ORGANIZATION
27. The first step toward linking an organization’s jobs with its vision, mission, goals, and objectives is to:
A. Conduct a task analysis
B. Create a job specification
C. Perform a job audit
D. Conduct a job analysis
D. Conduct a job analysis
43. Which of the following quality control tools would be best when evaluating whether a reduction in sales staff correlates to the decrease in sales?
A. Fishbone diagram
B. Scatter diagram
C. Pareto chart
D. Histogram
B. Scatter diagram
44. What post-training evaluation method utilizes performance evaluations to measure success?
A. Reaction
B. Learning
C. Behavior
D. Results
D. Results
33. Which type of discrimination occurs when an applicant or employee is treated differently because of his or her membership in a protected class?
A. Disparate impact
B. Harassment
C. Disparate treatment
D. Retaliation
C. Disparate treatment
39. What is the purpose of a risk scorecard?
A. To make a record of safety incidents and how they happened
B. To develop a history of risk events
C. To identify and track known risk patterns
D. To gather individual assessments of various risk characteristics
D. To gather individual assessments of various risk characteristics
42. Under the factor comparison method, jobs are evaluated through the use of:
A. Predetermined wage classes
B. A wage/salary conversion table
C. A scale based on compensable factors
D. A comparison with market pricing
C. A scale based on compensable factors
40. Which employee lifecycle (ELC) phase would most likely have the greatest effect on a millennial in today’s workforce?
A. Recruitment and selection
B. Training and development
C. Performance management
D. Transition
B. Training and development
32. What is the International Organization for Standardization (ISO) definition of risk?
A. Coordinated activities to direct and control an organization with regard to risk
B. Having an adverse effect
C. The effects of uncertainty on objectives
D. Action taken to manage a risk
C. The effects of uncertainty on objectives
30. Which of the following terms refers to collapsing multiple pay ranges into a single-wide pay range?
A. Wide banding
B. Pay compression
C. Green circle rates
D. Broadbanding
C. Broadbanding
1. You are an HR Administrator working for a small retail sales company. A team member recently returned to work from a 5-day absence during which he used his accrued sick leave. Employees have been disciplined in the past for using sick leave as time off to do paid work for others. A co-worker tells you confidentially that he knows the individual involved and that he was told that these were the circumstances involved with his absence. What do you do?
A. Arrange to discuss this with your manager immediately as this cannot be allowed to continue.
B.Confront the individual, making it clear that this behavior is not acceptable
C.Speak to the individual to find out whether this is true
D.Speak further with the co-worker to find out what other information he has on the matter
A. Arrange to discuss this with your manager immediately as this cannot be allowed to continue.
31. One of the competitive advantages of a small marketing company is its highly capable IT department. The company has been able to leverage the IT competencies to secure additional client business and has a dozen projects on the horizon. HR in collaboration with IT has determined that it is time to implement an HRIS. At this stage of development, the organization’s needs are relatively standard. Which of the following would be the best choice in this scenario?
A. Outsource the project
B. Build an HRIS in-house
C. Customize an off-the-shelf solution
D. Build portions of the system and outsource the rest of the work
C. Customize an off-the-shelf solution
28. Which of the following questions addresses an economic PEST factor?
A. Do any tax or other socialized incentives exist that will impact hiring practices?
B. How will generational attitude shifts influence recruitment efforts?
C. Will the unemployment rate significantly affect the job market?
D. Are there infrastructure changes that will affect work patterns?
C. Will the unemployment rate significantly affect the job market?
27. The first step toward linking an organization’s jobs with its vision, mission, goals, and objectives is to:
A. Conduct a task analysis
B. Create a job specification
C. Perform a job audit
D. Conduct a job analysis
D. Conduct a job analysis
34. HR manager is in an organization that is considering conducting some layoffs because the organization is suffering from two consecutive poor quarters. The company has communicated to the public that the financials would be positive for this quarter and that revenue per employee would be up and back to normal levels. The revenue per employee is still down, and a reduction in staff can bring the number back up to normal levels. The leadership team and especially the CFO feel this action is critically necessary. The leadership team is concerned about information leaking about the layoff too soon, resulting in premature turnover of valued staff.
What are the more critical actions the HR team should take to prepare for a potential reduction in force?
A. The HR team should discuss the potential recommendations from all stakeholders, review the specific laws that impact layoffs, and immediately contact outplacement companies to assist in the action.
B. The HR team should select the small team that will be involved in the planning, understand the business condition that is requiring the action, and conduct a thorough analysis of the situation.
C. The HR team should select who will be on the team, maintain strict confidentiality, research the previous layoffs, consult appropriate legal concerns, and conduct all appropriate analysis.
D. The HR team should understand the financials that led to the decision, meet regularly with the management team, and immediately get all the packets together for the decisions that will be made.
C. The HR team should select who will be on the team, maintain strict confidentiality, research the previous layoffs, consult appropriate legal concerns, and conduct all appropriate analysis.
35. The HR manager is in an organization that is considering conducting some layoffs because the organization is suffering from two consecutive poor quarters. The company has communicated to the public that the financials would be positive for this quarter and that revenue per employee would be up and back to normal levels. The revenue per employee is still down, and a reduction in staff can bring the number back up to normal levels. The leadership team and especially the CFO feel this action is critically necessary. The leadership team is concerned about information leaking about the layoff too soon, resulting in premature turnover of valued staff.
What steps can be taken to reduce the potential for information leaking about the layoff?
A. The steps that can be taken include delaying the decisions, ensuring everything is prepared, and training all managers and leaders to communicate with laid-off employees correctly.
B. The steps that can be taken include expediting the decisions, reducing those involved with the decision, and emphasizing the importance of confidentiality to all individuals involved in the planning.
C. The steps that can be taken include delaying the decisions, involving all stakeholders with the decision, and emphasizing the importance of reducing liability involved in the planning.
D. The steps that can be taken include reducing liability, reducing those involved with the decision, and emphasizing the importance of confidentiality to all individuals involved in the planning.
B. The steps that can be taken include expediting the decisions, reducing those involved with the decision, and emphasizing the importance of confidentiality to all individuals involved in the planning.
45. One employee is not succeeding as well as the other two employees in the department. The other two have exceeded the standard consistently for almost an entire year, and they were both promoted with a pay increase. The first employee complained because he did not understand. Based on the Adams Equity Theory, he wanted to get a promotion and pay increase as well. He believed he was doing the same level of work they were doing even through the data shows different performance from the others. He claimed it was because of race and discrimination. The other two have significantly outperformed the minority employee, so there are no grounds for his complaint, but the manager is concerned because the employee is threatening to sue.
How should HR advise the manager going forward?
A. HR should advise the manager to take the concerns voiced by the employee seriously and allow an investigation to happen with full cooperation.
B. HR should advise the manager to take the employee aside and convince the employee to drop the allegation based on data.
C. HR should advise the manager to hear the concerns from the employee, show the employee the objective data, and cooperate with the investigation.
D. HR should advise the manager to ignore the employee based on the data and facts available that can easily support the decisions.
C. HR should advise the manager to hear the concerns from the employee, show the employee the objective data, and cooperate with the investigation.
41. Many countries across the globe have laws prohibiting employment discrimination that follow two very different principles; the first is called equal opportunity where all groups have an equal exposure to opportunities without discrimination. The second legal principle is called reservation, which is recognized as providing:
A. Equal opportunity for all groups and minorities without discrimination
B. Affirmative outreach directed toward underutilized groups or classes
C. Legally mandated percentage quotas or other special considerations for specified groups or ethnic communities
D. Set-asides established for certain nonminority groups
C. Legally mandated percentage quotas or other special considerations for specified groups or ethnic communities
26. The VP of engineering wants the employee handbook updated to include information that pertains only to the engineering department. She wants the rest of the company to know and understand what engineering does and doesn’t have responsibility to accomplish. She thinks the special engineering bonus will play a role in helping other departments learn what the focus is for engineering. The engineering bonus program applies only to engineering, and other departments are not authorized to receive the bonus. The HR team is concerned about the impact that adding the engineering-specific information will have on the other departments in the company that are not even aware that the other bonus exists.
If the VP of engineering prevailed, what steps could be taken to reduce the negative impact on other departments?
A. A communication and marketing campaign could be launched to prepare other departments and explain the purpose of the engineering bonus.
B. Very little can be done, and the HR team should prepare for low morale, a rise in complaints, and frustration with management about the bonus.
C. Work with the VP to focus what is added to help others understand engineering, to prep the communication, and to prepare for employee questions and concerns.
D. Work with the VP of engineering to get bonuses for other departments, enforce an open-door policy, and deal with informal leader comments.
C. Work with the VP to focus what is added to help others understand engineering, to prep the communication, and to prepare for employee questions and concerns.
47. One employee is not succeeding as well as the other two employees in the department. The other two have exceeded the standard consistently for almost an entire year, and they were both promoted with a pay increase. The first employee complained because he did not understand. Based on the Adams Equity Theory, he wanted to get a promotion and pay increase as well. He believed he was doing the same level of work they were doing even through the data shows different performance from the others. He claimed it was because of race and discrimination. The other two have significantly outperformed the minority employee, so there are no grounds for his complaint, but the manager is concerned because the employee is threatening to sue.
What should HR recommend to reduce the negative effect of the Adams Equity Theory on future employment decisions?
A. HR could recommend making policies, procedures, and practices clear and include MBO in the evaluation process to help the employee understand the standards expected.
B. HR could recommend making time to interact with the employee and include a narrative in the evaluation process to help the employees understand how they are doing.
C. HR could recommend making relationships and influence strong and include graphic ratings in the evaluation process to help the employee understand their success.
D. HR could recommend making goals, objectives, and standards clear and including BARS in the evaluation process to help the employee understand their competency level.
D. HR could recommend making goals, objectives, and standards clear and including BARS in the evaluation process to help the employee understand their competency level.
49. Two employees are talking in the lunch room, and they are saying inappropriate things about one of their co-workers. The information is not true; they’re simply saying it to make that employee look bad because they’re jealous of that other employee’s success. As a result of the comments overheard and shared, many employees, supervisors, and managers think that those statements are true. The company leaders decide not to promote this employee because of the false, malicious comments that these two employees made about the employee.
What should the HR team recommend once they are made aware of the facts about the situation?
A. The HR team should recommend conducting an investigation and then take appropriate action based on the investigation.
B. The HR team should recommend conducting an investigation and then take appropriate action and train the company.
C. The HR team should recommend conducting an investigation and then ensure that the liability is targeted to the employees.
D. The HR team should recommend conductin
B. The HR team should recommend conducting an investigation and then take appropriate action and train the company.
50. Two employees are talking in the lunch room, and they are saying inappropriate things about one of their co-workers. The information is not true; they’re simply saying it to make that employee look bad because they’re jealous of that other employee’s success. As a result of the comments overheard and shared, many employees, supervisors, and managers think that those statements are true. The company leaders decide not to promote this employee because of the false, malicious comments that these two employees made about the employee.
What type of training will be most beneficial to prevent this from happening in the future?
A. The most beneficial training will be to focus on ensuring all employees understand the law regarding slander, libel, and false statements.
B. The most beneficial training will be to focus on ensuring all employees understand the law regarding gossip, comments, and false statements.
C. The most beneficial training will be to focus on ensuring all employees understand the law regarding EEOC, discrimination, and prejudicial statements.
D. The most beneficial training will be to focus on ensuring all employees understand the law compared to the company policies and procedures.
A. The most beneficial training will be to focus on ensuring all employees understand the law regarding slander, libel, and false statements.
48. Two employees are talking in the lunch room, and they are saying inappropriate things about one of their co-workers. The information is not true; they’re simply saying it to make that employee look bad because they’re jealous of that other employee’s success. As a result of the comments overheard and shared, many employees, supervisors, and managers think that those statements are true. The company leaders decide not to promote this employee because of the false, malicious comments that these two employees made about the employee.
What are the potential liabilities created by this situation?
A. The company could be exposed to a lawsuit resulting from libel of the employee.
B. The company could be exposed to a lawsuit resulting from slander of the employee.
C. The company could be held liable for the comments made by the employees.
D. There are no liabilities that can be attached to the company.
B. The company could be exposed to a lawsuit resulting from slander of the employee.
46. One employee is not succeeding as well as the other two employees in the department. The other two have exceeded the standard consistently for almost an entire year, and they were both promoted with a pay increase. The first employee complained because he did not understand. Based on the Adams Equity Theory, he wanted to get a promotion and pay increase as well. He believed he was doing the same level of work they were doing even through the data shows different performance from the others. He claimed it was because of race and discrimination. The other two have significantly outperformed the minority employee, so there are no grounds for his complaint, but the manager is concerned because the employee is threatening to sue.
What is the key information to use when discussing the concerns with the first employee who is making the claim?
A. The key information consists of the feelings and concerns behind the decision that can be shared with the employee.
B. The key information consists of the objective data and facts supporting the decision that can be shared with the employee.
C. The key information consists of the policies and procedures supporting the decision that can be shared with the employee.
D. The key information consists of the standards and results supporting the decision that can be shared with the employee.
B. The key information consists of the objective data and facts supporting the decision that can be shared with the employee.