Which is not a measure for an hrm audit for staffing
Questions 1 to 20: Select the best answer to each question. Note that a question and its answers may be split across a pagebreak, so be sure that you have seen the entire question and all the answers before choosing an answer.
1. Which of the following is a false statement about grievance procedures?
A. Under the duty of fair representation, the union must give equal representation to all members of the bargaining unit, whetheror not they actually belong to the union.
B. The majority of grievances are settled during the earlier steps of the process.
C. The merits of an arbitrator’s ruling can’t be appealed to the courts.
D. Grievance procedures generally have several steps prior to arbitration.
2. Which of the following is not a measure for an HRM audit for staffing?
A. Fairness of existing job evaluation system in assigning grades and salaries
B. Anticipation of personnel needs
C. Treatment of applicants
D. Timeliness of referring qualified workers to line supervisors
3. The Hofstede dimension that deals with the degree to which a culture prefers structured conditions is
A. individualism.
B. uncertainty avoidance.
C. risk aversion.
D. power distance.
4. Which of the following statements about expert systems is false?
A. Expert systems help avoid the errors that can result from fatigue and decision-making biases.
B. Expert systems can increase efficiency by enabling fewer or less-skilled employees to do work that otherwise would requiremany highly skilled employees.
C. Expert systems provide consistency in decision making.
D. Expert systems deliver high-quality decisions at a high cost.
5. _______ promotes respect for past tradition and for fulfilling social obligations in the present.
A. Uncertainty avoidance
B. Femininity
C. Large power distance
D. Short-term orientation
6. Which of the following is a false statement about international labor relations?
A. Day-to-day decisions about labor relations are usually handled by each foreign subsidiary.
B. In countries such as Germany, management has an incentive to build cooperative relationships because labor representativesparticipate in company decision-making activities and sit on companies’ boards of directors.
C. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry’semployees, rather than with local union.
D. U.S. organizations, in comparison with European organizations, exert more centralized control over labor relations in thevarious countries where they operate.
7. Which of the following employee groups is most likely to be excluded by the NLRB from participating inorganizing activities and being a member of the bargaining unit?
A. Employees who have been on strike for economic reasons for less than one year and who have been replaced by otheremployees
B. Employees covered by multiple employers
C. Employees in multiple facilities within a single employer
D. Employees with certain supervisory duties
8. Which of the following is a correct statement about an organizing campaign?
A. During an organizing campaign, only one union can appear on the ballot.
B. During an organizing campaign, the NLRB conducts a secret-ballot election if only 30 to 50 percent of employees signedcards.
C. During an organizing campaign, a union is automatically recognized if most number of employees agree.
D. During an organizing campaign, unions determine the appropriate bargaining unit.
9. Recruitment and selection activities within a high-performance organization include three of the following. Which is not a recruitment and selection activity within a high-performance organization?
A. Selection methods that concentrate on identifying technical skills only
B. Finding employees who are enthusiastic about and able to contribute to teamwork, empowerment, and knowledge sharing
C. Finding employees who innovate, share ideas, and take initiative
D. Selection methods that include group interviews, open-ended questions, and psychological tests
10. Which of the following is not appropriate using e-HRM?
A. Online surveys
B. Online testing
C. Online grievance redressal
D. Online recruitment
11. Union membership in the United States peaked in the
A. 1960s.
B. 1980s.
C. 1990s.
D. 1950s.
12. Which of the following is a correct statement about inpatriates?
A. Inpatriates are employees from countries other than the parent country placed in facilities of other countries.
B. Inpatriates are foreign employees who come to the United States to work for the U.S.-based parent company.
C. Inpatriates are employees transferred from a company’s site in one state to another state within the United States.
D. Inpatriates are employees from one division of the company being moved to another division.
13. Which of the following is a false statement about an HRIS?
A. HR staff can retrieve information about specific applicants.
B. The system is designed to serve only the HR staff.
C. It lets a user sort the data by any of the fields.
D. Separate files can be linked by common elements.
14. The economic approach to evaluating the effectiveness of HR practices focuses on
A. comparing the company’s HRM costs to those of major competitors.
B. determining whether the HR practice had the intended effect.
C. reviewing the various outcomes of the HR functions.
D. determining the dollar value of a program’s costs and benefits.
15. Which of the following is a false statement about fact-finding as an impasse resolution procedure?
A. A fact-finder’s findings are made public.
B. A fact-finder is often used for negotiations with governmental bodies.
C. A fact-finder reports on the reasons for the dispute.
D. A fact-finder’s findings are binding on the parties.
16. Which of the following is a false statement about the goals of management?
A. Management goals are to increase the organization’s profits.
B. Management’s goals continue to emphasize restraining costs and improving output.
C. Management prefers to increase wages and benefits and allow flexibility of work rules and schedules.
D. Management’s concern is that a union will create higher costs in wages and benefits, as well as raise the risk of workstoppages.
17. Under the Taft-Hartley Act, three of the following are unfair labor practices on the part of the union. Which is not an unfair labor practice on the part of the union, under the Taft-Hartley Act?
A. Threatening employees with physical injury or job loss if they don’t support union activities
B. Calling or visiting employees at home for the purpose of promoting union membership or activities
C. Mass picketing in such numbers that nonstriking employees physically can’t enter the workplace
D. Terminating an existing contract and striking for a new one without notifying the employer, the FMCS, and the state mediationservice
18. Which of the following is a false statement regarding cross-cultural preparation needed during the phases of an international assignment?
A. Preparation for departure includes language instruction and an orientation to the foreign country’s culture.
B. Preparation is required only for the employees, not their families.
C. Preparation is required for the return home.
D. Training may range from lectures for employees and their families to visits to culturally diverse communities.
19. According to research, organizations that introduce high-performance work practices usually experience increases in three of the following areas. Which is not an area in which an organization can expect to experience an increase as a result of introducing high-performance work practices?
A. Employee turnover
B. Long-term financial performance
C. Productivity
D. Employee satisfaction
20. High-performance work systems emphasize three of the following. Which is not emphasized by highperformance work systems?
A. Silo thinking
B. Development
C. Training
D. Career management
