b. Test validity
2. The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and
angry, and that some will even use offensive language when speaking with the representatives. The recruiter also informs the
applicants that they will be required to be polite, helpful and professional in dealing with all callers, and that their calls will be
monitored by their supervisor. They will also work in windowless cubicle in rooms holding 100 other customer service
representatives. The applicants are allowed to listen to a selection of pre-recorded actual customer calls and shown the room in which
they will work. This is an example of
a. pre-employment screening.
b. a stress interview..
c. a realistic job preview.
d. a situational interview.
3. The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the
a. personality test
b. application form
c. selection interview
d. reference check
4. In a ____ interview an applicant might be asked, “In your experience as a supervisor, how did you handle an employee who was a
5. When interviewing an applicant for a position as financial director of a radiology department, the recruiter is strongly impressed by
the fact that the applicant was a radiology technician at a top 10 academic medical center for 10 years. The recruiter is suffering from
a. halo effect.
b. cultural noise.
c. favorable emphasis.
d. the dominant trait error.
6. There are 16 training programs which Brian, the director of training, wishes to implement during the coming year. But, due to the
effects of the recession on the company, Brian’s training budget has been reduced by 30 percent. Brian realizes he will not be able to
conduct all these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize these training
programs based on
a. the quantifiability of program criteria.
b. the number of requests he has had from employees and managers for certain types of training.
c. the cost per trainee of the programs.
d. organizational strategic objectives.
7. The focus of ____ is learning specific behaviors and actions, while ____ focuses on such areas as judgment, responsibility, decision making, and communication.
a. development; training
b. training; skill enhancement
c. training; development
d. skill enhancement; development
8. Which health insurance plan would be the best choice for the Smiths based on their PLANNED expenses? Andrew and Cindy and
their three-year-old son Joe have a variety of planned and unplanned health expenses throughout the year. Each year, all normally
get an annual physical exam. In addition to those expenses, the family estimates at least four office visits – two well-child and two
a. POS Plus – Annual employee contribution is $3984, office visit copay is $25.
b. POS Value – Annual employee contribution is $2616, office visit copay is $35.
9. Which of the following is NOT calculated as part of an employee’s Total Compensation package?
a. Retirement benefits
b. Base pay
c. Company discounts at local businesses
d. Paid time off
10. A program that combines sick leave, vacations, and holidays into a total number of hours or days that employees can take off with pay is called a/an ____ plan.
a. consolidated time off
c. accumulated leave
d. paid time-off
11. From the employer’s point of view, two part-time employees making $12 an hour would be cheaper than one full-time employee
making $12 an hour because the part-timers would not receive benefits whereas the full-time employee would receive benefits.
12. Ultimately, performance management links organizational strategy to organizational
b. goal setting.
13. “Multisource” rating, also called ____, recognizes that employee performance crosses departmental, organizational and, in some
cases, global boundaries.
a. team appraisal
b. global rating
c. field review
d. 360. feedback
14. If most employees in an organization consider their pay raises inequitable, even though the organization uses a performance-based compensation system like Intermountain Healthcare, the most likely cause is that
a. the majority of employees are poor performers.
b. the organization has an entitlement culture.
c. the work performed by the organization does not lend itself to objective performance
d. some part of the appraisal process has failed.
15. The assumption that the performance of employees in a department correspond to the classic “bell shaped curve” is essential to the ____ method of performance appraisal.
b. forced distribution
c. critical incident
16. Management-by-objectives is best for
a. reducing interrater reliability problems.
b. linking individual performance to organizational goals.
c. minimizing instrument development time.
d. evaluating non-exempt employees.
17. Ambrose was rated as having average performance levels when he worked in the design department of the Midwestern region of the company. Last year Ambrose was transferred to the Northeastern region where he holds the same job. Although Ambrose’s
production numbers have been consistent, he has been rated as an outstanding performer this year. It is most likely that Ambrose’s
varying performance appraisals have been affected by the ____ error.
a. central tendency
18. ____ is the amount estimated to allow an individual to meet his/her basic needs of food, clothing and shelter.
a. An honest wage
b. A fair wage
c. The minimum wage
d. The living wage
19. Amber is the manager of a popular clothing store. She regularly works over 40 hour a week. But when new styles are coming in
requiring new displays, she may put in as many as 60 hours a week. Amber’s paycheck is the same regardless of the number of hours she has worked. Amber is paid on a/an
a. total compensation arrangement.
b. incentive compensation program.
c. wage system.
d. salary basis.
20. Which type of compensation is linked directly to individual, team, or organizational performance?
a. variable pay
b. direct pay
21. Simon is a compensation specialist for Coreopsis, Inc. He is collecting data on compensation rates for workers performing similar jobs at other organizations. Simon is conducting a
a. internal equity study.
b. pay survey.
c. market review.
d. competitive evaluation.
22. Brenda, Hannah, Lauren and Alex are all team leads for group projects.(True/False).
23. Gender reassignment surgery is a benefit that can be offered to employees. (True/False).
24. Bruce, the director of compensation for a regional medical center, wishes to examine pay survey data for the various classifications of nurses in the organization. Bruce is aware of some concerns over “price fixing” of wages. He decides that he will use all of the following sources of information on nursing pay EXCEPT
a. a pay survey of regional healthcare institutions that he will conduct himself during an upcoming conference of healthcare
b. nurses’ pay data from the National Bureau of Labor Statistics.
c. a management consulting firm that specializes in pay surveys of healthcare workers.
d. a pay survey conducted by the local HR association.
25. As director of HR you need to calculate the return on investment of a new differential piece-rate system. To do this you need to
a. the ratio of the cost of the old incentive system to the cost of the new incentive system multiplied by the dollar value of the
increase in production due to the new system.
b. the dollar value of the increase in production divided by the cost of the new incentive system.
c. the ratio of the cost savings of the new incentive system compared with the return on investment which the shareholders
d. the dollar value of the additional production minus the cost of the new incentive system divided by the cost of the new
26. When Claudette found a flaw in a major outgoing order and corrected it before it was shipped, her boss immediately gave her a
voucher to the best day spa in town. This type of incentive is called an
a. immediate payout.
b. spot bonus.
c. golden handshake.
27. Which of the following statements is TRUE?
a. Pay-for-performance systems do not work well for CEOs because most CEO performance is not objectively measurable.
b. Performance-based pay systems for CEOs typically build in penalties for unethical behavior.
c. Performance-based pay systems for CEOs are a key factor in an organization’s development of a performance-driven
d. Pay-for-performance systems do not work well for CEOs because organizational performance is strongly affected by
economic factors beyond the CEO’s control
28. ____ was passed to "assure as far as possible every working man or woman in the Nation safe and healthful working conditions and to preserve our human resources."
a. Worker's compensation legislation
b. The Occupational Safety and Health Act
c. The Fair Labor Standards Act
d. The Americans with Disabilities Act
29. If an employee has the right to a safe working environment, the employer has
a. the right for government to enforce those rights, so that all employers in the industry have similar costs.
b. an obligation to provide a safe workplace.
c. the right to demand compliance with all necessary rules.
d. the responsibility to compensate the employee for any workplace injury.
This material may consist of step-by-step explanations on how to solve a problem or examples of proper writing, including the use of citations, references, bibliographies, and formatting. This material is made available for the sole purpose of studying and learning - misuse is strictly forbidden.1. ____ is the extent to which a predictor repeatedly produces the same results, over time.
b. Test validity
2. The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and angry, and that some will even use offensive language when speaking with the representatives.
The recruiter also informs the applicants that they will be required to be polite, helpful and professional in dealing with all callers, and that their calls will be monitored by their supervisor.
They will also work in windowless cubicle in rooms holding 100 other customer service representatives.
The applicants are allowed to listen to a selection of pre-recorded actual customer calls and shown the room in which they will work.
This is an example of(?)
a. pre-employment screening.
b. a stress interview.
(c.) a realistic job preview.
d. a situational interview....