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HRM 531 Final Exam (2021 latest with well explained answers).
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HRM 531 Final Exam (2022 latest with well explained answers)HRM 531 Final Exam (2022 latest with well explained answers)
1. When conduction a performance feedback discussion, active listening requires:
a). verbal communications only
b). summarizing what was said and what was agreed to
c). interruptions to get your point across
d). summarizing your key points.
2. Because 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 a). predict
b). abandon
c). assign
d). accept.
3. In _____, 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.
a). constructive discharge
b). invasion of privacy
c). defamation
d). lifestyle discrimination.
4. In determining the competitiveness of benefits, senior management tends to focus mainly on
a). security
b). cost
c). worth
d). value.
5. When 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. a). secondary
b). internal
c). primary
d). external.
6. Properly designed incentive programs work because they are based on two well-accepted
psychological principles: (1) increased motivation improves performance and (2) \ a).
control-based compensation
b). recognition is a major factor in motivation
c) the Rucker plan
d). the Scanlon plan
7. To avoid legal difficulties related to performance appraisals and enhance credibility in court,
employers should
a). present only the manager’s perspective
, b). have friends testify
c). present only the employee’s perspective
d). document appraisal ratings and reason for termination.
8. Employee demotions usually involve.
a). a decrease in status and privilege but no loss of opportunity or pay
b). a cut in pay, status, privilege, or opportunity
c). an increase in pay and more responsibility
d). a reduction in pay but no loss of opportunity, status, or privilege.
9. If objective performance data are available, which of the following is the best strategy to use?
a). BARS
b). work planning and review
c). summated rating scales
d). MBO.
10 _____ implies that appraisal systems are easy for managers and employees to understand
and use.
a). Sensitivity
b). Acceptability
c). Practicality
d). Reliability.
11 _____ analysis is the level of analysis that focuses on employees specifically. a).
Operations
b). Individual
c). Environmental
d). Employee.
12 Hard quotas
a). systematically favor women and minorities in hiring and promotion decisions
b). are a commitment to treat all races and sexes equally in all decisions about hiring, promotion,
and pay
c). represent a mandate to hire or promote specific numbers or proportions of women or
minority group
members
d). are a concerted effort by the organization to actively expand the pool of applicants so that no
one is excluded because of past or present discrimination.
13 This made extensive changes to the Employee Retirement Income Security Act (ERISA) of
1974 that governs employer-sponsored, qualified (for tax deferral) retirement-benefit plans.
a). Employer Cost Shifting laws
b). The Pension Protection Act (PPA) of 2006
c). Short-Term Disability laws
d). Short-Term Severance Pay laws.
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