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HRM Final Exam questions with 100% correct answers graded A+
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HRM Final Exam questions with 100% correct answers graded A+
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HRM Final Exam questions with 100%correct answers graded A+
it is influenced by personal or family demands - correct answer ✔✔true about boundaryless careers
a system to retain and motivate employees by identifying - correct answer ✔✔development planning
system - also called career management systems
Strong Cambell Interest Inventory - correct answer ✔✔which of the following assessment helps
employee identify their occupation and job interests.
employees’ preferences for working in different types of environments pg 381 - correct answer ✔✔self-
directed search identifies
self-assessment like Myers Briggs - correct answer ✔✔step one in career management
process/development planning system
performance evaluation - correct answer ✔✔plan-do-check-action
Definition: Mangers are evaluated by everyone around them, provides a richer array of performance
information on which to base an appraisal - correct answer ✔✔360 degree feedback
Tasks that are outside employee's regular duties and that allow them to develop their skills and talent. -
correct answer ✔✔stretch assignment
- company initiated - correct answer ✔✔Involuntary turnover
- employee initiated - correct answer ✔✔Voluntary turnover
,- employer/employee can terminate at any time. In the absence of a specific contract, either an
employer or employee could sever the employment relationship at any time. - correct answer
✔✔Employment at will doctrine
- Wrongful discharge. - correct answer ✔✔Violated covenant or implied contract (employee acted
unfairly)
- refuses to do an unsafe, illegal or unethical - correct answer ✔✔Violation of public policy
- Civil rights - correct answer ✔✔Wrongful termination of protected class
reverse discrimination case - correct answer ✔✔Caucasians are likely to file
Retaliation case. P 424 - correct answer ✔✔Hispanic constantly low performer, given poor
treatment/jobs, because cannot be fired per HR policy -
the judgement that people make with respect to the outcomes received by other people with whom
they identify. - correct answer ✔✔P425 outcome fairness -
a concept of justice focusing on the methods used to determine the outcomes received - correct answer
✔✔Procedural justice p 426
a concept of justice referring to the interpersonal nature of how the outcomes were implemented. -
correct answer ✔✔Interactional justice -
Attaches great importance to pay decisions. - correct answer ✔✔True about pay?
unemployment compensation p 458 - correct answer ✔✔Part of the benefits offered -
- stock options - correct answer ✔✔Part of the cash compensation
, - relative pay of different jobs (job structure) and how much they are paid (pay level) - correct answer
✔✔P 458 pay structure
the average pay, including wages, salaries and bonuses of jobs in an organization - correct answer
✔✔Pay level -
- the relative pay of jobs in an organization - correct answer ✔✔Job structure
a person compared his own ratio of perceived outcomes to perceived inputs to a ratio of comparison. -
correct answer ✔✔According to equity theory equity theory,
on what employees within the same organization but in different jobs are paid. - correct answer
✔✔P460 internal equity pay comparisons focus
- retention - correct answer ✔✔Which is a likely consequence of external equity perception
job rotation - correct answer ✔✔What is a likely consequence of internal equity perception -
It influences decisions to stay or move to another organization. - correct answer ✔✔Which is true of
external equity pay comparison?
- job evaluation - correct answer ✔✔Which of the following admin tool is used to design job structures
Reinforcement theory - correct answer ✔✔Which of the following suggest high performance with low
pay make low performance more likely?
expectancy theory. - correct answer ✔✔Anticipates rewards
Behaviors. P498 - correct answer ✔✔Can be described as a function of ability and motivation?
Instrumentality p 499 - correct answer ✔✔Motivation is hypothesized to be a function of what?
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