Who knows HRM?Who knows HRM?

Each team that gives the correct answer will be Each team that gives the correct answer will be awarded the points associated with the question.awarded the points associated with the question.

The team at the end of the game with the most points The team at the end of the game with the most points wins and will receive a prizewins and will receive a prize

For each incorrect answer For each incorrect answer 100 pts.100 pts. will be deducted will be deducted from the total.from the total.

You must wait until the question and possible answers You must wait until the question and possible answers are read before you may answer. Answering before will are read before you may answer. Answering before will result in a deduction of result in a deduction of 100 pts.100 pts. and will not be and will not be awarded any points if correct.awarded any points if correct.

You can use the text and any posted material.You can use the text and any posted material.

Performance Management & Performance Management & AppraisalsAppraisalsChapter 6Chapter 6

100 pts100 pts

Performance appraisals can be definedPerformance appraisals can be definedas any procedure that includes the as any procedure that includes the following factors, except:following factors, except:

a.a. Describing unity of command.Describing unity of command.b.b. Assessing the employee’s actual Assessing the employee’s actual

performance.performance.c.c. Setting performance standards.Setting performance standards.d.d. Providing feedback to employees with Providing feedback to employees with

the aim of motivating.the aim of motivating.

200 pts200 pts

Performance Management is the process:Performance Management is the process:a.a. of evaluating an employee’s performance relative to of evaluating an employee’s performance relative to

the performance standards.the performance standards.

b.b. through which companies ensure that employees are through which companies ensure that employees are working toward organizational goals.working toward organizational goals.

c.c. of enabling the employee to better understand and of enabling the employee to better understand and develop their career skills and interests.develop their career skills and interests.

d.d. of providing each employee with a career of providing each employee with a career development budget.development budget.

200 pts200 pts

The following are common performanceThe following are common performance

evaluation problems, except:evaluation problems, except:a.a. Unclear standards.Unclear standards.

b.b. Relevant objective goals.Relevant objective goals.

c.c. Central tendency.Central tendency.

d.d. StrictnessStrictness

300 pts300 pts

The method of appraising performance that isThe method of appraising performance that isaccomplished by ranking employees by accomplished by ranking employees by making a chart of all possible pairs of themaking a chart of all possible pairs of theemployees for each trait and indicating employees for each trait and indicating which employee is the better of the pair iswhich employee is the better of the pair isknown as the:known as the:a.a. Alternation ranking method.Alternation ranking method.b.b. Paired comparison method.Paired comparison method.c.c. Forced distribution method.Forced distribution method.d.d. Graphic rating scale.Graphic rating scale.

300 pts300 pts

The following are advantages of the criticalThe following are advantages of the criticalincident method, except:incident method, except:a.a. Providing the evaluation with some specific hard Providing the evaluation with some specific hard

facts for explaining the appraisal.facts for explaining the appraisal.b.b. Ensuring that the evaluator thinks about the Ensuring that the evaluator thinks about the

subordinates’ appraisal all during the year.subordinates’ appraisal all during the year.c.c. Ensuring the evaluation does not just reflect the Ensuring the evaluation does not just reflect the

employee’s most recent job performance.employee’s most recent job performance.d.d. It forces the evaluator to separate good and poor It forces the evaluator to separate good and poor

performers.performers.

300 pts300 pts

The principles for giving feedback include The principles for giving feedback include

all of the following except:all of the following except:a.a. Focus on general behaviors.Focus on general behaviors.

b.b. Helpful intentions.Helpful intentions.

c.c. Is the person open to feedback.Is the person open to feedback.

d.d. Check for understanding.Check for understanding.

100 pts100 pts

The following are common performance The following are common performance

evaluation problems except:evaluation problems except:a.a. Leniency.Leniency.

b.b. Halo Effect.Halo Effect.

c.c. Central Tendency.Central Tendency.

d.d. Clear standards of performance.Clear standards of performance.

200 pts.200 pts.

In effective goal setting the acronym “SMART” In effective goal setting the acronym “SMART”

stands for:stands for:

a.a. Supervise, Measurable, Attainable, Relevant, & Timely.Supervise, Measurable, Attainable, Relevant, & Timely.

b. Specific, Measurable, Attainable, Relevant, & Timely.b. Specific, Measurable, Attainable, Relevant, & Timely.

c. Supervise, Motivate, Attainable, Relevant, & Timely.c. Supervise, Motivate, Attainable, Relevant, & Timely.

d. Specific, Motivate, Attainable, Reward, & Timely.d. Specific, Motivate, Attainable, Reward, & Timely.

CompensationCompensationChapter 7Chapter 7

100 pts100 pts

Important considerations for paying employeesImportant considerations for paying employees

include all of the following except:include all of the following except:a.a. Legal considerations.Legal considerations.

b.b. Personal considerations.Personal considerations.

c.c. Policy considerations.Policy considerations.

d.d. Union considerations.Union considerations.

200 pts200 pts

What determines if an employee is exemptWhat determines if an employee is exempt

or non-exempt?or non-exempt?a.a. Whether they are paid by the hour or salaried.Whether they are paid by the hour or salaried.

b.b. Responsibilities, duties, and salary level.Responsibilities, duties, and salary level.

c.c. The union contract.The union contract.

d.d. The OFCCP.The OFCCP.

200 pts200 pts

A type of incentive plan that generally is anA type of incentive plan that generally is an

organization wide incentive program that rewardsorganization wide incentive program that rewards

employees based on the organization’s financialemployees based on the organization’s financial

results in a specified period is a:results in a specified period is a:a.a. Scanlon plan.Scanlon plan.

b.b. Profit-sharing plan.Profit-sharing plan.

c.c. Gain-sharing plan.Gain-sharing plan.

d.d. Semi variable incentive plan.Semi variable incentive plan.

300 pts300 pts

For an employee to be covered under Workers’ For an employee to be covered under Workers’

Compensation, he/she need only prove:Compensation, he/she need only prove:a.a. Have an injury.Have an injury.

b.b. Was injured on the job and was not at fault.Was injured on the job and was not at fault.

c.c. Was injured on the job regardless of fault.Was injured on the job regardless of fault.

d.d. Was injured on the job while following instructions.Was injured on the job while following instructions.

300 pts300 pts

When a person selects to have COBRA When a person selects to have COBRA

coverage, the coverage lasts months:coverage, the coverage lasts months:a.a. 12 months.12 months.

b.b. 15 months.15 months.

c.c. 18 months.18 months.

d.d. 21 months.21 months.

200 pts200 pts

A provision in the pension plans referring to the A provision in the pension plans referring to the

money that the employer and employee have money that the employer and employee have

placed in the latter’s pension fund that cannot be placed in the latter’s pension fund that cannot be

forfeited for any reason is:forfeited for any reason is:a.a. Vesting.Vesting.

b.b. Equity.Equity.

c.c. Inceptions.Inceptions.

d.d. Funding.Funding.

300 pts.300 pts.

Job evaluation method include all of the Job evaluation method include all of the

following, except the:following, except the:a.a. Point method.Point method.

b.b. Hay plan method.Hay plan method.

c.c. Ranking method.Ranking method.

d.d. Job classification method.Job classification method.

Time for a break in the Time for a break in the action…..action…..

Ethics & Fair TreatmentEthics & Fair TreatmentChapter 8Chapter 8

100 pts100 pts

Ethical decisions always involve:Ethical decisions always involve:a.a. Speaking firmly.Speaking firmly.

b.b. Normative judgment.Normative judgment.

c.c. Being direct.Being direct.

d.d. One-way communication.One-way communication.

300 pts300 pts

According to your text, a fair and just disciplineAccording to your text, a fair and just discipline

process is based on all of the followingprocess is based on all of the following

prerequisites, except a(n):prerequisites, except a(n):a.a. Set of clear rules and regulations.Set of clear rules and regulations.

b.b. System of guided procedures.System of guided procedures.

c.c. System of progressive penalties.System of progressive penalties.

d.d. Appeals process.Appeals process.

300 pts300 pts

All of the following are important disciplinaryAll of the following are important disciplinaryguidelines, except:guidelines, except:a.a. Union employees have the right to bring help Union employees have the right to bring help

(counsel) when they are called to a meeting that they (counsel) when they are called to a meeting that they believe might result in disciplinary action.believe might result in disciplinary action.

b.b. Discipline subordinates in private.Discipline subordinates in private.c.c. Remember that the burden of proof is on the Remember that the burden of proof is on the

employee.employee.d.d. Don’t base your decision on hearsay evidence, but Don’t base your decision on hearsay evidence, but

get the facts.get the facts.

100 pts100 pts

An employee dismissal that does not comply withAn employee dismissal that does not comply withthe law or does not comply with the contractualthe law or does not comply with the contractualarrangement via its employment applicationarrangement via its employment applicationforms, employee manuals, or other promises isforms, employee manuals, or other promises isreferred to as:referred to as:a.a. A contract violation.A contract violation.b.b. Firing an employee.Firing an employee.c.c. Wrongful discharge.Wrongful discharge.d.d. Furloughing an employeeFurloughing an employee

100 pts100 pts

One way a supervisor knowingly or unknowingly One way a supervisor knowingly or unknowingly

might lead subordinates to act unethically is:might lead subordinates to act unethically is:a.a. To go on trips around the world.To go on trips around the world.

b.b. To look the other way when wrongdoings occur.To look the other way when wrongdoings occur.

c.c. Encourage people to get results.Encourage people to get results.

d.d. Tell staffers to keep up the good work.Tell staffers to keep up the good work.

200 pts200 pts

All of the following acts are consideredAll of the following acts are considered

insubordination, except:insubordination, except:a.a. Contemptuous display of disrespect.Contemptuous display of disrespect.

b.b. Showing disregard for the chain of command.Showing disregard for the chain of command.

c.c. Blatantly following the boss’s unreasonable Blatantly following the boss’s unreasonable instructions.instructions.

d.d. Leading or participating in an effort to undermine and Leading or participating in an effort to undermine and remove the boss.remove the boss.

Labor RelationsLabor RelationsChapter 9Chapter 9

300 pts300 pts

The law that prohibited unfair labor practices,The law that prohibited unfair labor practices,enumerated the rights of employees as union enumerated the rights of employees as union members, enumerated the rights of employers, members, enumerated the rights of employers, and allowed the president of the United States to and allowed the president of the United States to temporarily bar national emergency strikes is temporarily bar national emergency strikes is known as the:known as the:a.a. Wagner Act.Wagner Act.b.b. Taft-Hartley Act.Taft-Hartley Act.c.c. Norris-LaGuardia Act.Norris-LaGuardia Act.d.d. Landrum-Griffin Act.Landrum-Griffin Act.e.e. Sarbanes-Oxley Act.Sarbanes-Oxley Act.

200 pts200 pts

A form of union security in which the workersA form of union security in which the workers

decide whether or not to join the union (withdecide whether or not to join the union (with

those who do not join not paying union dues) is those who do not join not paying union dues) is

called:called:a.a. Close shop.Close shop.

b.b. Open shop.Open shop.

c.c. Union shop.Union shop.

d.d. Maintenance shop.Maintenance shop.

100 pts100 pts

For the election to be held, at least 30% of theFor the election to be held, at least 30% of the

eligible employees in an appropriate bargainingeligible employees in an appropriate bargaining

unit of a firm must:unit of a firm must:a.a. Testify at the NLRB hearing.Testify at the NLRB hearing.

b.b. Sign authorization cards.Sign authorization cards.

c.c. Sign the collective bargaining agreement.Sign the collective bargaining agreement.

d.d. Join the organization committee.Join the organization committee.

200 pts200 pts

Supervisors must be knowledgeable about whatSupervisors must be knowledgeable about what

they can and can’t do to legally hamper:they can and can’t do to legally hamper:a.a. Competitive reactions.Competitive reactions.

b.b. Strategic objectives.Strategic objectives.

c.c. Corporate bylaws.Corporate bylaws.

d.d. Organizing activities.Organizing activities.

200 pts200 pts

All of the following are stages of developmentAll of the following are stages of development

typically attributed to the bargaining process,typically attributed to the bargaining process,

except:except:a.a. Each side presents its demands.Each side presents its demands.

b.b. There is a reduction of demands.There is a reduction of demands.

c.c. Subcommittees from both parties are formed jointly.Subcommittees from both parties are formed jointly.

d.d. The NLRB mediates an impasse.The NLRB mediates an impasse.

Safety and HealthSafety and HealthChapter 10Chapter 10

100 pts100 pts

When an OSHA inspector arrives at yourWhen an OSHA inspector arrives at yourcompany, a manager should consider all of the company, a manager should consider all of the following actions except:following actions except:a.a. Check the inspector’s credentials.Check the inspector’s credentials.b.b. Ask the inspector for the reason he/she is conducting Ask the inspector for the reason he/she is conducting

the inspection.the inspection.c.c. Accompany the inspector in a walk-around inspection Accompany the inspector in a walk-around inspection

and take notes.and take notes.d.d. Ask the inspector to return another time when your Ask the inspector to return another time when your

legal counsel can be present.legal counsel can be present.

200 pts200 pts

Each of the following must be reported to the Each of the following must be reported to the

nearest OSHA office, except:nearest OSHA office, except:a.a. Hospitalization of 5 or more employees.Hospitalization of 5 or more employees.

b.b. Cut requiring first aid.Cut requiring first aid.

c.c. Death of an employee.Death of an employee.

d.d. Employee loses consciousness.Employee loses consciousness.

300 pts300 pts

One estimate places the cost of substance One estimate places the cost of substance

abuser’s damage to a company at:abuser’s damage to a company at:a.a. $800 per abuser per year.$800 per abuser per year.

b.b. $2,000 per abuser per year.$2,000 per abuser per year.

c.c. $7,000 per abuser per year.$7,000 per abuser per year.

d.d. $12,000 per abuser per year.$12,000 per abuser per year.

BONUS ROUNDBONUS ROUND

Same rules as before with one exception:Same rules as before with one exception: For each incorrect answer For each incorrect answer 300 pts300 pts. will . will

be deducted from the total.be deducted from the total.

500 pts500 pts

When supervisors who are engaged in a When supervisors who are engaged in a

performance rating have a tendency to rate all performance rating have a tendency to rate all

subordinates either high or low, this is referred tosubordinates either high or low, this is referred to

as:as:a.a. bias.bias.

b.b. Halo effect.Halo effect.

c.c. Strictness/leniency.Strictness/leniency.

d.d. Central tendency.Central tendency.

500 pts.500 pts.

All of the following are important things that All of the following are important things that arbitrators may look for when deciding whether arbitrators may look for when deciding whether there was “just cause” for disciplinary action there was “just cause” for disciplinary action except:except:a.a. Past practices or precedence.Past practices or precedence.b.b. Adequate warnings of the consequences of Adequate warnings of the consequences of

misconduct.misconduct.c.c. Rules must be essential to the efficient and safe Rules must be essential to the efficient and safe

operation of the work environment.operation of the work environment.d.d. Adequate investigation before disciplinary action.Adequate investigation before disciplinary action.