1. Which of the following job categories is not exempted from the FLSA?

executive

administrative

maintenance

Professional

2. Which of the following statements is not an explanation for the decline in union membership over the last 35 years?

Employment has shifted away from manufacturing, a union stronghold, to service occupations, a sector in which unions have had little appeal

Employers have historically opposed unions and have taken an aggressive stand against them

Employers have often found permanent replacements for striking employees, thus making union membership less appealing

Several years ago, federal laws were passed that require unions to be phased out, resulting in the slow decline in union membership over the years

3. __________ is established by setting the organization's pay level in comparison with what the competition pays for similar work.

internal consistency

external competitiveness

employee contributions

Administration

4. The various kinds of security provisions that exist in a union setting are: Which one is illegal in Right to Work states? Is Ohio a Right to Work State

5. A salesperson was unjustly fired in order to prevent the payment of an upcoming commission. What common law would the worker use as a basis for a wrongful discharge suit?

Contract theory

Public policy

Good faith and fair dealing

None of the above

6. MBO systems often fail to gain user acceptance because

Managers dislike all the paperwork required.

Managers do not follow the proper procedures.

Employees dislike the stress they create.

All of the above.  

7.  A program that allows employees to work at home is called

a work-at-home program

job sharing

telecommuting

home deportation

8.  Describe how job analysis information is used in four HR activities/functions

9.  A human resource information system is

a computerized system that contains job and employee information including the work history, skills, and demographic characteristics of employees.

a data base containing standard operating procedures for performing work activities

a computerized system for tracking organizational indicators of productivity, including downtime, profits, scrap, rework, and sales

a referral system that enables new employees to identify current employees who are most like to have answers to their questions about the company

10.  Which of the following is not a reason why HRM “best” practices are difficult to implement?

Resistance to change

Ignorance of decision-makers

Political considerations

Lack of knowledge

11.  Which of the following does not represent an issue that must be Addressed when conducting a job analysis?

the performance of job incumbents

the type of information to be collected

how information will be collected

how information will be recorded or documented

12.  Discuss four ways that training helps companies gain a competitive advantage

13. A job description is a

summary of job analysis findings

term that is used interchangeably with the term job analysis

pictorial representation of the work environment

written agreement between workers and management specifying performance standards

14. Discuss how outsourcing is being used to increase the effectiveness of HR.

15.  A recruiting problem faced by organizations in good economic times (like what is happening now) is

A recruiting problem faced by organizations in good economic times (like what is happening now) is

discouraging applicants from applying

deciding on the appropriate target population to identify

deciding upon the proper set of job qualifications

generating a large enough applicant pool to fill vacancies

16.  Jill Jones is an extremely intelligent employee. Her boss is so impressed by her intelligence that he rated her high on all aspects of her job performance (even those that she was weak on). This error is called

Recency

Halo

Central tendency

Leniency

17.  To which type of complaint does OSHA respond first?

Fatality or catastrophe investigation

General programmed investigation

Imminent danger

Employee complaint

18. Knowledge of culture allows us to

Predict fairly accurately how individuals “should” behave in a variety of situations

Predict exactly how individuals will behave in a variety of situations

Predict the level of education of the work force

Predict the level of motivation of the work force

19.  "Tell me about the last time you had a conflict with another employee. What was the nature of the conflict, and how did you deal with it?" This is a _____question.

job knowledge

self-evaluative

situational

behavioral based

20. An employee is having difficulty controlling a weight problem. Which of the following listed below is specifically designed to address this kind of problem?

Employee assistance program

Cafeteria benefits plan

Employee wellness program

On-the-job training program

21. One of the best ways for HR professionals to gain credibility with line managers and employees is to

Provide them with a statistical evaluation of the effectiveness of HRM programs

Solicit their options during the development of HRM programs

Invite them to a series of mini-seminars that explain each of the firm’s HRM programs

Ensure that job openings in human resources are made known to them before being advertised to the general public

22. Which of the factors listed below is most often used as the basis for selecting expatriates?

Ability to handle stress

Ability to develop relationships

Technical skills to do the job

Perceptual skills

23. On-the-job training is often ineffective because

Employers are not willing to devote sufficient resources to it

Rapid technological changes make the learned skills obsolete

It is conducted haphazardly

It fails to maintain learner attention

24. Which of the following provisions was included in the National Labor Relations Act?

Permitting states to pass laws outlawing closed shops

Requiring employers to show “substantial and irreparable injury” to property before being granted an injunction barring union activities

A “Bill of Rights” regulating internal union activities

Establishing the union certification election process

25. The terms “accommodation” and “undue hardship” are association with ________________ discrimination

race

sex

disability

age

26. Profit-sharing plans often fail to motivate employee behavior because

The size of the profit-sharing cash pool is usually too small

The interests of the employees are incompatible with those of the employer

Profit-sharing breeds competitive behavior

Employees fail to see the connection between their own behavior and the size of company profits

27. Which of the following items might represent an illegal bargaining item?

Pension benefits

Management rights

Grievance procedures

Closed shop rules

28. Organizations can improve employee retention by using all of the following methods except

realistic job previews

training

quality of work life programs

scientific management

29. Who is an expatriate? Distinguish between different types of expatriates.

30. A yellow-dog is a contract

In which workers promise not to organize, support, or join a union while working for their employer

Prohibits employees for a competitor after they are terminated

That protects a workers right to “blow the whistle” on health and safety violations  

That punishes an employee for taking a job with a competitor of the firm with whom he/she presently works

31. The human resource management function

Is concerned with ensuring that a firm’s human resources have the land, capital, and equipment needed to perform their jobs effectively

Helps an organization deal effectively with its people during the various phases of the employment cycle—pre-selection, selection, and post-selection

Is necessary only in those organizations where labor-management relations are strained

Is irrelevant in an age of rapidly changing work processes

32. The Hazard Communication Standard requires that

Material safety data sheets (MSDS) be written in a specific format for communication to employees  

Employees be notified about any threating work situations in which they might be placed

Pregnant women be kept away from work sites where hazardous material is stored

Employees be told what hazardous substances they are dealing with on the job

33. The EEOC's guidelines on age discrimination forbid

disparate treatment

disparate impact

retaliation

all of the above

34. The main difference between core personnel and contingent personnel is

contingent workers are considered to be "permanent employees," while core employees are considered to be temporary workers

core workers are paid by the employing organization, while contingent workers are usually "loaned" employees who are paid through the supplier organization

contingent employees are variable fee workers, while core employees are fixed fee workers

contingent employees receive a salary from the employing organization and benefits from the supplier, while core employees receive both salary and benefits from the employing organization

35. The most common occupational injury is

Lower back strain

Repetitive motion injury

eye strain

sprained knee