HR Florida PHR/SPHR Certification Prep Class Final Exam
(199).webp "HR Florida PHR/SPHR Certification Prep Class Final Exam - Quiz")
While no one knows exactly what questions will be on the certification exam, this final exam provides a practice opportunity and serves as an additional study guide. Some questions may not have been covered in the class.
Allow yourself four (4) hours to take the exam.
You may take the exam multiple times.
- 1.
The most basic activity of sound human resources practices is the ______.
- A.
Job evaluation
- B.
Job selection
- C.
Job ranking
- D.
Job analysis
Correct Answer
D. Job analysisExplanation
Job analysis is the most basic activity of sound human resources practices because it involves systematically gathering and analyzing information about the tasks, responsibilities, and requirements of a job. This information is essential for various HR functions such as recruitment, selection, training, performance management, and compensation. Job analysis helps in understanding the knowledge, skills, and abilities required for a job, determining the job's worth, and ensuring that the right candidates are selected for the job. It also helps in identifying training needs and evaluating employee performance. Thus, job analysis forms the foundation for effective HR practices.Rate this question:
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- 2.
International HR management practices focus heavily on:
- A.
Selection, training and compensation
- B.
Host country's laws and regulations
- C.
Technical competence
- D.
Willingness of families to accept an overseas assignment
Correct Answer
A. Selection, training and compensationExplanation
International HR management practices focus heavily on selection, training, and compensation because these are crucial aspects of managing a global workforce. Selection involves choosing the right employees for international assignments who possess the necessary skills and cultural adaptability. Training is important to ensure that employees are equipped with the knowledge and skills required to work effectively in a foreign environment. Compensation is essential to attract and retain talented individuals for overseas assignments, as it often involves additional benefits and allowances to compensate for the challenges and risks associated with working abroad.Rate this question:
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- 3.
Which statement is TRUE about an organization that does NOT report a compliance breach without delay?
- A.
The ethics program is ineffective
- B.
The ethics program is incomplete
- C.
The company must prove periodic audits of risks
- D.
The company does not have an ethics program
Correct Answer
D. The company does not have an ethics programExplanation
If an organization does not report a compliance breach without delay, it suggests that the company does not have an ethics program in place. Reporting compliance breaches promptly is a fundamental aspect of an effective ethics program. By not reporting the breach, the organization is failing to uphold ethical standards and demonstrate a commitment to transparency and accountability. Therefore, the correct answer is that the company does not have an ethics program.Rate this question:
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- 4.
Development is different from training because:
- A.
It emphasizes ethics rather than skills
- B.
It focuses on less tangible aspects of performance, such as attitudes and values
- C.
It is an independent, encapsulated activity
- D.
It is solely a process of maturation
Correct Answer
B. It focuses on less tangible aspects of performance, such as attitudes and valuesExplanation
Development is different from training because it focuses on less tangible aspects of performance, such as attitudes and values. While training is primarily focused on acquiring and improving specific skills, development goes beyond that and aims to enhance overall personal growth and effectiveness. It involves cultivating qualities like leadership, emotional intelligence, and ethical decision-making. Development activities often include self-reflection, feedback, and experiential learning to foster a deeper understanding of oneself and others. Unlike training, which is more skill-oriented and task-focused, development is concerned with the holistic development of an individual.Rate this question:
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- 5.
Which of the following statement is NOT a strategic role of HR Management?
- A.
Planning
- B.
Attainment of organizational objectives
- C.
Viewing the strategic role of HR management in the same context as financial, technological, and other resources
- D.
Implementing a new training program for managers
Correct Answer
D. Implementing a new training program for managersExplanation
Implementing a new training program for managers is not a strategic role of HR management because it is a tactical or operational responsibility. Strategic roles of HR management typically involve long-term planning, aligning HR practices with organizational objectives, and viewing HR as a strategic resource. While implementing a training program is important, it is not considered a strategic role as it focuses on a specific task rather than the broader organizational strategy.Rate this question:
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- 6.
Under OWBPA, what length of time must an employer give to an employee to consider whether to sign a waiver of their rights under ADEA?
- A.
At least 15 days
- B.
At least 21 days
- C.
At least 30 days
- D.
At least 45 days
Correct Answer
B. At least 21 daysExplanation
Under the OWBPA (Older Workers Benefit Protection Act), an employer must give an employee at least 21 days to consider whether to sign a waiver of their rights under the ADEA (Age Discrimination in Employment Act). This time period allows the employee to carefully review the terms of the waiver and consult with an attorney or advisor if desired. It is important to provide employees with sufficient time to make an informed decision regarding the waiver of their rights.Rate this question:
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- 7.
The NLRB can waive an election based on all EXCEPT:
- A.
The authorization cards are clear and unambiguous
- B.
A fair and impartial election is impossible based on employer’s conduct
- C.
Employee’s signatures were obtained through threatening and coercing
- D.
The majority of employees have signed union authorization cards
Correct Answer
C. Employee’s signatures were obtained through threatening and coercingExplanation
The NLRB can waive an election based on all the given options except for employee's signatures being obtained through threatening and coercing. This is because the NLRB aims to ensure fair and free elections, and any form of coercion or intimidation goes against this principle. If employee signatures were obtained through such means, it would invalidate the authorization cards and make a fair and impartial election necessary.Rate this question:
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- 8.
The four stages in the life cycles of a business are:
- A.
Recruiting, hiring, promotion, evaluation
- B.
Introduction, growth, maturity, decline
- C.
Job analysis, job design, job description, job evaluation
- D.
Planning, implementing, evaluating, revising
Correct Answer
B. Introduction, growth, maturity, declineExplanation
The correct answer is "Introduction, growth, maturity, decline". This answer accurately represents the four stages in the life cycle of a business. The introduction stage is when a business is first established and begins to gain customers. The growth stage is characterized by increasing sales and expanding operations. The maturity stage is when the business has reached its peak and is stable. The decline stage is when the business starts to decline in sales and profitability. These stages are commonly observed in the life cycle of businesses.Rate this question:
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- 9.
One hundred applicants were interviewed for 10 vacancies in a manufacturing plant. Six out of 60 white males, one out of 20 African-American males and two out of 20 female applicants are hired. The selection procedure resulted in:
- A.
Adverse impact upon African-American males
- B.
Adverse impact upon females
- C.
Adverse impact upon both African-American males and females
- D.
No adverse impact
Correct Answer
A. Adverse impact upon African-American malesExplanation
The selection procedure resulted in adverse impact upon African-American males because out of the 20 African-American male applicants, only one was hired. This means that the hiring rate for African-American males is significantly lower compared to the hiring rate for white males and females. Adverse impact refers to a situation where a particular group is disproportionately affected by an employment practice or policy. In this case, the low hiring rate for African-American males suggests that they faced adverse impact in the selection process.Rate this question:
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- 10.
The job characteristics model includes:
- A.
Implementation, attitude surveys, responses, feedback
- B.
Motivation factors and incentives
- C.
Skill variety, task identity, task significance, autonomy, feedback
- D.
Job analysis, task significance, feedback
Correct Answer
C. Skill variety, task identity, task significance, autonomy, feedbackExplanation
The correct answer is skill variety, task identity, task significance, autonomy, feedback. The job characteristics model is a framework that identifies five core job characteristics that lead to increased motivation, satisfaction, and performance. These characteristics include skill variety (the extent to which a job requires different skills and talents), task identity (the extent to which a job involves completing a whole and identifiable piece of work), task significance (the impact and importance of the job), autonomy (the level of independence and control over how the job is performed), and feedback (the extent to which the job provides clear and direct information about performance).Rate this question:
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- 11.
Decentralization is recommended for organizations where:
- A.
The operating units’ staff performs organizational tasks completely
- B.
There is a need for corporate level economy of scale and uniform policy
- C.
There is a need for contract negotiations with external agents
- D.
Decision making is complex
Correct Answer
A. The operating units’ staff performs organizational tasks completelyExplanation
Decentralization is recommended for organizations where the operating units' staff performs organizational tasks completely because it allows for greater autonomy and decision-making power at the unit level. When the staff is capable of handling all tasks independently, decentralization can help improve efficiency and responsiveness. It also enables faster decision-making, as decisions can be made at the unit level without having to go through multiple layers of hierarchy. Additionally, decentralization allows for better utilization of local knowledge and expertise, leading to more effective problem-solving and innovation at the unit level.Rate this question:
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- 12.
Which type of organizational structure would be most effective for maintaining centralized authority and accountability of specialized departments?
- A.
Line and staff
- B.
Functional
- C.
Divisional
- D.
Matrix
Correct Answer
B. FunctionalExplanation
Functional organizational structure would be most effective for maintaining centralized authority and accountability of specialized departments. This structure groups employees based on their specific functions or areas of expertise, such as marketing, finance, or operations. Each department is headed by a functional manager who has authority and accountability for that specific area. This allows for clear lines of authority and ensures that each department is focused on its specialized tasks, while also maintaining centralized control and coordination.Rate this question:
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- 13.
A useful way to measure organizational HR productivity is by unit labor cost, defined as the ______.
- A.
Average cost of workers divided by their average levels of output
- B.
Average cost of output divided by the total cost of labor
- C.
Total cost of labor divided by the total levels of output
- D.
Total cost of output divided by the average cost of labor
Correct Answer
A. Average cost of workers divided by their average levels of outputExplanation
The correct answer is "Average cost of workers divided by their average levels of output". This measure, known as unit labor cost, calculates the average cost of each worker in relation to their average output. By dividing the cost of workers by their levels of output, organizations can assess the efficiency and productivity of their HR department. A lower unit labor cost indicates higher productivity, as it means that workers are producing more output relative to their cost.Rate this question:
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- 14.
Which of the following methods is NOT a mathematical method for forecasting HR demand?
- A.
Simulation models
- B.
Productivity ratios
- C.
Estimates
- D.
Statistical regression analysis
Correct Answer
C. EstimatesExplanation
Estimates are not a mathematical method for forecasting HR demand because they are based on subjective judgments and opinions rather than quantitative data or mathematical calculations. While simulation models, productivity ratios, and statistical regression analysis involve mathematical techniques and data analysis to forecast HR demand, estimates rely on the expertise and intuition of individuals to make predictions. Therefore, estimates are not considered a mathematical method for forecasting HR demand.Rate this question:
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- 15.
Which one of Hoffstede’s cultural dimensions describes how cultures seek to deal with the fact that the future is not perfectly predictable? It is more significant in ____ than _____.
- A.
Individualism/collectivism; United States, China
- B.
Power distance; China, United States
- C.
Masculinity/femininity; India, United States
- D.
Uncertainty avoidance; Russia, United States
Correct Answer
D. Uncertainty avoidance; Russia, United StatesExplanation
Uncertainty avoidance is one of Hofstede's cultural dimensions that describes how cultures seek to deal with the fact that the future is not perfectly predictable. This dimension is more significant in Russia and the United States compared to other countries.Rate this question:
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- 16.
A unique capability in the organization that creates high value and that differentiates the organization from its competition:
- A.
SWOT
- B.
Organizational culture
- C.
Core competency
- D.
Differentiation
Correct Answer
C. Core competencyExplanation
Core competency refers to a unique capability or set of skills that an organization possesses, which creates high value and sets it apart from its competitors. It is something that the organization excels at and is difficult for competitors to replicate. This distinct advantage allows the organization to deliver superior products or services, leading to a competitive edge in the market. In contrast, SWOT analysis is a strategic planning tool used to assess an organization's strengths, weaknesses, opportunities, and threats. Organizational culture refers to the shared values, beliefs, and norms within an organization. Differentiation is the process of distinguishing a product or service from others in the market.Rate this question:
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- 17.
A technology firm is experiencing high turnover among its systems programmers. Top management is not concerned. HR is aware of internal complaints concerning pay equity. Female employees have asked if pay is equal among males and females. Several key employees have been lost to competitors. A formal job evaluation program is going to be implemented. What would be the best pay program in this situation?
- A.
Seniority Based
- B.
Knowledge Based
- C.
Step Increase
- D.
Out-put based
Correct Answer
B. Knowledge BasedExplanation
In this situation, the best pay program would be knowledge-based. This is because the technology firm is experiencing high turnover among its systems programmers, and several key employees have been lost to competitors. Implementing a knowledge-based pay program would incentivize employees to stay with the company by rewarding them for their expertise and skills. It would also address the internal complaints concerning pay equity, as female employees have asked if pay is equal among males and females. A knowledge-based pay program would ensure that employees are compensated based on their knowledge and contributions to the company, promoting fairness and reducing turnover.Rate this question:
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- 18.
Development of a business strategy includes:
- A.
Mission Statement
- B.
Internal scan
- C.
Environmental scan
- D.
External and Internal scan
Correct Answer
D. External and Internal scanExplanation
When developing a business strategy, it is important to conduct both external and internal scans. An external scan involves analyzing the external environment, such as market trends, competition, and customer needs, to identify opportunities and threats. This helps the business understand the external factors that may affect its strategy. On the other hand, an internal scan involves assessing the internal capabilities, resources, and strengths of the business. This helps the business identify its core competencies and areas where it can gain a competitive advantage. By conducting both external and internal scans, a business can develop a comprehensive strategy that aligns with its mission statement and takes into account both external and internal factors.Rate this question:
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- 19.
In the strategic HR planning process, which of the following should be completed first?
- A.
Define the organizational mission
- B.
Scan the environment
- C.
Forecast internal HR supply and demand
- D.
Complete a human resource inventory
Correct Answer
A. Define the organizational missionExplanation
In the strategic HR planning process, defining the organizational mission should be completed first. This is because the organizational mission sets the overall direction and goals for the organization, which will then guide the HR planning process. Without a clear understanding of the mission, it would be difficult to align HR strategies and activities with the organization's objectives. Once the mission is defined, the HR team can then proceed to scan the environment, forecast internal HR supply and demand, and complete a human resource inventory.Rate this question:
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- 20.
A non-exempt worker in a manufacturing facility works 38 hours in the first week of the pay period, 42 hours in the next. The company pays its employees every 2 weeks. How should the overtime issue be handled?
- A.
Average the hours to 40 hours – no O/T due
- B.
Pay five hours O/T in week two
- C.
Pay two hours O/T in week two
- D.
Offer comp time the following week
Correct Answer
C. Pay two hours O/T in week twoExplanation
The correct answer is to pay two hours of overtime in week two. This is because according to the Fair Labor Standards Act (FLSA), overtime is calculated based on a workweek, which is defined as a fixed and regularly recurring period of 168 hours, or seven consecutive 24-hour periods. In this case, the worker has worked a total of 80 hours in the two-week pay period, which exceeds the standard 40 hours per week. Therefore, the worker is entitled to two hours of overtime pay for the second week.Rate this question:
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- 21.
According to Stephen Covey’s two principal components of leadership, leaders _____.
- A.
Challenge people to test their limits and expand the range of their skills beyond their routine jobs.
- B.
Provide vision and direction, values and purposes; and inspire and motivate people to work together.
- C.
Intervene only if standards are not met and then give personal attention.
- D.
Contract exchange of reward for effort and recognize accomplishments that exceed expectations.
Correct Answer
B. Provide vision and direction, values and purposes; and inspire and motivate people to work together.Explanation
According to Stephen Covey's two principal components of leadership, leaders provide vision and direction, values and purposes; and inspire and motivate people to work together. This means that leaders should have a clear vision for the future, set goals and objectives, and provide guidance on how to achieve them. They should also establish and communicate the values and purposes of the organization, creating a sense of shared mission and identity. Additionally, leaders should inspire and motivate their team members, encouraging collaboration and teamwork to achieve common goals.Rate this question:
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- 22.
Which of the following actions would most likely be considered to be a discriminatory act?
- A.
Refusing to hire a female in a private for profit business with eight male employees.
- B.
A seniority based pay system.
- C.
Requiring disabled employees to perform the essential functions of their job.
- D.
Replacing a 60-year old employee with a 42-year old employee.
Correct Answer
D. Replacing a 60-year old employee with a 42-year old employee.Explanation
Replacing a 60-year old employee with a 42-year old employee would most likely be considered a discriminatory act. Age discrimination is prohibited by law and it is illegal to make employment decisions based on an individual's age.Rate this question:
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- 23.
In a unionized organization which group of employees is more likely to have their own bargaining unit?
- A.
Security Guards
- B.
Janitors
- C.
Electricians and other skilled employees
- D.
Unskilled laborers
Correct Answer
A. Security GuardsExplanation
In a unionized organization, security guards are more likely to have their own bargaining unit. This is because security guards often have unique job responsibilities and requirements compared to other employees. They may require specialized training and certifications, and their role in maintaining the safety and security of the organization is crucial. Therefore, security guards may have specific needs and concerns that are best addressed through their own bargaining unit.Rate this question:
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- 24.
HR staff and line management are collaborating on the design and development of a cross‑functional team building training. Which of the following responsibilities is most appropriate for HR staff to assume?
- A.
Provide experiences to describe performance problems.
- B.
Schedule training around workloads.
- C.
Establish an evaluation mechanism and expedite measurement.
- D.
Determine which employees should participate in training.
Correct Answer
C. Establish an evaluation mechanism and expedite measurement.Explanation
The most appropriate responsibility for HR staff to assume in the design and development of a cross-functional team building training is to establish an evaluation mechanism and expedite measurement. This means that HR staff should be responsible for creating a system to evaluate the effectiveness of the training and ensuring that the measurement process is efficient and timely. This task aligns with HR's expertise in performance evaluation and measurement, and it will help to assess the impact of the training on the team's development and performance.Rate this question:
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- 25.
Which of the following exemplifies Hersey-Blanchard’s situational leadership theory?
- A.
A leader’s style must change over time as individuals develop and require a different type of direction and leadership.
- B.
Leaders don’t necessarily need personal relationships with mentors to learn from them.
- C.
Leaders need to be charismatic because employees dislike rigid controls and inherently want to accomplish something.
- D.
A team leader is one equally concerned with people and production to the maximum degree.
Correct Answer
A. A leader’s style must change over time as individuals develop and require a different type of direction and leadership.Explanation
Hersey-Blanchard's situational leadership theory suggests that a leader's style should adapt and change depending on the needs and development level of their followers. This means that as individuals grow and require different types of guidance and leadership, the leader must adjust their approach accordingly. This answer aligns with the core principle of the theory, making it the correct choice.Rate this question:
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- 26.
Employers are responsible to ensure physical facilities are ADA compliant and to provide reasonable work related accommodations. Which of the following statements are TRUE?
- A.
ADA applies to all public employers and to private employers with 25+ employees
- B.
ADA extends to the accessibility of your company’s web pages
- C.
ADA applies to all private employers
- D.
Employee must request an accomodation
Correct Answer
B. ADA extends to the accessibility of your company’s web pagesExplanation
The correct answer is "ADA extends to the accessibility of your company’s web pages." This means that under the Americans with Disabilities Act (ADA), employers are required to ensure that their company's web pages are accessible to individuals with disabilities. This includes making sure that the website is compatible with assistive technologies and providing alternative formats for individuals who may have difficulty accessing the information. The other statements are not true. The ADA applies to both public and private employers, regardless of the number of employees, and employees do not necessarily need to request an accommodation for the employer to be responsible for providing reasonable work-related accommodations.Rate this question:
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- 27.
Generally speaking, what types of bonus payments must be included in the calculation of a non-exempt employee’s pay when figuring overtime premium under federal FLSA?
- A.
Attendance bonuses
- B.
Production and incentive bonuses
- C.
Attendance, production and incentive bonuses
- D.
Discretionary bonuses
Correct Answer
C. Attendance, production and incentive bonusesExplanation
The correct answer is attendance, production, and incentive bonuses. According to federal FLSA regulations, these types of bonuses must be included in the calculation of a non-exempt employee's pay when determining overtime premium. Discretionary bonuses, on the other hand, are not required to be included in the calculation.Rate this question:
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- 28.
Which of the following quality tools prioritizes categories from the most important to the least important?
- A.
Control chart
- B.
Pareto chart
- C.
Run chart
- D.
Scattergram
Correct Answer
B. Pareto chartExplanation
The Pareto chart is a quality tool that prioritizes categories from the most important to the least important. It is based on the Pareto principle, which states that a small number of causes are responsible for the majority of the problems or issues. The chart helps to identify and prioritize these causes by displaying them in descending order of frequency or impact. This allows for focused problem-solving and decision-making, as the most significant issues can be addressed first.Rate this question:
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- 29.
Under the Drug Free Workplace Act federal contractors are required to do all of the following EXCEPT ____?
- A.
Report workplace related drug convictions
- B.
Drug testing
- C.
A drug awareness program
- D.
A statement to employees that drugs are not allowed
Correct Answer
B. Drug testingExplanation
Under the Drug Free Workplace Act, federal contractors are required to report workplace-related drug convictions, implement a drug awareness program, and provide a statement to employees that drugs are not allowed. However, drug testing is not explicitly mentioned as a requirement under this act.Rate this question:
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- 30.
An employee travels to Chicago for an overnight trip for work. The employee asked for and received permission to drive his car instead of using the public transportation that the employer offered. The drive to Chicago took the employee six hours. Public transportation would have taken four hours. How many hours should the employer treat as work time?
- A.
The employer may treat as work time either four hours or six hours.
- B.
The employer must treat as work time six hours.
- C.
The employer must treat as work time four hours.
- D.
The employer must take the average of four hours and six hours
Correct Answer
A. The employer may treat as work time either four hours or six hours.Explanation
The employer may treat as work time either four hours or six hours because the employee asked for and received permission to drive his car instead of using public transportation. Although public transportation would have taken four hours, the employee chose to drive, which took six hours. Therefore, the employer has the discretion to consider either the actual time taken (six hours) or the time it would have taken on public transportation (four hours) as work time.Rate this question:
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- 31.
According to Hackman and Oldham, which of the following describes task identity?
- A.
The amount of clear information received about how well or how poorly a job has been performed.
- B.
The extent to which the job requires a whole, identifiable unit of work.
- C.
The extent of individual freedom and discretion in the work and its scheduling.
- D.
The extent to which the job has a substantial impact on other people.
Correct Answer
B. The extent to which the job requires a whole, identifiable unit of work.Explanation
Task identity refers to the extent to which a job requires a whole, identifiable unit of work. In other words, it describes whether a job allows an individual to see the complete outcome of their work, from start to finish. This means that individuals with high task identity have a clear understanding of the specific task they are responsible for and can see how their efforts contribute to the overall goal or end result.Rate this question:
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- 32.
Which phase in scientific HR research includes developing a statement that provides clear implications for observation and measurement?
- A.
Problem analysis
- B.
Hypothesis formulation
- C.
Data collection
- D.
Data examination
Correct Answer
A. Problem analysisExplanation
The phase in scientific HR research that includes developing a statement that provides clear implications for observation and measurement is problem analysis. This phase involves identifying and defining the specific problem or issue that the research aims to address. It includes conducting a thorough literature review, identifying research gaps, and formulating research questions or objectives. Problem analysis is crucial in guiding the research process and ensuring that the observations and measurements are relevant and aligned with the research objectives.Rate this question:
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- 33.
The Employment At-Will doctrine has been eroded by all of the following EXCEPT:
- A.
Right-to-Work
- B.
Implied Contract
- C.
Public Policy Exception
- D.
Covenant of Good Faith Exception
Correct Answer
A. Right-to-WorkExplanation
The Employment At-Will doctrine has been eroded by all of the following except for Right-to-Work. Right-to-Work laws allow employees to work in a unionized workplace without having to join or financially support the union. However, this does not directly impact the Employment At-Will doctrine, which states that employers can terminate employees at any time and for any reason, as long as it is not illegal or discriminatory. The erosion of the doctrine is primarily influenced by the implied contract, public policy exception, and covenant of good faith exception, which provide certain protections to employees against arbitrary or unjust terminations.Rate this question:
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- 34.
Training usually:
- A.
Involves only entry level adjustment activities
- B.
Emphasizes teaching specific and immediately usable skills
- C.
Involves the development of conceptual knowledge
- D.
Emphasizes long-term career development
Correct Answer
B. EmpHasizes teaching specific and immediately usable skillsExplanation
The correct answer is "Emphasizes teaching specific and immediately usable skills." This is because the statement implies that training focuses on providing practical skills that can be applied immediately in a job or task. It suggests that the emphasis is on teaching specific skills rather than conceptual knowledge or long-term career development.Rate this question:
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- 35.
An inexperienced manager must terminate a problem employee. HR should:
- A.
Handle the termination to ensure that all applicable government regulations are met.
- B.
Be present during the termination to ensure correct procedures are followed.
- C.
Offer the manager training on handling problem employees and terminations effectively.
- D.
Conduct a performance evaluation based upon critically ranked behaviors.
Correct Answer
C. Offer the manager training on handling problem employees and terminations effectively.Explanation
Offering the manager training on handling problem employees and terminations effectively is the best course of action for HR in this situation. This will help the inexperienced manager gain the necessary skills and knowledge to handle the termination process correctly and effectively. It will also ensure that the manager is aware of the proper procedures and regulations to follow, minimizing the risk of any legal issues or non-compliance with government regulations. Conducting a performance evaluation based on critically ranked behaviors may be useful in other situations, but in this case, the focus should be on providing the manager with the necessary training and support.Rate this question:
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- 36.
Which of the following describes research instrument validity?
- A.
Ability to determine statistical range, percentiles, and standard deviation.
- B.
Ability of a test or questionnaire to measure what it is intended to measure.
- C.
Ability of a test or questionnaire to measure with relative absence of error.
- D.
Ability to establish degree of correlation among variables.
Correct Answer
B. Ability of a test or questionnaire to measure what it is intended to measure.Explanation
Research instrument validity refers to the extent to which a test or questionnaire accurately measures what it is intended to measure. It ensures that the instrument is measuring the specific construct or concept it claims to measure, without any bias or distortion. Validity is important in research as it ensures that the results obtained from the instrument are reliable and meaningful.Rate this question:
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- 37.
A _______ approach is an intrinsic feature of the staffing approach in the context of an international strategy whereas the organization aiming to maximize the local responsiveness of its foreign operations would use a ______ approach.
- A.
Ethnocentric, Regiocentric
- B.
Ethnocentric, Geocentric
- C.
Polycentric, Geocentric
- D.
Polycentric, Regiocentric
Correct Answer
C. Polycentric, GeocentricExplanation
In the context of an international strategy, a polycentric approach to staffing is characterized by hiring local employees to manage foreign operations. This approach values local responsiveness and allows for adaptation to the specific needs and preferences of each market. On the other hand, a geocentric approach aims to maximize global integration and treats the entire world as a single market. It involves hiring the best talent from anywhere in the world, regardless of their nationality. This approach prioritizes global coordination and standardization of operations. Therefore, the combination of a polycentric approach and a geocentric approach aligns with the given explanation.Rate this question:
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- 38.
Under ARRA, enacted February 2009, employees involuntarily terminated between September 1, 2008 and December 31, 2009 may be eligible for COBRA premium assitance of ____ for up to ____ months of the QE.
- A.
25%, 29
- B.
35%, 18
- C.
65%, 9
- D.
75%, 6
Correct Answer
C. 65%, 9Explanation
Under the American Recovery and Reinvestment Act (ARRA) enacted in February 2009, employees who were involuntarily terminated between September 1, 2008 and December 31, 2009 may be eligible for COBRA premium assistance. The correct answer, 65% for up to 9 months of the Qualifying Event (QE), indicates that eligible individuals can receive a subsidy of 65% of their COBRA premiums for a period of 9 months. This assistance was provided to help individuals maintain their health insurance coverage after losing their jobs during the specified time period.Rate this question:
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- 39.
Ethical behavior can be established by:
- A.
Printing corporate guidelines in a memo from top management posted in a highly visible location to all employees
- B.
Publishing corporate values, actions, ethical awareness training, outlining specific responsibilities, encouraging open discussion
- C.
Following a three-step process that starts with top management demonstrating appropriate behavior
- D.
Publishing a list of do’s and don’ts for employees to follow
Correct Answer
B. Publishing corporate values, actions, ethical awareness training, outlining specific responsibilities, encouraging open discussion -
- 40.
The simplest and most popular performance appraisal technique is:
- A.
Graphic Rating Scale
- B.
Critical Incident
- C.
Forced Distribution
- D.
Compensable Factors
Correct Answer
A. GrapHic Rating ScaleExplanation
The graphic rating scale is the simplest and most popular performance appraisal technique because it involves rating employees on specific traits or behaviors using a scale. It allows managers to assess performance based on predetermined criteria and provides a clear and objective evaluation. This technique is easy to understand and implement, making it widely used in organizations.Rate this question:
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- 41.
A national corporation completed its first phase of diversity awareness training. HR has been asked to evaluate the training to identify any barriers to diversity initiatives and determine future training and support. Which research methodology would yield the best results?
- A.
Regression correlation analysis
- B.
Running true experiments with experimental and control groups
- C.
Gathering qualitative and quantitative information from training participants
- D.
Interviewing training participants to discuss their reactions to the training
Correct Answer
C. Gathering qualitative and quantitative information from training participantsExplanation
Gathering qualitative and quantitative information from training participants would yield the best results in evaluating the diversity awareness training. This approach allows HR to gather both subjective and objective data from the participants, providing a comprehensive understanding of their experiences and perceptions. Qualitative information can provide insights into participants' reactions, attitudes, and suggestions, while quantitative data can provide measurable indicators of the effectiveness of the training. By combining both types of information, HR can identify any barriers to diversity initiatives and make informed decisions regarding future training and support.Rate this question:
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- 42.
To qualify under ERISA, a pension plan is required to do all of the following EXCEPT:
- A.
Allow all employees who are at least 21 years old to participate
- B.
Not discriminate in favor of highly compensated executives
- C.
Follow the prudent person rule
- D.
Employees must be fully vested after five years
Correct Answer
D. Employees must be fully vested after five yearsExplanation
To qualify under ERISA, a pension plan is required to allow all employees who are at least 21 years old to participate, not discriminate in favor of highly compensated executives, and follow the prudent person rule. However, it is not required for employees to be fully vested after five years. Vesting refers to the amount of time an employee must work for a company before they have ownership rights to their employer's contributions to their retirement plan. While ERISA does require vesting, it does not specify a specific time frame of five years.Rate this question:
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- 43.
Environmental scanning should be used to:
- A.
Identify appropriate group performance incentive strategies
- B.
Evaluate internal and external conditions affecting job satisfaction and union membership
- C.
Identify local, national, and global competitive pressures that could influence the organization's strategy
- D.
Obtain an overall view of the advantages and disadvantages of developing work force training internally
Correct Answer
C. Identify local, national, and global competitive pressures that could influence the organization's strategyExplanation
Environmental scanning is the process of gathering and analyzing information about the external environment of an organization. It involves identifying and monitoring local, national, and global competitive pressures that could potentially impact the organization's strategy. By understanding these competitive pressures, the organization can make informed decisions and develop strategies to stay competitive in the market. This helps the organization to anticipate and respond effectively to changes in the business environment, ultimately influencing its overall strategy.Rate this question:
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- 44.
Federal law DOES NOT expressly prohibit discrimination on the basis of:
- A.
Sexual preference, status as a smoker
- B.
Pregnancy, sexual preference
- C.
Status as a smoker, pregnancy, sexual preference
- D.
Pregnancy
Correct Answer
A. Sexual preference, status as a smokerExplanation
Federal law does not expressly prohibit discrimination on the basis of sexual preference or status as a smoker. However, it does prohibit discrimination on the basis of pregnancy.Rate this question:
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- 45.
A 5-year average employee is suddenly plagued with panic attacks. For the first time, he misses two straight days of work. There is a noticeable difference in his behavior and performance. He tells his supervisor he had a panic attack and requests leave to seek psychological counseling. He returns to work a few weeks later with a letter from his psychiatrist stating that although he has been diagnosed with agoraphobia, he is capable of working effectively without restrictions. The doctor did recommend that the employee be assigned work requiring little traveling. The supervisor sends him on a company errand. The employee states that he is not comfortable driving in city traffic over bridges. While stuck in traffic, the employee had a panic attack and damaged the company car and the customer gift he was enroute to deliver. His supervisor terminated him for destroying company property. The employee sued for disability discrimination. Does this employee have a valid claim under ADAA?
- A.
Yes, the claim is valid. The supervisor should have addressed the employee’s needs and concerns.
- B.
No, the claim is not valid. The doctor only recommended keeping travel light.
- C.
Yes, the claim is valid. The supervisor regarded the employee as having a disability.
- D.
Yes, the claim may be valid. The level of his impairment is covered and the request does not place undue hardship on the employer.
Correct Answer
D. Yes, the claim may be valid. The level of his impairment is covered and the request does not place undue hardship on the employer.Explanation
The claim may be valid because the employee has been diagnosed with agoraphobia, which is considered a disability under the Americans with Disabilities Act Amendments Act (ADAAA). The letter from the psychiatrist states that the employee is capable of working effectively without restrictions, but recommends assigning work requiring little traveling. By sending the employee on a company errand that involves driving in city traffic over bridges, the supervisor may have regarded the employee as having a disability and failed to address his needs and concerns. Additionally, the request for work requiring little traveling does not place undue hardship on the employer.Rate this question:
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- 46.
Which job evaluation method DOES NOT truly consider the relative internal worth of a job?
- A.
Ranking method
- B.
Grading method
- C.
Point factor method
- D.
Market pricing method
Correct Answer
D. Market pricing methodExplanation
The market pricing method does not truly consider the relative internal worth of a job because it relies on external market data and benchmarks to determine the job's value. This method focuses on what other organizations are paying for similar jobs in the market, rather than evaluating the job based on its internal factors such as skills, responsibilities, and qualifications. Therefore, it does not provide a comprehensive assessment of the job's internal worth within the organization.Rate this question:
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- 47.
A mature company is expanding into overseas markets. A few U.S. managers and personnel will be transferred, but most new employees will be hired. The strategic plan involves focusing marketing efforts on brand strategy and packaging rather than advertising. Which of the following factors will be HR's most pressing challenge in supporting this corporate strategy?
- A.
Judgmental forecasts
- B.
Work force supply and demand forecasts
- C.
Succession planning
- D.
Turnover analysis
Correct Answer
B. Work force supply and demand forecastsExplanation
The most pressing challenge for HR in supporting the company's expansion into overseas markets and focusing on brand strategy and packaging rather than advertising would be to accurately forecast the workforce supply and demand. With the majority of new employees being hired, HR needs to determine the number and skills of employees needed in each market to support the company's strategic plan. By forecasting the workforce supply and demand, HR can ensure that the company has the right talent in place to meet its expansion goals and effectively execute its brand strategy and packaging efforts.Rate this question:
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- 48.
An employee in a defense plant posted a large sign in her office to protest the war with Iraq. The sign caused tension amongst the employees who support the war and those opposed to the war. The employees were distracted from their work and productivity was reduced. Does the employer have the right to demand that the employee remove the political sign?
- A.
No, employees have a right to express their points of view
- B.
No, employers rights to control employee work time and minimize workplace disruption does not extend to controlling political activities
- C.
Yes, employers have the right to control employee work time and minimize workplace disruption
- D.
Possibly, depending on company policy, the employer may have the right to demand that the employee remove the political sign
Correct Answer
C. Yes, employers have the right to control employee work time and minimize workplace disruptionExplanation
Employers have the right to control employee work time and minimize workplace disruption. In this case, the large sign protesting the war with Iraq caused tension among the employees and distracted them from their work, leading to reduced productivity. Employers have the responsibility to maintain a productive and focused work environment, and if a political sign is causing disruption and affecting employee performance, they can demand its removal. Company policies may also play a role in determining whether the employer has the right to make such a demand.Rate this question:
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- 49.
Which of the following is an example of construct validity?
- A.
Administrative Assistants with college degrees are compared to Administrative Assistants without degrees
- B.
Flight Controllers are tested for leadership and critical thinking skills
- C.
Computer programmers are asked to debug a section of code
- D.
New hires are tested, and their job performances are later compared to the test results
Correct Answer
B. Flight Controllers are tested for leadership and critical thinking skillsExplanation
The example of construct validity in this question is when Flight Controllers are tested for leadership and critical thinking skills. Construct validity refers to the extent to which a test or measurement accurately measures the theoretical construct or concept it is intended to measure. In this case, the test is designed to assess the leadership and critical thinking skills of Flight Controllers, which aligns with the construct being measured. This demonstrates construct validity as the test is measuring what it is supposed to measure.Rate this question:
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- 50.
Key steps to designing a career path:
- A.
Job analysis, develop natural progression, communicate, obtain information, determine training needs
- B.
Job analysis, develop training needs, natural progression, obtain information, communicate
- C.
Job analysis, skill inventory, communicate, develop natural progression, determine training needs
- D.
Identify personal abilities and intents, communicate, develop natural progression, provide on the job development.
Correct Answer
A. Job analysis, develop natural progression, communicate, obtain information, determine training needsExplanation
The correct answer is job analysis, develop natural progression, communicate, obtain information, determine training needs. This sequence of steps makes logical sense in designing a career path. First, conducting a job analysis helps identify the specific skills and requirements needed for a particular job. Next, developing a natural progression plan outlines the potential growth opportunities within the career path. Then, effective communication is necessary to inform employees about their career options and potential advancement. Obtaining information from employees about their career goals and aspirations is important in tailoring the career path to individual needs. Finally, determining training needs ensures that employees receive the necessary skills and knowledge to progress in their career.Rate this question:
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Current Version
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Oct 31, 2024Quiz Edited by
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May 15, 2009Quiz Created by
Hrflorida
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