Human Resource Managment

Front 1

Which of the following is NOT a competitive challenge within theHuman Resources Management framework?

Back 1

d.

employee rights

Front 2

The World Trade Organization (WTO) utilizes ____ to establishrules and guidelines for global commerce.

Back 2

b.

GATT (General Agreement on Tariffs and Trade)

Front 3

Knowledge workers require skills in all of thefollowing areas except:

Back 3

a.

computer programming.

Front 4

Which of the following is the largest employmentagency in the United States?

Back 4

c.

Manpower Inc.

Front 5

An HRIS extends information technology beyond storingand retrieving information to:

Back 5

b.

providing current and accurate data for purposes of control and decision making.

Front 6

Which of the following is not a primary impactthat technology has had on HRM?

Back 6

c.

It has diminished the role of supervisors in managing employees.

Front 7

The operational impact of information technology onHRM includes all of the following except:

Back 7

c.

providing a direct connection to recruitment sources such as Monster.com.

Front 8

The first step in choosing an HRIS is for the HRpersonnel to:

Back 8

a.

evaluate the most time-consuming tasks.

Front 9

A needs assessment for IT investments should includeall of the following except:

Back 9

b.

Who will have access to private records.

Front 10

____ is closely related to corporate socialresponsibility

Back 10

c.

Sustainability

Front 11

The process of setting procedures for making decisionsabout the organization’s long-term goals and strategies is called

Back 11

a.

strategic planning.

Front 12

Human resource planning is

Back 12

b.

the process of anticipating and making provision for movement of people into, within, and out of an organization.

Front 13

Customers, suppliers and substitutes are part of the_____ environment

Back 13

d.

competitive

Front 14

The ____ provide(s) the basic purpose of the organization as wellas its scope of operations.

Back 14

a.

mission

Front 15

Basebased upon U.S. Census Bureau projections, which of the followingis NOT anticipated to happen between 2012 and 2018?

Back 15

c.

Approximately 62 percent of all new jobs created in the U.S. economy will be in the health care and social assistance industry.

Front 16

This group of employees has skills that are quite valuable to acompany, but not particularly unique or difficult to replace.

Back 16

a.

core employees

Front 17

Which of the following is NOT a component of corporateculture?

Back 17

c.

Experiences

Front 18

The mission of a company:

Back 18

b.

is the basic purpose of the organization

Front 19

The strategic vision of a company:

Back 19

d.

provides a perspective on where the company is headed

Front 20

The core value of a company:

Back 20

c.

is the strong enduring beliefs and principles used by the company to make decisions

Front 21

Theemployment of individuals in a fair and nonbiased manner is called

Back 21

b.

equal employment opportunity

Front 22

A factor that appears to have influenced the growth of EEOlegislation is:

Back 22

a.

the changing attitudes of society at large.

Front 23

An employee alleging discrimination can sue both themanager (or supervisor) of a company and the company itself because:

Back 23

b.

the manager or supervisor perform their job as agents of the company

Front 24

Which of the following groups would not fall under the broaddefinition of protected classes?

Back 24

d.

white men

Front 25

Individuals protected by federal equal employmentopportunity laws include all of the following except

Back 25

d.

homosexuals.

Front 26

MajoMajor federal equal employment opportunity laws attempt to correctsocial problems of interest to particular groups of workers called:

Back 26

c.

protected classes.

Front 27

The Equal Pay Act prohibits employers fromdiscrimination in pay based on:

Back 27

b.

gender.

Front 28

Employers that pay men and women a different salary are violatingthe Equal Pay Act only if the pay difference is a result of:

Back 28

c.

performing work of similar skill effort and responsibility under similar conditions.

Front 29

The Equal Pay Act was passed as an amendment to the

Back 29

b.

Fair Labor Standards Act

Front 30

Title VII of the Civil Rights Act makes it illegal to discriminatebecause of:

Back 30

a.

race and sex.

Front 31

The legislative act that bars discrimination in all HR activities,including hiring, training, promotion, pay, employee benefits, and otherconditions of employment, is known as the:

Back 31

b.

Civil Rights Act of 1964.

Front 32

Which of the following employers are covered under the CivilRights Act?

Back 32

d.

Unionized organizations.

Front 33

Which of the following is not prohibited by Title VII?

Back 33

b.

promoting a white male over a black male on the basis of seniority

Front 34

The agency established to enforce the Civil Rights Act and topromote equal employment opportunity is the:

Back 34

b.

Equal Employment Opportunity Commission (EEOC).

Front 35

Bona fide occupational qualifications can

Back 35

c.

permit discrimination by an employer

Front 36

Title VII provisions for religion:

Back 36

a.

require employers to make reasonable accommodation for religious observance or practice

Front 37

The Age Discrimination in Employment Act prohibitsspecific employers from discriminating against persons who are

Back 37

a.

40 years of age or older.

Front 38

Age discrimination does not exist when:

Back 38

b.

advanced age affects work safety

Front 39

Which of the following is NOT used to determinewhether an accommodation is reasonable?

Back 39

d.

financial resources of the applicant

Front 40

According to the Pregnancy Discrimination Act, it is notillegal to:

Back 40

c.

deny to all employees sick-leave benefits including those for pregnancy-related illnesses.

Front 41

According to the Pregnancy Discrimination Act:

Back 41

c.

an employer must set pregnancy leave dates based on the individual employee's ability to work

Front 42

A disability under the Americans with Disabilities Actcan be defined by all of the following except

Back 42

b.

evidence of a medical diagnosis of impairment

Front 43

Which of the following is NOT a basis for agediscrimination?

Back 43

b.

offering older employees early retirement

Front 44

The Americans with Disabilities Act does not:

Back 44

c.

provide protection for adjustment disorders.

Front 45

Which of the following is NOT a protected class underTitle VII of the Civil Rights Act of 1964?

Back 45

b.

age

Front 46

The law that requires employers to reemploy andadvance qualified veterans is:

Back 46

a.

the Uniformed Services Employment and Reemployment Rights Act.

Front 47

The law that requires federal contractors to takeaffirmative action in hiring disabled individuals is:

Back 47

d.

the Vocational Rehabilitation Act.

Front 48

The major source of OSHA standards is:

Back 48

b.

National Institute for Occupational Safety and Health (NIOSH)

Front 49

According to a National Highway Traffic SafetyAdministration study, distracted driving accounts for ______ of all accidents.

Back 49

d.

80 percent

Front 50

Of the following, which circumstances are of thehighest priority for OSHA inspections?

Back 50

a.

situations that present imminent danger to employees

Front 51

Under the Occupational Safety and Health Act, the U.S.Department of Labor may do any of the following except:

Back 51

b.

close plants that are extremely dangerous.

Front 52

OSHA may cite employers under all of the followingviolations except:

Back 52

d.

Minor

Front 53

OSHA may adjust penalties for violations for all ofthe following circumstances except:

Back 53

b.

employer's ability to pay

Front 54

In a survey by the University of Chicago’s National OpinionResearch Center, ____ of employees “agree” or “strongly agree” that safety andhealth conditions where they work are good.

Back 54

d.

92 percent

Front 55

On-site consultation may qualify employers for ____ year(s)exemption from routine OSHA inspection.

Back 55

a.

one

Front 56

Strategic Partnership Programs (SPPs):

Back 56

c.

are long-term agreements between employers and OSHA aimed at reducing serious workplace hazards and to achieve a high level of worker safety and health.

Front 57

Voluntary protection programs (VPPs):

Back 57

a.

attempt to get employers to go beyond the basics of OSHA law and provide workers with better protection on the job.

Front 58

Employers with exemplary health and safety records mayreceive recognition under the ____ program.

Back 58

c. SHARP

Front 59

UndeUnder OSHA, employers must do all of the following except:

Back 59

a.

compensate employees who have been injured or have become ill due to work-related factors.

Front 60

The number of injuries and illnesses per 100 full-time employeesduring a given year is:

Back 60

d.

the employer

Front 61

Laws that require employers to disclose relevant safetyinformation to employees are known as:

Back 61

b.

right-to-know laws.

Front 62

Material Safety Data Sheets:

Back 62

c.

are a primary method of informing employees about health risks and handling instructions associated with chemicals and potentially hazardous substances.

Front 63

Criticisms of OSHA's enforcement of rules include allof the following except:

Back 63

b.

OSHA both sets and enforces its own standards

Front 64

Frequently, employers will create a group consisting ofrepresentatives of various segments of the organization to work onsafety-related issues. These groups are commonly referred to as:

Back 64

a.

safety committees.

Front 65

An OSHA inspection of imminent danger situations is a____ priority.

Back 65

a.

first level

Front 66

An OSHA investigation of catastrophes, fatalities, and accidentsthat result in hospitalization of five or more employees are _____ priorities.

Back 66

b.

second level

Front 67

An OSHA investigation of valid employee complaints of allegedviolations of standards or of unsafe or unhealthful working conditions is a____ priority.

Back 67

c.

third level

Front 68

OSHA’s special-emphasis inspections aimed at specific high-hazardindustries, occupations, or substances that are injurious to health are ____priorities.

Back 68

d.

fourth level

Front 69

Penalties for violation of safety rules by employeesare usually stated in the:

Back 69

a.

employee handbook

Front 70

UndeUnder the employment-at-will doctrine, who can terminate theemployment relationship?

Back 70

d.

employees or employers

Front 71

Which of the following is the dominant principlegoverning private-sector employment relationships?

Back 71

a.

the employment-at-will principle

Front 72

UndUnder he employment-at-will doctrine, employers may terminateemployees for any of the following reasons except:

Back 72

b.

cooperating with authorities in regard to an OSHA complaint.

Front 73

Which of the following is not an exception tothe employment-at-will doctrine?

Back 73

b.

established protection

Front 74

In 1908 the Supreme Court upheld theemployment-at-will doctrine in _____.

Back 74

d.

Adair v. United States

Front 75

Discharge for refusing to violate a professional code of conductfalls under which exception to employment-at-will?

Back 75

a.

violation of public policy

Front 76

Which exception to the employment-at-will doctrineoccurs when a lack of good faith and fair dealing by the employer has beensuggested?

Back 76

d.

implied covenant

Front 77

An implied employment contract

Back 77

d.

can result from statements made in an employee handbook or HR policy manual.

Front 78

Which of the following does not apply towhistle-blowing?

Back 78

c.

employers can discipline, but not discharge employees for reporting corporate wrongdoings

Front 79

Approximately _____ workers are discharged each year.

Back 79

c.

two million

Front 80

Employers are prohibited from retaliating against employeesunder all of the following except:

Back 80

a.

The Workers' Adjustment Retraining and Notification Act

Front 81

The minimum advance notice of plant closings or layoffs affecting50 or more full-time employees required by the Workers' Adjustment Retrainingand Notification Act of 1989 is:

Back 81

a.

60 days.

Front 82

In _____, a court found that a provision in an employee handbookconstituted a unilateral enforceable contract with employees.

Back 82

c.

Toussaint v. Blue Cross and Blue Shield of Michigan

Front 83

Employers defend their intrusion into employee privacyby noting:

Back 83

b.

their legitimate business interest

Front 84

Which of the following is MOST likely to create a wrongfuldischarge claim?

Back 84

d.

When necessary, make exceptions to the rules in unique circumstances

Front 85

Which of the following protects and financially rewardswhistle-blowers who expose fraud related to governmental programs andwrongdoing related to consumer financial products or services?

Back 85

d.

The False Claim Act

Front 86

it is estimated that _____ of employees in the UnitedStates work without benefit of an employment contract

Back 86

d.

80 percent

Front 87

Which of the following is NOT an example of how animplied contract may become binding?

Back 87

b.

Failing to create an employee handbook or conducting performance appraisals on a routine basis

Front 88

This provision forbids employees from revealing proprietaryinformation outside the company, either during or following their employment.

Back 88

a.

Nondisclosure of information agreement

Front 89

This provision grants to an employer the ownership ofan idea, invention or process, or work of authorship developed by the employeeduring the time of employment.

Back 89

b.

Intellectual property agreement

Front 90

An advantage of impairment testing is

Back 90

a.

it identifies employees who are impaired for reasons other than drug use

Front 91

This provision prevents ex-employees from either becoming acompetitor or working for a competitor for a designated period of time.

Back 91

c.

Noncompete agreement

Front 92

Employers should use all of the following guidelines in developinga search policy except:

Back 92

d.

engage in searches publicly, so that employees understand that searches do take place.

Front 93

TheseThese agreements prohibit ex-employees from soliciting clients orcustomers of former employers for a specific period of time and fromdisclosing or making use of confidential employer information.

Back 93

d.

Nonpiracy agreement

Front 94

In _____, the Court stated a general rule that if an employerdeliberately makes an employee’s working conditions so intolerable that theemployee is forced into voluntary resignation, then the employer hasencompassed a constructive discharge and is liable for any illegal conductinvolved therein.

Back 94

d.

Young v. Southwestern Savings and Loan Association

Front 95

The ____ requires that an employee’s medical history be kept in afile separate from other personal information.

Back 95

c.

Americans with Disabilities Act

Front 96

_____ is the most frequent EEO complaint.

Back 96

c.

Retaliation

Front 97

A provision, where permitted, of a labor agreementthat requires employees to join the union as a condition of employment iscalled

Back 97

b.

a union shop

Front 98

The strongest reason to join a union appears to be:

Back 98

c.

dissatisfaction with wages, benefits, and working conditions.

Front 99

Employees indicate their willingness to be representedby a union by signing a/an:

Back 99

c.

authorization card.