HR quiz

HR quiz.

QUESTION 1

1. A company that believes it can employ qualified people while remaining competitive by not having to raise the price of its products and services is following which compensation strategy?

	1.	Leading the market.
	2.	Matching the market.
	3.	Following the market.
	4.	Defining the market.

1 points   

QUESTION 2

1. Which one of the following is used to evaluate characteristics of jobs in determining pay or salary?

	1.	Job ranking.
	2.	Job evaluation.
	3.	Compensable factors.
	4.	Benchmarking

1 points   

QUESTION 3

1. Which one of the following job evaluation methods are qualitative or non-quantitative techniques for determining pay and salary?

	1.	Point method.
	2.	Factor comparison.
	3.	Job classification.
	4.	Job satisfaction.

1 points   

QUESTION 4

1. Broadbanding is the strategy of

	1.	assigning numerical values to specific job factors to determine the value of the work.
	2.	grouping similar jobs to simplify pricing jobs.
	3.	establishing a minimum and maximum pay rate with enough variance to allow a significant pay difference.
	4.	collapsing pay grades into a few specific clusters to improve organizational effectiveness.

1 points   

QUESTION 5

1. Which one of the following incentives is likely to be most effective in controlling the increase of employee pay?

	1.	Merit pay.
	2.	Seniority pay.
	3.	Skill-based pay.
	4.	Bonus.

1 points   

QUESTION 6

1. Gainsharing is a compensation plan that –

	1.	results in the distribution of a predetermined percentage of a firm’s profits to employees.
	2.	provides an incentive payment based on improved company performance focused on cost-efficiency.
	3.	is based on the knowledge and experience professionals bring to the organization when hired.
	4.	rewards individuals based on their overall performance as members of a team project.

1 points   

QUESTION 7

1. Which one of the following is not a legally required benefit?

	1.	Medical insurance.
	2.	Unemployment Compensation.
	3.	Social Security.
	4.	Workers’ Compensation.

1 points   

QUESTION 8

1. The retirement plan of a company that offers a known annual contribution is identified as a(an) –

	1.	private pension plan.
	2.	defined-benefit plan.
	3.	defined-contribution plan.
	4.	IRA.

1 points   

QUESTION 9

1. The right of an employee to take his or her retirement funds provided by his or her employer if s/he leaves the organization prior to retirement is called –

	1.	1 401(k) or 403(b) plan.
	2.	early retirement.
	3.	vesting.
	4.	flexible benefits plan.

1 points   

QUESTION 10

1. In relation to the health and safety of employees, line managers –

	1.	provide expertise to the HR department to help them deal with these issues.
	2.	are primarily responsible for maintaining a safe and healthy work environment.
	3.	are frequently responsible for coordinating and monitoring safety and health programs.
	4.	provide training about occupational hazards for employees.

1 points   

QUESTION 11

1. The purpose of the Occupational Safety and Health Act of 1970 is to –

	1.	keep track of hazardous chemicals in the workplace and community.
	2.	assure a safe and healthful workplace for every American worker.
	3.	punish organizations that have above average injury and illness rates.
	4.	train employees in health and safety practices in the workplace.

1 points   

QUESTION 12

1. The frequency rate and the severity rate of safety programs refer to the –

	1.	number of injuries and illnesses and the amount of work time lost.
	2.	number of reported incidents and the seriousness of the harm to employees.
	3.	safety of the workplace in relation to the number of deadly hazards.
	4.	increase of company profitability and reduced liability from safety programs.

1 points   

QUESTION 13

1. Employment-at-will

	1.	is a written contract created when an employee agrees to work for an employer.
	2.	specifies the length of time an employee will work for an employer.
	3.	is an unwritten contract with no agreement about the length of employment.
	4.	means the employer can fire an employee at any time for any reason whatsoever.

1 points   

QUESTION 14

1. Disciplinary action –

	1.	is destructive to both the employee and the organization.
	2.	addresses the employee’s wrongful behavior.
	3.	is usually management’s initial response to a problem.
	4.	focuses primarily on the employee as a person.

1 points   

QUESTION 15

1. The intent of disciplinary action is to –

	1.	ensure that the employee sees disciplinary action as a learning process.
	2.	directly inflict pain on employees who violate company rules.
	3.	clarify the rules and regulations about unacceptable behavior in the workplace.
	4.	serve as an example and warning to others that unacceptable behavior will not be tolerated.

1 points   

QUESTION 16

1. Progressive disciplinary action –

	1.	increases the severity of punishment with each violation.
	2.	formally communicates problem issues to employees to improve their performance.
	3.	includes the immediate termination of an employee.
	4.	always requires a written warning.

1 points   

QUESTION 17

1. Arbitration of a grievance by a union employee is –

	1.	handled by the immediate supervisor of the employee.
	2.	the first step taken by management.
	3.	decided by an agreement between the company’s labor representative and union officials.
	4.	the final step in the procedure handled by an impartial third party whose decision is binding on both the employee and the company.

1 points   

QUESTION 18

1. In the United States, the relationship between management and labor has historically been –

	1.	a collaborative effort.
	2.	a cooperative effort.
	3.	adversarial.
	4.	complementary.

1 points   

QUESTION 19

1. The major reason why employees join unions is to achieve –

	1.	economic comfort and security.
	2.	higher performance standards.
	3.	social status.
	4.	equality with strikers.

1 points   

QUESTION 20

1. The performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to wages, hours, and other terms and conditions of employment, etc., is defined as –

	1.	union authorization.
	2.	collective bargaining.
	3.	union salting.
	4.	election and certification.

21. How must the Human Resources Department change to meet the challenges of the future workplace beyond implementing the traditional functions of HR management?

22. What changes must be made in managing people when the company identifies itself as a learning organization and seeks employees who possess the skill of knowing how to learn?

HR quiz

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