1. Factors influencing how “Investment Oriented” an organization is does not include
a. an attitude toward risk.
b. the impact of technology.
c. the principle of utilitarianism.
2. Employers favor telecommuting since it
a. helps reduce turnover.
b. eliminates overtime costs.
c. creates more supervisor-employee relationships.
3. Today’s workforce is very diverse. The generation that fails to see the need to work from an office or for a particular employer, opting for more transient and variable project work is
a. Generation X.
b. Generation Y.
c. Baby Boomers.
4. A difficult and generally limited document to construct but one of the most important in creating an organization’s strategy is it’s
a. Code of Ethics.
b. mission statement.
c. core competencies.
5. All of the following are barriers to strategic HR EXCEPT
a. HR managers often have insufficient general management training to understand the entire organization
b. is that in most organizations adopt a short-term mentality and focus on current performance.
c. budget shortfalls creates the lack of planning and strategizing.
6. There are two major models that outline the process of what strategy is and how is should be developed. Which model below IS NOT a major model?
a. The traditional model
b. The industrial organization model
c. The organization self-assessment model
7. In forecasting the demand for employees the company would be involved in
a. aggregate planning.
b. succession planning.
c. modernization planning.
8. In formulating HR strategies an organization can complete a SWOT analysis which analyzes the companies Strengths, Weaknesses,
- Outsourcing and Trends.
- Orientation and Training.
- Opportunities and Threats.
9. The process of identifying “best practices” in a given area is called
- value creation.
- comparable worth.
10. If a company is analyzing its percentage of new and returning customers, development of its employees and employee issues such as rewards and training then the company is using a measurement to ensure strategic alignment known as the
a. Balanced Scorecard.
b. Benchmarking Metrics.
c. Markov analysis tracking system.
11. The legislative act that bars discrimination in all HR activities, including hiring, training, promotion, pay, employee benefits, and other conditions of employment, based on a particular group of workers, or the protected class, is known as the
- Civil Rights Act of 1964.
- Equal Employment Act of 1972.
- Employment Discrimination Act.
12. Which of the following is NOT illegal according to federal law?
- Limiting training opportunities to men.
- Paying a woman less than a man for doing the same job.
- Promoting a white male over a black male on the basis of seniority.
13. If a supervisor promotes a female only after she agrees to an after-work date, the conduct would create a/n _________________________ situation under Sexual Harassment.
a. quid pro quo
b. affirmative action
c. hostile work environment
14. One of the requirements for hostile environment claims to be considered under Sexual Harassment laws is/are
a. the request of sexual favors.
b. frequency and severity of the act.
c. a supervisor constantly swears at a female employee.
15. The BEST example of hiring an employee due to a BFOQ is hiring a
a. woman to be a nurse at a camp for girls.
b. member of the Jewish faith to become a Rabbi.
c. Japanese-American to be an interpreter at the Japanese Embassy.
16 Of all the discriminatory factors outlined in Title VII, the grayest area to define what constitutes “reasonable accommodation” would be with
a. religious discrimination.
b. pregnancy discrimination.
c. disability discrimination.
17. When an employee can adjust their daily starting and quitting times, provide that they work a certain number of hours per day or week, their work schedule is known as
a. an adaptable schedule.
b. a flextime arrangement.
c. a compressed workweek.
18. ___________________constitute the largest number among the protected class.
19. __________________ cases deal with unintentional discrimination; ___________________ cases involve instances of purposeful discrimination.
a. Four-fifths rule; adverse impact
b. Disparate treatment, four-fifths rule
c. Adverse impact; disparate treatment
20. European countries take a different approach to regulation of employment than the US. Europe has directed its legislation mostly toward
b. the disabled.
c. Ethnic minorities.
21. Employers in certain cases may be legally allowed to discriminate against some groups of people if the requirement is considered a
b. job-related task.
c. reasonable accommodation.
22. An example of reasonable accommodations would be all of the following EXCEPT
a. rearranging office furniture and equipment for better accessibility.
b. allowing an applicant to take extra time on a pre-employment test.
c. making arrangements for a person over the age of 40 to come in late for work.
23. Many companies are having employees sign _____________________ agreements to ensure that the work developed by its employees stays with the employer when the employee leaves.
b. a patent statement
c. intrapreneurship clause
24. There are four powerful principles for a high-performance work system (HPWS) to become successful. Which principle is critical for the success of empowerment and involvement initiatives in the organization?
a. Principle of Egalitarianism
b. Principle of Shared information
c. Principle of Knowledge development
25. In Hofstede’s model of cultural differences among countries which country focuses more on individualism than collectivism?
26. A feminine society is one that emphasizes
a. assertiveness and achievement.
b. achievement and interpersonal relationships.
c. interpersonal relationships and welfare of others.
27. In Hall’s studies of how cultures communicate in terms of silent “languages” a culture that signifies power, success, and status is the considered to be the language of
c. material goods.
28. High-performance work systems usually begin with how the work is designed. To help designing work reengineering is one process as well as ______________________.
a. the Balanced Scorecard (BSC)
b. a Resource-based view (RBV)
c. Total Quality Management (TQM)
29. In developing a HPWS companies such as Shell Canada, Nortel Networks and Honeywell pay employees based on the number of different job skills they have. This is an example of
a. skill-based pay plans.
b. an all salaried workforce.
c. gainsharing or profit-sharing plans.
30. A valuable partner in implementing a HPWS
a. are line managers.
b. is the HR function.
c. is the CEO or senior managers.