Reference no: EM132198327

1. Spark Inc., a manufacturing company, hires employees ranging in age from 14 to 25. Which of the following practices by Spark would ensure that it complies with child labor laws?

A) The employees are all paid the same amount.

B) The teenage employees earn a training wage for the first year.

C) Only the workers over 20 earn overtime pay.

D) All the employees have part-time schedules.

E) The employees aged 14 and 15 work only in office jobs and for limited time periods.

2. Sapheda Inc., a heavy machinery company, has employees belonging to the age group of 17 to 30. Noah, a 17-year-old, is prohibited from working with heavy machinery tools. Instead, he works in the mail room. Under the laws governing Fair Labor Standards Act (FLSA), which of the following will justify the organization's decision to forbid Noah from doing heavy machinery work?

A) Noah cannot be employed in hazardous occupations because he is 17 years old.

B) Noah is expected to work in a safe environment because he is male.

C) Noah is not a U.S. citizen, therefore he is prohibited from working in a hazardous environment.

D) Noah has not yet completed college, therefore he should only be given administrative duties.

E) Noah comes from an economically weaker background, therefore he is expected to perform clerical duties.

3. Bailey, an HR manager, is coaching a supervisor who needs to develop her leadership skills. Bailey suggests that the supervisor use performance feedback as a tool for the development of her employees. Which of the following actions would be an example of this purpose of performance feedback?

A. The supervisor limits performance feedback to formal appraisals conducted once a year.

B. The supervisor uses performance information for day-to-day decisions about salary, benefits, and recognition programs.

C. The supervisor uses performance measures to guide decisions about employee retention and termination.

D. The supervisor uses performance measures to identify assignments that will help employees build on their strengths.

E, The supervisor makes sure each employee's goals are aligned with the company's and department's objectives.

4. The human resource department of Bio-Pharma Enterprises brings in a consultant to evaluate its performance management system. The consultant says he evaluated the validity of the system's performance measures and identified some deficiencies. What does the consultant mean?

A. Some attitudes that are being measured are unrelated to success on the job.

B. Results gathered in certain ways are inconsistent from one rater to another.

C. Results gathered in certain ways are inconsistent over time.

D. Some behaviors that contribute to business success are not being measured.

E. The performance measures are too vague to provide useful guidance.