Devry MGMT410 week 4 quiz

QUESTION

Multiple Choice 25 17
Essay 3 N/A

Grade Details – All Questions
Page:
1 2

1. Question : (TCO 1) One of the implications of technology in HRM is

workers will need the ability to read and
comprehend software and hardware manuals, technical journals, and detailed
reports.
employees will need more face time with their
superiors.

managers will have to revert to autocratic
decision making.

abuse of e-mail and web surfing is eliminated.

2. Question : (TCO 1) All of these are workforce diversity
characteristics, except

varied personal characteristics.

increased participation of women and the
elderly.

a large number of baby boomers in the
workforce.

the increase of multicultural foods.

3. Question : (TCO 2) A small distribution organization uses a payroll
company to provide employee compensation services and keep timesheet records
and employee attendance history. This situation is an example of

offshoring.

centralized work surveillance.

outsourcing.

telecommuting.

4. Question : (TCO 2) A large manufacturing organization with 20
geographically dispersed production facilities recently cut its HRM staff by
60%. Each site has a few generalists, but specialist needs in recruiting and
selection planning, employment law, training, and benefits administration have
been consolidated into one location. This situation is an example of

shared services.

decentralized work surveillance.

telecommuting.

offshoring.

5. Question : (TCO 3) A company used a personality test to select job
candidates for customer service positions. There were 40 male candidates and 20
female candidates. It appeared that 30 men passed the personality test, and
five women passed the personality test. Was there evidence of disparate impact
against female candidates with this personality test?

No, because this is an example of disparate
treatment.

No, because a passing rate of 25% (5/20) for
the female candidates is fairly good.
Yes, because the passing rate of the female
candidates (25%) is less than 80% of the passing rate of the male candidates
(75%).
No, because the passing rate of the female
candidates (25%) is more than 20% of the passing rate of the male candidates
(75%).

6. Question : (TCO 3) Under Title VII, the first measure of determining
potentially discriminatory practices is

BBQ.

4/5 Rule.

SOX.

BBOQ.

7. Question : (TCO 3) Which of the following laws extended leave for
family matters?

USERRA

FADA

FMLA

FLRA

PDA

8. Question : (TCO 4) Sharon, vice president of human resources for a
large textile firm, is in a strategic restructuring meeting. The discussion
topics include which one of the three production facilities to close. There are
40 employees at each of the facilities. When asked, “What should we tell
the employees?” Sharon responds,

“Tell them we are keeping the newest
plant open for another 2 years. Transfer all employees with 20 years of
seniority to that plant.”
“Notify all workers immediately of
probable plant closings within the next 4 years.”
“If we close, workers in affected areas
get 30 days notice or 90 days pay and benefits upon closing.”
“Legally, we are not required to tell the
employees anything unless we lay off 50 or more individuals.”

9. Question : (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?

Individual interview

Technical conference

Diary

Gap analysis

10. Question : (TCO 4) Which of the following is not one of the
guidelines for administering discipline?

Following the
hot stove rule

Provide ample warning

Be consistent and personal

Making discipline actions progressive

11. Question : (TCO 5) This job analysis method requires job incumbents
to record their daily activities.

Journal method

Observation method

Diary method

Technical conference method

12. Question : (TCO 5) Where does job analysis occur in the strategic
planning process?

Before corporate goals and objectives are
established

After corporate goals and objectives are
established

After the labor supply and demand are compared

Before organizational mission is defined

13. Question : (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?

Recruiting costs have increased 5% over the
last 3 years.

Because 25% 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 under qualified applicants than she did a year
ago.

14. Question : (TCO 6) A benefit of a good recruiting program is
indicated by which of the following?

More native speakers apply and fewer foreign
nationals apply.

Minimized cost of processing unqualified
candidates.

All applicants are encouraged to apply for
jobs.

Recruiting results in no women and minority
applicants.

15. Question : (TCO 6) What is the difference between a conditional job
offer and a permanent job offer?

The conditional job offer is made when
employment tests are passed. The permanent job offer is made when background
checks are passed.
The conditional job offer is made by the
recruiter. The permanent job offer is made by the interviewer.
The conditional job offer is made after salary
is set. The permanent job offer is based on performance expectations before
salary is set.
Conditional job offers are made to hourly
workers. Permanent job offers are made to salaried workers.
The conditional job offer is made before the
initial screening. The permanent job offer is made after medical requirements
are met.

16. Question : (TCO 6) Which of the following is an individual who is
recruited as an alternative to do specific work at a location on or off the
company’s premises?

Leased employees

Independent contractors

Self-employed

Temporary employees

17. Question : (TCO 7) In the selection process, the employment testing
should occur after

the medical/physical examination.

the initial screening.

the conditional job offer.

the completed application.

18. Question : (TCO 7) Why are performance simulation tests used more
often today instead of written tests in the selection process?

Employment tests are more expensive than
performance simulation tests.
It is easier to train an interviewer to
administrate a performance simulation test than an employment test.
Performance simulation tests more easily meet
the criteria of job-relatedness because they evaluate actual job behaviors.
Employment tests are conducted after hiring
decisions are made, not during the selection process.

19. Question : (TCO 7) Application forms typically include all of the
following except

a statement giving the employer the right to
dismiss an employee for falsifying information.
permission for the employer to obtain previous
work history.

name, address, and telephone number.

marital status.

20. Question : (TCO 8) Which is not an on-the-job training method?

Job rotation

Simulations

Apprenticeships

Internships

21. Question : (TCO 8) What is an employee development method that
involves exercises such as case studies, decision games, and role plays?

Job rotation

Adventure training

Simulations

Virtual reality

22. Question : (TCO 8) Shannon is in line for a senior vice president
position at a large hotel conglomerate. She has just received a letter
appointing her to the national environmental task force for water and
electricity conservation. What is happening to her career?

Job rotation

Adjusted

Committee assignment

Survival training

23. Question : (TCO 9) Hector is a research scientist in a large company.
He refuses to go to staff meetings but volunteers to attend conventions where
he receives recognition for his accomplishments. He holds 17 patents (more than
two for each year he has been with his company, and they are proudly displayed
on his office wall), but will not work with his manager on quarterly goals.
What is Hector’s Holland vocational preferences type?

Realistic-investigative-enterprising

Social-enterprising-conventional

Social-conventional-realistic

Investigative-conventional-artistic

Realistic-conventional-artistic

24. Question : (TCO 9) Career stages are important to employee
development. The traditional stages are

entry-level, promotions, and retirement.

graduate, hired, trained, and retired.

exploration, establishment, midcareer, late
career, and decline.

entry-level, establishment, midcareer, late
career, and retirement.

25. Question : (TCO 9) Melissa prefers solitary work to large groups,
asking questions rather than answering them, and making her own rules instead
of following others. What Holland vocational preference model best represents
her?

Realistic-investigative-artistic

Social-enterprising-conventional

Social-conventional-realistic

Realistic-conventional-artistic

2. Question : (TCO 7) You are trying to get a job as a recruiter for an
HR department for a large, multinational company. One of the questions you are
asked in your interview is to describe the following types of recruiting
methods, explain when you would most likely use each of them (i.e., what kind
of jobs), and why (at least one reason each.) What would you say if the methods
were online recruiting, career fairs, and employment agencies?

3. Question : (TCO 8) You have just been promoted at the BBB Company and
now have the responsibility of the employee orientation program. What
components should be covered in the program? Explain what would be covered in
your employee orientation program.

 

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