Deck 6: Staffing and Human Resource Management

Question 1

_________is a set of planned activities designed offered by the organization to familiarize new employees with their jobs, their co- workers, and key aspects of the organization.

A)Modeling
B)Orientation
C)Socialization
D)Mentoring

Answer 1

Orientation

Question 2

Which of the following essentially attempts to determine which applicant, if hired, will be successful?

A)strategic human resource planning
B)recruitment
C)human resource inventory report
D)selection process

Answer 2

D

Question 3

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
What type of training method would help solve the problem that jobs are connected to one another so if one person did something incorrectly, the next person on the line cannot easily step in and fix the problem?

A)understudy Assignments
B)job rotation
C)vestibule training
D)simulation exercises

Answer 3

B

Question 4

Programs to ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups are known as

A)discrimination practices.
B)affirmative action programs.
C)collective bargaining agreement.
D)management rights.

Question 5

What can a company do to protect itself from sexual harassment claims?

A)Have mechanisms available to monitor employees.
B)Educate all employees on this issue.
C)Document each act or occurrence.
D)all of the above

Question 6

Many organizations have done a fairly good job of helping layoff victims by offering a variety of job- help services. Choose the one that is not typical.

A)physiological counseling
B)support groups
C)extended health insurance benefits
D)severance pay

Question 7

In the _________ approach to performance appraisal, each employee is compared with every other employee and rated as either the superior or weaker employee.

A)group order ranking
B)ranked comparison
C)paired comparison
D)individual ranking

Question 8

Tests of intellectual ability, spatial and mechanical ability, perceptual accuracy, and motor abilities are moderately valid predictors of which jobs?

A)semiskilled and unskilled operative jobs in industrial organizations
B)semiskilled
C)unskilled operative jobs in industrial organizations
D)supervisory positions

Question 9

Which of the following is not a typical training method?

A)job rotation
B)assessment centers
C)simulation exercises
D)classroom lectures

Question 10

Employment decisions on a federal level must be made without regard to all of the following except

A)sexual orientation.
B)disability.
C)race.
D)national origin.

Question 11

Which of the following appraisal methods evaluates employees on the basis of how well their performance matches established criteria?

A)paired comparison
B)individual ranking
C)group order ranking
D)graphic rating scale

Question 12

In the U.S., which of the following laws requires male and female employees to be paid equally if they perform the same type of jobs and/or do the same work?

A)Age Discrimination in Employment Act
B)Equal Pay Act
C)Americans with Disabilities Act
D)Title VII of the Civil Rights Act

Question 13

The _________ seeks performance feedback from such sources as oneself, bosses, peers, team members, customers, and suppliers.

A)critical incidents
B)the 360- degree appraisal
C)BARS
D)graphic rating scale

Question 14

Which of the following may not increase an employee's compensation?

A)management's compensation philosophy
B)higher cost of living area
C)working under hazardous conditions
D)working unusual hours

Question 15

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
Which of the following may be a first step in solving Jo's problem?

A)strategic human resource planning
B)employee training
C)employee development
D)compensation administration

Question 16

To be used for employment, a selection device should

A)be both reliable and valid.
B)be reliable but not necessarily valid.
C)be valid but not necessarily reliable.
D)be used only by highly trained professionals.

Question 17

Jayne was required to take a dictation test and to receive a score of 75 words per minute on the test. The job she is applying for no longer requires the use of dictation. This test has _________.

A)high validity
B)low reliability
C)high reliability
D)low validity

Question 18

_________is a recruitment approach that tries to provide the job candidates with all pertinent information about the job and the organization without distortion or selling the job to the candidate.

A)Open job preview
B)Holistic job preview
C)Traditional job preview
D)Realistic job preview

Question 19

Terri has taken the same typing test four times on four different days. She has scored approximately the same score each time. This test has _________ .

A)high reliability
B)low validity
C)high validity
D)low reliability

Question 20

Which of the following requires employers to provide 60 days notice before a facility closing or mass layoff?

A)Equal Pay Act
B)Family and Medical Leave Act
C)Civil Rights Act
D)Worker Readjustment and Retraining

Question 21

The best- known performance- simulation tests are

A)realistic job previews.
B)written tests.
C)work sampling and assessment centers.
D)assessment centers.

Question 22

Application of Federal Laws and Regulations Related to Human Resource Management
Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws.
Just when Mike was certain it couldn't get any worse, the home office informed him that they might have to close the plant due to the ailing economy. What law requires employers to provide 60 days notice before a facility closing?

A)Worker Adjustment and Retraining Notification Act
B)Family and Medical Leave Act
C)Civil Rights Act
D)Mandatory Retirement Act

Question 23

What is the primary determination of pay level?

A)minimum wage
B)equity
C)educational level
D)kind of job performed

Question 24

_________is/are a set of attitudes, perceptions, and behaviors of employees that remain at work after involuntary employee reductions.

A)Family- friendly benefits
B)Layoff- survivor sickness
C)Compensation administration
D)Employee benefits

Question 25

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
One method that is commonly used is the one that she overlooked. It focuses on specific and measurable job behaviors, although it is time consuming and difficult to develop measures.

A)BARS
B)critical incidents
C)graphic rating scales
D)360 degree appraisal

Question 26

Historically, the relationship between a labor union and management was built on

A)laws.
B)conflict.
C)nepotism.
D)cooperation.

Question 27

Application of Federal Laws and Regulations Related to Human Resource Management
Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws.
Maryann has complained to Mike that she and Jonathan perform the same job and that she believes she is earning less than Jonathan. What law prohibits pay differences between men and women for equal work?

A)Civil Rights Act, Title VII
B)Equal Pay Act
C)Pregnancy Discrimination Act
D)Privacy Act

Question 28

What information is provided in a realistic job preview (RJP)?

A)only negative information about the job
B)only positive information about the job
C)opportunities for advancement
D)both positive and negative information about the job

Question 29

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
What is the current performance appraisal method being used?

A)BARS
B)MBO
C)written essay
D)graphic rating scales

Question 30

Selection devices that are based upon actual job behaviors are known as

A)physical examinations.
B)background investigations.
C)performance- simulation tests.
D)application forms.

Question 31

_________is the process of locating, identifying, and attracting capable applicants.

A)Strategic human resource planning
B)Downsizing
C)Human resource inventory report
D)Recruitment

Question 32

All except which of the following may be indicators that job training may be needed?

A)lower quality
B)decreases in productivity
C)lower absenteeism
D)increase in accidents

Question 33

To be effective, selection devices need to measure the same variable consistently. This is known as which of the following?

A)validity
B)reliability
C)recruitment
D)reject errors

Question 34

Life insurance, disability insurance, retirement programs, and health insurance are all examples of which of the following?

A)wages
B)employee benefits
C)compensation administration
D)salary

Question 35

_________is an appraisal method that involves superiors, subordinates, peers, and even internal and external customers in the evaluation process.

A)Critical- incident technique
B)Graphic rating scales method
C)360° feedback method
D)Multiperson comparisons method

Question 36

In which of the following countries are employees more likely to be unionized than in the US?

A)China
B)Canada
C)Mexico
D)Australia

Question 37

What is the premise behind employee counseling?

A)It is beneficial to the employee.
B)It is beneficial to stockholders.
C)It is beneficial to the organization.
D)It is beneficial to both the organization and the employee.

Question 38

Using realistic job previews reflects the important recruitment issues of _________.

A)reliability and validity
B)choosing selection devices and measurement methods
C)honesty and full information
D)who to interview and when to interview

Question 39

Application of Federal Laws and Regulations Related to Human Resource Management
Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws.
Sheila a manager in the Production department called to tell Mike that a study in her department determined that several female engineers in her area were paid 20% less than men in the same positions. What law prohibits this type of discrimination?

A)Title VII of the Civil Rights Act
B)Equal Pay Act
C)Worker Adjustment and Retraining Act
D)Adverse Impact

Question 40

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
Johanna's second choice is the critical incident method. What would be the major disadvantage of this method?

A)time consuming and lack of quantification
B)depends on evaluator's writing skills
C)provides information on only critical behaviors that foster ineffective job performance
D)unwieldy with large numbers of employees

Question 41

_________is a written statement the duties and responsibilities of a job.

A)Job description
B)Job specification
C)Job inventory chart
D)Job analysis

Question 42

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
What type of training method should Jo provide to her employees to help less experienced employees benefit from the working with more experienced employees?

A)understudy assignments
B)vestibule training
C)job rotation
D)simulation exercises

Question 43

A reliable selection device

A)is administered by a qualified personnel specialist.
B)can be passed by most of the job applicants.
C)yields the same results over time if taken by the same person.
D)measures exactly what it intends to, relative to the job specification.

Question 44

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
Which question should have been asked when purchasing the new equipment?

A)What tasks must be completed to achieve organizational goals?
B)What deficiencies, if any, do job holders have in terms of skills, knowledge, or abilities required to exhibit the essential and necessary job behaviors?
C)What behaviors are necessary for each jobholder to complete his or her job duties?
D)What are the organization's strategic goals?

Question 45

_________is the process used by organizations to attract a qualified pool of job applicants.

A)Recruitment
B)Socialization
C)Affirmation action
D)Human resource planning

Question 46

A _________ is an assessment of the kinds of skills, knowledge, and abilities needed to successfully perform each job in an organization.

A)job analysis
B)job specification
C)job description
D)human resource inventory report

Question 47

_________refers to permanent involuntary termination of employment.

A)Reduced workweek
B)Firing
C)Layoff
D)Transfer

Question 48

A performance appraisal method that provides rating scales for actual behaviors that exemplify various performance levels is known as _________ .

A)multiperson comparisons
B)360° feedback
C)behaviorally anchored rating scales
D)the critical- incident technique

Question 49

In the United States, human resource management practices are affected by various laws that do all of the following except

A)prohibit discrimination against a qualified individual on the basis of disability.
B)prohibit pay differences for men and women doing equal work.
C)establish mandatory safety and health standards in workplaces.
D)encourage and promote mandatory retirement.

Question 50

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
What is the third choice that Johanna is considering?

A)BARS
B)written essay
C)MBO
D)graphic rating scales

Question 51

Which of the following compares employees with one another?

A)MBO
B)multiperson method
C)critical incidents
D)written essay

Question 52

Which of the following prohibits discrimination based on race, color, religion, national origin, or sex?

A)Family and Medical Leave Act
B)Age Discrimination Act
C)Equal Pay Act
D)Civil Rights Act

Question 53

_________is defined as any unwanted activity of a sexual nature that affects an individual's employment.

A)Sexual harassment
B)Affirmative action
C)Sexual discrimination
D)BARS

Question 54

Which of the following questions is not asked when determining if training is needed for employees?

A)What are the organization's strategic goals?
B)What tasks must be completed to achieve the goals?
C)What is the percentage increase in sales from last year?
D)What behaviors are necessary in order for each jobholder to complete his/her job?

Question 55

Dick Brenner has recently hired several competent people to fill the vacancies in his organization. He should help them adapt to the organization and ensure that their job skills and knowledge are kept current through _________.

A)orientation and training
B)employee appreciation
C)employee surveys
D)orientation, training, and development

Question 56

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
What type of training method should Jo provide to her employees to ensure that they understand how to use the new equipment?

A)vestibule training
B)job rotation
C)classroom lectures
D)simulation exercises

Question 57

Which of the following can be valid and reliable selection devices when they are structured, well organized, and held to common questioning?

A)written tests
B)physical examinations
C)performance- simulation tests
D)interviews

Question 58

Application of Federal Laws and Regulations Related to Human Resource Management
Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws.
Angel has stopped by to tell her new boss her great news: she's pregnant! Angel wants to spend time at home after the birth of her baby. Mike is pleased for her, but unsure about the organization's obligation to her. He already knows about the Pregnancy Discrimination Act. What other legislation might impact this situation?

A)Worker Adjustment and Retraining Notification Act
B)Family and Medical Leave Act
C)Mandatory Retirement Act
D)Civil Rights Act of 1991

Question 59

A customer service sales manager for a Dell Computers evaluates each one of his staff monthly on the basis of the number of customer problems or complaints that have been resolved during the past month. This is an example of

A)a perfomance appraisal.
B)a subjective appraisal.
C)situational testing.
D)personality testing.

Question 60

Germany's human resource management practices are similar to most Western European countries in that legislation requires companies to practice _________ .

A)collective bargaining
B)representative participation
C)unionization
D)open shop

Question 61

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
Which of the following would be most effective in training people on how to use the new equipment properly?

A)simulation exercises
B)classroom lectures
C)job rotation
D)vestibule training

Question 62

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
What is the name of Johanna's first choice?

A)BARS
B)MBO
C)graphic rating scales
D)written essay

Question 63

Which of the following should be the basis for evaluation of a training program?

A)instructor personality
B)difficulty level of the training
C)improvement in actual employee job performance
D)entertainment value

Question 64

Which of the following focuses on job content, environment, and conditions of employment?

A)job specification
B)job analysis
C)job description
D)human resource inventory report

Question 65

A major benefit of using realistic job previews is to _________ .

A)reduce turnover
B)reduce salaries and wages
C)reduce time it takes to get qualified applicants
D)decrease training costs

Question 66

One of the following is not a common problem with on the job training.

A)It increases errors while learning takes place.
B)It is becoming too costly.
C)It can disrupt the workplace.
D)Some skill training is too complex to learn on the job.

Question 67

Which of the following prohibits differences in pay for equal work based on the sex of the employee?

A)Family and Medical Leave Act
B)Age Discrimination Act
C)Civil Rights Act
D)Equal Pay Act

Question 68

The process of determining a cost- effective pay structure that will attract and retain competent employees, provide an incentive for them to work hard, and ensure that pay levels will be perceived as fair is known as

A)salary.
B)wages.
C)compensation administration.
D)employee benefits.

Question 69

Application of Performance Appraisal Methods
Johanna has just returned from a conference on performance appraisal methods. It was an interesting conference and one that was needed. Johanna knew that the company method of evaluating employees needed some drastic revision. The current method is to have the immediate supervisor write out an evaluation of each individual employee. The method was
time- consuming for the supervisors, and as much a test of their writing skills as it was an evaluation of performance. Johanna was leaning toward three choices. The first choice involved one of the oldest and most popular performance appraisals. This involved listing a set of performance factors such as quantity of work, quality of work, cooperation, etc. and then rating each factor on an incremental scale. The second choice involved a system that would focus on specific and measurable job behaviors. The third choice was very results- oriented and used extensively with managers and professional employees.
What would be the primary advantage of using the first choice?

A)quantitative data
B)compares employees with one another
C)focuses on end goals
D)rich example of behaviorally based data

Question 70

Application of Employee Training and Development
Jo sighed. Productivity levels were down by 5% this month. After just spending $150,000 on new equipment, she was not quite sure how to explain this to top management. She had been so sure that new equipment would increase productivity levels. In fact, all the research she had done before purchasing the equipment had substantiated just that. What was the problem? Jo decided a trip to the assembly line floor was in order. Talking to the assembly line supervisor provided her with some new insights. The equipment manufacturer had said the new equipment would be easier to run than the old equipment. Jo had felt the equipment was similar enough that no training on the new equipment was necessary. Evidently that was not the case. The assembly line supervisor said there had been many down hours while people tried to figure out how to run the new machines. Furthermore, these machines were much more interrelated. One job tied into the next job, so if one person did something incorrectly, the next person on the line could not easily step in and fix the problem. In addition, these machines were much more technical and computer- like than the old machines had been. Evidently, they were not as easy to use as the manufacturer had stated.
Since the machines are so interrelated, which training method may help employees understand each of the differing jobs better?

A)simulation exercises
B)job rotation
C)vestibule training
D)classroom lectures

Question 71

Which of the following permits employees in organizations with 50 or more workers to take up to 12 weeks of unpaid leave each year for family or medical reasons?

A)Age Discrimination Act
B)Equal Pay Act
C)Family and Medical Leave Act
D)Civil Rights Act

Question 72

_________is a performance appraisal method that focuses on specific and measurable job behaviors, but is time- consuming and difficult to develop.

A)MBO
B)Written essay
C)BARS
D)Critical incidents

Question 73

Which of the following is not a major objective of the orientation process?

A)Complete all training required for the job.
B)Reduce the initial anxiety of the new employee.
C)Familiarize new employees with the job.
D)Facilitate the outsider- insider transition.

Question 74

_________, along with the application form, are an almost universal selection device.

A)Written tests
B)Interviews
C)Realistic job previews
D)Performance- simulation tests

Question 75

For a selection device to be valid it must

A)yield a demonstrated relationship between a person's score or rating and their eventual job performance.
B)be passed by at least 75 percent of all applicants.
C)be sanctioned by the EEOC.
D)yield approximately the same results over time if taken by the same person.

Question 76

Which of the traditional recruiting sources is least likely to increase the diversity and mix of employees?

A)private employment agencies
B)advertisements
C)public employment agencies
D)employee referrals

Question 77

Application of Federal Laws and Regulations Related to Human Resource Management
Mike was feeling overwhelmed in his new job as Manager of Small Products, a division of Large Corporation. The Vice President for Human Resources had called this morning to congratulate him on his promotion and to inquire as to whether he was comfortable with the major laws and regulations that were important now that he was a manager. In the course of one day, he had four employees with problems that he thought were related to these laws.
Jennifer telephoned to tell Mike that she needed to be away from work to care for her mother who fell and broke her hip. What law permits employees to take up to 12 weeks of unpaid leave to care for a sick family member?

A)Americans With Disabilities Act
B)Civil Rights Act of 1991
C)Worker Adjustment and Retraining Notification Act
D)Family and Medical Leave Act

Question 78

_________is a performance appraisal method that requires little training and no complex forms, but may be more of a measure of the evaluator's writing ability than the performance of the employee.

A)BARS
B)MBO
C)Written essay
D)Critical incidents

Question 79

_________is a training process that offers opportunities for employees to spend time in different jobs and expand their range of skills.

A)An apprenticeship
B)Job rotation
C)Modeling
D)Coaching

Question 80

_________is the process of formally assessing someone's work job accomplishments and providing feedback.

A)Management by objectives
B)Performance appraisal
C)Discipline management
D)An informal review