HCC HRPO-2301 test 2

HCC HRPO-2301 test 2

uestion1

Not yet answered

Marked out of 20

Flag question

Question text

Discuss the Fair Labor Standards Act. (20)



Path: p

Question2

Not yet answered

Marked out of 20

Flag question

Question text

Describe the advantages and disadvantages of corporate-wide pay-for-performance plans.



Question3

Not yet answered

Marked out of 10

Flag question

Question text

What did you learn from Chapters 6-11 that was most meaningful to you?

	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	
	

Path: p

Question4

Not yet answered

Marked out of 2

Flag question

Question text

During the early 2000s, which of the following was true of the business and employment environment?

Select one:

a. Involuntary separations increased by 30%.

b. Global competition created a need for larger workforces.

c. The labor market became tighter as employees quit jobs voluntarily to find better jobs.

d. The labor market weakened as new technologies replaced many workers in large corporations.

e. Voluntary separations decreased as most employees were reluctant to leave stable jobs in such an uncertain market.

Question5

Not yet answered

Marked out of 2

Flag question

Question text

A company wants to know the rate at which employees voluntarily leave the firm. The company needs to:

Select one:

a. measure its turnover use.

b. conduct an HR audit.

c. conduct a diversity audit.

d. track reasons for discharges and separations.

e. none of the above.

Question6

Not yet answered

Marked out of 2

Flag question

Question text

Companies strive to manage their turnover rates because:

Select one:

a. of the potential impact on their public relations image.

b. of the legal requirements regarding warnings of layoffs.

c. of the need to plan for replacement workers.

d. turnover provides an opportunity for greater diversity and a positive affirmative action image.

e. they want to monitor and control and employee replacement costs.

Question7

Not yet answered

Marked out of 2

Flag question

Question text

The costs of employee separations depends upon which of the following?

Select one:

a. Whether the employee was a member of a protected class or not

b. Whether the employee had a voluntary separation

c. Whether the employee will be replaced or not

d. Whether the employee was a new hire

e. All of the above

Question8

Not yet answered

Marked out of 2

Flag question

Question text

Which of the following is a comprehensive list of the functions in performance appraisal?

Select one:

a. Identifying, measuring, and managing human performance in organizations

b. Identifying, determining, and implementing human performance in organizations

c. Performing an employee assessment based either on relative or absolute judgments

d. Performing an employee assessment based upon both relative and absolute judgments

e. None of the above

Question9

Not yet answered

Marked out of 2

Flag question

Question text

A manager is in the process of deciding how effective or ineffective an employee’s behavior has been. This manager is in the ______stage of the performance appraisal model.

Select one:

a. identification

b. measurement

c. management

d. design

e. performance improvement

Question10

Not yet answered

Marked out of 2

Flag question

Question text

Emma is thinking through the future evaluation of her employees. Right now she is determining what specific areas of each employee’s work she should evaluate. Emma is in the process of:

Select one:

a. measuring performance to make a judgment about how good or bad that performance is.

b. identifying areas of job performance that should be evaluated.

c. managing the work process.

d. assessing.

e. evaluating performance.

Question11

Not yet answered

Marked out of 2

Flag question

Question text

Organizations face a number of important training issues such as:

Select one:

a. How can training keep pace with a changing organizational environment?

b. How will training be funded?

c. Does our training meet EEO criteria?

d. Do we recruit experienced people or inexperienced people and train them?

e. All of the above

Question12

Not yet answered

Marked out of 2

Flag question

Question text

The goal of development is:

Select one:

a. an immediate improvement in performance.

b. to prepare for future work.

c. to improve performance on the current job.

d. to develop key skills.

e. to improve performance by addressing deficiencies in knowledge.

Question13

Not yet answered

Marked out of 2

Flag question

Question text

Tortes and Cakes Corporation (TCC) is redesigning its work processes and wants to tap into the new work technology. Most of the computer programs they will need are quite complex, but TCC wants to computerize the entire business within 18 months. What kind of development should TCC use?

Select one:

a. Diversity training

b. Cross-functional training

c. Development

d. Training

e. HR development

Question14

Not yet answered

Marked out of 2

Flag question

Question text

Development is different from training in that development:

Select one:

a. has a longer time frame than training.

b. focuses on the current job.

c. is narrow in scope.

d. has the goal of improved performance.

e. has a shorter time frame than training does.

Question15

Not yet answered

Marked out of 2

Flag question

Question text

Career development differs from training in that:

Select one:

a. career development has a short-term focus. Training has a long-term focus.

b. career development is initiated by employees and training is initiated by the organization.

c. career development has a wider focus and broader scope than training..

d. career development is more beneficial to the organization and training is more beneficial
to the individual employee.

e. training is more popular in organizations than is career development.

Question16

Not yet answered

Marked out of 2

Flag question

Question text

Career development:

Select one:

a. usually involves a one-time event or opportunity to enhance long-term skills.

b. is a formal, organized, ongoing effort to develop people’s skills.

c. has been in existence since the turn of the century.

d. is usually a highly selective process which guarantees success through that selectivity.

e. focuses on individual over organizational needs.

Question17

Not yet answered

Marked out of 2

Flag question

Question text

When it comes to career development, workers:

Select one:

a. generally know precisely what they want to do with their careers.

b. usually take sufficient action to ensure that they will be considered for new career
opportunities.

c. seldom experience a mismatch between their goals and career opportunities..

d. often have goals their organizations do not know about.

e. usually don’t have sufficient experience to warrant promotion to the positions they
desire.

Question18

Not yet answered

Marked out of 2

Flag question

Question text

When businesses do not provide career development to employees, it increases the
possibilities that:

Select one:

a. turnover will decrease.

b. all employees will begin self-development.

c. employees will be encouraged by promotion possibilities.

d. employees will specialize in their specific jobs.

e. the business will not keep pace with the changing business environment.


Question19

Not yet answered

Marked out of 2

Flag question

Question text

In the opening case in chapter 10, an experienced computer programmer complains that new
hires start at Sigma, Inc. at 15% more than his salary. Dr. Smith’s answer reveals that
Sigma’s compensation system is built on aNo ________ compensation model.

Select one:

a. balanced equity

b. distributive justice

c. labor market

d. free market

e. egalitarian

Question20

Not yet answered

Marked out of 2

Flag question

Question text

In the opening case in chapter 10, secretary complains that janitors make more money than
she does. Her complaints and Dr. Smith’s response show that Sigma’s compensation
system:

Select one:

a. may lack internal equity.

b. uses variable pay to induce performance.

c. uses individual-based pay.

d. stresses non-monetary rewards..

e. is a decentralized pay system.

Question21

Not yet answered

Marked out of 2

Flag question

Question text

The compensation system of a company:

Select one:

a. has no bearing on the labor costs of the business.

b. relates exclusively to attracting employees.

c. has a direct relationship on labor costs and whether employee costs contribute or detract
from business profitability.

d. is free from all government regulation.

e. all of the above

Question22

Not yet answered

Marked out of 2

Flag question

Question text

It seems that pay incentives, or pay-for-performance, is:

Select one:

a. on the increase in companies across the country.

b. on the decline due to implementation problems.

c. simply one of many incentive systems that companies are trying.

d. not as motivating to employees as employers thought it would be

e. having a significant impact on the quality and productivity of workers across the United States.

Question23

Not yet answered

Marked out of 2

Flag question

Question text

The most common type of pay for performance is:

Select one:

a. nonfinancial incentives.

b. perks.

c. bonuses.

d. employee services.

e. stock options.

Question24

Not yet answered

Marked out of 2

Flag question

Question text

A key assumption behind pay-for-performance compensation is that::

Select one:

a. the importance of the job needs to be weighed in fighting the incentive.

b. the organization’s performance depends on individuals’ performance.

c. teams are not suitable “vehicles” for incentive programs..

d. accurate job evaluations and market surveys are critical to calculate incentives.

e. rewarding performances, not fairness, is key to incentive-based compensation.

Question25

Not yet answered

Marked out of 2

Flag question

Question text

The “do only what you get paid for” syndrome is a potential problem tied to which of the
following conditions?:

Select one:

a. Companies do not use a pay-for-performance strategy.

b. Employees help develop a pay-for-performance strategy.

c. Employers who are appraising employee performance are biased toward the employees.

d. Pay is closely tied to specific performance indications.

e. Employee intrinsic drives are reinforced.

Question26

Not yet answered

Marked out of 2

Flag question

Question text

If a team is paid based on meeting its production goals and each member of the team must
contribute a minimal percentage toward the goal to share in the team award, then the pay-for-
performance system is:

Select one:

a. promoting increased employee involvement.

b. promoting the belief that performance makes a difference.

c. using other HRM programs at the same time..

d. building employee trust..

e. using multiple layers of rewards.

Question27

Not yet answered

Marked out of 2

Flag question

Question text

When inviting employee involvement in the design of an incentive compensation system, it is important that:

Select one:

a. employees to be told that their ideas may not have any influence on the system design.

b. employees be involved in the dispensation of the rewards.

c. employees make final decisions on the system design.

d. employees be able to influence the system design, but not be involved in dispensing the
rewards.

e. managers strictly limit the amount of employee input.

Question28

Not yet answered

Marked out of 2

Flag question

Question text

If managers permit or increase employee involvement in the design of an incentive
compensation system:

Select one:

a. employees will more likely trust it.

b. the managers will spend all their time in conflict resolution.

c. employees’ intrinsic drives will be reduced.

d. their ability to evaluate performance will be diminished.

e. They should not include nonfinancial rewards in the system.