HRM 300 Week 5 Final Examination (1)

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HRM 300 Week 5 Final
Examination (1)


 

The Final Examination is worth 10 points.
There are 25 multiple choice and/or true/false questions worth .25 points each
(6.25 points) and there are five essay questions worth .75 points each (3.75
points). Your answers to the essay questions must be 50 – 100 words.

 

NOTE:  Please do not use the color red to indicate your answers since
this is the color I will use to provide any comments in your exam because it is
easy to see. You may check the appropriate answer or highlight it, but please
make sure I am clearly able to identify your response. Indicating more than one
response per multiple choice and/or true/false question will be graded as an
incorrect answer.

 

 

Multiple Choice and True/False

 

 1.
Raj is suing an organization, claiming that because he is an employee and not
an independent contractor, the organization should have withheld taxes for him.
All of these factors could be used to support his claim EXCEPT

 

____a) He receives no insurance or pension benefits.

____b) He received training on company policies and procedures.

____c) He is allowed great flexibility in scheduling his work time.

____d) He is paid market rate for his services.

____e) He is reimbursed for travel.

 

 2.  When off the job, an employer cannot legally
control an employee’s behavior by prohibiting such things as riding a
motorcycle, skydiving, smoking, or drinking alcohol.

 

____a)True

____b)False

 

 3. 
Kenyata is the training manager of a Chicago-based company. She is
working on a training program for a subsidiary in Venezuela. The training program
focuses on work-related cultural differences in Venezuela and the United States.
It is very important for Kenyata to emphasize that:

 

____a) both Venezuela and the United States are individualistic countries.                                   

____b) both Venezuela and the United States are collectivist countries.

____c) Venezuela
is a collectivist society whereas the United States is an individualistic
society.                            

____d) Spanish is the official language in Venezuela whereas English is the
official language in the United
States.    


____e) future orientation is highly valued and rewarded both in Venezuela and
the United States.

 

 4.  Suppose you are the HR manager of an organization
that has just adopted the philosophy of continuous improvement.  You can support improvement programs in all
of these ways except

____a) Provide clear and extensive communication regarding the
organizational change.

____b) Help employees overcome barriers to change.

____c) Explain new performance expectations.

____d) Design jobs very narrowly to ensure that employees can specialize
on a few tasks.

____e) Train employees to adapt to the new work arrangement

 

 5.  Vinita, the Vice-President of Human Resources
at ABC Products, starts her staff meeting with, “The work process engineering
we implemented last year was a good start. We need to overhaul four of the
other production areas within the next 18 months.  What do you think are reasonable goals and
objectives, based on last year’s work?” 
She is performing the management function of

            

____a) controlling.

____b) leading.

____c) organizing.

____d) planning.

____e) adapting.

 

 6.  Chris is a human resource professional who is
currently working with line managers to reward those employees who are creative
and innovative.  Chris’s work is aligning
HR strategy with which organizational strategy?

 

____a) Cost differentiation

____b) Customer intimacy

____c) Customer/Market focus

____d) Product differentiation

____e) Motivation

 

 7.  Kai, a human resources manager in a service
organization, has rewritten the policies and procedures manual and all job
descriptions to remove any idioms, and arranged for translations into six
languages.  This is an example of which
part of the dynamic environment of HRM?

 

____a) Employee involvement

____b) Technology

____c) Inception

____d) Labor unions

____e) Workforce diversity

 

8.  Which of the following is NOT
an external influence that affects HRM?

 

____a) Labor unions

____b) Laws and regulations

____c) Job design

____d) The dynamic environment

____e) Current management practice

 

 9.  Sofia graduated from college about 10 years
ago with an HRM degree.  She has
developed job analysis and job evaluation materials for three different
organizations.  She is well suited for
which senior HRM position?

            

____a) Compensation and benefits manager

____b) Employee relations manager

____c) Labor relations manager

____d)   Training and development manager

____e) Employment manager

 

10.  How has Sarbanes-Oxley
affected HRM?

 

____a) HRM now monitors financial reporting to shareholders.

____b) HRM must coordinate visas, work visas and travel arrangements.

____c) HRM now supervises executive loans.

____d)   HRM must certify financial reports.

____e) HRM must create the environment where whistleblowers can come
forward without fear of reprisal.

 

11.  Comparable worth means that equal pay is provided for equal work,
regardless of gender or ethnicity.

 

____a)True

____b)False

 

12.  The Uniformed Services Employment and Reemployment Rights Act of 1994
prohibits employers from discriminating or retaliating against a job applicant
or employee based on prior military service.

 

____a)True

____b)False

 

13.  Which of the following is
NOT true regarding Title VII
of the Civil Rights Act of 1964?

 

____a) It prohibits discrimination in
hiring, compensation, terms, conditions, and privileges of employment based on
race, religion, color, sex, or national origin.

____b) It protects employees 30-65
years of age from discrimination.

____c) It prohibits retaliation
against an individual who files a charge of discrimination.

____d) It prohibits retaliation
against an individual who opposes any unlawful practice.

____e) It specifies compliance based
on the number of employees in the organization.

 

14.  Executive Order 11246

 

____a) prohibits discrimination on the
basis of race, religion, color, and national origin, by federal agencies as
well as those working under federal contracts.

____b) added sex-based discrimination
Executive Order 11375.

____c) granted the enforcement powers
for the EEOC.

____d) affords EEO protection to
pregnant workers.

____e) increased mandatory retirement
age from 65 to 70.

 

15.  The progressive discipline process starts with a written warning,
followed by a suspension, then a written verbal warning, and ending with a
dismissal.

 

____a)True

____b)False

 

 16.  Chris and
David both arrived one hour late for work today.  Chris was fired.  David was given a verbal warning.  Such disparate treatment for the same offense
could be considered fair and equitable for all of these reasons EXCEPT:

            

____a) Chris was a long term
employee.  David was a new hire.

____b) Chris comes in late three or
four days a week.  He has been warned
repeatedly about consequences for such behavior.  David has never been late before.

____c) Chris has proven to be an
unreliable employee.  He is inaccurate
and late in written work. He often misses meetings that he says he attends.  David is a reliable employee in other aspects
of the job.

____d) Upper management demands that
time rules be followed by all employees.

____e) Chris missed the annual board
review. David had nothing scheduled until noon.

 

17.  Frank, a college intern in human resources management at a large
service organization, recently completed a job analysis for the 600 jobs in the
Phoenix operations center.  When Lloyd,
his boss, reviewed Frank’s work, he found that many known job activities were
not included. Further, some odd, even bizarre, activities were reported. Frank
cited the Hawthorne studies in his explanation of the results. What technique
did Frank use?

 

____a) Observation

____b) Diary

____c) Structured questionnaire

____d) Group interview

____e) Technical Conference

 

18.  Richard
is a retired comptroller who spends tax season in Florida
working for Robert Half to pay his extra holiday bills for the
grandchildren.  He has worked with a
number of tax preparing agencies in the Tampa
area.  Robert Half pays his salary and
benefits.  Richard works for Robert Half
in the Northeast during the rest of the year. 
What kind of worker is he?

            

____a) Independent contractor

____b) Fulltime

____c) Leased employee

____d) Permanent part-time

____e) Recruiter

 

19.  Daniel is
an experienced interviewer for a large service organization.  He has just asked a job candidate what she
would do in this scenario:  “You show up
for a routine meeting.  The client greets
you, angry, yelling, and waving a piece of paper in your face that he asserts
contains a billing error.  How do you
handle the situation?”  What is Daniel
doing?

 

____a) Screening review

____b) Panel interview

____c) Serial interview

____d) Behavioral interview

____e) Stress interview

 

20.  Rodríguez,
a production manager, wants to eliminate the socialization process for college
students with business degrees.  He says
they know what to do.  They should hit
the ground running.  Which of these
statements would defend the socialization program?

 

____a) New organizational members
suffer from anxiety unless they have been screened.

____b) Individuals adjust to
situations in an increasingly diverse set of ways.

____c) Organizational stability is
diminished through socialization.

____d) Proper socialization increases
organizational stability over time.

____e) Proper socialization is not
needed for manufacturing sector jobs.

 

21.  Stagnation in one’s current job usually occurs at the late-career
stage.

 

____a)True

____b)False

 

22.  Kenyatta,
a new manager with an outstanding performance appraisal for her first year,
received an average raise and an average performance rating.  When she questioned her boss, she was told
that her new job was easy and that only an idiot would not perform as
well.  What rating error is evident?

 

____a) Attribution theory

____b) Halo error

____c) Similarity error

____d) Low appraiser motivation

____e) Inappropriate substitutes for
performance

 

23.  Shameka is the new compensation manager of a large manufacturing company.
She is currently redesigning the pay structure. She wants to be able to break
down jobs based on identifiable factors and the degree to which these criteria
exist on the different jobs in her company. What job evaluation method should
Shameka use?

            

____a) Classification method

____b) Point method

____c) Ordering method

____d) Ranking method

____e) Broad-banding method

 

24.  When the
Pension Benefit Guaranty Corporation takes over an underfunded pension plan, if
there aren’t enough assets in the pension plan to pay the retirement
obligations, then taxpayers will make up the difference.

 

____a)True

____b)False

 

25.  Donna, a
45-year-old bank manager, is married to Darren, a 40-year-old economist with a
real estate development firm.  They
currently waive all optional portions of Donna’s retirement package. Darren
received a letter from his employer stating that the firm is changing
retirement and benefits plans the first of the year. How can they determine
which of their company pension retirement benefits plans should be changed or
kept? 

            

____a) Social Security Administration
Review.

____b) COBRA

____c) Summary Plan Description

____d) HIPPA

____e) Pension Benefit Guaranty
Corporation Publications

 

 

Essay

 

 

1. 
Describe the differences one may encounter when recruiting globally.

 

In every country,
specific cultures exist. In comparison most businesses have a variety of
different cultures because there are different people working within the
company. People with the same religion, language, beliefs and values share a
culture. Companies should define the target labor market. It may, indeed, be
completely global. Companies need to explore how they will approach host-county
nationals, expatriates, home-country nationals. Local labor laws may affect who
the company can and cannot hire, such as in the textbook example about African
nations. Compensation packages will be more complex for international hires.
Hiring in some locations will require the company to consider political turmoil
and possible terrorism. These issues may affect the company’s decision to send
an expatriate or to hire locally. Overall, however, global recruiting can
result in executives and managers with a broad understanding of the business
and global economy.

 

2. 
What should be considered when developing a policy on employee use of
social media?

 

The use of social media in
the workplace has exploded in recent years and employers are struggling to keep
up. With easier accessibility to the internet, the popularity of smart phones
and the introduction of new social media outlets, it is not surprising. It
is important to involve all departments. Information technology, human
resources, public relations/marketing and corporate managers and executives
should all work together to create a policy that works for everyone. Social
media policies should be broad enough to cover social media technology that
will be introduced in the future. Furthermore, the policy should not only cover
the material on the company blog, or company Facebook or Twitter account, but
should cover the appropriate use of one's personal blog, Facebook page, or
Twitter account. It must also be clear that the policy is not restricted to use
from work computers and applies to use of social media on employee time.

3. 
Explain the advantages and disadvantages of searching social media as a
screening tool for applicants.

 

The
use of social media as a recruitment tool throws up some opportunities and
challenges for employers. Social media potentially offers speed, efficiency and
the ability to target and attract specific, particularly apposite candidates in
the recruitment process. It can provide a useful additional source of
information on potential job candidates, especially since some data may not be
generated for the purpose of recruitment, and therefore may provide candid
supplementary information on the applicant. For candidates it potentially
offers multiple sources of information about the employer and the possibility
of contact with existing employees to gain a more realistic job preview.
However, there are a number of issues that need to be considered. Firstly,
there are ethical questions of privacy and the extent to which it is
appropriate and relevant for employers to seek information about workers’
private lives.

 

4.  What are the advantages and disadvantages of
(a) individual incentives, (b) group incentives, (c) organization-wide
incentives?

 

Some advantages of
individual incentive are if the output of the firm increases as the workers
are motivated to increase their efficiency to get more wages. Cost of
production per unit of output declines due to decrease in labour cost and
overheads per unit. Disadvantages of individual incentives is a fixation of
standard time for implementation of incentive plans poses difficulty,
particularly if the workers slow down deliberately while under observation to
get set a higher standard time. As the workers want to speed up the work to get
more wages, more supervision is necessary to avoid decline in the quality of
work and wastage of raw materials.

Group incentives
encourage teamwork as employees collectively strive for a common goal. A
downside is that some team members may contribute or feel they contribute more
than their peers, leading to resentment of these alleged freeloaders and even
leading top performers to seek opportunities elsewhere. Group rewards also make
it difficult for individual employees to truly gauge how well they are doing on
their own. Supervisors should still acknowledge individual contributions
through simple positive reinforcement, such as a quick congratulatory remark
and regular performance evaluations.

Organization wide incentive plans reward employees on the basis of the
success of the organization over a specified time period. These plans
seek to promote a culture of ownership by developing a sense of
belongingness, cooperation and teamwork among all employees.





5. 
Describe the difference between a defined benefit pension plan and a
defined contribution pension plan.

 

A defined benefit plan, most
often known as a pension, is a retirement account for which your employer
ponies up all the money and promises you a set payout when you retire. A
defined contribution plan, like a 401(k) or 403(b), requires you to put in your
own money.  A defined benefit plans come
in two varieties, traditional pensions and cash-balance plans. Some employers
offer both defined benefit plans and defined contribution plans.

 

 Reference

 

DeCenzo, D. A., Robbins, S. P., and Verhulst, Susan L.
(2013). Fundamentals of Human Resource Management (11th ed.) John
Wiley & Sons, Hoboken, NJ 
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