Human Resource Management Final - Quizlet

8/21/2016
Test:HumanResourceManagementFinal|Quizlet
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148 Multiple choice questions
1. In order to be enforced in court, the rights of an employee
a. an obligation to provide a safe workplace
b. Worker Adjustment and Retraining Notification (WARN) Act
c. examine the organization's safety records
d. can be implied from employer expectations about acceptable behavior and performance
2. Provisions stating that if the individual employee leaves the organization, existing customers and clients cannot be
solicited for business for a specific period of time, are contained in a/an
a. non-piracy agreement
b. the government
c. disparate impact
d. no role
http://whyfund.net/Human%20Resources/Test%20%20Human%20Resource%20Management%20Final%20MULTIPLE%20CHOICE.htm
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3. The most widely used long-term performance incentives for executives is/are
a. salary-only
b. rotation
c. stock options
d. job design
4. In order to identify threats and opportunities in the world outside the organization, HR managers must engage in
a. Job Analysis
b. human capital
c. environmental scanning
d. informal
5. The two general uses of performance appraisal, which are often in conflict, are
a. administrative and development
b. Strategic HR management
c. the government
d. employee engagement
6. In order to ward off a complaint of discrimination, every requirement for employment must be ______ _____ ______ for
the position
a. directly job related
b. talent management
c. Responsibilities
d. brain drain
7. T/F: agencies of the federal government fall under the jurisdiction of Title VII
a. True
b. COBRA
c. False
d. career
8. What court case specified that since the reading comprehension test contained actual material that the applicants would
have to learn during a training program, the fact that fewer women and minorities passed the test did not result in
illegal discrimination
a. Washington v. Davis
b. business necessity
c. Job analysis
d. market share
9. A fitness-for-duty test is a/an
a. attempt to detect impairment of abilities
b. Deferred compensation
c. executives and senior managers
d. entitlement; performance
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10. An effective performance management system must have all the following characteristics EXCEPT
a. writing a clause in the employee handbook that all employees are at-will employees
b. it must allow individual employees flexibility in how they will achieve ultimate results
c. require employees to pay a larger proportion of their health benefits costs
d. the behavior of the employing organization's management
11. The extent to which employees feel linked to organizational success and how the organization performs positively is
termed
a. job enlargement
b. market share
c. employee engagement
d. Human resource management
12. Job ____ is the process of shifting a person from job to job
a. rotation
b. Attrition
c. obligation
d. True
13. In an organization with a performance-oriented philosophy,
a. employees only get raises if their productivity has been satisfactory or better
b. Employee assistance programs
c. cost of personal protective equipment per employee
d. shows each employee how much his/her benefits are worth in dollars
14. A/an ____ is issued by the president of the United States to provide direction to government departments on a specific
area
a. brain drain
b. executive order
c. True
d. objective
15. is a lifeline for employees who have been laid off because the employee is able to continue medical benefits for at least
18 months if he/she pays the cost of the insurance.
a. task
b. True
c. COBRA
d. False
16. The first step in the succession planning process is to
a. whether they will get a raise or not
b. offering the employee a firm choice between help and discipline
c. unions are dealing with multi-national firms
d. define the positions that are critical to the organization's strategy
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17. A ____ approach for compensating sales staff is useful when serving and retaining existing client accounts is
significantly more important than generating new sales and accounts
a. COBRA
b. salary-only
c. rotation
d. managers
18. Which of the following is an example of the administrative role of performance appraisal?
a. measuring subordinate's performance for making retention decisions during a layoff
b. recovering substance abusers are considered disabled
c. the employee's personal characteristics and his/her life and work goals
d. offering the employee a firm choice between help and discipline
19. T/F: one of the major challenges currently facing HR managers is motivating employees without pay raises and
promotions
a. False (it is not)
b. False (they are not)
c. stock options
d. health insurance
20. _____________is a process that moves people from recruiting and selection through the organization to meet the
employer's need for talent
a. brain drain
b. the government
c. employee engagement
d. talent management
21. ____ is the process of determining how well employees do their jobs relative to a standard and communicating that
information to the employee
a. disparate impact
b. Human Capital
c. performance appraisal
d. organizational
22. Which of the following is a recommended approach to the management of workplace violence?
a. Establish a violence response team
c. health insurance
d. sales commission
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23. The ____ Act made certain anti-union actions by management unfair labor practices
a. True
b. COBRA
c. Wagner
d. benefit
24. Unit labor cost is a measure of
a. stock options
b. productivity
c. career
d. Rights
25. Under the 1991 Civil Rights Act, employers must show that an individual's race, color, religion, sex, or national origin
played ______ _______ in their employment practices
a. no role
b. task
c. add value
d. under 10%
26. what is the designing of organizational systems to ensure that human talent is used effectively and efficiently to
accomplish organizational goals
a. employee engagement
b. Human resource management
c. talent management
d. non-piracy agreement
27. In large for-profit organizations, the CEO's base salary is
a. likely to be less than half of his/her total compensation
b. Establish a violence response team
c. whether they will get a raise or not
d. they can be seen as favoritism
28. It requires employers to give a 60-day notice before a layoff or facility closing involving more than 50 people
a. National Labor Relations Board
b. satisfaction with meeting a tight deadline
c. bread-and-butter economic issues
d. Worker Adjustment and Retraining Notification (WARN) Act
29. Estimated union membership in the U.S. is roughly ____ of the private sector workforce
a. COBRA
b. benefit
c. under 10%
d. informal
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30. T/F: transactional skills are a focus of strategic HR

a. talent management
c. job enlargement
d. False
31. What is a systematic way to gather and analyze information about the content, context and human requirements of jobs
a. Work flow analysis
b. Job Analysis
c. HR Audit
d. job enlargement
32. Financial measures that can be used to judge executive performance include all of the following EXCEPT
a. False
b. Wagner
c. career
d. market share
33. If employees feel their pay is unfair, they are likely to do or feel all the following EXCEPT
a. lose self-esteem
b. competency
c. business necessity
d. Job analysis
34. If an employee has the right to a safe working environment, the employer has
b. an obligation to provide a safe workplace
c. entitlement; performance
d. matching stock purchase plans
35. Typically, once an OSHA inspector's credentials have been examined and an opening conference has been held with an
HR representative, the OSHA inspector's first step will be to
b. environmental scanning process
d. organizational
36. If members of a protected class are under-represented in the workplace, the condition of ____ exists
a. competency
b. managers
c. market share
d. disparate impact
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37. The decline in union membership has been attributed to all of the following factors EXCEPT
a. backlash against union militancy
c. False (it is not)
d. Responsibilities
38. One of the major differences between individual incentives and group incentives is that
a. group incentives place social pressure on group members whereas individual incentives do not
b. one piece-rate wage for units produced up to a standard output, and a higher piece-rate wage for units
produced over the standard
d. succession plans are not formalized
39. ____ are obligations to perform certain tasks and duties
a. Responsibilities
b. benefit
c. productivity
d. sustainability
40. The ____ approach to safety management focuses on designing jobs, developing and implementing safety policies, and
using safety committees
a. rotation
b. organizational culture
c. Human Capital
d. organizational
41. Ultimately, performance management links organizational strategy to organizational
a. COBRA
b. competency
c. task
d. results
42. ____ studies the way work moves through the organization in order to improve efficiency
a. Job analysis
b. protected class
c. salary-only
d. Work flow analysis
43. The "Employee Free Choice Act" has been proposed as a change to current U.S. labor laws. This proposed law would
a. increase in quantity of output per employee
b. allow a union to be certified in a workplace if 50 percent of employees in a unit signed authorization cards
c. likely to be less than half of his/her total compensation
d. cost of personal protective equipment per employee
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44. In most developed countries, ____ provide/s most health and retirement benefits for citizens
b. the government
c. informal
d. Ergonomics
45. This can be stressful for managers and employees because it may pinpoint that current job incumbents are not doing
all the job tasks that should be done
a. job enlargement
b. False
c. brain drain
d. Job analysis
46. ____ is the study and design of the work environment to address the physiological and physical demands on individuals
a. Rights
b. objective
c. Ergonomics
d. no role
47. A differential piece-rate system pays employees
a. one piece-rate wage for units produced up to a standard output, and a higher piece-rate wage for units
produced over the standard
b. cost of personal protective equipment per employee
c. a person with no legitimate relationship to the business
d. that an employee join the union, usually 30 to 60 days after being hired
48. The HR unit is typically responsible for all of the following EXCEPT
a. executives and senior managers
b. statutory right of the employee
c. recommending pay increases for employees
49. The downside of bonuses is that
a. employees who are passed over may become jealous of the bonus recipient
b. Establish a violence response team
c. employees and managers do not like to use them
d. a person with no legitimate relationship to the business
50. In order to ____ _____ to the human capital of the organization HR must have good metrics about the HR side of the
business
a. add value
b. career
c. under 10%
d. COBRA
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51. The _________ Act is considered pro-management

a. Taft-Hartley
b. Attrition
c. market share
d. True
52. Essentially, ____ identify what the organization is paying an employee to do
a. rotation
b. job design
c. no role
d. job duties
53. Under the Americans with Disabilities Act,
a. recovering substance abusers are considered disabled
b. employees and managers do not like to use them
c. performance appraisal
d. recommending pay increases for employees
54. __________ is the use of human resource management practices to gain or keep a competitive advantage
a. non-piracy agreement
b. job enlargement
c. Strategic HR management
d. Human resource management
55. recognizing differences among items or people
a. stock options
b. design
c. discrimination
d. Attrition
56. ____ are powers, privileges, or interests that belong to a person by law, nature, or tradition
a. COBRA
b. obligation
c. design
d. Rights
57. How is workers' compensation usually funded?
a. indirect reward for employees
b. employees who are passed over may become jealous of the bonus recipient
c. the behavior of the employing organization's management
d. by insurance purchased by employers from a private carrier or state insurance fund or by self-insurance
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58. The three phases of business processes re-engineering are

a. return on investment
b. design
c. brain drain
d. rethink, redesign, retool
59. The ____ approach to job analysis considers how the employees' knowledge and skills are used
a. career
b. no role
c. COBRA
d. competency
60. If an organization's competitive strategy relies on long-term relationships with the clients who purchase the
organization's goods and services, the organization should reward its employees from its executives to its sales staff
with incentives based on
a. a tool for competitive advantage
c. a rolling five-year measure of financial performance
d. unions are dealing with multi-national firms
61. Procedural justice deals with which of the following questions?
a. business necessity
b. environmental scanning
c. manufacturing to service
d. Was the decision-making process fair?
62. Compensation is one of the organization's largest expenditures. Compensation philosophies and systems vary from one
organization to the next. Why is that?
a. examine the organization's safety records
b. Different organizations have different organizational objectives and strategies
c. identification of mentally-ill employees
d. Worker Adjustment and Retraining Notification (WARN) Act
63. If an employee is terminated for reasons that are illegal or improper, this is termed
a. results
b. False
c. wrongful discharge
d. HR Audit
64. ________________ is the assessment of internal and external conditions that affect the organization
a. job enlargement
b. Environmental scanning
c. the government
d. rotation
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65. A good automated talent management system could be expected to answer the question
a. How many of the nursing staff are licensed nurse practitioners?
b. manufacturing to service
c. attempt to detect impairment of abilities
d. whether they will get a raise or not
66. The main responsibility for conducting performance appraisals lies with
a. managers
b. Wagner
c. design
d. True
67. Individual-centered career planning focuses on
a. employees and managers do not like to use them
b. require employees to pay a larger proportion of their health benefits costs
c. the parties' statutory rights
d. the employee's personal characteristics and his/her life and work goals
68. A law that has impacted succession planning for CEOs is
a. performance appraisal
b. the government
d. the Sarbanes-Oxley Act
69. A/an ____ appraisal is conducted as part of the day-to-day working relationship between a manager and an employee
a. informal
b. no role
c. COBRA
d. Work
70. ROI is the organization's
a. return on investment
b. productivity
d. the government
71. Pay increases for individual, non-executive, employees in a compensation system based on individual performance are
typically decided by
a. operating managers
b. Wagner
c. Ergonomics
d. brain drain
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72. Substance abuse is of concern to employers because

a. drug use is immoral
b. human capital
c. organizational
d. job design
73. In order for any organizational strategy to be successful, the HR function must having the right _____ in the right _____
at the right ______ (comas in between answers)
a. job enlargement
b. people, place, time
c. productivity
d. Responsibilities
74. An employee's entitlement to a minimum wage is guaranteed by federal law. Consequently, it is a
a. outcome of the practice on employees
c. statutory right of the employee
75. What is the purpose of developmental feedback?
a. a person with no legitimate relationship to the business
b. to plan for the employee's future opportunities inside the organization
d. the parties' statutory rights
76. The most constructive way to view benefits is
c. competency
d. return on investment
77. The vast majority of workplace homicides are committed by
b. a person with no legitimate relationship to the business
d. collective action in the workplace
78. Employment-at-will is a common-law doctrine holding that
a. an employer has the right to hire, fire, demote, or promote whomever it chooses except as limited by law or
contract
b. shows each employee how much his/her benefits are worth in dollars
c. a person with no legitimate relationship to the business
d. allows employees to select the benefits they prefer from groups of benefits established by the employer
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79. All of the following are common criteria of employee performance EXCEPT
a. matching stock purchase plans
b. performance appraisal
c. indirect reward for employees
d. acting in accordance with ethical principles
80. The recommended action for supervisors when first confronting an employee who is suspected of being a substance
abuser is
b. offering the employee a firm choice between help and discipline
c. satisfaction with meeting a tight deadline
81. The collective value of the capabilities, knowledge, skills, life experiences and motivation of an organizational
workforce is called
a. under 10%
b. job design
c. benefit
d. human capital
82. The main determinant of whether employees will use an EAP is
a. statutory right of the employee
b. whether they will get a raise or not
c. they can be seen as favoritism
d. if employees believe their use of the EAP will be confidential
83. All of the following are reasons for the decline in union membership in the U.S. EXCEPT
a. unions' historical failure to pass worker-friendly legislation
b. a tool for competitive advantage
c. a rolling five-year measure of financial performance
84. In the HR context, what is defined as the ability to continue to operate, survive and adjust to significant change
a. sustainability
b. Taft-Hartley
c. human capital
d. salary-only
85. Employee benefits are a/an
a. Strategic HR management
c. indirect reward for employees
d. outcome of the practice on employees
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86. T/F: The U.S. education system is not generating the types of qualified workers needed in the economy.
a. task
b. Work
c. True
d. career
87. The most fundamental anti-discrimination employment law, the one that is considered the keystone for following
legislation, is the
a. organizational
b. Civil Rights Act of 1964
c. obligation
d. discrimination
88. In the U.S., the primary determining factor in whether employees unionize is
b. executives and senior managers
d. the behavior of the employing organization's management
89. The shift from ______________ industries has reduced the proportion of unionized jobs in the U.S. economy
a. health insurance
b. managers
c. manufacturing to service
d. brain drain
90. A(n) ____ is a formal research effort that evaluates the current state of HR management in an organization
a. job duties
b. HR Audit
c. True
d. Wagner
91. Of all the benefits paid by employers, on average ____ make up the largest proportion of costs
a. salary-only
b. health insurance
c. disparate impact
d. Attrition
92. Talent management includes all of the following HR activities EXCEPT
a. rotation
b. benefit
c. objective
d. job design
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93. Flexible benefits plans have grown more popular because

a. improves employee retention and performance motivation
b. require employees to pay a larger proportion of their health benefits costs
c. employee family and work situations are more variable than they were in the past
d. employees who are passed over may become jealous of the bonus recipient
94. an effort directed toward producing or accomplishing results
a. Work
b. True
c. career
d. design
95. During the performance appraisal process, employees tend to focus on
a. the government
b. they can be seen as favoritism
d. False (they are not)
96. A common problem with talent management information systems is that
a. succession plans are not formalized
b. bread-and-butter economic issues
d. collective action in the workplace
97. A/an ____ is an indirect reward given to an employee or group of employees because they are members of the
organization
a. task
b. managers
c. design
d. benefit
98. At the heart of most executive performance-based incentive plans is the idea that
a. the behavior of the employing organization's management
b. employees only get raises if their productivity has been satisfactory or better
c. Different organizations have different organizational objectives and strategies
d. executives should be rewarded if the organization grows in profitability and value over a period of years
99. All of the following should be included as part of security audit EXCEPT
a. recommending pay increases for employees
b. operating managers
c. identification of mentally-ill employees
d. environmental scanning process
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100. A major trend regarding diversity is that with the retirement of baby boomers, employers will experience a
a. brain drain
b. rotation
c. benefit
d. Rights
101. The two basic compensation philosophies, which should be seen as opposite ends of a continuum, are the ____ and the
____ orientations
a. Environmental scanning
b. executive order
c. health insurance
d. entitlement; performance
102. The three key activities in individual career management include all of the following EXCEPT
a. the organization's culture
b. succession plans are not formalized
c. building a political network in the organization and profession
d. define the positions that are critical to the organization's strategy
103. What court case placed the burden of proof on the employer to show that the practice in question is actually a business
necessity
a. wrongful discharge
b. drug use is immoral
c. Griggs v. Duke Power
d. job duties
104. Unions in the United States focus primarily on
a. health insurance
b. Washington v. Davis
c. business necessity
d. bread-and-butter economic issues
105. The ____ enforces the Wagner, Taft-Hartley and Landrum Griffin Acts
a. National Labor Relations Board
b. Responsibilities
c. organizational
d. rethink, redesign, retool
106. Profit-sharing and ESOPs are ____ -level incentives
a. human capital
b. objective
c. Attrition
d. organizational
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107. ____ occurs when individuals who quit, die or retire are not replaced
a. rotation
b. obligation
c. Attrition
d. Rights
108. ____ provide(s) counseling and other help in a non-work setting to employees having emotional, physical, or other
personal problems
a. people, place, time
c. False (they are not)
109. Job ____ refers to organizing tasks, duties, and responsibilities into a productive unit of work
a. False
b. design
c. task
d. results
110. Performance and talent management fits into the total rewards approach in all of the following ways EXCEPT
a. examine the organization's safety records
b. in a total rewards approach, traditional "membership" benefits such as insurance can be tied to performance
levels
c. if employees believe their use of the EAP will be confidential
111. Which of the following would be an example of an intrinsic reward?
a. an obligation to provide a safe workplace
b. environmental scanning
112. The ability of an organization to compete with other organizations for a sufficient supply of human resources with the
appropriate capabilities is one input into the
a. entitlement; performance
b. Environmental scanning
c. Employee assistance programs
113. A security audit team would make use of all the following individuals EXCEPT
a. False (it is not)
b. human capital
c. Responsibilities
d. industrial psychologists
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114. In a legal determination of whether discrimination has occurred, the ____ is most important
a. identification of mentally-ill employees
b. matching stock purchase plans
c. a tool for competitive advantage
d. outcome of the practice on employees
115. The main succession problem in closely-held family firms is that
b. performance appraisal
116. ____ are the fundamental duties of a job
a. essential job functions
b. discrimination
c. job duties
d. directly job related
117. All of the following are ways to measure the effectiveness of safety efforts EXCEPT
b. attempt to detect impairment of abilities
c. increase in quantity of output per employee
118. A union shop requires
b. that an employee join the union, usually 30 to 60 days after being hired
d. attempt to detect impairment of abilities
119. A flexible benefits plan
a. How many of the nursing staff are licensed nurse practitioners?
b. an employer has the right to hire, fire, demote, or promote whomever it chooses except as limited by law or
contract
c. allows employees to select the benefits they prefer from groups of benefits established by the employer
d. likely to be less than half of his/her total compensation
120. HR-related performance measures for a variable pay plan include all the following EXCEPT
a. collective action in the workplace
b. statutory right of the employee
d. increase in quantity of output per employee
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121. ____ is an example of an organizational-level variable pay system

a. Deferred compensation
b. obligation
c. informal
d. stock options
122. Whether employees and managers of an organization behave ethically is fundamentally a function of
c. the government
d. operating managers
123. Involves broadening the scope of a job by expanding the number of different tasks to be performed
b. the government
c. Job analysis
d. job enlargement
124. "Cost sharing" benefits plans
a. require employees to pay a larger proportion of their health benefits costs
b. shows each employee how much his/her benefits are worth in dollars
d. a person with no legitimate relationship to the business
125. A disadvantage of "employee of the month" type awards is that
a. they can be seen as favoritism
c. drug use is immoral
d. False (it is not)
126. Which of the following would NOT typically be included in an employment contract?
b. the parties' statutory rights
c. Employee assistance programs
d. executives and senior managers
127. A practice necessary for safe and efficient organizational operations is called a/an
a. benefit
b. business necessity
c. human capital
d. brain drain
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128. An effective safety training system has all the following characteristics EXCEPT
a. training managers and their subordinates simultaneously
b. outcome of the practice on employees
c. the organization's culture
d. bread-and-butter economic issues
129. A distinctive, identifiable work activity composed of motions is a
a. task
b. add value
c. design
d. job duties
130. An employer can avoid a case of wrongful discharge by following all of the following steps EXCEPT
a. writing a clause in the employee handbook that all employees are at-will employees
b. the firm has a succession plan in place for all holders of critical jobs
d. building a political network in the organization and profession
131. Counting the number of items a clerk scans per hour is be an example of a/an ____ measure of performance
a. True
b. job duties
c. objective
d. Attrition
132. In the United States, a union is a formal association of workers that promotes the interests of its members primarily
through
c. collective action in the workplace
d. Employee assistance programs
133. In the reciprocal relationship, each right of employers and employees comes with a corresponding
a. Rights
b. job design
c. obligation
d. organizational
134. If talent management is effective in a firm
a. attempt to detect impairment of abilities
b. whether they will get a raise or not
c. acting in accordance with ethical principles
d. the firm has a succession plan in place for all holders of critical jobs
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135. An employer is responsible for a "serious" OSHA violation that could cause death or serious physical harm to an
employee
a. if it did not know about the violation, but should have known about it
b. satisfaction with meeting a tight deadline
d. acting in accordance with ethical principles
136. A "personal statement of benefits"
a. likely to be less than half of his/her total compensation
b. attempt to detect impairment of abilities
c. shows each employee how much his/her benefits are worth in dollars
137. The ____ type of pay-for-performance system is most likely to induce employees to behave unethically
a. stock options
b. sales commission
c. job design
d. rotation
138. Identifies the tasks, duties, and responsibilities of a job
a. job enlargement
b. Job description
c. results
d. productivity
139. When the organization ties formal succession plans to career paths for employees it
b. collective action in the workplace
c. improves employee retention and performance motivation
d. Was the decision-making process fair?
140. The ILO (International Labour Organization) has become more active in recent years because
a. Deferred compensation
b. executives and senior managers
d. organizational
141. In order to show how the rate of compensation changes compares with the rate of changes in the organization's
revenues overall
a. a person with no legitimate relationship to the business
b. compensation metrics should be calculated each year and compared with previous years' metrics
d. offering the employee a firm choice between help and discipline
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142. A/an ____ is a sequence of work-related positions a person occupies throughout life
a. False
b. COBRA
c. Wagner
d. career
143. The shared values and beliefs of an organization is its
a. operating managers
c. no role
d. sustainability
144. Traditionally, formal employment contracts were negotiated mainly for
a. executives and senior managers
b. executive order
c. entitlement; performance
d. indirect reward for employees
145. The collective value of the competencies, knowledge and skill of the employees in the organization is known as the
organization's
a. objective
b. organizational
c. Human Capital
d. HR Audit
146. Research has shown that performance-driven organizational cultures
a. increase in quantity of output per employee
b. recommending pay increases for employees
c. tend to have significantly higher financial results compared with other types of organizational cultures
d. identification of mentally-ill employees
147. Individuals who fall within a group identified for special treatment under equal employment laws and regulations, are
members of a/an
a. stock options
b. Job analysis
c. protected class
d. task
148. Which of the following is NOT a non-monetary reward?
b. Washington v. Davis
c. Strategic HR management
d. industrial psychologists
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Human Resource Management Final - Quizlet

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Human Resource Management Final - Quizlet

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What are some important laws and regulations covered in the document?

What are some common types of compensation and incentives used in organizations?

8/21/2016

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30. T/F: transactional skills are a focus of strategic HR

51. The _________ Act is considered pro-management

58. The three phases of business processes re-engineering are

72. Substance abuse is of concern to employers because

93. Flexible benefits plans have grown more popular because

121. ____ is an example of an organizational-level variable pay system

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