3. (TCO 2) The four major areas of human resource management are (Points : 5)
training, development, legal, and outsourcing.
training, development, IRS, and benefits.
employment, training and development, compensation and benefits, and employee relations.
hiring, firing, promoting, and training.
Question 4. 4. (TCO 2) Which of the following refers to an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR functions? (Points : 5)
Question 5. 5. (TCO 3) Which of the following best defines termination at will? (Points : 5)
Employees can refuse to collaborate with specific coworkers for personal reasons.
Either the employer or the employee can end the employment relationship at anytime.
Employers can deny employees' requests for vacation and leave for any reason.
Customers can end relationships with service providers for any reason at anytime.
Question 6. 6. (TCO 3) You are vice president of human resources of a large pharmaceutical manufacturer. Your firm has a longstanding tradition of promoting from within. New hires are fresh college graduates with no experience and no advanced degrees. Your firm is being sued by Ed, a 45-year-old MBA, who has attempted to apply for a general manager job and was not even given an interview. He knows the position is available because the incumbent died and the obituary was public information. He is claiming age discrimination. Which of the following discrimination defenses should be employed? (Points : 5)
The 4/5 rule
Performance ratio comparison
No valid defense—the policy is suspect and could result in adverse impact and treatment claims
Question 7. 7. (TCO 4) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech's top executives are evaluating the firm's hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment.
Which of the following best supports the argument that Health-Tech should make significant changes to its disciplinary process? (Points : 5)
According to surveys, Health-Tech employees feel that managers do not listen to their concerns or take their opinions seriously.
Health-Tech requires employees to receive annual ethics training to ensure that they understand the firm's latest policies.
Health-Tech's main competitor uses fictional scenarios to test applicants' morality and has fewer ethics problems than Health-Tech.
Historically, arbitrators have overturned the dismissal decisions of Health-Tech's managers because of unclear company rules.
Question 8. 8. (TCO 4) Larry has worked for a 2,500-employee chemical manufacturer, ABCHEM, for 2 years. He went to work on Monday morning to find his key no longer fit the front door lock and a new sign—FUTURE HOME OFFICE OF ALLIED PLASTICS—on the front door. He called his office and found that the telephone had been disconnected. He then noticed the local paper with headlines, "ABCHEM Sells Plastics Subsidiary: 2,000 Layoffs!" Larry remembered the letter he received from the HRM department 3 months earlier that had warned of this probable plant closing, but he ignored it as a rumor. Which protection is Larry given under WARN? (Points : 5)
He is entitled to an amount equal to pay and benefits for up to 60 days.
His job must be given back to him.
No protection—he was notified in an appropriate manner.
No protection—the employee layoff number is too small.
Question 9. 9. (TCO 5) A written statement of what a job holder does, how it is done, under what conditions it is done, and why it is done is (Points : 5)
a job evaluation.
a job analysis.
a job assessment.
a job description.
a job specification.
Question 10. 10. (TCO 5) Leona has gathered job analysis data with a structured questionnaire for managerial jobs in remote locations of her firm. Exit interviews have produced comments such as, "You should have told me what was really expected." She wants to use an additional collection technique to avoid misrepresentation in job descriptions. Leona's boss told her, "Be thorough. Job analysis time and cost are nothing compared to the cost of replacing these managers." Which method should she use? (Points : 5)
Question 11. 11. (TCO 6) When using either a trend analysis or a ratio analysis, it is assumed that _____ will remain the same. (Points : 5)
Question 12. 12. (TCO 6) Jane is the director of recruiting for a large corporation. Which of the following is a warning signal that her efforts are not effective? (Points : 5)
Recruiting costs have increased 5% over the last 3 years.
Twenty-five percent of resumes are received through the Internet.
Jane's secretary spends more time acknowledging ad responses from qualified applicants than she did a year ago.
Jane's secretary spends more time acknowledging ad responses from underqualified applicants than she did a year ago.
Question 13. 13. (TCO 7) Which of the following things should not be discussed in the initial job screening telephone interview? (Points : 5)
The applicant’s relevant experience
The applicant’s relevant education
The applicant’s interest in the company
The date for the face-to-face interview
The job’s salary range
Question 14. 14. (TCO 7) Which of the following is not true regarding interviewing? (Points : 5)
Prior knowledge about the applicant can bias the interviewer's evaluation.
Structured interviews are less reliable than unstructured interviews.
The interviewer tends to favor candidates who share their own attitudes.
Interviewers have short and inaccurate memories.
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