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NEW QUESTION 212
An athlete or entertainer would fall under which of the following classifications for a visa?
- A. R
- B. L
- C. H
- D. P
Answer: D
Explanation:
Explanation: Athlete or entertainer visas fall under the "P" category (P1, P2, P3, and P4). The "R" category of visas is for those performing religious work (R1). The "H" category of visas is for temporary workers of all varieties (H1B, H1C, H2A, H2B, H3). The "L" category of workers is for those being transferred to a new position within the same company (L1A, L1B, L2).
NEW QUESTION 213
The Green Company is putting together a group incentive. To begin with, management assesses the baseline productivity levels of the organization. Incentives are given when the group exceeds baseline productivity. What type of program has the Green Company established?
- A. improshare
- B. Scanlon Plan
- C. gainsharing
- D. profit sharing
Answer: A
Explanation:
Explanation: The Green Company has established an improshare program. In this type of group incentive program, employees are rewarded for performing above a preestablished baseline standard. If the employees consistently exceed the baseline, it may be raised in the future. A gainsharing program is a more general attempt to improve the performance of the entire organization. A Scanlon plan gives employees a share of the cost savings achieved through increased productivity. A profitsharing plan gives employees a percentage of the organization's profits.
NEW QUESTION 214
How does the Family and Medical Leave Act define a "key employee"?
- A. Any employee whose skills cannot be easily replaced
- B. Any manager or executive
- C. Any employee whose salary is in the top 10% at the company
- D. Any employee who has subordinates
Answer: C
Explanation:
Explanation: The Family and Medical Leave Act defines a "key employee" as any employee whose salary is in the top 10% at the company. Businesses are not required to promise key employees they will be able to return to their position or an equivalent position after FMLA leave. The intention of this exception in the Family Medical Leave Act is to prevent businesses from suffering significant economic injury. However, the FMLA encourages businesses to find ways to grant leave wherever possible.
NEW QUESTION 215
Which of the following is a primary reason for the failure of total quality management programs?
- A. Overemphasis on core objectives
- B. Micromanaging by employees at all levels of the organizational hierarchy
- C. Inability to identify the advantages of change
- D. Failure to use ISO 9000 standards
Answer: C
Explanation:
Explanation: Inability to identify the advantages of change is a primary reason for the failure of total quality management programs. If managers are unable to convey the intended benefits of a new program, employees are less likely to comply with the new standards and regulations. Micromanagement by employees at all levels is a common characteristic of total quality management programs during the implementation phase. These programs are comprehensive, and require the participation of employees at all levels. Total quality management experts would deny that it is possible to overemphasize core objectives, since TQM depends on isolation of key production components and constant attention to improvement. Finally, failure to use ISO 9000 standards does not cause TQM efforts to fail, since there are a number of other standard systems available. Indeed, many industries have special standards that are more appropriate.
NEW QUESTION 216
Harold, the head of the human resources department for a large industrial machine manufacturing company, has discovered an issue that requires ERM, or Enterprise Risk Management. Upon review of important employee documentation, he has found out that that required forms are not being completed, placing the human resources department at the risk for noncompliance with federal guidelines. Using the guidelines of ERM, what should Harold consider doing to prevent further noncompliance?
- A. Create a new department within the human resources department that keeps an eye on completing the documentation
- B. Contact the federal agency responsible for documentation and request a reprieve
- C. Terminate the employee responsible for failing to ensure correct documentation
- D. Create a series of checklists that will make certain all company documentation is complete and up to date
- E. Establish quarterly reviews of the documentation to ensure that it is completed as required
Answer: E
Explanation:
Explanation: According to the expectations of ERM, a human resources professional should apply reasonable techniques to correcting a problem. In Harold's case, the best option for addressing the problem of the incomplete documentation would simply be to establish a quarterly review of the paperwork to ensure that it is completed. As for the other answer choices, they each contain extreme responses that do not fit with the requirements of ERM. Terminating the responsible employee does not guarantee that the problem will be fully addressed. Creating a new department simply adds more paper work that can further complicate the process of completing the documentation. There is nothing within the process of ERM that suggests a human resources professional can request a reprieve from a federal agency; the rules are in place already and need to be observed. And while creating a series of checklists sounds good, it also sounds vague and has the potential to be as ineffective as the current system.
NEW QUESTION 217
Which of the following is NOT part of Kirkpatrick's training evaluation framework?
- A. context
- B. learning
- C. results
- D. reaction
Answer: A
Explanation:
Explanation: Context is not part of Kirkpatrick's training evaluation framework. Even though it was created in 1967, Kirkpatrick's description of training evaluation is still widely used. It outlines four criteria: reaction, learning, job behavior, and results. Reaction is the trainee's immediate response to the program. Learning is the information and skills that were obtained during the program. It is important that trainees acquire the skills they are supposed to acquire during training. Job behavior is the extent to which what has been learned during training is applied to real work. Finally, results are the overall impact of the training program on company performance.
NEW QUESTION 218
A new employee enters the training room and notices that the seats have been arranged in a banquet style. What can the new employee expect to do during the training session?
- A. Take notes
- B. Watch a video
- C. Work in a small group
- D. Fill out a questionnaire
Answer: C
Explanation:
Explanation: The new employee can expect to work in a small group during the training session. In banquetstyle seating, participants are placed in small groups around several tables. They will be able to turn and face a single presenter if necessary, but they will probably be spending most of their time interacting with their tablemates.
NEW QUESTION 219
Which of the following is not a piece of legislation that covers employee deferred compensation programs?
- A. Small Business Job Protection Act
- B. Retirement Equity Act
- C. Older Worker Benefit Protection Act
- D. Pension Protection Act
- E. Family Medical and Leave Act
Answer: E
Explanation:
Explanation: Among the answer choices provided, only the Family Medical and Leave Act does not reference or cover employee deferred compensation programs. The Retirement Equity Act (answer choice B), the Small Business Job Protection Act (answer choice C), the Older Worker Benefit Protection Act (answer choice D), and the Pension Protection Act (answer choice E) all provide for deferred employee compensation programs in some way.
NEW QUESTION 220
Arthur is interviewing candidates for a new position within his department. He will be working closely with the person he hires, so he prefers the interview to feel as comfortable as possible so the two can chat about the job and its requirements. His preferred interview method is to ask a few broad questions and to allow the candidate to answer the questions candidly, with his answers guiding the next questions that Arthur asks. In this situation, what type of interview technique is Arthur using?
- A. Nondirective
- B. Patterned
- C. Directive
- D. Behavioral
Answer: A
Explanation:
Explanation: A nondirective interview style occurs when the interviewer asks broad questions to allow the candidate to answer candidly and comfortably. A behavioral interview would ask the candidate how he behaved in a past situation, with the intent being to use past experience to anticipate future actions. A patterned interview focuses on a group of questions that apply specifically to the job and what will be required in that position. A directive interview is highly focused and organized, with the interviewer asking the same questions of all candidates.
NEW QUESTION 221
Which of the following questions is not one of the questions that a human resources professional needs to address in a Human Management Capital Plan (HCMP) during strategic planning?
- A. Where have we come from?
- B. How will we get there?
- C. Where are we now?
- D. Where do we want to be?
- E. How will we know when we have arrived?
Answer: A
Explanation:
Explanation: A Human Management Capital Plan is forward thinking; the questions asked look at the present and into the future. As a result, a human resources professional who is setting up a HCMP should ask the following questions as demonstrated in answer choices B, C, D, and answer: E
Explanation: Where are we now? Where do we want to be? How will we get there? How will we know when we arrive? Answer choice A, which asks where have we come from, addresses an issue that does not apply to this portion of strategic planning, so it is correct.
NEW QUESTION 222
How much COBRA coverage is allowed after a divorce occurs?
- A. 29 months
- B. 36 months
- C. 18 months
- D. 0 months
Answer: B
Explanation:
Explanation: COBRA coverage is allowed for 36 months after a divorce occurs. The other answer choices-0 months, 18 months, and 29 months-are too brief (or, in the case of 0 months, nonexistent).
NEW QUESTION 223
The Williamson Company is using the paired comparison method to appraise performance. There are seven people in the sales job group. With how many people will each member of this group be compared?
- A. Seven
- B. Six
- C. One
- D. Two
Answer: B
Explanation:
Explanation: Since the Williamson Company is using the paired comparison method, each member of the sales job group will be compared with six other people. The paired comparison method requires every member of the job group to be compared to every other member. This means that each member of the Williamson Company's sales group will be compared to the other six members. The paired comparison method is a good way to rank employees systematically.
NEW QUESTION 224
Within the SMART model, the letters stand for Specific, Measurable, ActionOriented, ___________, and Timebased. What does the "R" stand for?
- A. Reasonable
- B. Realistic
- C. Reversible
- D. Representative
Answer: B
Explanation:
Explanation: In the SMART model, the letter "R" stands for Realistic. The other options (Reasonable, Reversible, and Representative) do not fit into the SMART model, which is designed to assist a company in defining its longterm goals for development.
NEW QUESTION 225
A large university is concerned about the possibility of an act of terrorism on campus, and the supervisor for the school's student affairs program has consulted Angelova, the head of the human resources department, about developing a program for responding to a terrorist attack and assisting students in the aftermath of an attack. Which of the following represents what Angelova could recommend to the student affairs supervisor?
- A. A schoolwide emergency response program that gives students information on how to protect themselves during a terrorist attack
- B. A monthly email newsletter that provides recommendations for students should the school experience an act of terrorism
- C. A counseling program that assists students in recovering from the trauma of a terrorist attack
- D. Creation of new department specifically focused on responding to a terrorist attack on campus
- E. A relocation program that enables students to transfer to other schools in the aftermath of a terrorist attack
Answer: C
Explanation:
Explanation: As a human resources professional, Angelova's best recommendation would be a counseling program that assists students in recovering from the trauma of a terrorist attack. Answer choice B is incorrect because the human resources professional would not do well to recommend a relocation program for students away from the university. Answer choice C is incorrect because a monthly email newsletter providing recommendations for students would hardly suffice to help students in the aftermath of a terrorist attack. Answer choice D is incorrect because the human resources professional is not generally authorized to advise the creation of a new department. Answer choice E is incorrect because a schoolwide emergency response program might be useful in preparing students for a terrorist attack, but it would not necessarily assist them in the aftermath of the attack, and certainly not as well as a counseling program.
NEW QUESTION 226
Abbey, the head of the human resources department for a book distribution service, accidentally discovers information about one of the company employees. She learns that the employee has a genetic disease that could potentially affect the employee's ability to continue in the job. According to the Genetic Information Nondiscrimination Act of 2008, all employee genetic information is private, and companies are not allowed to locate or make decisions based on employee conditions. Now that Abbey has discovered this information, what is her responsibility?
- A. Abbey must let the employee know what she has discovered and counsel the employee to consider requesting a change in the employee's job situation
- B. Abbey must place the information in the employee's company file, but it cannot be accessed unless absolutely necessary
- C. Because the information was gained accidentally, Abbey is not legally responsible for it, but she is not allowed to divulge any of the information or change the employee's working situation
- D. Abbey must inform the Department of Labor about her inadvertent acquisition of the knowledge
- E. Abbey is required to report the information to her superiors, but they will not be allowed to alter the employee's work situation
Answer: C
Explanation:
Explanation: The Genetic Information Nondiscrimination Act of 2008 does not make employers responsible for information acquired by accident. With that information, however, employers have no legal right to make decisions or change an employee's work situation, so Abbey's only option is to keep the information to herself and take no action. Answer choice A is incorrect because the law does not require Abbey to report the employee's personal information to her superiors, nor should she take such a step. Answer choice B is incorrect because the Department of Labor does not need to be updated on this type of individual employee information (and reporting it could make Abbey legally responsible for divulging an employee's personal details). Answer choice C is incorrect because Abbey has no legal responsibility to discuss the situation with the employee, nor should she counsel the employee about changing the work situation. Answer choice D is also incorrect because employee genetic information - if obtained by accident - should not be documented. In fact, documenting it could create legal problems for the company, so Abbey's only choice is to proceed as though she does not know the information.
NEW QUESTION 227
Which of the following is an example of a chemical health hazard?
- A. virus
- B. fungus
- C. pesticide
- D. bacterium
Answer: C
Explanation:
Explanation: A pesticide is an example of a chemical health hazard. The other three answer choices are biological health hazards. OSHA requires businesses to maintain safety data sheets related to every chemical found in the workplace. A safety data sheet outlines the components of the substance, as well as its behavior under various conditions. Most importantly, the safety data sheet indicates whether a chemical is harmful when absorbed, inhaled, or ingested, and how these dangers may be mitigated or avoided.
NEW QUESTION 228
Which of the following is NOT one of the quality management phases identified by Joseph M.
Juran?
- A. quality planning
- B. quality selection
- C. quality control
- D. quality improvement
Answer: B
Explanation:
Explanation: Quality selection is not one of the quality management phases identified by Joseph M.
Juran. According to Juran, quality management begins with planning that takes into consideration the most important factors in quality. Quality control is the system that makes sure processes adhere to quality planning. Finally, quality improvements are continuous increases in the standard of organizational performance.
NEW QUESTION 229
Which of the following pieces of legislation made it illegal for a business to discriminate against an employee due to his national origin?
- A. Rehabilitation Act
- B. HIPAA
- C. SarbanesOxley Act
- D. Title VII
Answer: D
Explanation:
Explanation: Title VII of the Civil Rights Act of 1964 made it illegal for a business to discriminate against an employee due to his national origin. The SarbanesOxley Act was intended to improve accounting practices within public companies. The Rehabilitation Act penalized businesses for discriminating against employees who have a disability. HIPAA, the Health Insurance Portability and Accountability Act of 1996, in part, protects workers against losing their health coverage immediately if they lose their jobs.
NEW QUESTION 230
The ERG Theory (1969) is attributed to which of the following researchers?
- A. Abraham Maslow
- B. Victor Vroom
- C. Fredrick Herzberg
- D. Clayton Alderfer
Answer: D
Explanation:
Explanation: The ERG Theory of 1969, which looks at the levels Existence, Relatedness, and Growth among employees, is attributed to Clayton Alderfer. Fredrick Herzberg is credited with the Motivation/Hygiene Theory of 1959; Victor Vroom is credited with the Expectancy Theory of 1964; Abraham Maslow is credited with the Hierarchy of Needs Theory of 1954.
NEW QUESTION 231
The final step in a job pricing exercise is
- A. a wage target.
- B. weighing candidate qualifications against available funds.
- C. a salary range recommendation.
- D. hiring the least costly candidate.
Answer: C
Explanation:
Explanation: The final step in a job pricing exercise is a salary range recommendation. Job pricing is an exercise for determining the appropriate salary for a new or modified position. It begins by fully defining the job description. The next step is to obtain a relevant salary survey and analyze the compensation for similar positions. The final step is to recommend a range of salaries, from which executives can choose.
NEW QUESTION 232
Which of the following is closest to the national LWDI average for privatesector organizations?
- A. 0
- B. 1
- C. 2.5
- D. 0.25
Answer: C
Explanation:
Explanation: The national lost work day index (LWDI) average for privatesector organizations is approximately 2.5. This means that there are about 2.5 lost work days per day for every hundred employees. This figure is calculated by the Occupational Health and Safety Administration. LWDI is calculated by dividing the number of workdays missed because of personal injury for each hundred employees, dividing by the total number of employees, and then multiplying by a hundred.
NEW QUESTION 233
Which of the following is defined as an attempt to improve overall business operations so that customers benefit from the process?
- A. Workforce expansion
- B. Divestiture
- C. Reengineering
- D. Offshoring
Answer: C
Explanation:
Explanation: Reengineering is defined as an attempt to improve overall business operations so that customers benefit from the process. Workforce expansion, as the name indicates, is an increase in employees for a business to reach certain goals. Divestiture is a business decision to eliminate a department by laying off employees or moving them to another department. Offshoring, or outsourcing, refers to a business's decision to move certain activities to another location (usually international) to reduce costs.
NEW QUESTION 234
What is the recommended minimum amount of advance notice that employers should provide employees before a scheduled performance evaluation?
- A. 3 days
- B. 2 days
- C. 5 days
- D. 7 days
Answer: D
Explanation:
Explanation: Managers are encouraged to give employees about one week advance notice for a scheduled performance evaluation. Five days might be good, but a full week is better and avoids "springing it" on the employee. Giving the employee 2 days or 3 days is far too short.
NEW QUESTION 235
According to Edward E.
Lawler, the four elements of a highinvolvement organization are
- A. power, information, knowledge, and rewards.
- B. knowledge, communication, incentives, and evaluation.
- C. planning, execution, evaluation, and control.
- D. selection, maintenance, evaluation, and forecasting.
Answer: A
Explanation:
Explanation: According to Edward E.
Lawler, the four elements of a highinvolvement organization are power, information, knowledge and rewards. A highinvolvement organization is one in which employees are given the opportunity to arrange their work schedules and processes. In other words, employees have the power to determine their own daytoday activities. Of course, they are also responsible for results. In Lawler's system, a highinvolvement organization makes a wealth of information available to all employees, so that it can factor into their decisionmaking process. Similarly, a highinvolvement organization continuously tries to improve the employee knowledge base. Finally, in a highinvolvement organization, employees are paid based on their performance rather than seniority.
NEW QUESTION 236
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