Are You Ready To Test Your HR Knowledge! Trivia Quiz

1.

What is the minimum number of references required for a new hire or re-hire?
- A.
  
  Three
- B.
  
  None
- C.
  
  One
- D.
  
  Two
- E.
  
  Five
Correct Answer
D. Two

Explanation
If an applicant has at least five years of employment history, then management should obtain references for the past five years of employment history. References from multiple employers totaling the last five years of work experience are acceptable. If an applicant has less than five years of employment history, then a reference should be obtained from the previous employer(s) the applicant lists on the application, plus one Professional/Educational/Civic reference. If an applicant has no prior employment history, then at least two Professional/Educational/Civic references should be obtained.

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2.

What should the termination reason be for an employee who clocks out in the middle of his/her shift and never returns?
- A.
  
  Other Job
- B.
  
  Quit Without Notice
- C.
  
  Personal Reasons
- D.
  
  Job Abandonment
- E.
  
  Moving
Correct Answer
D. Job Abandonment

Explanation
If an employee does not give a resignation either verbally or in writing and also walks off the job this is considered a job abandonment. The employee should be terminated through UltiPro as "Job Abandonment" and appropriate notes entered. See HR Guidelines for detailed instructions.

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3.

If an employee was issued a 3rd Step on February 10th, 2009 and has had no other disciplinary action since then, what step would they be on by October 10th, 2009?
- A.
  
  Step Three
- B.
  
  Step One
- C.
  
  Fourth Step
- D.
  
  No Step
- E.
  
  Step Two
Correct Answer
E. Step Two

Explanation
If six months have passed since the date of a counseling and the employee has had no other disciplinary action taken against them during the six months, the last counseling issued would rescind one step.

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3
4.

If an employee has two passes for a movie and tries to sneak a third guest past the door post without a ticket, what should management do once they become aware?
- A.
  
  Issue the next step counseling to the employee.
- B.
  
  Take the employee's statement regarding the situation and contact HR immediately.
- C.
  
  Automatically issue a 4th Step Notice of Suspension and tell the employee they are fired.
- D.
  
  Ban the employee and the guests permanently.
- E.
  
  Nothing.
Correct Answer
B. Take the employee's statement regarding the situation and contact HR immediately.

Explanation
Anytime management is aware of an employee violating or attempting to violate the employee pass policy, a statement should be obtained from the employee and HR should be contacted for guidance.

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5.

TRUE OR FALSE: Bracelets are allowed according to the Dress Code Policy.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
Jewelry should be limited to:
-no more than three rings total between both hands
-necklaces must be concealed for safety reasons
-earrings for female employees—one per ear, no larger in size than a quarter

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6.

A clerical employee who gets the weekly salary (not by the hour) is exempted from the overtime requirements of the Fair Labor Standards Act.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
Clerical employees who receive a weekly salary are not automatically exempt from the overtime requirements of the Fair Labor Standards Act. The exemption from overtime pay depends on various factors such as job duties, salary level, and classification as exempt or non-exempt. Therefore, the statement that clerical employees who receive a weekly salary are exempt from overtime requirements is false.

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7.

What are the costs incurred in the recruitment, training, and development of an employee called?
- A.
  
  Historical cost
- B.
  
  Replacement cost
- C.
  
  Opportunity cost
- D.
  
  Imputed cost
Correct Answer
A. Historical cost

Explanation
Historical cost refers to the actual expenses incurred in the recruitment, training, and development of an employee. It includes all the costs that have been previously recorded and can be verified. This term is commonly used in accounting to determine the value of an asset or investment based on its original cost. In the context of employee costs, historical cost represents the total amount spent on hiring, training, and developing an employee over time. It does not consider any potential future costs or opportunities that may arise.

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8.

What is the reason for the grievance that arises out of disagreement?
- A.
  
  Group work
- B.
  
  Wage rate
- C.
  
  Terms of employment
- D.
  
  All of the above
Correct Answer
D. All of the above

Explanation
The reason for the grievance that arises out of disagreement can be attributed to various factors, including group work dynamics, wage rates, and terms of employment. In a group work setting, conflicts may arise due to differences in opinions, work styles, or conflicting goals. Wage rates can also lead to grievances if employees feel that they are not being fairly compensated for their work. Additionally, disagreements regarding the terms of employment, such as working hours, benefits, or job responsibilities, can also contribute to grievances. Therefore, all of the options mentioned - group work, wage rate, and terms of employment - can be potential reasons for the grievances that arise out of disagreement.

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9.

Which tests are conducted to measure the ability of candidates to apply for particular skills?
- A.
  
  Depth
- B.
  
  Aptitude
- C.
  
  Trade
- D.
  
  All of the above
Correct Answer
A. Depth

Explanation
Depth tests are conducted to measure the ability of candidates to apply specific skills. These tests assess the candidate's knowledge, understanding, and proficiency in a particular area or field. They go beyond surface-level knowledge and assess the candidate's ability to apply their skills in practical situations. Therefore, depth tests are an effective way to evaluate a candidate's competence and suitability for a specific job or task.

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10.

Which of the following means deciding the value of the work done by the employee?
- A.
  
  Task
- B.
  
  Action
- C.
  
  Reward
- D.
  
  Performance appraisal
Correct Answer
D. Performance appraisal

Explanation
Performance appraisal is the process of evaluating and assessing an employee's job performance and determining the value of the work done by the employee. It involves reviewing the employee's achievements, skills, and overall contribution to the organization. This assessment helps in determining the employee's worth and deciding on appropriate rewards, promotions, or feedback for their work.

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Are You Ready To Test Your HR Knowledge! Trivia Quiz

What is the minimum number of references required for a new hire or re-hire?

What should the termination reason be for an employee who clocks out in the middle of his/her shift and never returns?

If an employee was issued a 3rd Step on February 10th, 2009 and has had no other disciplinary action since then, what step would they be on by October 10th, 2009?

If an employee has two passes for a movie and tries to sneak a third guest past the door post without a ticket, what should management do once they become aware?

TRUE OR FALSE: Bracelets are allowed according to the Dress Code Policy.

A clerical employee who gets the weekly salary (not by the hour) is exempted from the overtime requirements of the Fair Labor Standards Act.

What are the costs incurred in the recruitment, training, and development of an employee called?

What is the reason for the grievance that arises out of disagreement?

Which tests are conducted to measure the ability of candidates to apply for particular skills?

Which of the following means deciding the value of the work done by the employee?