When you have completed your exam and reviewed your answers,
Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a page
break, so be sure that you have seen the entire question and all the answers before choosing an answer.
- Which of the following cases would most likely be filed under the theory of disparate impact?
- A black employee is fired for testifying in a discrimination suit filed against an employer.
- A white applicant is told he won’t be hired because the employer doesn’t like whites.
- Black applicants are being disproportionately rejected relative to whites by a paper-and-pencil test.
- White applicants with high test scores are rejected due to an affirmative-action plan.
- Which of the following terms describes the best possible fit between a company’s social system and its
- Self-service system
- High-performance work system
- Total quality management
- People’s right to freedom of speech is the right to
- do as they wish in their private life.
- refuse to do something that’s environmentally unsafe.
- be treated only as they knowingly and willingly consent to be treated.
- criticize an organization’s ethics if they do it in good conscience.
- Which of the following categories of workers is not covered under OSHA’s Hazard Communication
- A technician servicing copy machines for most of the day
- A receptionist changing the toner in a copier machine
- Health-care workers exposed to latex and disinfectants
- Production engineers manufacturing car batteries
- The largest number of immigrants to the U.S. workforce are from
- North America.
- Which of the following is a correct statement about dejobbing?
- Dejobbing involves the use of task-based organization structures.
- Dejobbing involves the downsizing or elimination of jobs.
- Dejobbing involves emphasizing on detailed job descriptions which will be applicable year after year.
- Dejobbing involves viewing organizations as a field of work to be done.
- Which of the following decisions does not come under HRM?
- Whom to hire
- How to achieve sales targets
- What training to offer
- How to evaluate employee performance
- Which of the following is a false statement about the Position Analysis Questionnaire?
- It’s one of the broadest and best-researched instruments for analyzing jobs.
- It’s a standardized, commercial instrument.
- It describes specific duties and tasks that comprise the actual job.
- It requires trained job analysts to complete it.
- Which of the following is a false statement about the Occupational Safety and Health Act?
- The act applies to organizations that employ 50 or more persons working 20 or more weeks a year and that are involved in
- Under the act, covered employers must keep records of work-related injuries and illnesses and post an annual summary of
- It’s the most comprehensive U.S. law regarding worker safety.
- Enforcement responsibilities for the act are divided between the Department of Labor and the Department of Health.
- Which of the following approaches would be most appropriate when gathering information for jobs that
are repetitive and involve physical activity?
- A job analyst questions the peers about a particular job.
- A job analyst visits the workplace and videotapes an employee performing the job.
- A manager imagines what a well-done job would look like.
- A job analyst visits the workplace and asks employees to show what the job entails.
- Which of the following is a true statement about Title VII of the Civil Rights Act of 1964?
- The act applies to organizations with 15 employees or more.
- The act is enforced by the U.S. Department of Labor.
- The act protects employers from employee threats.
- The act prohibits employers from discriminating against workers due to their age.
- The processing and transmission of digitized HR information, especially using computer networking and
the Internet, is known as
- human resource information system implementation.
- electronic human resource management.
- One of the most common grievances that employees at Craines Tech have is that they don’t get
performance feedback. That is, they don’t get proper information as to how they’ve performed and where
they need to improve, and the performance goals are vague and not measurable. Which HR function does
Craines Tech need to improve?
- Employee relations
- Recruitment and selection
- Performance management
- Training and development
- Which of the following refers to the KSAOs that an individual must have to perform the job?
- Job specifications
- Job analysis
- Dictionary of Occupational Titles
- Job descriptions
- For which of the following occupations would it be easiest to implement telework?
- Machine operator
- Quality management
- Production technician
- Graphic designer
- Which of the following refers to an employer’s obligation to do something to enable an otherwise
qualified person to perform a job?
- Reasonable accommodation
- Reverse discrimination
- General-duty clause
- Utilization analysis
- Which of the following managerial functions is often assumed by work teams?
- Conducting performance reviews
- Controlling finances allocated for the project
- Making strategy-related decisions such as areas to diversify in
- Performing inspection and quality-control activities
- Which of the following responsibilities is associated with the HR function of support for strategy?
- Human resource discipline
- Human resource relocation and outplacement services
- Human resource planning and forecasting
- Which of the following is not an action that OSHA can take, under the Occupational Safety and Health
- Issue citations and require that they be posted in a prominent place near the location of the violations
- Conduct unannounced workplace inspections
- Close a workplace that represents an occupational hazard
- Assess fines ranging from $20,000 for violations that result in the death of an employee to $1,000 for less serious violations
- Managers and economists traditionally have seen HRM as a(n)
- source of value to their organization.
- necessary expense.
- essential component of a high-performance work system.