FINAL EXAM HRM/531 Human Capital Management 1 Which question should not be important in evaluating the….

FINAL EXAMHRM/531 Human Capital Management1Which question should not be important in evaluating the value of training?Was the cost of training within the budget?Is the change due to training?Is the change positive related to organizational goals?Did change occur?2For organizations, _________ is an indirect cost associated with downsizing.administrative processingan increase in the unemployment tax rateoutplacementseverance pay33Employee demotions usually involve.a reduction in pay but no loss of opportunity, status, or privilegea decrease in status and privilege but no loss of opportunity or payan increase in pay and more responsibilitya cut in pay, status, privilege, or opportunity4Hard quotasrepresent a mandate to hire or promote specific numbers or proportions of women or minority group memberssystematically favor women and minorities in hiring and promotion decisionsare a commitment to treat all races and sexes equally in all decisions about hiring, promotion, and payare a concerted effort by the organization to actively expand the pool of applicants so that no one is excluded because of past or present discrimination5Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information.acceptpredictabandonassign6_____ analysis is the level of analysis that focuses on employees specifically.EmployeeOperationsEnvironmentalIndividual7Title VII of the _____________ states that top executives in companies receiving government support can retract bonuses, retention awards, or incentives paid to the top five senior executive officers or the next 20 most highly compensated employees based on corporate information that is later found to be inaccurate.Equal Pay Act (1963)Sarbanes–Oxley Act (2002)Pay for Performance Act (2009)American Recovery and Reinvestment Act (2009)8Which is not a quality of Generation Y?A blurring of the lines between work and leisure time while on the jobThe constant need for stimulation/entertainmentInability to handle numerous projectsShort attention spans9This made extensive changes to the Employee Retirement Income Security Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.Short-Term Disability lawsThe Pension Protection Act (PPA) of 2006Short-Term Severance Pay lawsEmployer Cost Shifting laws10.justanswer.com/profile.aspx?PF=46856550&FID=8348″>Expert: .justanswer.com/profile.aspx?PF=46856550&FID=8348″>Mr. Gregory White replied 1 year ago.Only received 1-9 – can you go ahead and post the rest – I will put into a document to send back (as that is easier)..justanswer.com/multiple-problems/88wjp-final-examhrm-531-human-capital-managementstatus-not.html#”>Ask Your Own Multiple Problems QuestionCustomer: replied 1 year ago.10When companies discover they can communicate better with their customers through employees who are similar to their customers, those companies then realize they have increased their _____ diversity.externalsecondaryprimaryinternal11Mary arrives at her new job. Before she can begin actually doing the work, she must complete a series of activities including role playing and virtual reality interactions. What type of training method does Mary’s new employer use?Organizational developmentInformation presentationOn-the-job trainingSimulation12If employers fail to check closely enough on a prospective employee who then commits a crime in the course of performing his or her job duties, they can be held liable forloss of consortiumquid pro quohostile environmentnegligent hiring13_____ proceeds from an oral warning to a written warning to a suspension to dismissal.Due processProgressive disciplineProcedural justicePositive discipline14Which of the following is a distinctive feature of the U.S. system compared with other countries?All agreements are of unlimited durationLow union dues and small union staffsWages set by arbitration councilsExclusive representation15If objective performance data are available, which of the following is the best strategy to use?MBOsummated rating scaleswork planning and reviewBARS16_____ implies that appraisal systems are easy for managers and employees to understand and use.AcceptabilitySensitivityPracticalityReliability17Training that results in ______ is costly because of the cost of training (which proved to be useless) and the cost of hampered performance.negative transfer of trainingapplicability of trainingreinforcement of trainingsimulation of training18A _____ occurs when parties are unable to move further toward settlement.mediationgrievancebargaining impasselockout19In _____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor’s product, motorcycling, and other legal activities outside of work.defamationconstructive dischargelifestyle discriminationinvasion of privacy20Organizations periodically turn to _________ to meet demands for talent brought about by business growth and a desire for fresh ideas, or to replace employees who leave.former employeesoutside labor marketsentry-level employeestheir subsidiaries.8075em;=”” vertical-align:=”” baseline;=”” line-height:=”” 1.615;=”” color:=”” rgb(0,=”” 0,=”” 0);=”” font-family:=”” verdana,=”” tahoma,=”” helvetica,=”” arial,=”” sans-serif;=”” background:=”” transparent;”=””>21________________include everything in a work environment that enhances a worker’s sense of self-respect and esteem by others.Internal pay objectivesGeneral business strategiesNonfinancial rewardsSocial responsibilities22The Civil Rights Act of 1991 offered what for victims of unintentional discrimination?Monetary damages and jury trialsRace-normingAdverse impactAffirmative action23Properly designed incentive programs work because they are based on two well-accepted psychological principles: (1) increased motivation improves performance and (2)control-based compensationthe Scanlon planthe Rucker planrecognition is a major factor in motivation24___________ is the process where managers provide feedback to the employees regarding their past and present job performance proficiency, as well as a basis for improving performance in the future.SelectionRecruitingPlacementPerformance management25When conduction a performance feedback discussion, active listening requiresverbal communications onlyinterruptions to get your point acrosssummarizing your key pointssummarizing what was said and what was agreed to.8075em;=”” vertical-align:=”” baseline;=”” line-height:=”” 1.615;=”” color:=”” rgb(0,=”” 0,=”” 0);=”” font-family:=”” verdana,=”” tahoma,=”” helvetica,=”” arial,=”” sans-serif;=”” background:=”” transparent;”=””>26What can affirmative action assist organizations in achieving that diversity initiatives cannot?Maximizing workforce commitmentCorrecting specific problems of the pastMaximizing creativityIncreased productivity27In determining the competitiveness of benefits, senior management tends to focus mainly onvaluecostsecurityworth28What is our country’s income maintenance program?ERISA (1974)Social SecurityPPA (2006), 401(k)COBRA (1985)29____________ is the biggest hurdle to overcome in a pay-for-performance plan.Salary cap performance levelCompensation equationInflationMerit-pay increases30To avoid legal difficulties related to performance appraisals and enhance credibility in court, employers shouldpresent only the employee’s perspectivepresent only the manager’s perspectivehave friends testifydocument appraisal ratings and reason for termination