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1
According to "Leveraging HR and Knowledge Management in a Challenging Economy," in the current economic conditions, polls show that the highest priority in companies is:
A)streamlining staff.
B)recruiting.
C)employee engagement and retention.
D)succession planning.
2
As reported in "Leveraging HR and Knowledge Management in a Challenging Economy," a study conducted by The Conference Board found that a majority of companies surveyed:
A)are taking actions around knowledge management.
B)have a chief knowledge-management officer.
C)have a communicated knowledge-management strategy.
D)have a chief executive for learning.
3
As stated in "Leveraging HR and Knowledge Management in a Challenging Economy," the primary challenges to development of a successful knowledge-management process are the strategies for collecting and identifying the problem.
A)True
B)False
4
According to "Building Sustainable Organizations: The Human Factor," when employees do not have health insurance from employers or elsewhere:
A)they have higher salaries.
B)they have higher mortality rates.
C)they qualify for government assistance.
D)there are no effects on their economic well-being.
5
As reported in "Building Sustainable Organizations: The Human Factor," working long hours has been shown to:
A)be more prevalent in Europe than in the United States.
B)have no effect on health.
C)improve productivity.
D)correlate to rates of hypertension.
6
As stated in "Building Sustainable Organizations: The Human Factor," being downsized is associated with increased smoking.
A)True
B)False
7
As noted in "Stepping Up to the Table," in discussing priorities, the author suggests that:
A)performance-management training should be the highest priority.
B)HR priorities are inherently different from those of the overall organization.
C)HR priorities should be in sync with the company business strategy.
D)it is good to ask managers to perform work outside their comfort zone.
8
As stated in "Stepping Up to the Table," regarding the desire of HR professionals to be consulted by senior managers, the author says that:
A)HR professionals must step up and earn a place on the executive team.
B)Chief Executive Officers do not understand HR issues.
C)the economic downturn has diminished the influence of HR.
D)influence does not imply accountability.
9
As pointed out in "Stepping Up to the Table," metrics that are suitable for senior leaders are not appropriate for HR.
A)True
B)False
10
According to "The American 'Relos'," an individual's true employer is:
A)whoever signs the checks.
B)the marketplace.
C)himself.
D)the person who gives the orders.
11
As noted in "The American 'Relos'," among the results of globalization is:
A)fewer business people relocating across national boundaries.
B)greater market share for American companies.
C)more job security for American workers.
D)American companies have had to cut costs.
12
As stated in "The American 'Relos'," business people who relocate to do international assignments overwhelmingly tend to stay with their original firms for the remainder of their careers.
A)True
B)False
13
As noted in "Employers Prepare to Keep, Not Lose, Baby Boomers," Home Depot has made its hiring practices age-neutral and even has created the 50-plus employee slogan:
A)"Gray Knows the Way."
B)"Passion Never Retires."
C)"Talent Is Ageless."
D)"Age Is a State of Mind."
14
As disclosed in "Employers Prepare to Keep, Not Lose, Baby Boomers," both Borders of Ann Arbor, Michigan, and CVS drugstores attract retirees to their workforce by accommodating those who split their time between homes in different climates by offering them:
A)house-sitting services.
B)one-month contracts.
C)airfare and other transportation vouchers.
D)"snowbird" programs.
15
As presented in "Employers Prepare to Keep, Not Lose, Baby Boomers," Hispanics represented only 14 percent of the U.S. population in 2005, but a full 22 percent of American workers.
A)True
B)False
16
As noted in "Pushing ADA Beyond the Limits," architects consider a building universally designed if:
A)any human being can use it for its intended purpose once inside.
B)if offers uniform access.
C)most of the population can enter and use it as intended.
D)it meets building specifics of the Americans with Disabilities Act.
17
As reported in "Pushing ADA Beyond the Limits," the requirements of the Americans with Disabilities Act:
A)apply to all campus structures regardless of permanency.
B)are simply a question of appropriate measurements.
C)are not equivalent to universal design.
D)do not apply to buildings built before the law's passage.
18
As pointed out in "Pushing ADA Beyond the Limits," universal design generally approximately doubles the cost of building a residence hall.
A)True
B)False
19
According to "On January 1, 2009, the ADA Amendments of 2008 Become Effective," as a result of the Amendments Act of the ADA:
A)it is more likely that there will be a threshold inquiry to decide whether or not an employee is disabled.
B)there will be less emphasis on issues of liability.
C)fewer people will be considered disabled.
D)more people will be considered disabled.
20
As noted in "On January 1, 2009, the ADA Amendments of 2008 Become Effective," the most important way the employer can make a good-faith effort to accommodate is by:
A)fulfilling the specific requested accommodation.
B)engaging in dialogue with the employee.
C)restructuring the job requirements.
D)moving the employee to a new position.
21
As stated in "On January 1, 2009, the ADA Amendments of 2008 Become Effective," employers are required to overlook violations of conduct if the violations are caused by the employee's impairment.
A)True
B)False
22
As reported in "Sexual Harassment 2.0: How to Combat Sexual Techno-Harassment in the Workplace," the big risk with blogging and social networking in the workplace is:
A)instantaneous, unfiltered communication.
B)potential for industrial espionage.
C)lost worker productivity.
D)ubiquitousness.
23
As noted in "Sexual Harassment 2.0: How to Combat Sexual Techno-Harassment in the Workplace," recommendations for updating a harassment policy include that:
A)blogging should not mention the employer.
B)there should be no expectation of communication privacy during work time.
C)camera phones should never be allowed in the workplace.
D)managers should look at Facebook.
24
As stated in "Sexual Harassment 2.0: How to Combat Sexual Techno-Harassment in the Workplace," an employee cannot be fired for communication initiated on their own time.
A)True
B)False
25
As explained in "White Collared," whereas blue-collar workers organized to protest such issues as unsatisfactory wages and benefits, white-collar workers have:
A)had everything handed to them on a silver platter.
B)won their battles as individuals.
C)gone on the defensive with a disillusioned attitude.
D)organized not to protest but to promote collective creativity.
26
As referenced in "White Collared," the character Dwight from The Office is mocked because he:
A)is an insufferable suck-up.
B)fails to recognize that it is all a waste of energy.
C)takes nothing seriously.
D)has written at least a dozen unsubmitted letters of resignation.
27
According to "White Collared," since 1984, less than 40 percent of the growth of the American workforce has been in the white-collar and service sectors.
A)True
B)False
28
As reported in "Six Ways to Strengthen Staffing," a survey conducted by Rocket-Hire showed that:
A)online assessment tools are likely to be challenged by the Equal Employment Opportunity Commission.
B)companies often use online assessments to measure a job candidate's fit.
C)the number of companies using online assessment tools is likely to decrease.
D)companies consider online assessments poor prognosticators.
29
As noted in "Six Ways to Strengthen Staffing," The Right Thing, Inc.:
A)avoids hiring part time workers.
B)questions the wisdom of hiring retirees.
C)discourages flexible work schedules.
D)was named one of America's best small companies to work for.
30
As observed in "Six Ways to Strengthen Staffing," the pool of available workers is draining.
A)True
B)False
31
According to "The Disposable Worker," the best solution to relieve the current pressure on workers would be:
A)a European-style labor agreement for benefits.
B)large-scale shifts toward public-sector job creation.
C)rapid economic growth sustained over a long period of time.
D)a large increase in the minimum wage.
32
As noted in "The Disposable Worker," workers hired for temporary or contract work:
A)have a higher risk of developing mental-health problems.
B)generally have higher salaries.
C)tend to be older.
D)must be given the same benefits as other employees.
33
As pointed out in "The Disposable Worker," jobs shipped overseas during the current recession are likely to return to the United States when times improve.
A)True
B)False
34
As discussed in "The Blogs of Talent," the key to hiring people in the future will be:
A)effective use of personal networking.
B)search-engine optimization.
C)name recognition.
D)attractive social media.
35
As stated in "The Blogs of Talent," in order to get his job openings seen by those using search engines to look for jobs, the human-resources professional must become an expert at developing:
A)keywords.
B)succinct job descriptions.
C)filtering mechanisms.
D)graphics.
36
As noted in "The Blogs of Talent," at present most human-resources professionals lack the level of technical expertise needed for effective use of social networking sites.
A)True
B)False
37
In discussing the monitoring of employee use of company information technology equipment, the author of "Playing IT Big Brother: When Is Employee Monitoring Warranted?" suggests that:
A)the amount of monitoring depends on each user's position and business activity.
B)if employees know they are subject to monitoring, it becomes futile.
C)there are no legal requirements for monitoring in any industry.
D)some enterprises are too small to need any monitoring.
38
As identified in "Playing IT Big Brother: When Is Employee Monitoring Warranted?", states that require employers to notify employees about monitoring include:
A)Illinois.
B)Connecticut.
C)Massachusetts.
D)New York.
39
As pointed out in "Playing IT Big Brother: When Is Employee Monitoring Warranted?", the price of surveillance software has dropped significantly.
A)True
B)False
40
According to "Considering HR Outsourcing? Consider SaaS," the most common point of failure for service and technology providers is:
A)evaluation.
B)implementation.
C)remuneration.
D)contract negotiation.
41
As noted in "Considering HR Outsourcing? Consider SaaS," a paramount consideration in leveraging SaaS is:
A)intra-communication.
B)accuracy.
C)employee access.
D)avoiding repetition.
42
As stated in "Considering HR Outsourcing? Consider SaaS," by employing Software as a Service, companies can reduce transactional costs in a way that does not require traditional outsourcing models.
A)True
B)False
43
As profiled in "The 'Brain Drain': How to Get Talented Women to Stay," Wachovia senior vice president Rosie Saez recalls that when she could have been a victim within the corporate hierarchy, she instead figured out ways to:
A)ally herself with other woman of color in leadership positions.
B)become more aggressive than those she saw as aggressors.
C)develop one-on-one relationships with those who were making her feel excluded.
D)avoid her victimizers and focus on her own work.
44
As related in "The 'Brain Drain': How to Get Talented Women to Stay," when Ellen Galinsky, president and cofounder of the Families and Work Institute, talks about a company that "sets up a group of women to say what stands in the way of their success," she is referring to:
A)Eastman Kodak.
B)Aetna.
C)IBM.
D)her Families and Work Institute.
45
As asserted in "The 'Brain Drain': How to Get Talented Women to Stay," the talent pool in corporate America is drying up, and women make up most of it.
A)True
B)False
46
As noted in "Rewarding Outstanding Performance: Don't Break the Bank," among the rewards for star employees recommended is:
A)relaxed dress code.
B)exemption from attending meetings.
C)after-hours training.
D)prime parking space.
47
In discussing praise, the authors of "Rewarding Outstanding Performance: Don't Break the Bank" suggest that:
A)praise informs all employees what is considered commendable.
B)generalized praise is more effective than specific praise.
C)all praise should be informal.
D)praise should be done in private.
48
As stated in "Rewarding Outstanding Performance: Don't Break the Bank," flexibility in work scheduling for star performers is bad for the morale of others.
A)True
B)False
49
As reported in "Processes, Prospects, and Promises of Electronic Leadership," among the findings of research conducted by Pulley et al in 2001 was the fact that:
A)speed of adaptation has little effect on organizational vitality.
B)leadership skills have little correlation to the electronic-leadership environment.
C)working collaboratively to retain talented employees will help a company maintain its competitive advantage.
D)integrating new technologies does not enhance meeting customer expectations.
50
According to "Processes, Prospects, and Promises of Electronic Leadership," Avolio and Surinder contended that the purpose of e-leadership is to:
A)challenge established procedures.
B)motivate improved productivity.
C)enhance relationships among organizational members.
D)improve listening.
51
As noted in "Processes, Prospects, and Promises of Electronic Leadership," intranet communication is facilitated by a culture that emphasizes an atmosphere of trust.
A)True
B)False
52
As reported in "Don't Punish Employees with Training," training programs should:
A)only include employees who demonstrate need for improvement.
B)be held as only as need becomes apparent.
C)be carefully planned.
D)not be announced in advance.
53
In the scenario described in "Don't Punish Employees with Training," the quality manager Robert:
A)told the employees that the training session was a punishment.
B)got a third party to conduct the training.
C)observed increased emotional reaction in the training session.
D)kept the focus of the training session positive.
54
As noted in "Don't Punish Employees with Training," regularly scheduled training results in less blame pointing.
A)True
B)False
55
As characterized in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," Oracle and SAP are:
A)struggling to keep up with the competition in HR software.
B)the heavyweights of the HR software world.
C)soon to be replaced by sister enterprises.
D)destined for trouble if they continue to ignore the HR software market.
56
As defined in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," audio or video files that can be downloaded onto portable digital media players are called:
A)podcasts.
B)weblogs.
C)iPods.
D)zip files.
57
As explained in "Your Co-Worker, Your Teacher: Collaborative Technology Speeds Peer-Peer Learning," one of the drawbacks of wikis for a corporation is that they must be located on the public Internet and cannot be kept within a company's internal computer system.
A)True
B)False
58
According to "Strategic Organizational Diversity: A Model?", the most convincing argument in favor of diversity is that it:
A)reduces risk.
B)is good for its own sake.
C)is ethical.
D)is financially pragmatic.
59
As reported in "Strategic Organizational Diversity: A Model?", the only sustainable competitive edge that can be unique to an organization is its:
A)reputation.
B)ethical culture.
C)cooperation.
D)workforce.
60
As pointed out in "Strategic Organizational Diversity: A Model?", managers should view employees as costs to be minimized.
A)True
B)False
61
According to "Laid Off!", the U.S. Department of Labor Statistics reports that:
A)most of the factory workers being laid off have little experience.
B)the majority of active factory workers in the United States are over 40.
C)the majority of laid-off factory workers are over 45.
D)three quarters of the jobs lost in the recession have been factory workers.
62
As reported in "Laid Off!", economist Robert Scott contends that the government should invest in blue collar jobs creation in:
A)infrastructure repair.
B)medical technology.
C)energy creation.
D)educational assistance.
63
As stated in "Laid Off!", more men than women laid off between age 55 to 64 drop out of the labor force entirely.
A)True
B)False
64
As reported in "Legal Implications of Unpaid Internships," the Supreme Court's ruling regarding the Fair Labor Standards Act held that:
A)all who do work are employees.
B)employment status devolves entirely to the question of providing value.
C)those who are learning are not employees.
D)not all who might work are employees.
65
As noted in "Legal Implications of Unpaid Internships," factors that the Department of Labor would likely say would make an intern an employee include:
A)staying in the company for more than a few hours.
B)receiving college credit for the internship.
C)performing useful tasks.
D)working in exchange for room and board.
66
As stated in "Legal Implications of Unpaid Internships," courts have ruled specifically that the Portland Terminal criteria apply to unpaid interns.
A)True
B)False
67
According to "Opening Keynote: Rethinking Pay for Performance," the compensation rules crafted on Capitol Hill:
A)more strongly connect pay to performance.
B)stimulate incentive on every level.
C)will hurt efforts to retain skilled managers.
D)are too complex.
68
As noted in "Opening Keynote: Rethinking Pay for Performance," pay differentials between senior executives and lower-level employees:
A)continue to shrink.
B)have no affect on social tensions.
C)are less noticeable in the deepening recession.
D)will generate more anger.
69
As stated in "Opening Keynote: Rethinking Pay for Performance," boards and consultants have failed to work toward effectively aligning management rewards with shareholder value.
A)True
B)False
70
According to "U.S. Targets Excessive Pay for Top Executives," Treasury Secretary Timothy Geithner contends that the Obama Administration wants to:
A)limit all executive pay.
B)delineate how companies should set compensation.
C)control all disbursements in corporations that get federal money.
D)rein in pay practices that motivate excessive risks.
71
As identified in "U.S. Targets Excessive Pay for Top Executives," among the corporations where the compensation czar will control executive pay are all of the following except:
A)Chrysler.
B)Ford.
C)GMAC.
D)General Motors.
72
As stated in "U.S. Targets Excessive Pay for Top Executives," the Obama Administration believes that companies cannot police themselves on matters of pay.
A)True
B)False
73
According to "Putting the Hurt On," the newly energized Occupational Safety and Health Administration (OSHA):
A)is doing more with less money.
B)has moved in an anti-labor direction.
C)will issue more high-penalty citations.
D)is not expected to have major consequences for employers.
74
As stated in "Putting the Hurt On," Dr. David Michaels of OSHA contends that the largest source of injury and illness in the workplace is:
A)musculoskeletal disorders.
B)lacerations.
C)falls.
D)chemical exposure.
75
As reported in "Putting the Hurt On," counsel for employers should expect to see more inspections under the newly energized OSHA.
A)True
B)False
76
As reported in "Workplace Bullying Threatens Employers," Robert Nobile of Seyfarth Shaw LLP contends that current laws:
A)are sufficient to protect workers.
B)go too far in regulating behavior.
C)have gaps in what they cover.
D)are not being enforced.
77
As noted in "Workplace Bullying Threatens Employers," Garry G. Mathiason of Littler Mendelson PC contends that the proposed anti-bullying law will:
A)reduce violence in the workplace.
B)create a cause of action where one does not exist.
C)change the nature of workplace communication.
D)have little impact on employers.
78
As stated in "Workplace Bullying Threatens Employers," Zogby International's survey found that the majority of the bullies in the workplace are bosses.
A)True
B)False
79
According to "Making Benefits Matter," the benefit identified as the most important in the Benefits Survey was:
A)life insurance.
B)stock options.
C)retirement savings.
D)healthcare insurance.
80
As pointed out in "Making Benefits Matter," the age group most likely to say that benefits played a major role in their employment decisions when they changed jobs is people:
A)under 36.
B)between 35 and 44.
C)between 45 and 54.
D)over 55.
81
As reported in "Making Benefits Matter," most employers are paying significantly more for health insurance than they have previously.
A)True
B)False
82
According to "The New 401(k) Landscape: How Plan Sponsors Can Adapt," the best defense against litigation is:
A)strong results for participants.
B)guaranteed growth.
C)documenting costs.
D)fiduciary compliance.
83
As noted in "The New 401(k) Landscape: How Plan Sponsors Can Adapt," when a plan sponsor turns to a bundled approach, the result can be:
A)cloaking of critical costs.
B)roles in operating the pension are diversified.
C)stronger encouragement for involvement by plan fiduciaries.
D)conflicts of interest become apparent.
84
As stated in "The New 401(k) Landscape: How Plan Sponsors Can Adapt," most pension plans meet the requirements of IRC Section 404(c) for safe harbor.
A)True
B)False
85
According to "Finding and Fixing Corporate Misconduct," research on corporate misconduct has found that:
A)overall misconduct has increased.
B)efforts to prevent misconduct have reduced it significantly.
C)the most troubling behaviors are on the rise.
D)the extent of misconduct is unknown.
86
As stated in "Finding and Fixing Corporate Misconduct," business units with the highest levels of misconduct were those:
A)in the United States.
B)in Europe.
C)where profits were strongest.
D)with the weakest ethical cultures.
87
As noted in "Finding and Fixing Corporate Misconduct," the Compliance & Ethics Leadership Council's research suggests that corporate conduct varies greatly by geographic region.
A)True
B)False
88
As admonished in "Poor Performance & Due Process," when confronting the issue of employee performance, high-quality supervisors and managers will purge all signs of:
A)personal dissatisfaction.
B)urgency.
C)authoritarianism.
D)favoritism.
89
As advised in "Poor Performance & Due Process," any doubts about the employee receiving the proper training should be addressed with:
A)an in-depth investigation.
B)additional training.
C)a firm warning.
D)immediate dismissal.
90
As remarked in "Poor Performance & Due Process," employees in employment-at-will situations lack the protection of the due process contractually.
A)True
B)False
91
According to "Managing Part-Time Workers," in dealing with part-time workers, the author suggests that they should not be:
A)eligible for promotion.
B)provided with paid training.
C)overlooked when social events occur.
D)integrated into full-time work teams.
92
As stated in "Managing Part-Time Workers," the demand for people to work part-time:
A)is decreasing.
B)decreases when people retire.
C)stays constant.
D)is increasing dramatically.
93
As noted in "Managing Part-Time Workers," it is unfair to expect the same commitment from part-time workers as full-time workers.
A)True
B)False
94
As observed in "Sharing Work—And Unemployment Benefits," the kind of company most likely to participate in work sharing is:
A)manufacturing.
B)construction.
C)travel companies.
D)seasonal work.
95
As stated in "Sharing Work—And Unemployment Benefits," Columbia Steel chose its employees for work sharing based on:
A)skill.
B)seniority.
C)age.
D)union membership.
96
As pointed out in "Sharing Work—And Unemployment Benefits," only regular full-time employees qualify for work sharing.
A)True
B)False
97
According to "Fighting the Good Fight," what makes Ponzi schemes so lethally effective is:
A)it is impossible to trace the money.
B)intermediates do not see what is happening.
C)the returns on paper are so good.
D)the difficulty of prosecuting across national boundaries.
98
As noted in "Fighting the Good Fight," Harry Markopolos got the material he needed to understand Madoff's scheme from:
A)years of international investigation.
B)the Madoff marketing brochure.
C)secret internal Madoff documents.
D)a whistleblower in the Madoff organization.
99
As reported in "Fighting the Good Fight," Harry Markopolos' bosses encouraged him to continue his investigation.
A)True
B)False
100
As discussed in "Baking Ethics into Company Culture," an ethics code:
A)is equivalent to a code of conduct.
B)should help employees solve problems.
C)should be designed as a risk-management document.
D)must include all ethical rules.
101
As reported in "Baking Ethics into Company Culture," having an ethics department:
A)is a waste of resources.
B)is counterproductive.
C)is not sufficient to establish an ethical culture.
D)should be largely a matter of public relations.
102
As observed in "Baking Ethics into Company Culture," ethical problems are more likely to be discovered by formal compliance audit programs than by chance observation.
A)True
B)False
103
According to "Global Outsourcing," the chief motivation for outsourcing has been:
A)search for a more lenient regulatory environment.
B)expansion of markets.
C)protection from intellectual property theft.
D)cost savings.
104
As reported in "Global Outsourcing," efforts to restrict outsourcing:
A)are antiquated.
B)will improve wages worldwide.
C)are sustainable in most countries.
D)would result in improved corporate flexibility.
105
As noted in "Global Outsourcing," outsourcing manufacturing has at times resulted in lower-quality products.
A)True
B)False
106
As reported in "America's Other Immigration Crisis," the largest percentage of companies founded by immigrants are in:
A)semiconductors.
B)bioscience.
C)software.
D)defense/aerospace.
107
As noted in "America's Other Immigration Crisis," most of the students and skilled temporary workers who come to the United States:
A)want to start new companies here.
B)are anxious to take what they have learned home.
C)want to stay.
D)are uncertain about what they want to do in the future.
108
As discussed in "America's Other Immigration Crisis," in Silicon Valley, the majority of start-ups are immigrant founded.
A)True
B)False
109
In comparing the U.S. employment market to that in Europe, the author of "Offshored Headquarters" notes that:
A)the United States is not as heavily regulated.
B)the United States does not have the kind of termination protection common in the European Union.
C)U.S. laws do not protect classes of people from discrimination.
D)risks involved are more obvious in the United States.
110
As reported in "Offshored Headquarters," of the following, the only nation predicted to have a shrinking gross domestic product in 2009 was:
A)China.
B)Indonesia.
C)India.
D)the United States.
111
As stated in "Offshored Headquarters," human-resource leaders from foreign companies are not obligated to enforce local employment laws in the United States.
A)True
B)False
112
As reported in "Multiple Choice," Ruth Bethea of Met Life advises that:
A)standardized benefits save money.
B)bottom line trumps talent maintenance.
C)think globally and act locally.
D)consider healthcare needs as common everywhere.
113
As noted in "Multiple Choice," countries considered part of the second layer of emerging markets include:
A)Brazil.
B)Russia.
C)India.
D)Bangladesh.
114
As pointed out in "Multiple Choice," the life expectancy among Russian males is increasing.
A)True
B)False
115
As claimed in "Roots of Insecurity," one of the key policy commitments of liberalization is:
A)limiting capital mobility.
B)decreasing labor-market flexibility.
C)encouraging union growth.
D)reducing the influence of the public sector.
116
According to "Roots of Insecurity," the United States is the only advanced industrialized country that:
A)allows employers, in most cases, to hire and fire at will.
B)has no employee-notification policy for plant closings or mass layoffs.
C)protects workers from being fired for no specific reason.
D)provides severe restrictions on employers' rights with regard to employees.
117
As asserted in "Roots of Insecurity," the use of temporary employees has allowed European employers to circumvent employee-protection laws.
A)True
B)False





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