
|
d.
|
utilization of capital
|
44. In the balanced scorecard framework, employee
capabilities are classified under _____.
|
a.
|
financial measures
|
|
b.
|
internal business processes
|
|
c.
|
customer relations
|
|
d.
|
learning and growth activities
|
45. In the balanced scorecard framework,
utilization of capital is classified under _____.
|
a.
|
financial measures
|
|
b.
|
internal business processes
|
|
c.
|
customer relations
|
|
d.
|
learning and growth activities
|
46. Which of the following is the function of
compliance audits?
|
a.
|
Reviewing regulatory compliance, benefits
administration and reporting
|
|
b.
|
Checking record keeping on state and
federal paperwork requirement
|
|
c.
|
Reviewing specific HR areas such as
compensation, training, and so on
|
|
d.
|
Reviewing compliance with immigration
regulations and the I-9 form requirement
|
47. Which of the following is the function of
benefit programs audit?
|
a.
|
Reviewing regulatory compliance, benefits
administration and reporting
|
|
b.
|
Checking record keeping on state and
federal paperwork requirement
|
|
c.
|
Reviewing specific HR areas such as
compensation, training, and so on
|
|
d.
|
Reviewing compliance with immigration
regulations and the I-9 form requirement
|
48. Which of the following is the function of I-9
audit?
|
a.
|
Reviewing regulatory compliance, benefits
administration and reporting
|
|
b.
|
Checking record keeping on state and
federal paperwork requirement
|
|
c.
|
Reviewing specific HR areas such as
compensation, training, and so on
|
|
d.
|
Reviewing compliance with immigration
regulations
|
49. Which of the following is the function of
specific program audit?
|
a.
|
Reviewing regulatory compliance, benefits
administration and reporting
|
|
b.
|
Checking record keeping on state and
federal paperwork requirement
|
|
c.
|
Reviewing particular HR areas such as
compensation, training, and so on
|
|
d.
|
Reviewing compliance with immigration
regulations and the I-9 form requirement
|
1. The strategic planning process begins with an
assessment of the current state of the business and the environmental forces
that may be important during the planning cycle.
2. The SWOT analysis helps managers in
formulating a strategic plan that considers the organization’s ability to deal
with the situation at hand.
3. Implementing the strategy is typically the
last step in the strategic planning process.
4. Instead of making a choice, a good strategy
will try to accommodate many different demands and interests.
5. Good strategies involve an accurate diagnosis
of the challenge, an approach to overcome the obstacles, and a focus on
coherent actions to make the approach work.
6. Organizational strategy is independent of
Human Resource management.
7. A multinational corporation, sometimes called
a transnational corporation, is an organization that has facilities and other
assets in at least one country other than its home country.
8. The policy of assigning host-country
nationals to key staff positions in offshore organizations is known as the
ethnocentric policy of global staffing strategies.
9. Assigning an international cadre of skilled
managers to global subsidiaries regardless of their nationality is known as the
polycentric policy of global staffing strategies.
10. The policy of filling key positions with
individuals in the region of the subsidiary in offshore organizations is known
as the polycentric policy of global staffing strategies.
11. The focus of HR planning is to ensure that
the organization has the right number of Human Resources, with the right
capabilities, at the right times, and in the right places.
12. In the final part of the planning process, HR
plans are developed to provide specific direction for the management of HR
activities related to employee recruiting, selection, and retention.
13. The internal environment of planning includes
economic, political, and competitive forces that will shape the future.
14. The external environment of planning includes
the quality and quantity of talent, the organizational culture, and the talent
pipeline and leadership bench strength.
15. Short-range forecasts focus on the immediate
HR needs of an organization.
16. Intermediate-range plans usually project one
to three years into the future.
17. Under the federal Consolidated Omnibus Budget
Reconciliation Act (COBRA), displaced workers can retain their group medical
coverage for up to 18 months for themselves, and up to 36 months for their
dependents, if they pay the premium themselves.
18. The Consolidated Omnibus Budget
Reconciliation Act (COBRA) requires employers to disclose the ages of both
terminated and retained employees in layoff situations, and waiver of rights to
sue for age discrimination must meet certain requirements.
19. The Worker Adjustment and Retraining
Notification Act (WARN) requires private or commercial organizations that
employ 100 or more full-time-workers who have worked more than six months in
the previous year to give a 60-day notice before implementing a layoff or
facility closing that involves more than 50 people.
20. After a deal for a merger is closed, the
focus of HR activity should be on due diligence.
21. The value for HR practices cannot be
measured.
22. People-related costs are typically the
smallest controllable expense in organizations.
23. “Percentage of employees with career plan” is
an example of the development HR metric.
24. Benchmarking is the process of comparing
business processes and outcomes to an industry standard or best practice.
25. The balanced scorecard is a framework
organizations use to report on a diverse set of performance measures.
26. Revenue per employee is a basic measure of
human capital effectiveness.
27. The formula for calculating the potential ROI
for a new HR activity = operating cost for a new or enhanced system for a time
period + one-time cost of acquisition and implementation/value of gains from
productivity improvements for the time period.
28. The formula for calculating human capital
value added = Revenue - (Operating Expense - (Compensation + Benefit Costs)) /
Full-Time Head Count
29. The formula for calculating human capital
return on investment = Revenue +(Operating Expense +(Compensation - Benefits
Cost)) / (Compensation - Benefit Cost)
30. Human economic value added = Net profit
before taxes + Cost of capital / Full-time head count
1. Which of the following is a legally
permissible criterion in making hiring and other employment decisions?
|
a.
|
Education
|
|
b.
|
Gender
|
|
c.
|
Age
|
|
d.
|
Religion
|
2. Which of the following is an illegal
criterion for rejecting job applicants?
|
a.
|
Education
|
|
b.
|
Work experience
|
|
c.
|
Skill sets
|
|
d.
|
Religion
|
3. Which of the following advertisements for
recruitment is most likely to be considered illegal?
|
a.
|
“Experienced writers required”
|
|
b.
|
“Enthusiastic radio jockeys needed”
|
|
c.
|
“Wanted: Professors with educational
background in economics”
|
|
d.
|
“Young store executives needed”
|
4. Equal employment opportunity is a
broad-reaching concept that essentially requires employers to make:
|
a.
|
status-blind employment decisions.
|
|
b.
|
nepotistic employment decisions.
|
|
c.
|
egocentric employment decisions.
|
|
d.
|
dictatorial employment decisions.
|
5. Affirmative action means that an employer
takes proactive measures to:
|
a.
|
encourage the glass ceiling effect.
|
|
b.
|
reduce status-blind employment
decisions.
|
|
c.
|
increase the number of women and minorities
in the workforce.
|
|
d.
|
decrease instances of whistleblowing in the
workplace.
|
6. Which of the following is true of the U.S.
Department of Labor?
|
a.
|
The Equal Employment Opportunity Commission
is a part of the Department of Labor.
|
|
b.
|
It can enforce employment laws for
employers in public workplaces but private workplaces are beyond its
jurisdiction.
|
|
c.
|
The employment requirements set out by
Executive Orders for federal contractors and subcontractors is beyond the
scope of the Department of Labor.
|
|
d.
|
It has broad enforcement power and oversees
compliance with many employment-related laws.
|
7. _____ occurs when members of a group are
treated differently from others.
|
a.
|
Disparate treatment
|
|
b.
|
Consociationalism
|
|
c.
|
Isonomy
|
|
d.
|
Diversity
|
8. _____ occurs when an employment practice that
does not appear to be discriminatory has a disproportionately adverse effect on
individuals with a particular characteristic.
|
a.
|
Disparate treatment
|
|
b.
|
Disparate impact
|
|
c.
|
Isonomy
|
|
d.
|
Consociationalism
|
9. A _____ is a practice required for safe and efficient
organizational operations.
|
a.
|
disparate treatment
|
|
b.
|
burden of proof
|
|
c.
|
business necessity
|
|
d.
|
business emergency
|
10. Preventing workers from injuring themselves
at the workplace is a _____.
|
a.
|
nonretaliatory practice
|
|
b.
|
burden of proof
|
|
c.
|
business necessity
|
|
d.
|
business emergency
|
11. Which of the following is a criticism of the
use of criminal background checks and credit reports in the selection process?
|
a.
|
It often results in a disparate impact of
minority applicants.
|
|
b.
|
It leads to an increase in the number of
status-blind employment decisions.
|
|
c.
|
It is merely an indicator of the past and
not a predictor of the future.
|
|
d.
|
It reduces instances of glass ceiling.
|
12. Which of the following best describes a bona
fide occupational qualification?
|
a.
|
It is a template that an HR department uses
in selecting, training, and orienting prospective employees.
|
|
b.
|
It provides a detailed description of
routine work responsibilities for all the employees in an organization.
|
|
c.
|
It provides an exhaustive list of the
desired traits and characteristics expected from prospective employees.
|
|
d.
|
It provides a legitimate reason why an
employer can exclude persons on otherwise
illegal bases of consideration.
|
13. Which of the following is true of retaliation
in workplaces?
|
a.
|
Employers are prohibited from retaliating
against individuals who file
discrimination charges.
|
|
b.
|
Employees are prohibited from retaliating
against organizations that practice discrimination.
|
|
c.
|
Employers are prohibited from retaliating
against employees on ethical grounds.
|
|
d.
|
Employees are restricted from retaliating
against employers who encourage instances of glass ceiling.
|
14. Which of the following scenarios is
considered illegal according to the Civil Rights Act of 1964?
|
a.
|
Segregating employees on the basis of their
educational qualification
|
|
b.
|
Segregating employees on the basis of their
ethnicity
|
|
c.
|
Segregating employees on the basis of their
work experience
|
|
d.
|
Segregating employees on the basis of their
skill sets
|
15. Which of the following scenarios is
considered illegal according to the Civil Rights Act of 1964?
|
a.
|
Segregating employees on the basis of their
educational qualification
|
|
b.
|
Segregating employees on the basis of their
gender
|
|
c.
|
Segregating employees on the basis of their
work experience
|
|
d.
|
Segregating employees on the basis of their
skill sets
|
16. Which of the following organizations must
comply with rules and regulations that specific
government agencies have established to
administer the Equal Employment Opportunity
Act of 1972?
|
a.
|
Nongovernmental organizations with a
minimum of 10 employees
|
|
b.
|
State and local governments with more than
15 employees
|
|
c.
|
Private organizations with a minimum of 10
employees
|
|
d.
|
Labor unions with 5 or more members
|
17. Which of the following is true of the Civil
Rights Act of 1991?
|
a.
|
It requires that employers show that there
are instances of glass ceiling in their organizations.
|
|
b.
|
It requires employers to discourage the
occurence of affirmative actions in the work place.
|
|
c.
|
It requires that employers show that an
employment practice is job related for a position.
|
|
d.
|
It requires employers to avoid making
status-blind employment decisions.
|
18. Which of the following is true of executive
orders 11246, 11375, and 11478?
|
a.
|
They require all educational institutions
to take affirmative actions to compensate for historical discrimination
against women, minorities, and handicapped individuals.
|
|
b.
|
They require labor unions to take
affirmative actions to compensate for historical discrimination against
women, minorities, and handicapped individuals.
|
|
c.
|
They require state governments to take
affirmative actions to compensate for historical discrimination against
women, minorities, and handicapped individuals.
|
|
d.
|
They require federal contractors to take
affirmative actions to compensate for historical discrimination against
women, minorities, and handicapped individuals.
|
19. Which of the following is the objective of
the affirmative action program?
|
a.
|
To have the company’s workforce
demographics reflect as closely as possible the demographics in the labor
market
|
|
b.
|
To encourage organizations where minorities
from the local community represent a significantly lesser proportion of the
workforce
|
|
c.
|
To stop companies from making status-blind
employment decisions
|
|
d.
|
To encourage organizations where instances
of glass ceiling are common
|
20. The affirmative action program is reviewed by
the _____.
|
a.
|
Equal Employment Opportunity Commission
|
|
b.
|
Office of Federal Contract Compliance
Programs
|
|
c.
|
Committee on Oversight and Government
Reform
|
|
d.
|
Department of Justice
|
21. The original purpose of the Civil Rights Act
of 1964 was to address _____ in the United States.
|
a.
|
gender discrimination
|
|
b.
|
age discrimination
|
|
c.
|
racial discrimination
|
|
d.
|
disability discrimination
|
22. The _____ requires that employers treat
maternity leave the same as other personal or medical leaves.
|
a.
|
Pregnancy Discrimination Act
|
|
b.
|
Family and Medical Leave Act
|
|
c.
|
Fair Labor Standards Act
|
|
d.
|
National Labor Relations Act
|
23. Which of the following is true of the Family
and Medical Leave Act?
|
a.
|
It does not cover cases of adoption.
|
|
b.
|
It
applies only to women.
|
|
c.
|
It requires that qualified individuals be
given up to 12 weeks of unpaid family leave.
|
|
d.
|
It requires that qualified individuals be
given up to 20 weeks of unpaid family leave.
|
24. The _____ requires that qualified individuals
be given up to 12 weeks of unpaid family
leave and also requires that those taking
family leave be allowed to return to jobs.
|
a.
|
Pregnancy Discrimination Act
|
|
b.
|
Family and Medical Leave Act
|
|
c.
|
Fair Labor Standards Act
|
|
d.
|
National Labor Relations Act
|
25. Which of the following statements is true
about the Equal Pay Act of 1963?
|
a.
|
It states that differences in pay between
men and women in the same jobs are permitted if they belong to different
ethnic groups.
|
|
b.
|
It requires that men and women in the same
jobs, inspite of difference in seniority are given equal pay.
|
|
c.
|
It states that the existence of pay
differences between the different jobs held by women and men issufficient to
prove that illegal discrimination has occurred.
|
|
d.
|
It requires employers to give similar wage
rates for similar work without regard to gender.
|
26. Under which of the following circumstances is
a difference in pay between men and women permitted by the Equal Pay Act of
1963?
|
a.
|
Difference in performance
|
|
b.
|
Difference in life stage
|
|
c.
|
Difference in ethnicity
|
|
d.
|
Difference in religious beliefs
|
27. Under which of the following circumstances is
a difference in pay between men and women permitted by the Equal Pay Act of
1963?
|
a.
|
Difference in seniority
|
|
b.
|
Difference in marital status
|
|
c.
|
Difference in ethnicity
|
|
d.
|
Difference in religious beliefs
|
28. The _____ eliminates the statute of
limitations for employees who file pay discrimination claims under the Equal
Pay Act.
|
a.
|
Taft-Hartley Act
|
|
b.
|
Lilly Ledbetter Fair Pay Act
|
|
c.
|
Clayton Antitrust Act
|
|
d.
|
Railway Labor Act
|
29. Which of the following is a major reason for
the development of the pay equity idea?
|
a.
|
The uneven representation of ethnic
minorities in the workforce
|
|
b.
|
The increasing number of racial
discrimination lawsuits
|
|
c.
|
The continuing gap between the earnings of
women and men
|
|
d.
|
The increasing number of women in the
workforce
|
30. Which of the following is a step that
employers can take to reduce pay inequities?
|
a.
|
Benchmark against local and national
markets
|
|
b.
|
Base pay on the longevity of the employee’s
association with the company
|
|
c.
|
Exclude benefits and other items from the
total pay package
|
|
d.
|
Base pay on the age of the employee
|
31. Which of the following is true of glass
ceiling?
|
a.
|
It refers to the discriminatory practices
that have prevented women and other minority status employees from
successfully obtaining jobs.
|
|
b.
|
It refers to the preferential treatment
that women and minorities receive within an organization.
|
|
c.
|
It refers to the preferential treatment
that women and minorities receive within an organization when they advance to
executive-level jobs.
|
|
d.
|
It refers to the discriminatory practices
that have prevented women and other minority status employees from advancing
to executive-level jobs.
|
32. One of the most common means used to control
instances of glassceiling in an organization is:
|
a.
|
avoiding status-blind employment decisions.
|
|
b.
|
establishing formal mentoring programs for
minority groups.
|
|
c.
|
avoiding affirmative action.
|
|
d.
|
preventing employees from opting for
alternative work arrangements.
|
33. The
Equal Employment Opportunity Commission and Federal Court cases have ruled that
sex discrimination under title VII applies to a person’s gender at the time of
_____.
|
a.
|
birth
|
|
b.
|
discrimination
|
|
c.
|
employment
|
|
d.
|
litigation
|
34. Which
of the following best describes nepotism?
|
a.
|
It is the practice of prohibiting relatives
from working for the same employer.
|
|
b.
|
It is the practice of allowing relatives to
work for the same employer.
|
|
c.
|
It is the practice of allowing friends to
work for the same employer.
|
|
d.
|
It is the practice of prohibiting friends
from working for the same employer.
|
35. Which of the following best exemplifies quid
pro quo type of sexual harassment?
|
a.
|
A supervisor commenting on the appearance
of an employee
|
|
b.
|
A supervisor telling jokes to an employee
that are sexual in nature
|
|
c.
|
A supervisor giving a pay hike to an
employee who performed sexual favors
|
|
d.
|
A supervisor allowing revealing photos of
self to be displayed in a public domain
|
36. Which of the following statements is true of
quid pro quo harassment?
|
a.
|
A supervisor can be held guilty of quid pro
quo harassment if he or she tells jokes that are suggestive or sexual in
nature.
|
|
b.
|
For proving charges of quid pro quo
harassment, a plaintiff only needs to prove that the working condition at a
workplace is hostile.
|
|
c.
|
A supervisor can be held guilty of quid pro
quo harassment only if the victim refuses to grant the sexual favors.
|
|
d.
|
A company always bears liability for quid
pro quo harassment as supervisors are agents of the company.
|
37. Which of the following statements is true of
quid pro quo harassment?
|
a.
|
A supervisor can be held guilty of quid pro
quo harassment if he or she tells jokes that are suggestive or sexual in
nature.
|
|
b.
|
For proving charges of quid pro quo
harassment, a plaintiff only needs to prove that the working condition at a
workplace is hostile.
|
|
c.
|
A supervisor can be held guilty of quid pro
quo harassment if he or she promotes an employee in return of sexual favors.
|
|
d.
|
A company cannot be heald liable for an
employee’s actions in cases of quid pro quo harassment.
|
38. The Rehabilitation Act passed in 1973 applied
only to _____.
|
a.
|
federal contractors
|
|
b.
|
state governments
|
|
c.
|
labor unions
|
|
d.
|
nonprofit organizations
|
39. The _____ passed in 1973 required that
federal contractors take affirmative action to employ disabled workers.
|
a.
|
Genetic Information Nondiscrimination Act
|
|
b.
|
Rehabilitation Act
|
|
c.
|
Civil Rights Act
|
|
d.
|
Taft-Hartley Act
|
40. Which of the following is not covered under
the Americans with Disabilities Act?
|
a.
|
Employees of private organizations
|
|
b.
|
Employment agencies
|
|
c.
|
State government employees
|
|
d.
|
Labor unions
|
41. The Americans with Disabilities Act is
enforced by the _____.
|
a.
|
Department of Labor
|
|
b.
|
National Labor Relations Board
|
|
c.
|
Office of Federal Contract Compliance
Programs
|
|
d.
|
Equal Employment Opportunity Commission
|
42. Which of the following statements is true of
the Americans with Disabilities Act?
|
a.
|
The ADA does not protect current users of
illegal drugs and substances
|
|
b.
|
The ADA does not protect recovering addicts
|
|
c.
|
Impairments such as autism and bipolar
disorder are not covered as disabilities
|
|
d.
|
Impairments such as cancer and HIV are not
covered as disabilities
|
43. Which of the following is typically a
practice of reasonable accommodation by employers toward disabled employees?
|
a.
|
Establishing glassceiling to aid the
employees
|
|
b.
|
Providing special equipment to assist with
their task
|
|
c.
|
Practicing nepotism to ensure that employees
have a healthy work environment
|
|
d.
|
Providing current users of illegal drugs
with better compensation
|
44. The _____ prohibits the use of preemployment
medical exams, except for drug tests, until a job has been conditionally
offered.
|
a.
|
Civil Rights Act
|
|
b.
|
Family and Medical Leave Act
|
|
c.
|
Americans with Disabilities Act
|
|
d.
|
Taft-Hartley Act
|
45. The _____ prohibits discrimination in terms,
conditions, or privileges of employment against all individuals of age 40 or
older working for employers having 20 or more workers.
|
a.
|
Older Workers Benefit Protections Act
|
|
b.
|
Rehabilitation Act
|
|
c.
|
Civil Rights Act
|
|
d.
|
Age Discrimination in Employment Act
|
46. According to the _____ workers over the age
of 40 are entitled to receive complete accurate information on the available
benefits, a list of all workers impacted in a reduction, and several weeks to
decide whether or not to accept severance benefits in exchange for a waiver to
sue the employer.
|
a.
|
Older Workers Benefit Protection Act
|
|
b.
|
Age Discrimination in Employment Act
|
|
c.
|
Civil Rights Act
|
|
d.
|
Rehabilitation Act
|
47. Which of the following is true of phased
retirement?
|
a.
|
Employees’ workloads and pay levels are
increased.
|
|
b.
|
Employees’ workloads and pay levels are
reduced.
|
|
c.
|
Employees’ workloads are reduced and pay
levels are increased.
|
|
d.
|
Employees’ workloads are increased and pay
levels are reduced.
|
48. The _____ requires employers to verify the
employment status of all employees, while not discriminating because of national
origin or ethnic background.
|
a.
|
Civil Rights Act
|
|
b.
|
Rehabilitation Act
|
|
c.
|
Immigration Reform and Control Act
|
|
d.
|
Older Workers Benefit Protection Act
|
49. According to the _____ employees are required
to notify their employers of military service obligations.
|
a.
|
Civil Rights Act
|
|
b.
|
Rehabilitation Act
|
|
c.
|
Vietnam Era Veterans Readjustment
Assistance Act
|
|
d.
|
Uniformed Services Employment and
Reemployment Rights Act
|
50. Which of the following is true of the
Uniformed Services Employment and Reemployment Rights Act?
|
a.
|
Uniformed military personnel are provided
up to five years of active duty service leave during which the employer must
hold their job.
|
|
b.
|
Uniformed military personnel are provided
up to seven years of active duty service leave during which the employer must
hold their job.
|
|
c.
|
The employer must compensate the military
personnel during the time of active service for a period of five years.
|
|
d.
|
The employer must compensate the military
personnel during the time of active service for a period of seven years.
|
1. The primary objective of affirmative action
plans is to identify the scope of workplace discrimination in the future.
2. The Equal Employment Opportunity Commission
(EEOC) enforces employment laws in both private and public workplaces.
3. Disparate treatment occurs when either
different standards are used to judge individuals or the same standard is used
but it is not related to the individuals’ jobs.
4. Restricting employees from wearing garments
that might get caught in machinery is a form of discrimination and not a
business necessity.
5. Employers cannot discriminate on the basis of
sex, religion, or national origin even if the characteristics can be justified
as a bona fide occupational qualification.
6. Employers are allowed to retaliate against
individuals who file discrimination charges.
7. Title VII of the Civil Rights Act states that
it is illegal for an employer to fail or refuse to hire or discharge any
individual because of such individual’s national origin.
8. All educational institutions are exempted
from title VII of the Equal Employment Opportunity Act of 1972.
9. The Civil Rights Act of 1991 requires that
employers show that an employment practice is job related for the position and
consistent with business necessity.
10. Executive Orders 11246, 11375, and 11478
require federal contractors to take affirmative action to compensate for
historical discrimination against women, minorities, and handicapped
individuals.
11. The use of employee referral programs can
contribute toward discrimination at a workplace.
12. The Pregnancy Discrimination Act (PDA)
requires that employers treat maternity leave the same as other personal or
medical leaves.
13. The Family and Medical Leave Act (FMLA) of
1993 is applicable only to women.
14. Provisions of the Affordable Care Act (2010)
allow for break time and a private place for nursing mothers to express breast
milk for one year after the birth of a child.
15. The Equal Pay Act of 1963 requires employers
to pay similar wage rates for similar work without regard to gender.
16. Pay equity is the idea that pay for jobs
requiring comparable levels of knowledge, skill, and ability should be similar,
even if actual duties differ significantly.
17. Differences in pay between men and women in
the same jobs are permitted when there is a difference in the quality of work.
18. Nepotism is the practice of preventing
relatives from working for the same employer.
19. Workplace romances are considered risky
because they have great potential for causing conflict.
20. A hostile environment harassment is a type of
sexual harassment in which employment outcomes are typically linked to the
individual granting sexual favors.
21. A quid pro quo harassment exists when an
individual’s work performance or psychological well-being is unreasonably
affected by intimidating or offensive working conditions.
22. The Rehabilitation Act was initially only
applicable to federal contractors.
23. The Americans with Disabilities Act (ADA)
covers all state government employees.
24. The EEOC’s final regulations exclude bipolar
disorder from its approved list of disabilities.
25. The Americans with Disabilities Act includes
restrictions on obtaining and retaining medically related information on applicants
and employees.
26. Congress passed the Genetic Information
Nondiscrimination Act (GINA) in 2009 to limit the use of genetic information by
health insurance plans and to prohibit employment discrimination on the basis
of this information.
27. The Older Workers Benefit Protection Act
ensures that older workers are not compelled or pressured into waiving their
rights under the ADEA.
28. The Immigration Reform and Control Act (IRCA)
requires employers to verify the employment status of all employees, while not
discriminating because of national origin or ethnic background.
29. Under the Vietnam Era Veterans Readjustment
Assistance Act, employees are required to notify their employers of military
service obligations.
30. Through cultural awareness training,
organizations try to build greater understanding of the differences among
people.
1. Which
of the following is true of the labor force participation rate?
|
a.
|
It is the percentage of the population working or seeking work.
|
|
b.
|
It is the percentage of the population that is eligible to work
legally.
|
|
c.
|
It is the percentage of the population that is constantly
changing jobs.
|
|
d.
|
It is the percentage of the population with graduate degrees.
|
2. Which
of the following groups of workers are classified as prime-work-age workers?
|
a.
|
Workers of ages 20–40
|
|
b.
|
Workers of ages 25–54
|
|
c.
|
Workers of ages 20–60
|
|
d.
|
Workers of ages 22–58
|
3. The
_____ is a certification that is based on a written test of a potential
employee’s business math skills, oral language skills, and situational
judgment.
|
a.
|
Federal Work Readiness Credential
|
|
b.
|
Federal Career Readiness Certificate
|
|
c.
|
National Work Readiness Credential
|
|
d.
|
National Career Readiness Certificate
|
4. The
_____ is based on American college testing (ACT) work keys system, and gives
scores for “reading for information, locating information, and applied math.”
|
a.
|
Federal Work Readiness Credential
|
|
b.
|
Federal Career Readiness Certificate
|
|
c.
|
National Work Readiness Credential
|
|
d.
|
National Career Readiness Certificate
|
5. The
Bureau of Labor Statistics classifies people working _____ hours per week as
part-time employees.
|
a.
|
at least 45
|
|
b.
|
at least 35
|
|
c.
|
between 35 and 45
|
|
d.
|
less than 35
|
6. Which
of the following is true of work?
|
a.
|
Work is effort directed toward accomplishing results.
|
|
b.
|
A job needs to be divided into types of work so that it can be
coordinated in some logical way.
|
|
c.
|
Ideally, the work to be done in any organization should be
significantly less than the amount of work that the organization needs to
have done.
|
|
d.
|
Work is the output that comes from the accomplishment of tasks.
|
7. Which
of the following is true of a job?
|
a.
|
A job is the output that comes from the accomplishment of tasks.
|
|
b.
|
A job is
a grouping of tasks, duties, and responsibilities that constitutes the total
work assignment for an employee.
|
|
c.
|
Even if the tasks, duties, and responsibilities change over
time, a job should not change.
|
|
d.
|
A job needs to be divided into types of work so that it can be coordinated
in some logical way.
|
8. _____
is the study of the way work moves through an organization.
|
a.
|
Job process
|
|
b.
|
Workflow analysis
|
|
c.
|
Work process
|
|
d.
|
Transfer of responsibility
|
9. _____
refers to organizing tasks, duties, responsibilities, and other elements into a
productive unit of work.
|
a.
|
Job planning
|
|
b.
|
Job analysis
|
|
c.
|
Job design
|
|
d.
|
Job redesign
|
10. _____
refers to taking an existing job and changing it to improve it.
|
a.
|
Job planning
|
|
b.
|
Job analysis
|
|
c.
|
Job design
|
|
d.
|
Job redesign
|
11. _____
play a significant role in job design because often they are the people who
establish jobs and their design components.
|
a.
|
Managers
|
|
b.
|
Employees
|
|
c.
|
Human resource personnel
|
|
d.
|
Business consultants
|
12. Which
of the following is true of managers’ influence and control of characteristics
in an organization?
|
a.
|
Managers can influence or control both job characteristics and
the basic characteristics of people.
|
|
b.
|
Managers can influence or control job characteristics, but
usually not the basic characteristics of people.
|
|
c.
|
Managers can influence or control the basic characteristics of
people, but usually not the job characteristics.
|
|
d.
|
Managers can neither influence and control job characteristics,
nor can they control the basic characteristics of people.
|
13. _____
involves broadening the scope of a job by expanding the number of different
tasks to be performed.
|
a.
|
Job rotation
|
|
b.
|
Job retention
|
|
c.
|
Job enlargement
|
|
d.
|
Job enrichment
|
14. _____is
increasing the depth of a job by adding responsibility for planning,
organizing, controlling, or evaluating the job.
|
a.
|
Job rotation
|
|
b.
|
Job retention
|
|
c.
|
Job enlargement
|
|
d.
|
Job enrichment
|
15. _____is
the process of shifting a person from job to job.
|
a.
|
Job rotation
|
|
b.
|
Job retention
|
|
c.
|
Job enlargement
|
|
d.
|
Job enrichment
|
16. _____is
the extent to which the work requires several activities for successful
completion.
|
a.
|
Autonomy
|
|
b.
|
Skill variety
|
|
c.
|
Task identity
|
|
d.
|
Task significance
|
17. _____is
the extent to which the job includes a “whole” identifiable unit of work that
is carried out from start to finish and that results in a visible outcome.
|
a.
|
Autonomy
|
|
b.
|
Skill variety
|
|
c.
|
Task identity
|
|
d.
|
Task significance
|
18. _____is
the impact the job has on other people.
|
a.
|
Autonomy
|
|
b.
|
Skill variety
|
|
c.
|
Task identity
|
|
d.
|
Task significance
|
19. _____is
the extent of individual freedom and discretion in the work and its scheduling.
|
a.
|
Autonomy
|
|
b.
|
Skill variety
|
|
c.
|
Task identity
|
|
d.
|
Task significance
|
20. A
_____ is formed to address specific problems, improve work processes, and
enhance the overall quality of products and services.
|
a.
|
global team
|
|
b.
|
special-purpose team
|
|
c.
|
self-directed team
|
|
d.
|
virtual team
|
21. A
_____ is composed of individuals who are assigned a cluster of tasks, duties,
and responsibilities to be accomplished.
|
a.
|
vertical team
|
|
b.
|
special-purpose team
|
|
c.
|
self-directed team
|
|
d.
|
global team
|
22. A
_____ is composed of individuals who are separated geographically but linked by
communications technology.
|
a.
|
vertical team
|
|
b.
|
special-purpose team
|
|
c.
|
self-directed team
|
|
d.
|
virtual team
|
23. Which
of the following situations is an example of a compressed workweek?
|
a.
|
Employees working for ten hours, four days a week
|
|
b.
|
Employees working for eight hours, five days a week
|
|
c.
|
Employees working for seven hours, six days a week
|
|
d.
|
Employees working for eight hours, seven days a week
|
24. Part-time
jobs are used when less than _____ hours per week are required to do a job.
|
a.
|
40
|
|
b.
|
50
|
|
c.
|
60
|
|
d.
|
70
|
25. Which
of the following is typically the responsibility of the HR in job analysis?
|
a.
|
To provide information to outside experts
|
|
b.
|
To coordinate job analysis
|
|
c.
|
To help complete job analysis information
|
|
d.
|
To request new analyses as jobs change
|
26. Which
of the following is typically the responsibility of managers in job analysis?
|
a.
|
To periodically review job descriptions and specifications
|
|
b.
|
To coordinate job analysis
|
|
c.
|
To help complete job analysis information
|
|
d.
|
To write job descriptions and specifications
|
27. A
_____ is a distinct, identifiable work activity composed of motions.
|
a.
|
duty
|
|
b.
|
responsibility
|
|
c.
|
job
|
|
d.
|
task
|
28. A(n)
_____ is a larger work segment composed of several tasks that are performed by
an individual.
|
a.
|
duty
|
|
b.
|
obligation
|
|
c.
|
job
|
|
d.
|
responsibility
|
29. Which
of the following is typically the first stage in the job analysis process?
|
a.
|
Preparing for and introducing job analysis
|
|
b.
|
Planning the job analysis
|
|
c.
|
Conducting the job analysis
|
|
d.
|
Developing job descriptions and job specifications
|
30. Which
of the following is typically the last stage in the job analysis process?
|
a.
|
Developing job descriptions and job specifications
|
|
b.
|
Conducting the job analysis
|
|
c.
|
Maintaining and updating job descriptions and job specifications
|
|
d.
|
Preparing for and introducing job analysis
|
31. Identifying
jobs and methodologies is a subtask of _____.
|
a.
|
developing job descriptions
|
|
b.
|
conducting the job analysis
|
|
c.
|
planning the job analysis
|
|
d.
|
preparing for and introducing the job analysis
|
32. Gathering
job analysis data is a subtask of _____.
|
a.
|
developing job descriptions
|
|
b.
|
conducting the job analysis
|
|
c.
|
planning the job analysis
|
|
d.
|
preparing for and introducing the job analysis
|
33. Reviewing
drafts with managers and employees is a subtask of _____.
|
a.
|
developing job descriptions
|
|
b.
|
conducting the job analysis
|
|
c.
|
planning the job analysis
|
|
d.
|
preparing for and introducing the job analysis
|
34. Periodically
reviewing all jobs is a subtask of _____.
|
a.
|
developing job descriptions
|
|
b.
|
conducting the job analysis
|
|
c.
|
maintaining and updating job descriptions
|
|
d.
|
preparing for and introducing the job analysis
|
35. Jack,
who works with BluClu LLC, is responsible for performing the job analysis in
his organization. He has introduced and communicated the job analysis process
to all his managers. Which of the following will typically be Jack’s next step?
|
a.
|
Developing job descriptions and job specifications
|
|
b.
|
Maintaining and updating job descriptions and job specifications
|
|
c.
|
Planning the job analysis
|
|
d.
|
Conducting the job analysis
|
36. Jill,
who works with SunFun LLC, is responsible for handling the job analysis in her
organization. She has developed job descriptions and job specifications. Which
of the following will typically be Jill’s next step?
|
a.
|
Preparing for and introducing job analysis
|
|
b.
|
Maintaining and updating job descriptions and job specifications
|
|
c.
|
Planning the job analysis
|
|
d.
|
Conducting the job analysis
|
37. Max,
who works with HiFi LLC, is responsible for managing job analysis in his
organization. He is currently planning the job analysis. Which of the following
should typically be Max’s next step?
|
a.
|
Preparing for and introducing job analysis
|
|
b.
|
Conducting the job analysis
|
|
c.
|
Developing job descriptions and job specifications
|
|
d.
|
Maintaining and updating job descriptions
|
38. Dave,
who works with GoPhone LLC, is responsible for managing job analysis in his
organization. He is currently gathering and reviewing data. Which of the following
should typically be Dave’s next step?
|
a.
|
Preparing for and introducing job analysis
|
|
b.
|
Conducting the job analysis
|
|
c.
|
Developing job descriptions and job specifications
|
|
d.
|
Maintaining and updating job descriptions
|
39. The
_____ method allows a job analyst to determine the content and pace of a
typical workday through statistical observation and recording of certain
actions rather than through continuous observation and timing of all actions.
|
a.
|
work sampling
|
|
b.
|
employee diary/log
|
|
c.
|
Position Analysis Questionnaire
|
|
d.
|
Managerial Position Description Questionnaire
|
40. Which
of the following specialized instruments incorporates checklists?
|
a.
|
Work sampling
|
|
b.
|
Employee diary/log
|
|
c.
|
Position Analysis Questionnaire
|
|
d.
|
Managerial Position Description Questionnaire
|
41. Which
of the following is comprised of more than 200 statements and examines a
variety of dimensions, including decision making and supervising?
|
a.
|
Work sampling
|
|
b.
|
Employee diary/log
|
|
c.
|
Position Analysis Questionnaire
|
|
d.
|
Managerial Position Description Questionnaire
|
42. The
_____ requires that organizations identify the essential job functions, which
are the fundamental duties of a job.
|
a.
|
Americans with Disabilities Act
|
|
b.
|
Civil Rights Act
|
|
c.
|
Fair Labor Standards Act
|
|
d.
|
Disabilities Discrimination Act
|
43. A
_____ identifies the tasks, duties, and responsibilities of a job.
|
a.
|
job analysis
|
|
b.
|
job description
|
|
c.
|
job specification
|
|
d.
|
job review
|
44. _____
list the knowledge, skills, and abilities (KSAs) an individual needs to perform
a job satisfactorily.
|
a.
|
Job analyses
|
|
b.
|
Job descriptions
|
|
c.
|
Job specifications
|
|
d.
|
Job reviews
|
45. Which
of the following is typically the first part of the job description?
|
a.
|
Essential job functions and duties
|
|
b.
|
Job specifications
|
|
c.
|
Identification
|
|
d.
|
General summary
|
46. Job
code and pay grade are components of job description noted under _____.
|
a.
|
job specifications
|
|
b.
|
essential job functions
|
|
c.
|
general summary
|
|
d.
|
identification
|
47. Which
of the following components of job description is a concise statement of the
general responsibilities and components that make the job different from
others?
|
a.
|
Job specifications
|
|
b.
|
Essential job functions
|
|
c.
|
General summary
|
|
d.
|
Identification
|
48. Which
of the following parts of the typical job description lists the necessary roles
and duties, generally in order of importance, and contains clear, precise
statements on the major tasks, duties, and responsibilities performed?
|
a.
|
Job specifications
|
|
b.
|
Essential job functions
|
|
c.
|
General summary
|
|
d.
|
Identification
|
49. A
prospective candidate’s educational details is noted under the _____ component
of job description.
|
a.
|
job specifications
|
|
b.
|
essential job functions
|
|
c.
|
general summary
|
|
d.
|
identification
|
50. Which
of the following is typically the last part of the job description?
|
a.
|
Essential job functions and duties
|
|
b.
|
Job specifications
|
|
c.
|
Identification
|
|
d.
|
Disclaimers and approval
|
1. According
to the Bureau of Labor Statistics, compared to the labor force of the past,
today’s workplace force is “younger, and composed of more men.”
2. The
labor force participation rate is the percentage of the population working or
seeking work.
3. The
Bureau of Labor Statistics classifies people working between 35 and 40 hours
per week as part-time workers.
4. Work
is effort directed toward accomplishing results.
5. A
job is a grouping of tasks, duties, and
responsibilities that constitutes the total work assignment for an employee.
6. Workflow
analysis is the study of the way work moves through an organization.
7. Workflow
analysis usually begins with the evaluation of activities that lead to the
output.
8. Workflow
analysis that focuses on making an organization more effective and efficient
can be used only in manufacturing organizations.
9. Job
design refers to organizing tasks, duties, responsibilities, and other elements
into a productive unit of work.
10. Contingent
workers are full time employees.
11. Job
enlargement is increasing the depth of a job by adding responsibility for
planning, organizing, controlling, or evaluating the job.
12. Job
enrichment involves broadening the scope of a job by expanding the number of
different tasks to be performed.
13. Job
rotation is the process of shifting a person from job to job.
14. A
self-directed team is formed to address specific problems, improve work
processes, and enhance the overall quality of products and services.
15. A
special-purpose team is composed of individuals who are assigned a cluster of
tasks, duties, and responsibilities to be accomplished.
16. A
virtual team is composed of individuals who are separated geographically but
linked by communications technology.
17. Telework
means that employees work via electronic, telecommunications, and Internet
means.
18. Shift
differential is the additional pay that employees receive for working the
evening or night shifts.
19. A
duty is a distinct, identifiable work activity composed of motions.
20. Responsibilities
are obligations to perform certain tasks and duties.
21. Competencies
are individual capabilities that can be linked to performance by individuals or
teams.
22. Drafting
job descriptions and specifications is typically the first step in the job
analysis process.
23. Reviewing
existing job documentation is typically the last step in the job analysis
process.
24. The
work sampling method of job analysis allows a job analyst to determine the
content and pace of a typical workday through statistical sampling of certain
actions rather than through continuous observation and timing of all actions.
25. The
managerial job analysis questionnaire is a specialized instrument that
incorporates checklists, where each job is analyzed on 27 dimensions composed
of 187 “elements.”
26. Comprised
of more than 200 statements, the position analysis questionnaire examines a
variety of managerial dimensions, including decision making and supervising.
27. A
functional definition of what is done in a job can be generated by examining
the three components of data, people, and things.
28. Marginal
job functions are duties that are part of a job but are incidental or ancillary
to the purpose and nature of the job.
29. A
job description identifies the tasks, duties, and responsibilities of a job.
30. Job
specifications list the knowledge, skills, and abilities (KSAs) an individual
needs to perform a job satisfactorily.
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