Reference no: EM132201951
1. Roger is hired by an international HR consulting firm as its outplacement counselor. Prior to receiving extensive training on the company’s copyrighted techniques and programs, Roger is asked to agree in his employment contract that he will not work as a trainer for a rival outplacement company in a specified list of states for a period of one year, if he quits or is terminated. This best exemplifies the __________ clause.
a. nonpiracy
b. nonsolicitation
c. noncompeted.
d. unenforceable
2. For the employer, a major advantage of cross-training employees is __________.
a. narrowed job jurisdictions
b. flexibility in assigning work
c. better union relations
d. increased employee productivity without pay raises or bonuses
3. Which of the following is a narrative method of performance appraisals?
a. Critical incident
b. Forced distribution
c. Ranking
d. Behavioral rating scales
Indicate whether the statement is true or false.
4. The leniency error occurs when ratings of all employees fall at the high end of the scale.
a. True
b. False
5. If an organization has implemented competitive pay practices and has a fair and reasonable pay structure, employee concerns about inequity can be reduced by sharing this information.
a. True
b. False
Indicate the answer choice that best completes the statement or answers the question.
6. While reviewing the safety statistics of his company, Gerard, a newly appointed HR manager, notices that the number of slip and fall accidents on the company floor has increased by more than 20% over the last year. Which of the following should Gerard do first?
a. Recommend changes that could reduce the number of accidents to the floor manager.
b. investigate the likely causes for the increase in the slip and fall accidents.
c. Train the employees to effectively follow all safety rules.
d. File a complaint against the floor manager for not properly enforcing safety rules.
7. Which of the following statements is true of training and development?
a. Development is typically assessed with a cost-benefit analysis.
b. Training focuses on the long-run performance of an employee.
c. Training is for hourly employees; development is for managers and professionals.
d. Capabilities learned in development may not apply to the employee’s current job.
Indicate whether the statement is true or false.
8. The forced distribution method lists the individuals being rated from highest to lowest based on their performance levels and relative contributions.
a. True
b. False
Indicate the answer choice that best completes the statement or answers the question.
9. Morse and Cremona Inc. continually monitors the workers’ compensation expenditures it incurs and takes several precautionary measures to ensure that the compensation claims filed are not fraudulent. Why is the company carefully monitoring all procedures?
a. Employers have to document all claims and report the expenditure to OSHA annually.
b. Employers have to document all claims and report the expenditure to the respective state governments annually.
c. False workers’ compensation claims can cost employers billions of dollars annually.
d. Employers monitor claims in order to avoid being fined by the OSHA during audits.
Indicate whether the statement is true or false.
10. Distributive justice is the perceived fairness of the process and procedures used to make decisions about employees, including their pay.
a. True
b. False