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Mcqs Exam




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


Paper#28351 | Written in 18-Jul-2015

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