HRM 531-Human Capital Management Final Exam - 1 Which question should not be important in evaluating the value of training?

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HRM 531-Human Capital Management Final Exam


1 Which question should not be important in evaluating the value of training?
Was the cost of training within the budget?
Is the change due to training?
Is the change positive related to organizational goals?
Did change occur?

2 For organizations, _________ is an indirect cost associated with downsizing.
administrative processing
an increase in the unemployment tax rate
outplacement
severance pay

3 Employee demotions usually involve.
a reduction in pay but no loss of opportunity, status, or privilege
a decrease in status and privilege but no loss of opportunity or pay
an increase in pay and more responsibility
a cut in pay, status, privilege, or opportunity

4Hard quotas
represent a mandate to hire or promote specific numbers or proportions of women or minority group members
systematically favor women and minorities in hiring and promotion decisions
are a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and pay
are a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination

5 Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information.
accept
predict
abandon
assign

6 _____ analysis is the level of analysis that focuses on employees specifically.

Employee
Operations
Environmental
Individual

7 Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.
Equal Pay Act (1963)
Sarbanes–Oxley Act (2002)
Pay for Performance Act (2009)
American Recovery and Reinvestment Act (2009)

8 Which is not a quality of Generation Y?
A blurring of the lines between work and leisure time while on the job
The constant need for stimulation/entertainment
Inability to handle numerous projects
Short attention spans

9 This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.
Short-Term Disability laws
The Pension Protection Act (PPA) of 2006
Short-Term Severance Pay laws
Employer Cost Shifting laws

10 When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.
external
secondary
primary
internal

11 Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use?
Organizational development
Information presentation
On-the-job training
Simulation

12 If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable for
loss of consortium
quid pro quo
hostile environment
negligent hiring

13 _____ proceeds from an oral warning to a written warning to a suspension to dismissal.
Due process
Progressive discipline
Procedural justice
Positive discipline

14 Which of the following is a distinctive feature of the U.S. system compared with other countries?
All agreements are of unlimited duration
Low union dues and small union staffs
Wages set by arbitration councils
Exclusive representation

15 If objective performance data are available, which of the following is the best strategy to use?
MBO
summated rating scales
work planning and review
BARS

16 _____ implies that appraisal systems are easy for managers and employees to understand and use.
Acceptability
Sensitivity
Practicality
Reliability

17 Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.
negative transfer of training
applicability of training
reinforcement of training
simulation of training

18 A _____ occurs when parties are unable to move further toward settlement.
mediation
grievance
bargaining impasse
lockout

19 In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work.
defamation
constructive discharge
lifestyle discrimination
invasion of privacy

20 Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.
former employees
outside labor markets
entry-level employees
their subsidiaries

21 ________________ include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others.
Internal pay objectives
General business strategies
Nonfinancial rewards
Social responsibilities

22 The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?
Monetary damages and jury trials
Race-norming
Adverse impact
Affirmative action

23 Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2)
control-based compensation
the Scanlon plan
the Rucker plan
recognition is a major factor in motivation

24 ___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.
Selection
Recruiting
Placement
Performance management

25 when conduction a performance feedback discussion, active listening requires
verbal communications only
interruptions to get your point across
summarizing your key points
summarizing what was said and what was agreed to

26 What can affirmative action assist organizations in achieving that diversity initiatives cannot?
Maximizing workforce commitment
Correcting specific problems of the past
Maximizing creativity
Increased productivity

27 In determining the competitiveness of benefits, senior management tends to focus mainly on
value
cost
security
worth

28 What is our country’s income maintenance program?
ERISA (1974)
Social Security
PPA (2006), 401(k)
COBRA (1985)

29 ____________ is the biggest hurdle to overcome in a pay-for-performance plan.
Salary cap performance level
Compensation equation
Inflation
Merit-pay increases

30 To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers should
present only the employee’s perspective
present only the manager’s perspective
have friends testify
document appraisal ratings and reason for termination

 

Solution - HRM 531-Human Capital Management Final Exam
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