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A series of multiple-choice questions and answers related to various aspects of human resource management. the questions cover topics such as ergonomics, interviewing techniques, repatriation issues, osha compliance, compensation policies, performance appraisal, and legal considerations in employment. it's a valuable resource for students and professionals seeking to test their knowledge and understanding of core hr principles and practices. The questions are designed to assess comprehension of key concepts and their practical application in real-world scenarios, making it useful for both self-study and exam preparation.
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A. industrial existentialism. B. ergonomics. C. environmentalism. D. engi- neering design: B. ergonomics.
techniques is that: A. structured interviews take less time B. in an unstruc- tured interview, the interviewer can ask follow-up questions and pursue points of interest as they develop C. unstructured interviews are in compli- ance with EEOC regulations, whereas structured interviews are not D. un- structured interviews are more cost effective: B. in an unstructured interview, the interviewer can ask follow-up questions and pursue points of interest as they develop
repatriation usually precipitates employee grievances B. there is usually high employee turnover following repatriation C. repatriated employees usually demand significantly higher salaries D. repatriated employees generally do not wish to return to the U.S.: B. there is usually high employee turnover following repatriation
professional should take is: A. check and verify the inspector's credentials B. close the workplace and send the employees home C. deny any violation
noted by the inspector D. secure all health and safety related company records in a locked location: A. check and verify the inspector's credentials
able results is using which planning technique? A. Zero-based budgeting B. MBO C. Cost-benefit analysis D. Variable budgeting: C. Cost-benefit analysis
praisal systems B. "humanizing" the workplace C. Making the work process more efficient and less fatiguing D. Pension reform: C. Making the work process more efficient and less fatiguing
company employees moving from one job or department to another. Which data collection method would provide the information without interdepart- mental conflicts? A. Surveys to all employees who have changed positions within the last year. B. Group interviews with employees and previous super- visors to discuss reasons for job changes. C. Search through performance appraisal files and personnel records to learn reasons for job turnover within the company. D. Questionnaires distributed only to employees who have
demonstrated is called: A. the adverse impact level B. the toxicity level C. the lethal level D. the just-toxic amount: B. the toxicity level
mand? A. Line and staff B. Functional C. Matrix D. Vertical: C. Matrix
skill level B. job knowledge C. manual dexterity D. training performance: D. training performance
policies and practices. This company is in which phase of the organizational cycle? A. Introduction B. Transition C. Growth D. Maturity: D. Maturity
organization will use the information collected B. writing new job descrip- tions for all current employees C. comparing old job descriptions with new
job specifications D. replacing job descriptions with job specifications: A. deciding how the organization will use the information collected
within a specific group of employees is: A. teambuilding B. a Scanlon plan C. human factors engineering D. survey research: A. teambuilding
card? A. It separates business strategy from day-to-day activities. B. It relates performance of business functions to the organization's mission. C. It focus- es on financial measurements and hard data results. D. It tracks progress against goals without raising accountability issues.: B. It relates performance of business functions to the organization's mission.
A manufacturing facility purchases new equipment so that it can increase productivity. Employees are trained on the new equipment. In anticipation of the increased productivity, the piece-rate standards for the workers are increased. However, the operations manager has noticed that the volume and quality of its products has actually declined.
before instituting the new compensation incentives. C. Threaten to repri- mand all workers who are falling below standards. D. Provide retraining and coaching for all workers who are below standard.: D. Provide retraining and coaching for all workers who are below standard.
productivity. Employees are trained on the new equipment. In anticipation of the increased productivity, the piece-rate standards for the workers are increased. However, the operations manager has noticed that the volume and quality of its products has actually declined.
A. Theory X and Theory Y. B. Vroom's expectancy theory. C. equity theory. D. Maslow's hierarchy of needs theory: B. Vroom's expectancy theory.
the ADA? A. How many times were you absent due to illness in the last two years? B. Have you ever filed for workers' compensation? C. I see you are wearing a cast on your arm. How did you hurt yourself? D. Describe any problems you would have lifting a 50-pound dog onto an examination table: D. Describe any problems you would have lifting a 50-pound dog onto an examination table
be controlled by an organization?
A. unstable economy B. pressure for increased productivity C. domestic problems D. low self-esteem: B. pressure for increased productivity
A. foreign language competency. B. sending single managers. C. cultur- al familiarity. D. cultural flexibility and adaptability.: D. cultural flexibility and adaptability.
A. how difficult it is for applicants to "fake out" of a test. B. consistency with which a test measures an item. C. how well the test measures what it is supposed to measure. D. the environmental conditions present when the test is given: B. consistency with which a test measures an item.
comes is known as: A. comparison other. B. alternate person. C. reference group. D. preferred employee.: A. comparison other.
rarely accurate. C. is controlled largely by management. D. is slower than formal communication.: A. cuts across formal channels of communication.
increasing the number of tasks for which an employee is responsible. C. con- cerned with increasing employee autonomy. D. is part of MBO practices.: B. increasing the number of tasks for which an employee is responsible.
limit the autonomy of line managers. B. reduce employee mobility within
the organization. C. work with flatter organizational structures. D. provide narrower salary ranges.: C. work with flatter organizational structures.
formed by many employees. B. is performed infrequently. C. is at least 5-10% of the job. D. requires highly specialized skills.: D. requires highly specialized skills.
skills a worker can perform? A. Time-based. B. Productivity-based. C. Person-based. D. Performance-based.: C. Person-based.
order to be eligible for favorable tax status? A. The plan must integrate with Social Security. B. The plan must not discriminate in favor of highly compen- sated executives. C. The plan must shift income to post-working retirement years. D. The plan must provide some type of retirement annuity.: B. The plan must not discriminate in favor of highly compensated executives.
evaluating the effectiveness of an external Employee Assistance Program? A. Initial diagnosis category B. Referral source C. Vitalization percent D. Treatment outcome: D. Treatment outcome
measures in "best practice" organizations is known as: A. utility analysis. B. HR auditing. C. performance surveying. D. benchmarking: D. benchmarking
compensatory and punitive damages for employers found liable for discrim- inatory practices. B. it places the burden of proof back on employers and permits the awarding of compensatory and punitive damages. C. it permits the awarding of compensatory damages but now punitive damages. D. it permits the awarding of punitive damages but not compensatory damages- : B. it places the burden of proof back on employers and permits the awarding of compensatory and punitive damages.
group. B. An informal group. C. A highly cohesive group. D. A leaderless group: C. A highly cohesive group.
neer the workplace. B. provide employees with more training. C. carefully look at the human aspects of the job design. D. focus on work design and human nature.: D. focus on work design and human nature.
petitive with the market. B. Salary range is low in relation to the market. C. Salary range is high in relation to the market. D. Average salaries paid are ten percent above the midpoint of the salary range.: D. Average salaries paid are ten percent above the midpoint of the salary range.
BFOQ based on sex? A. Sportscaster B. Locker room attendant. C. Nurse D. OB-GYN physician: B. Locker room attendant.
system is: A. increased compensation costs. B. ease of administration. C. increased employee productivity. D. reduction of training and development expenses.: C. increased employee productivity.
provements in: A. decision-making. B. human relation problem solving. C. diversity initiatives. D. culture.: A. decision-making.
tion. B. discretionary effort. C. quality of production. D. involvement in the productivity process.: B. discretionary effort.
her department? A. Stop the operation until the condition is corrected B. Advise the supervisor on the next shift. C. Do nothing until the condition can
social contract? A. Standard training programs. B. Limited information. C. Incentive compensation. D. Routine jobs.: C. Incentive compensation.
organization. One of the questions on the form inquires as to the financial liability record of the applicants. If you were doing an HR audit of this firm, which of the following would help to establish the adverse impact of this question? A. The applicant's response had no impact on the chances of being hired. B. Minorities are less likely to have financial liabilities. C. Financial liabilities have nothing to do with job performance. D. Women would be favorably impacted: C. Financial liabilities have nothing to do with job performance.
ational leadership theory? A. It identifies high risk and high relationship behavior as the ideal leadership style. B. It asserts that employees dislike rigid controls and inherently want to accomplish something. C. It advises using the same style for similar situations and varying the style as the situation changes. D. It states that leadership is based on an accumulation of traits best suited for managing.: C. It advises using the same style for similar situations and varying the style as the situation changes.
the union need to receive in order to win? A. 30% of total eligible votes. B. At least 51% of total eligible votes. C. 30% of total votes cast. D. At least 50% of total votes cast plus one: D. At least 50% of total votes cast plus one
professionals is that: A. the workforce has become less diverse in recent years. B. the average age of the workforce is declining. C. older workers are more likely to remain in the workforce past the age of 65) D. Diversity initiatives are no longer needed in most organizations.: C. older workers are more likely to remain in the workforce past the age of 65)
health consequences? A. Require protection equipment to shield personnel against the hazard. B. Eliminate the hazard from the machine, method, mate- rial or plant structure. C. Train personnel to be aware of the hazard. D. Control the hazard by enclosing or guarding it at its source.: B. Eliminate the hazard from the machine, method, material or plant structure.
increase worker motivation and productivity. B. Adequate lighting, venti- lation and temperature increase productivity. C. Mercury lights cause eye fatigue. D. Environmental factors are less important that social interaction among coworkers.: D. Environmental factors are less important that social inter- action among coworkers.
Direct compensation refers to taxable wages and benefit; indirect compensa- tion refers to nontaxable wages and benefits. B. Direct compensation refers to pay systems; indirect compensation refers to benefits. C. Direct compen- sation refers to voluntary wages and benefits; indirect compensation refers to government-mandated wages and benefits. D. Direct compensation refers to wages paid to the employee on a regular basis; indirect compensation refers to employer contributions to a retirement account.: B. Direct compen- sation refers to pay systems; indirect compensation refers to benefits.
salaries far below those of the current jobholders. B. a new employee makes more than the current jobholder. C. all employees in the same position receive the same salary. D. Foreign subsidiaries pay less than domestic subsidiaries for the same position.: B. a new employee makes more than the current jobholder.
which phase of training? A. Development B. Analysis C. Design D. Evalua- tion: B. Analysis
provide? A. 30 days' notice if 500 full- and part-time employees at one site will be laid off. B. 60 days' notice if 33% of full-time employees at one site will be laid off. C. 60 days' notice if 500 full- and part-time employees will be laid off. D. 90 days' notice if a layoff is considered permanent.: B. 60 days' notice if 33% of full-time employees at one site will be laid off.
professional conduct scientific research? A. Problem analysis, hypothesis formulation, data collection, data examination. B. Data collection, hypoth- esis formulation, data examination, problem analysis. C. Problem analysis, data collection, hypothesis formulation, data examination. D. Hypothesis formulation, problem analysis, data collection, data examination.: A. Problem analysis, hypothesis formulation, data collection, data examination.