Reference no: EM133095657

1. In SG Aggregates, candidates for the supervisory position are given time to review the material and initiate in writing whatever actions they believe to be most appropriate to the situational items. When time is called for the exercise, the materials and any notes, letters, memos, or other correspondence are collected for review by one or more assessors. Often the candidates are then interviewed to ensure that the assessor(s) understand the candidate's actions and the rationale. Which scope of talent management is demonstrated here? *

• "High-pos"
• Talent pools
• Assessment
• Target Jobs
• Competency model

2. Jules leads the succession planning program of the HR department. She is currently assessing which critical positions should be filled and the competencies for each job. Which part of the succession planning process is Jules doing? *

• Monitoring and evaluating
• Integrating with strategy
• Following developmental practices
• Assessing key talent
• Involving top management

3. Archie is currently pursuing a career to be a therapist. He is currently working at a center that provides mental health services to children. He is currently an assistant therapist and is undergoing further training. He wants to pursue this career and sees himself as a clinical therapist providing mental health services to the community. Which of the following is most likely influencing his career choice? 

• Social background
• Self-image
• Personality
• Interest

4. Rina is described by people close to her as "motherly". She likes nurturing others and makes herself available to her friends whenever they need help or advice. She is warm-hearted and considerate. Rina is currently pursuing a career as a social worker. Which of the following greatly influenced her career choice? *

• Interest
• Personality
• Social background
• Self-image

5. In planning organizational career planning for one of your senior employees in her 50s', which of the following would best describe her career concerns? *

• Contributing to the company and establishing integrity
• Acquiring more capabilities
• Early retirement
• Mentoring less experienced employees
• External rewards

Rian has worked as a full-time sales agent at YZ company for 3 years. When she got married and had her first child, she took a maternity leave. When she returned, she worked part-time for 6 months to give time for them as a working couple to adjust to their new life as parents. When her daughter started going to school, Rian was able to focus on her career again and is currently a candidate for promotion as a supervisor in her department.

For items 6-7, refer to this vignette.

6. Which of the following concepts best describes Rian's narrative? *

• Glass ceiling
• Sequencing
• Repatriation
• Career Track

7. Based on the information from the vignette, which of the following is considered to be a major career issue for Rian that most women also grapple with? *

• A. work family balancing
• B. glass ceiling concerns
• C. being part of dual-career couples
• D. all of the above
• E. Only A and B
• F. Only A and C
• G. Only B and C

8. Carrie has been working in a tech company for 6 years now. She has made significant contributions to the company and is currently an associate supervisor in one of the company's biggest departments. However, she has stayed as an associate supervisor for quite some time now, and she is not being considered for promotion despite having the required qualifications and strong job performance. *

• Glass ceiling
• Sequencing
• Repatriation
• Career Track

9. Which of the following is a major disadvantage of focusing only on "high-pos" in talent management? *

• Perceived limited career opportunities for most employees
• Risking investment only on a few employees who might leave the organization
• Attracting and retaining high-pos are too challenging for organizations.
• Talent management efforts for high-pos are more costly.

10. Seeking to develop people with broad competencies that could fit a wide range of jobs pertain to which scope of talent management? *

• Competency model
• High potential individuals
• Talent pools
• Target jobs
• Assessment
• Developing risk sharing

11. STATEMENT I: Current trends indicate that technical and professional people are usually "made" because of their ability to learn or their behavioral traits. STATEMENT II: the make-or-buy decision can be quantified and calculated when some assumptions are made about time costs, availability, and quality. *

• Only statement I is true.
• Only statement II is true.
• Both statements are true.
• Both statements are false.

12. In Midnight Corp, the succession planning targets their customer service representatives, warehouse specialists, and additional hourly employees who may be able to move up into other jobs departments. Which of the following common mistakes in succession planning is the company trying to avoid? *

• Starting too late, when openings are already occurring
• Focusing only on CEO and top management succession
• Not linking well to strategic plans
• Allowing the CEO to direct the planning and make all succession decisions
• Looking only internally for succession candidates

13. Elements of a good career planning program include: *

• E. All of the above
• F. Only A and B
• B. performance appraisal
• D. Recruitment
• C. Succession planning
• A. Job evaluation
• H. Only C and D
• G. Only B and C

14. Providing a mentoring program and performance bonuses are some ways of addressing career issues of which career stage ? *

• Early career
• Mid career
• Late career
• Career end

15. This concept is based on the notion that not all technical professionals have the desire (or skills) to move into management positions, but want the rewards typically associated with management positions such as pay and benefits. 

• Dual career path
• Dual-career ladder
• Career plateau
• Sequencing
• Glass ceiling
• Repatriation

16. In setting the pay rate of sales personnel for his start-up company, June surveyed other companies' pay rates similar to his business. *

• Job evaluation
• Internal pay equity
• Base Pay
• External pay equity

17. This is the basis upon which wages are calculated: *

• Work completed
• Time worked
• Percentage of task accomplished
• Profession

18. When an owner of a shop pays himself the most based on experience and value to the shop and pays other employees depending on their relative contribution and importance to the shop, the owner uses which method? *

• Job Ranking
• Classification System
• Factor Comparison Method
• Point System

19. What aspect of a job is an organization willing to provide compensation for? *

• Comparable worth issues
• Compensable factors
• Job class
• Pay Grade

20. In a shoe factory, employees are compensated based on the total number of shoes he finishes to make. *

• Merit pay
• Commission
• Straight piecework
• Standard hour plan

21. In RPM company, employees earn bonuses, but those bonuses require specific improvements in performance, which are higher sales or reduced expenses. *

• Profit-sharing
• Gainsharing
• Employee Stock Options
• Merit Pay

22. Which of the following is an advantage of Merit Pay? *

• They are simple to calculate and easily understood by employees.
• It creates a system of healthy competition that benefits the employer.
• Increases are based on objective performance appraisals.
• Availability or amount often changes with each fiscal year.

23. Company X currently trade at 500 pesos. Company X creates an incentive plan for its employees by awarding them with a 600 strike price. A few years later, each employee who was granted the incentive could make a profit. *

• Profit-sharing
• Gainsharing
• Employee Stock Options
• Merit Pay

24. Milton Inc. establishes that an employee's salary may be adjusted within the established range based on an annual performance evaluation. An employee's supervisor shall recommend the adjustment. *

• Merit pay
• Benefit
• Commission
• Pay for Performance
• Bonus

25. Melissa's husband passed away in a car accident. Which of the following benefits is Melissa immediately entitled to as a tenured regular employee of her company in relation to her current situation? *

• A. Service Incentive Leave
• B. Bereavement Leave
• C. Compensation Program
• D. Solo Parent Leave
• E. All of the above
• F. Only A and B
• G. Only B and C

26. The following should be considered in pay surveys EXCEPT for: *

• Participants of the survey
• TImeliness
• Specialized data
• Job matches
• None of the above

27. Pear tech provides retirement/pension plans and educational assistance for their employees. These two are considered as part of the company's: *

• Compensation
• Benefits
• Base Pay
• Variable Pay

28. Difficulty in recruiting qualified and high-demand individuals is associated as a drawback of lacking: *

• Internal pay equity
• External pay equity
• Pay secrecy
• Distributive justice
• Procedural justice

Which of the following conditions about benefits is TRUE? *

• A. Solo parent leave entitles single parents 7 days of parental leave.
• B. Maternity leave entitles working mothers with 105 days of leave for all regardless of civil status or legitimacy of child.
• C. Bereavement leave applied to the employee's children, parents, siblings, co spouse, cousins, and grandparents.
• D. Service incentive leave is applicable for employees who have worked in the company for at least 6 months.
• E. All of the above
• F. None of the above
• G. Only A and B
• H. Only A and C
• I. Only B and C

30. If your payroll department decides to collapse salary grades into just a few wide levels each of which contains a relatively wide range of jobs and pay levels, they are practicing: *

• Market banding
• Benchmarking
• Broadbanding
• Pay ranging
• Pay grading
• Job classification