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Human Resource
Q:
The WARN Act requires employers to give 60 days notice to their competitors if there is going to be a layoff of 500 or more employees.
Q:
The general principles of performance management may apply in most countries, but the specific methods that work in one country may fail in another.
Q:
While making data driven decisions is important in other areas of HRM, decisions related to HR planning and recruitment are most effective using more subjective, intuitive methods.
Q:
In the context of the effects of culture on training design, a culture with a long-term orientation will have trainees who are likely to accept development plans and assignments.
Q:
In the context of the effects of culture on training design, trainers are expected to be authoritarian and controlling of session in cultures low in power distance.
Q:
The so-called digital divide is becoming larger, causing recruiters to become even more creative as they attempt to source a diverse pool of applicants.
Q:
Culture shock is the first emotional stage an expatriate experiences upon starting a foreign assignment.
Q:
It is important for recruiters to consider how changes to overall compensation would impact the companys ability to attract applicants to a job.
Q:
Research has found successful completion of overseas assignments to be most likely among employees who are extroverted, agreeable, and conscientious.
Q:
HR planning is a task that is accomplished without regard or connection to the business plan.
Q:
One of the significant trends in creative HR planning is the use of permanent part-time employees.
Q:
Expanding opportunities in fast-developing nations such as China and India has limited the ability of organizations to tap into the immigrant workforce.
Q:
Identifying the relevant labor market is an important step towards deciding the type of recruiting method to be used.
Q:
As a mid-level manager working at a company that rewards high performance work practices, you should emphasize external recruitment over internal recruitment.
Q:
Compared with other countries, the United States does not allow employers much latitude in reducing their workforce, the emphasis being more on protecting jobs.
Q:
Increased group-level diversity always leads to improved performance.
Q:
A country's political system does not usually affect human resource management.
Q:
Trend analysis, simple and multiple linear regression analysis are qualitative methods for forecasting labor demands.
Q:
Capitalist economic systems provide ample opportunities for educational development because the education system is free to students.
Q:
When are private agencies most effective?
Q:
In general, spending on education is lesser per pupil in high-income countries than in poorer countries.
Q:
Job design aimed at empowerment is likely to be difficult in cultures with high power distance.
Q:
List a few methods available for external recruiting.
Q:
List the three essential steps for recruitment planning.
Q:
In countries with low uncertainty avoidance, people seem to take each day as it comes.
Q:
Describe the organizational recruitment process model.
Q:
List a few steps recommended by Dr. Cascio for enhancing the effectiveness of restructuring and downsizing.
Q:
The most important influence on international HRM is the economic system of the country in which a facility is located.
Q:
List the six steps in trend analysis.
Q:
List the actions organizations can take to manage diversity effectively.
Q:
While international companies build one or a few facilities in another country, multinational companies go overseas on a broader scale.
Q:
What techniques can managers use for forecasting labor demands?
Q:
The usual way that a company begins to enter foreign markets is by setting up operations in those countries.
Q:
Discuss the advantages and disadvantages of internal versus external recruitment sources.
Q:
Third-country nationals are employees from a country other than the parent country or the host country.
Q:
The host country is the country in which the organization's headquarters is located.
Q:
Discuss the advantages and disadvantages of the various media options available when recruiting through advertising.
Q:
The trends and arrangements that encourage international trade also increase and change the demands on human resource management.
Q:
HR planning for positions outside of the U.S. involves
A) A focus on job compatibility, versus RJP
B) Methodology distinctly different from domestic planning
C) Greater complexity and a focus on job compatibility and RJP
D) A focus on only labor supply and not demand
E) Operating in an environment of stability and predictability
Q:
The most effective reengineering efforts are successful when they recognize that
A) having a focus on the customers needs to be put on hold until the dust settles and managers sort out their budgets.
B) it is best to begin with a very generous severance package to control the flow of talent within the organization.
C) labor unions must be neutralized in order for performance to be a high priority in decision making.
D) the organization should focus on short term gains to not be overwhelmed by long term consequences.
E) downsizing individuals that are vital to the creation of customer value will erode the organizations competitive advantage.
Q:
What are the different criteria that employers use to judge a grievance procedure?
Q:
__________ reflects the number of candidates available at a step compared to a previous step.
A) Forecasting
B) Yield ratio
C) Time lapse
D) Work analysis
E) Recruitment
Q:
__________ is an alternative work arrangement that allows workers to work at home or in some other location other than the employers physical premises.
A) Telecommuting
B) Job sharing
C) Employee leasing
D) Part-time workers
E) Temporary employment
Q:
ABC Retailer has posted an advertisement for an entry-level sales position. Although they have received many applications, the applicants do not seem to have the requisite skills or experience for the position. What could the manager do to increase the percentage of qualified candidates?
A) Increase the salary offered for the position and focus on Internet recruiting
B) Ensure that the job opening is posted both on line and in print form
C) Review the content of the advertisement to ensure it reflects a RJP
D) Ensure that there are current performance plans for all sales employees
E) Increase the number of newspapers that run the advertisement
Q:
The __________ technique helps minimize interpersonal and jurisdictional conflicts.
A) trend analysis
B) decentralized
C) markov
D) delphi
E) trend analysis
Q:
In the __________ approach, the HR department examines the current business situation and determines staffing requirements for the rest of the firm.
A) centralized
B) decentralized
C) markov
D) regression
E) trend analysis
Q:
External recruiting is especially effective when?
A) You have a very small budget
B) The company is growing and is trying to increase the diversity of its workforce
C) The position is a very high level, for instance VP of Finance
D) The company needs to boost the morale of its employees
E) You have a large company with a succession plan
Q:
A forecast of labor demand is:
A) Based on an assessment of the availability of individuals in the labor force who are potential recruits of the firm.
B) Proceeded by an inventory of individuals and jobs currently available within the firm
C) Derived from a projection of how business/industry needs will affect human resources
D) Inclusive of a forecast of resource availability both internal and externally available
E) Considered one of the more trivial aspects of human resource planning
Q:
A mature company is expanding into overseas markets. A few U.S. managers will be transferred, but most new employees will be hired. The strategic plan involves focusing on research and development and new technology introduction. Which of the following HR activities will be the highest priority in support of the move and corporate strategy?
A) Succession planning
B) evaluation of downsizing potential
C) Labor supply and demand forecast
D) Turnover analysis
E) Delphi planning
Q:
What three factors define the relevant labor market?
A) Technology, population density, education
B) Occupation, location, industry
C) Union status, inflation, compensation strategy
D) Occupation, population density, compensation strategy
E) education, industry, technology
Q:
Under the National Labor Relations Act, the union has a duty of fair representation, which means the union must:
A. give equal representation to all members of the bargaining unit, whether or not they actually belong to the union.
B. only the key employees of the bargaining unit.
C. represent more than half of the employees in a bargaining unit.
D. not refuse membership to any employee who fits the eligibility criteria decided upon during contract negotiation.
E. allow all members of the union to stand for union office and to vote in the elections.
Q:
Company ABC has been using walk-ins, newspaper ads and referrals for recruitment. In order to determine which source provided the best mix of potentially qualified applicants they would
A) use RJP
B) implement succession planning
C) use regression analysis
D) calculate EPOs
E) calculate yield ratios
Q:
From the point of view of employees, the grievance procedure is an important means of:
A. getting fair treatment in the workplace.
B. settling negotiations between unions and government agencies.
C. interpreting contract terms.
D. facilitating the negotiation process.
E. preventing major delays in production.
Q:
Human resource information systems (HRIS), and replacement charts are methods for __________.
A) forecasting external supply
B) forecasting internal supply
C) forecasting external demand
D) forecasting internal demand
E) forecasting job previews
Q:
What is typically the first step in a grievance procedure initiated by an employee?
A. The grievance is put in writing and submitted to a line manager.
B. The union steward meets with a management representative.
C. Additional local or national union officers are involved.
D. Employee discusses problem with supervisor.
E. Management puts response to grievance in writing.
Q:
All of the following are effective downsizing strategies with the exception of:
A) Understanding that downsizing may be painful, however, it is the best solution when supply is higher than demand.
B) Ensuring that employees are involved in the process and perceive it to be fair.
C) Understanding that attention needs to be paid to not only those who leave, but to those who stay.
D) Be certain to continue to communicate with employees throughout the process.
E) Consider the options of reductions in compensation, work hours or retraining as alternatives to downsizing.
Q:
The process for resolving union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____.
A. complaint protocol
B. chain of command
C. grievance procedure
D. protest procedure
E. corporate campaign
Q:
Which of the following describes the type of arbitration that focuses on enforcing or interpreting contract terms?
A. Final-offer arbitration
B. Interest arbitration
C. Rights arbitration
D. Conventional arbitration
E. Contract arbitration
Q:
Control and evaluation in human resource planning:
A) monitors the effectiveness of human resource plans over time.
B) closes the gap between the current and desired state of affairs.
C) is a process of translating broad strategies into operational tasks.
D) is the ratio of applicants to hires at each step of the selection process.
E) projects how business needs will affect HR needs.
Q:
List the seven general style categories into which O*NET classifies jobs.
Q:
In _____ arbitration, the arbitrator must choose either management's or the union's last offer for each issue or for the contract as a whole.
A. final-offer
B. interest
C. rights
D. conventional
E. vested
Q:
List the chronological steps in effective work analysis.
Q:
Which of the following is true of using a fact finder for resolving conflicts?
A. A fact-finder typically does not report on the reasons for the dispute.
B. A fact-finder is often used for negotiations with governmental bodies.
C. A fact-finder's findings are generally not made public.
D. A fact-finder's findings are binding on the parties.
E. A fact finder does not recommend settlements.
Q:
What do critical incidents describe?
Q:
The least formal and most widely used conflict resolution procedure is:
A. mediation.
B. fact-finding.
C. arbitration.
D. strike.
E. picketing.
Q:
List a few disadvantages to using diaries as a form of work analysis data collection method.
Q:
The _____ is a neutral third party on which the common alternatives to strike rely on.
A. National Labor Relations Board
B. Federal Mediation and Conciliation Service
C. Federal Labor Relations Board
D. Federal Arbitration and Consulting Service
E. National Mediation and Arbitration Commission
Q:
How might work analysis data vary?
Q:
A union denies wage concession in exchange for enhanced job security as in the past it had made similar concessions but the management did not live up to the agreement. Which of the following approaches to bargaining will best address this trust deficit?
A. Distributive bargaining
B. Integrative structuring
C. Attitudinal structuring
D. Intraorganizational bargaining
E. Associate bargaining
Q:
Describe the Job Characteristics Model.
Q:
According to Walton and McKersie, _____ bargaining looks for win-win solutions, or outcomes in which both sides benefit.
A. attitudinal
B. integrative
C. distributive
D. intraorganizational
E. associate
Q:
According to Walton and McKersie, labor-management bargaining that focuses on dividing an economic "pie" between two sides is referred to as:
A. integrative bargaining.
B. attitudinal structuring.
C. intraorganizational bargaining.
D. distributive bargaining.
E. corporate bargaining.
Q:
Explain why work analysis is important to an organization and especially to the HR manager. Use examples to illustrate.
Q:
Which of the following statements is true of the decertification process?
A. The Landrum-Griffin Act incorporated the right of employees to decertify a union.
B. A decertification election may not take place when a contract is in effect.
C. Only senior management has the right to decertify a union.
D. The number of decertification elections as a proportion of total elections held has declined in recent years.
E. Decertification follows a process opposite to that of a representation election.
Q:
Explain three products of job analysis information.
Q:
A card-check provision:
A. allows the employer, on behalf of the union, to automatically deduct union dues from the employees' paychecks.
B. is an agreement that if a certain percentage of employees sign an authorization card, the employer will recognize their union representation.
C. is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining.
D. is a formal and binding pledge by the employer not to oppose organizing efforts elsewhere in the company.
E. is a formal and binding pledge by at least 51 percent of employees to not unionize.
Q:
Compare and contrast the Position Analysis Questionnaire (PAQ) and Competency Modeling.
Q:
Discuss three methods for collecting job analysis information. Be sure to discuss some advantages and disadvantages to using each method.
Q:
One of the alternatives to traditional organizing is to conduct _____bringing public, financial, or political pressure on employers during union organization and contract negotiation.
A. collective coercion
B. corporate campaigns
C. indirect provisions
D. associate campaigns
E. social campaigns
Q:
Which of the following is NOT a characteristic of critical incident?
A) Specific
B) Observable
C) Context
D) Consequences
E) Knowledge