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| 1 | |
Jillian is the Human Resources Manager for her firm. She has to create a demand forecast for the next year. Her colleague Joan is creating a supply forecast. Jillian’s report would include the ____. |
| | A) | qualifications of current employees |
| | B) | number of potential employees in the market at present |
| | C) | qualifications available in the labor market |
| | D) | availability of current employees at present |
| | E) | number of employees the organization will need to reach its goals |
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| 2 | |
Discrimination was prohibited and punitive and compensatory damages were awarded, in addition to back pay in cases of intentional discrimination, with the _____. |
| | A) | Civil Rights Act |
| | B) | Wagner Act |
| | C) | Age Discrimination in Employment Act |
| | D) | Equal Pay Act |
| | E) | Sherman Act |
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| 3 | |
The qualifications and numbers of employees an organization will need, given its goals and strategies, are estimated with ____. |
| | A) | supply forecasts |
| | B) | 360-degree appraisals |
| | C) | demand forecasts |
| | D) | objective appraisals |
| | E) | subjective appraisals |
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| 4 | |
Unstructured interviews ____. |
| | A) | are more objective than structured interviews |
| | B) | can include personal questions about the candidate’s family |
| | C) | do not use situational interview questions |
| | D) | are influenced by the interviewer’s biases |
| | E) | include a fixed set of pre-determined questions |
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| 5 | |
Some job applicants are required to give honesty tests to determine how trustworthy they are. This is an example of a(n) _____ test. |
| | A) | skills |
| | B) | physical ability |
| | C) | performance |
| | D) | personality |
| | E) | educational |
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| 6 | |
The degree to which a tool or test measures the same thing each time it is administered is: |
| | A) | reliability. |
| | B) | validity. |
| | C) | conformance. |
| | D) | cohesiveness. |
| | E) | neutrality. |
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| 7 | |
With performance appraisals, ____. |
| | A) | behavior appraisals assess subordinates on skills, abilities, and personality |
| | B) | objective appraisals are based on managers’ perceptions of traits, behaviors, or results |
| | C) | result appraisals focus on job performance rather than outcome |
| | D) | trait appraisals focus on characteristics that change only over the long term |
| | E) | subjective appraisals are likely to be based on facts and numerical data |
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| 8 | |
When giving subordinates feedback on their performance, a manager should avoid ___. |
| | A) | providing performance feedback both formally and informally |
| | B) | expressing confidence in a subordinate’s ability to improve |
| | C) | approaching a performance appraisal as an exercise in problem solving |
| | D) | offering general advice rather than focusing on specific mistakes |
| | E) | focusing on behaviors or outcomes that are correctable |
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| 9 | |
The arrangement of jobs into categories reflecting their relative importance to the organization and its goals, levels of skill required, and other characteristics is referred to as a pay _____. |
| | A) | range |
| | B) | scale |
| | C) | grade |
| | D) | level |
| | E) | structure |
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| 10 | |
Child labor was prohibited with the ____ Act. |
| | A) | Equal Pay |
| | B) | Fair Labor Standards |
| | C) | Civil Rights |
| | D) | Age Discrimination in Employment |
| | E) | Occupational Safety and Health |
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