True or false
1. Organization’s human resources are a means by which the
firm fosters a sustained competitive advantage.
ANSWER:
2. Outsourcing refers to employing workers in their homes
rather than within the traditional office environment.
ANSWER:
3. Older workers have significantly higher absenteeism and
accident rates than younger workers.
ANSWER:
4. One of the responsibilities of HR managers is to provide
advice and counsel to line managers.
ANSWER:
5. One of the roles of HR managers is to act as employee
advocates despite their positions as managers.
ANSWER:
6. The employment-at-will doctrine states that either the
employee or the employer may terminate the employment relationship for any
reason.
ANSWER:
7. Executives are generally exceptions to the employment at
will doctrine because most executives are employed with written contacts.
ANSWER:
8. FMLA, CFRA, and PDLL are all California state leave laws
9. Nonexempt employees are not covered by overtime
requirements under the Fair Labor Standards Act and are therefore nonexempt.
ANSWER:
10. Individual employees are
responsible for initiating their own career planning.
ANSWER:
11.
Performance appraisals help identify good performers, but these employees are
often not good candidates for promotion.
ANSWER:
12.
Performance appraisals program can be used for many purposes including salary
recommendations and the retention and termination of employees.
ANSWER:
13.One major benefit of 360-degree
appraisals is that they obtain information from different appraisers.
ANSWER:
14.
Feedback is most useful when it is immediate and general in nature.
ANSWER:
15. Background checks should be conducted to ensure a
company is not accused of negligent hiring practices
ANSWER:
16.
Title VII of the Civil Rights Act
states that discrimination on the basis of race, color, national origin, religion,
or gender is considered illegal.
ANSWER:
Section
2 – Multiple Choice
17.Building a skilled and motivated
workforce is the job of:
A.HR
managers.
B.
line managers.
C.
HR and line managers.
D.Department
managers.
ANSWER:
18.Which of the following is not an
approach used by organizations to try to lower labor costs?
A.productivity
enhancements
B.
outsourcing
C.
employee leasing
D.increasing
Benefits
ANSWER:
19.The
advantages of using temporary workers include all of the following except:
A.lower employment costs.
B.increased flexibility in maintaining
proper staffing levels.
C.increased employee loyalty.
D.usefulness in staffing for peak work
periods.
ANSWER:
20.In order to play a more active role in
influencing change within organizations, HR departments must do all of the
following except:
A.increase
their political power.
B.become
business partners with the entire organization.
C.view
themselves as primarily performing a service function.
D.develop
leadership capabilities.
ANSWER:
21.Which of the following are examples of sexual
harassment?
A.Unwelcome advancesand comments
B.Sexually-oriented jokes and cartoons
C.Unwelcome gifts and requests
D.All of the above
ANSWER:
22. In regard to the documentation of employee misconduct,
which of the following statements is incorrect?
A.Poor
documentation can result in a reversal of disciplinary action.
B.Documentation
may be subpoenaed as a piece of evidence in a lawsuit.
C.Documentation
should take place as soon as possible so as to keep the information accurate.
D.Most
managers are trained to accurately document employee misconduct through their
management training and/or development programs.
ANSWER:
23.
An employer must complete and sign Section 2 of the I-9 within how many days of
the employee’s first day of employment?
A.1
B.2
C.3
D.4
ANSWER:
24. An
orientation packet is likely to include all of the following except:
A.a current organizational chart.
B.a salary schedule of all organization jobs.
C.a policy manual or handbook.
D.maps and calendars.
ANSWER:
25.
The final decision to
hire an applicant usually belongs to:
A.the HR recruiter.
B.the HR manager.
C.line management.
D.co-workers.
ANSWER:
Pick which of the following agencies
are responsible for each.There is only
one agency responsible per answer.
A. Equal Employment Opportunity
Commission (EEOC)
B. California Department Fair
Employment and Housing (DFEH)
C. Employment Development Department
(EDD)
D. Office of Federal Contract
Compliance Programs (OFCCP)
E.
Occupational Safety & Health
Administration (OSHA)
26. is
responsible for the California State Disability Insurance (SDI).The SDI programs
are State-mandated, and funded through employee payroll deductions. SDI
provides affordable, short-term benefits to eligible workers. Workers covered
by SDI are covered by two programs: Disability Insurance and Paid Family Leave.
27. is responsible for
enforcing federal laws that make it illegal to discriminate against a job
applicant or an employee because of the person's race, color, religion, sex
(including pregnancy), national origin, age (40 or older), disability or
genetic information. It is also illegal to discriminate against a person
because the person complained about discrimination, filed a charge of
discrimination, or participated in an employment discrimination investigation
or lawsuit.
28 is responsible for
unemployment Insurance in California to provide partial wage replacement to
unemployed workers while they conduct an active search for new work.
29. is to enforce, for the
benefit of job seekers and wage earners, the contractual promise of affirmative
action and equal employment opportunity required of those who do business with
the Federal government.
30. Is responsible to protect the people of California from employment,
housing and public accommodations discrimination and hate violence pursuant to
the California Fair Employment and Housing Act (FEHA), Unruh Civil Rights Act,
Disabled Persons Act, and Ralph Civil Rights Act
31.to
ensure safe and healthful working conditions for working men and women by
setting and enforcing standards and by providing training, outreach, education
and assistance.
Essay Question:
Susan is a fast-track employee
slotted for a vice-president position.
Her next job assignment is a foreign position in a South American
country as director of your manufacturing division.Unfortunately, this position requires
supervising foreign male managers who are largely opposed to supervision by
females.To not send Susan on this assignment
would “short-step” her promotion to vice president, and possibly violates EEO
law.How would you handle this ethical
situation?