Final Exam Quiz Questionss

Question 1

You are leading a development session for a group of newly promoted mangers. What are the things they must control to compete in todays business environment but cannot directly manipulate because people have free will?
A. Profit, Earnings, Trades, Acquisitions
B. Proficiency, Efficiency, Teamwork, Assessments
C. Productivity, Engagement, Turnover, Absenteeism

Answer 1

C. Productivity, Engagement, Turnover, Absenteeism

Question 2

During the new manager development session, you discuss the importance for managers to be mindful of discrimination in hiring, promotions, and other actions. What are the three types of discrimination?
A. Disparate tactics, Disparate action, Pattern of prejudce
B. Disparate treatment, Disparate impact, Pattern or practice
C. Discrete treatment, Discrete impact, Prejudice in practice

Answer 2

B. Disparate treatment, Disparate impact, Pattern or practice

Question 3

One of the managers in the development session asked if there is a guide to help maintain fairness and equity when making decisions. Thankfully, you just finished an HR course where you learned about the OUCH test. OUCH is an acronym that stands for:
A. Occupation, Urgency, Consideration, Homogeneity
B. Objective, Uniform in application, Consistent in effect, Has job relatedness
C. Opportunity, Unique, Culture Heterogeneity

Answer 3

B. Objective, Uniform in application, Consistent in effect, Has job relatedness

Question 4

A manager asks how the consistency of effect is calculated. What is the test used by federal courts, the Department of Labor, and the EEOC to determine whether disparate impact exists?
A. Factor comparison rule
B. FLSA rule
C. Four-fifths rule

Answer 4

C. Four-fifths rule

Question 5

Another manager expresses concern that a decision they make about hiring may be necessary. What are two way organization may defend against charges of illegal discrimination?
A. Bona Fide Occupational Qualification and Business Necessity with Job Relatedness
B. Balanced Factor of Qualification and Business Networks with Job Relatedness
c. Business Factors of Qualifications and Business Negotiation with Job Candidates

Answer 5

A. Bona Fide Occupational Qualification and Business Necessity with Job Relatedness

Question 6

The clinics administrative manager believes there has been an increase is the work being expected of the billing clerks. What is the process used to identify the work performed and the working conditions for a job within the clinic?
A. Workflow Analysis
B. Job Analysis
C. Job Evaluation

Answer 6

B. Job Analysis

Question 7

Why do employers ask for demographic information? (select all that apply)
A. Protect against unlawful discrimination
B. Measure the validity of a selection process
C. Enhance diversity, equity, and inclusion efforts
D. Understand the applicant and employee populations

Answer 7

All of the above

Question 8

Which function may be performed on the job but not by all holders of the job?
A. Marginal Function
B. Essential Function
C. Special Function

Answer 8

A. Marginal Function

Question 9

Which form do employers use to verify the identity and employment authorization of individuals hired in the U.S.?
A. Form 1099
B. Form Q-2
C. Form I-9

Answer 9

C. Form I-9

Question 10

HR professionals and other managers need several skills to be successful. Two specific skills include the ability to use methods and techniques to perform tasks, and the ability to understand, communicate, and work well with others. Which two skills do these describe?
A. Business and Interpersonal
B. Technical and Conceptual/Design
C. Technical and Interpersonal

Answer 10

C. Technical and Interpersonal

Question 11

When an HR professional engages in day-to-day management of talent, talent acquisition, and employee engagement, which role of HRM are they fulfilling?
A. Administrative
B. Strategic
C. Operational

Answer 11

C. Operational

Question 12

What is workflow analysis?
A. Analysis to identify what has to be done within the organization to produce a product or service
B. Analysis to identify the work performed and the working conditions for each of the jobs.
C. Analysis of the external, industry, and internal environments

Answer 12

A. Analysis to identify what has to be done within the organization to produce a product or service

Question 13

A supervisor identified an employee who is getting bored with their current job. The supervisor wants to give the employee some additional tasks that are still in line with the employees level of responsibility and pay. Which type of job expansion is this?
A. Job enrichment
B. Job enlargement
C. Job rotation

Answer 13

B. Job enlargement

Question 14

During a new manager development session, one of the new managers says, “You’re HR, aren’t you responsible for the training and development of the employee?”. To which you reply “partially but like many other HRM responsibilities HR has a shared responsibility with line managers. Let me give you a few examples…”
What are the other HRM responsibilities of line managers? (select all that apply)
A. Appraisal and promotion
B. Labor cost controls
C. Safety and security
D. Leadership and motivation
E. Legal considerations

Answer 14

All of the above

Question 15

A new production line is being launched in your company. The new production line manager is concerned about the physical strain this new production line may cause for the employees. Which job design approach should you and the supervisor use?
A. Mechanistic
B. Perceptual-Motor
C. Motivational
D. Biological

Answer 15

D. Biological

Question 16

If your company wants to take a more holistic view of the business, what is a tool they should implement?
A. Balanced Scorecard
B. Metrics
C. Key Performance indicators

Answer 16

A. Balanced Scorecard

Question 17

What is Human Resources Management? (answer is a sentence)

Answer 17

Management that deals with the most important asset in an organization; people. HRM maximizes processes to be effective and efficient

Question 18

You are meeting with your companies executives to discuss the cost of compensation and benefits. One of the executives asks if there are benefits the company can stop providing to cut costs. Which of the following benefits are voluntary? Choose all that are voluntary that are voluntary benefits.
A. OASDI (Social Security)
B. Unemployment Insurance
C. Life Insurance
D. Retirement Plan

Answer 18

C. Life Insurance & D. Retirement Plan

Question 19

Simon has been a machine operatpr at ABC. Inc for 10 years. He started at $12 per hours. Through the years he has received raises, but is only making $17 per hour now. John is a new machine operate, starting at $22.50 per hours.
This situation is an example of which concept below?
A. Wage inversion
B. Wage compression
C. Comparable worth

Answer 19

A. Wage inversion

Question 20

An employee contacts the HR office with a question about their pay-slip. They noticed that the money the company pays to the insurance company for their health insurance was included on the pay-slip, but it was not listed as a taxable income.
The money the company pays to the insurance company for the employees health insurance is what kind of compensation?
A. Direct Monetary
B. Direct In-Kind
C. Non-Monetary

Answer 20

B. Direct In-kind

Question 21

The warehouse manager is about to hire some new employees for the shipping and receiving them. However, they are concerned that the job descriptions haven’t been updated in fire years and the company added some new equipment within the last year.
Which process or technique could be used to identify the work to be performed and the working conditions of the shipping and receiving team?
A. Job analysis
B. Workflow Analysis
C. Job Evaluation

Answer 21

A. Job Analysis

Question 22

Your HR department is working to update the pay structure of the company. One of them team members mentions it has been several years since anyone reviewed the job structure of the company.
Which technique is used to build or update the job structure?
A. Job analysis
B. Workflow Analysis
C. Job Evaluation

Answer 22

C. Job evaluation

Question 23

The production department just had a supervisor quit. The production department manager stops by your HR office and drops off a list of employees in the department who they believe are good candidates to be the next supervisor.
Which type of internal hiring does this situation describe?
A. Targeted
B. Open
C. Closed

Answer 23

A. Targeted

Question 24

After the physical testing of candidates, the hiring manager removes two candidates from further consideration.
Which type of “fit” does this scenario suggest is the reason for the manager removing the two candidates?
A. Ability-job fit
B. Personality-job fit
C. Person-organization fit

Answer 24

A. Ability-job fit

Question 25

Your companys executives are discussing employee benefits. The company has not offered a retirement plan before. One of the executives say most companies are offering a retirement plan with employer-matching contribution.
Which retirement plan is this executive talking about?
A. Defined benefit
B. 401k or 403b
C. Individual Retirement Account (IRA)

Answer 25

B. 401k or 403b

Question 26

The accounting department manager is preparing to conduct interviews to fill a senior accountant position. The manager asks for your expertise in planning the interview. The manager says, “I want to be able to freely converse with the candidates, but I want to have some common questions that I ask everybody. Which type of interview should I use?”
Based on this info alone, which type of interview should you recommend?
A. Semi-structured
B. Structured
C. Unstructured

Answer 26

A. Semi-structured

Question 27

The new production manager stops by your office. They comment that the employees on their production line are expected to do a lot of different tasks in their jobs. The production manager believes that simplifying the jobs will make all employees more efficient and more productive.
Which job design approach best fits the production manager’s idea?
A. Mechanistic
B. Biological
C. Perceptual-motor
D. Motivational

Answer 27

A. Mechanistic

Question 28

A new employee is filling out their benefits enrollment paperwork. The company offers two health insurance plans, one is Preferred Provider Organization (PPO) and the other is a Health Maintenance Organization (HMO). The employee says they want as much control over which doctors they go to as possible.
Which health insurance plan should they choose?
A. PPO
B. HMO

Answer 28

A. PPO

Question 29

Joann and Julie are discussing their salaries (during their break). Joann finds out she is being paid significantly less than Julie. Joann is a shift supervisor in the production department, while Julie is a shift supervisor in the shipping department. Joann and Julie each supervise 20 employees, work inside, and are responsible for the same amount of equipment.
This situation is an example of which concept below?
A. Comparable worth
B. Wage compression
C. Wage inversion

Answer 29

A. Comparable Worth

Question 30

Your company’s compensation and benefits manager ask for input on a new benefits plan. They want to provide a benefits plan that provides a standard set of benefits to all employees but enables them to add-on a few other benefits that fit them.
Which types of benefit plan should the company choose?
A. Core-plus
B. Full-choice
C. Modular

Answer 30

A. Core-plus

Question 31

Given the info below, was the 4/5ths rule met?
Men Women
Applicants 50 100
Selected 25 40

Answer 31

A. Met

Question 32

Your company is experiencing a high rate of early turnover (new employee quitting). When you ask the employees the reason they are leaving, the common reason is “this job isn’t what I thought it was.”
What could the company implement to help candidates understand the tasks and physical conditions of the job?
A. Realistic job preview
B. Job analysis
C. Workflow analysis

Answer 32

A. Realistic job preview

Question 33

Your company wants to add skills to the workforce (w/o training) and increase the diversity of the workforce. Which recruiting method should the company use?
A. External recruiting
B. Internal recruiting
C. Realistic

Answer 33

A. External recruiting

Question 34

Joe was a forklift operator at your company, but he quit this week. The warehouse department manager stops by your office to drop off a request to hire a new forklift operate to replace Joe.
Your company is not hiring anyone new right now. Which type of policy is this?
A. Attrition policy (hiring freeze)
B. Temp-to-perm policy
C. Friends.family (conflict of interest)

Answer 34

A. Attrition policy (hiring freeze)

Question 35

Situation: A warehouse supervisor was recently promotes, leaving a vacancy in the warehouse supervisor position. The warehouse manager provides you a short list of candidates they believe would make good supervisors and tells you to setup interviews with them.

Question: Which type of internal hiring is this?
A. Closed
B. Targeted
C. Open

Answer 35

B. Targeted

Question 36

Situation: Your company just hired 10 new employees to work on the factory floor producing new products. The supervisor wants them to start operating machines immediately, but you express to the supervisor the importance of following the onboarding process.

Question: What is the purpose of onboarding?
A. Add new software to the enterprise
B. To complete required paperwork like the I-9 and W-4 forms.
C. Integrate new hires into the organization

Answer 36

C. Integrate new hires into the organization

Question 37

Situation: While you’re talking to the supervisor in the previous situation, you describe the 6 C’s of onboarding.

Question: In the 6 C’s of onboarding, which C focuses on helping new employees build relationships with coworkers and supervisors?

A. Connection
B. Competence
C. Culture
D. Compliance
E. Confidence
F. Confidence
G. Check back

Answer 37

A. Connection

Question 38

Situation: During a professional development session with managers, you explain the importance of a good onboarding experience for employee performance and retention.

Question: In the 6 C’s of onboarding, which two C’s focus on new employees understanding the job and being confident in their ability to do the job well?

A. Compliance and Confidence
B. Clarity and Check-back
C. Clarity and Confidence

Answer 38

C. Clarity and Confidence

Question 39

Situation: The production supervisor visits your office to talk about the errors some of their employees have been making on the job. The supervisor asks you to develop a training program for the identified employees.

Question: Which reason for creating a training and development program best fits this situation?

A. New employee orientation
B. New job requirements
C. Remediation of poor performance
D. Development for future opportunities

Answer 39

C. Remediation of poor performance

Question 40

Situation: In your conversation with the production supervisor in the previous situation, you explain that you will need some time to gain a better understanding of the difference between what is currently occurring and what is expected.

Question: In the ADDIE model of training, which step best fits this description?

A. Evaluate the training
B. Design the training
C. Analyze the needs

Answer 40

C. Analyze the needs

Question 41

Situation: While you are creating the training for the production employees from the previous situation, you have to decide how to evaluate the outcome of the training.

Question: In the Kirkpatrick model of training evaluation (four levels), which level evaluates how employees feel about the training?

A. Level 4 Results
B. Level 2 Learning
C. Level 1 Reaction
D. Level 4 Behavior

Answer 41

Level 1 Reaction

Question 42

Situation: Your company is considering a change of software that will consolidate multiple older systems into one new streamlined system. The IT manager contacts you to talk about developing a training program for this new software.

Question: Which reason for conducting training best fits this situation?

A. New employees
B. New job requirements
C. Remediation

Answer 42

B. New job requirements

Question 43

Situation: You are working on a new training program for new software being implemented at your company. You have completed the analysis and are beginning to design the training.

Question: What is the first step of designing training?

A. Determine sequence and structure
B. Develop objectives
C. Develop tests or assessments

Answer 43

B. Develop objectives

Question 44

Situation: You are working on a new training program for new software being implemented at your company. You are designing the training including the tests/assessments.

Question: Which level of the Kirkpatrick model of training evaluation is evaluated by written tests or hands-on skills tests?

A. Level 3 Behavior
B. Level 2 Learning
C. Level 1 Reaction
D. Level 4 Results

Answer 44

B. Level 2 Learning

Question 45

Situation: Jamisyn is sitting down with their supervisor to complete their annual performance evaluation. The supervisor rates Jamisyn very poorly on attendance/tardiness. Jamisyn was 10 minutes late to work twice last week due to car trouble. Those two incidents are the only record during the last 12 months.

Question: According to this situation, which problem with performance appraisal is Jamisyn and the supervisor facing?

A. Proximity bias
B. Recency bias
C. Contrast bias

Answer 45

B. Recency bias

Question 46

Situation: A department manager visits your office to talk about their performance appraisal method. The manager expressed concerns about recency errors because supervisors aren’t keeping track of performance throughout the year. The manager also expressed a desire to make the department objectives more personal to the supervisors and employees.

Question: According to this situation, which performance appraisal methods should you recommend the manager use? (select two)

A. Narrative method
B. Critical-incidents method
C. Behaviorally Anchored Rating Scale
D. Management by objective (MBO)
E. Ranking Method
F. Graphic Rating Scale

Answer 46

B. Critical-incidents method AND D. MBO

Question 47

Situation: You are part of a team designing a new performance appraisal form and process for your company. During a team meeting, you are discussing various performance standards (traits, behaviors, results).

Question: Which type of performance standards is hardest to measure and most likely to have validity and reliability problems?

A. Results
B. Traits
C. Behaviors

Answer 47

B. Traits

Question 48

Situation: A shift supervisor visits your office to talk about a problem their having with an underperforming employee. The supervisor says the employee is fairly new, hired less than 3 months ago. The employee is very excited and is always asking what they can do to help the other employees on shift. The supervisor says the team has everything it needs - materials, funds, space, time, etc. However, this new employee is still underperforming.

Question: Which factor in the performance formula is missing in this situation?

A. Motivation
B. Ability
C. Resources

Answer 48

B. Ability

Question 49

Situation: You are conducting training for a group of new supervisors. You are discussing the importance of communicating their expectations to employees. One of the participants raises their hand and asks, “how do we communicate our expectations?”.

Question: What is the first step for communicating expectations to employees?

A. Check in with the employees
B. Give a purpose to your expectation
C. Solidify your expectation
D. Confirm they understand your expectations

Answer 49

C. Solidify your expectation

Question 50

Situation: A long time employee, Jacki, was late to work once this week. This is the first time Jacki has been late to work in 5 years of working at the company. Jacki’s supervisor wants to issue a written warning but asks you for your advice on the situation.

Question: Under the concept of progressive discipline, what should be the supervisor’s first action?

A. Oral Warning
B. Informal Talk
C. Written Warning
D. Suspension

Answer 50

B. Informal Talk

Question 51

Situation: You are conducting training for a group of new supervisors, and your session is specifically about communicating expectations and providing praise, coaching, counseling, and discipline. Across all four areas, there is one common step that you want to emphasize to the supervisors.

Question: Which step is common to communicating expectations, coaching, counseling, and discipline?

A. Describe the poor perforamce
B. Check back / follow-up
C. Refer to the Employee Assistance Program

Answer 51

B. Check back / follow-up

Question 52

Situation: During new supervisor training, you share the 7 standards of just cause.

Question: What is the first rule of just cause?

A. Forewarning or foreknowledge of consequences
B. Apply rules and penalties evenhandedly and without discrimination
C. Effort to discover if employee did in fact violate or disobey a rule

Answer 52

A. Forewarning or foreknowledge of consequences

Question 53

Situation: One of the truck drivers at your company has been pulled over for speeding and been found to have other safety violations. The driver’s manager issues a written warning to the driver, but does so a month after the incident.

Question: Under the concept of effective discipline, which principle of effective discipline has the manager violated?

A. Fits the crime
B. Immediate
C. Consistent
D. Documented
E. Private

Answer 53

B. Immediate