A department manager has no responsibility for apparent compensation inequities other than reporting them to human resources.
a. True
b. False
b.
... [Show More] false
A particular strength of the team appraisal process lies in the implicit assumption that all team members perform at an equivalent level.
a. True
b. False
b. false
A department manager should never make a specific salary offer within the context of a selection interview.
a. True
b. False
a. true
The Health Insurance Portability and Accountability Act (HIPAA) has essentially replaced the major provisions of the Federal Insurance Contributions Act (FICA).
a. True
b. False
b. false
The terms "average" and "standard" are not interchangeable; the actual "average" of a group's performance is always higher than "standard" performance.
a. True
b. False
a. true
Completed performance appraisals can at times be considered legal documentation that the organization could be penalized for discarding.
a. True
b. False
a. true
Workers' Compensation is a benefit that is mandated by law.
a. True
b. False
a. true
It is not necessary for a department manager to know how the compensation systems works because such systems are the responsibility of human resources.
a. True
b. False
b. false
Portable benefits have been an innovation of recent years to serve an increasingly mobile work force.
a. True
b. False
a. true
The benefits most preferred by the majority of employees are health insurance, paid vacations, and flexible sick-time plans.
a. True
b. False
b. false
The single most important objective of performance appraisal is improvement of performance in the job the person presently holds.
a. True
b. False
a. true
There is little value in regularly appraising the performance of an individual who regularly does standard work and can go no higher in position or pay.
a. True
b. False
b. false
The manager should be familiar with current pay scales for all positions in the department and be able to explain to employees how the scales are administered.
a. True
b. False
a. true
It is essential for the department manager to be intimately knowledgeable of all of the organization's benefits plans.
a. True
b. False
b. false
Rather than rely solely on information from human resources, the department manager should periodically make an independent survey of wages for comparable positions in the community.
a. True
b. False
b. false
Many highly effective job-description based appraisal systems use only a three point scale.
a. True
b. False
a. true
In an appraisal rating scale it is best to use an even number of scale points, such as four or six, to discourage users from automatically focusing on a midpoint.
a. True
b. False
b. false
Unemployment compensation is generally made available to people who voluntarily resign their
employment or who are discharged for cause.
O True
6 False
F
A result of the steady replacement of defined benefit pension plans with defined contribution plans has been the increase of individuals' level of responsibility concerning their own eventual retirement income.
a. True
b. False
a. true
Individual employees have the right to know the hourly rate minimum and maximums for their pay scale as well as their own actual rates of pay.
a. True
b. False
a. true
Pay affects:
a. employee motivation
b. absenteeism and turnover
c. level of employee satisfaction
d. all of the above
d. all of the above
When a lower level position is paid more than a higher level position it is known as:
a. internal equity
b. external equity
c. salary range
d. salary inversion
e. longevity
d. salary inversion
As compared with timing appraisals to coincide with each employee's anniversary date, the practice of evaluating all employees during the same brief time period:
a. is recommended as the preferred timing of appraisals by external regulatory agencies.
b. Has been proven to consistently produce inadequate appraisals that lack depth of detail.
c. Enhances the accuracy with which a known budgeted amount of merit increase money can be distributed.
d. Is preferred by many evaluators because it involves considerably less work overall.
c. Enhances the accuracy with which a known budgeted amount of merit increase money can be distributed.
Motivational theory based on measuring inputs and outputs.
a. Equity Theory
b. Expectancy Theory
c. Maslovian Theory
d. Angelettian Theorv
a. Equity Theory
The U. S. government ordering discontinuation of the process of freely sharing wage and salary information among organizations because:
a. Too much erroneous information was regularly disseminated by individuals who were unqualified to conduct
such surveys.
b. Individual organization's conducting their own surveys were infringing on the territory of trade associations
and professional survey firms.
c. An uncontrolled variety of survey designs rendered most of the data that was gathered only marginally
usable.
d. The open salary survey activity was adjudged illegal under existing anti-trust legislation.
d. The open salary survey activity was adjudged illegal under existing anti-trust legislation.
A complaint of discrimination filed with the Equal Employment Opportunity Commission (EEOC):
a. Must be taken to the EEC by an attorney acting on behalf of the complaining individual.
b. Will, in most instances and in most states, be referred to the State Division of Human Rights (DHR) or comparable agency.
c. Is costly to file, thus discouraging any number of potential complaints.
d. Invariably means a hard time for the organization because the EEC is a federal regulatory body.
b. Will, in most instances and in most states, be referred to the State Division of Human Rights (DHR) or comparable agency.
The largest number of legal complaints centered on performance appraisal issues involves alleged violations of individual rights under this Act:
a. Age Discrimination in Employment Act
b. Americans with Disabilities Act
c. Civil Rights Act of 1964
d. Family Medical Leave Act
e. Pregnancy Discrimination Act
c. Civil Rights Act of 1964
The principal statutory benefits that must be provided to workers in all U. S. states and territories are:
a. Workers' Compensation, unemployment compensation, and short-term disability.
b. Workers' Compensation and unemployment compensation.
c. Unemployment compensation, short-term disability, and pension.
d. Workers' Compensation and short-term disability.
b. Workers' Compensation and unemployment compensation.
A wage increase that generally includes all employees, regardless of merit, is known as a:
a. cost of living adjustment
b. merit pay increase
c. strategic planning increase
d. pay rate
a. cost of living adjustment
Motivational theory focused on measuring effort, performance and outcome.
a. Equity Theory
b. Expectancy Theory
c. Maslovian Theory
d. Angelettian Theory
b. Expectancy Theory
A lower level position is paid more than a higher level position is an example of:
a. salary range
b. class differential
c. salary inversion
d. external equity
e. internal equity
c. salary inversion
A significant feature of management by objectives (MBO) is:
a. The person is evaluated on achievement of or progress toward specific objectives developed by the
individual.
b. The only comparison experienced by the person is with his or her own past performance.
c. It lends itself well to the appraisal of higher-level technical or professional employees and managers.
d. All of the above.
d. All of the above.
Pay is fair compared to other organizations is an example of:
a. salary range
b. class differential
c. salary inversion
d. external equity
e. internal equity
d. external equity
When pay increases are derived from seniority, it is known as:
a. internal equity
b. external equity
c. salary inversion
d. salary range
e. longevity
e. longevity
Claims for unemployment compensation by employees who have been terminated in one manner or another:
a. Are of no concern in those few parts of the country where there is no unemployment compensation.
b. Should always be challenged by the organization so as to keep associated expenses to a minimum.
c. Are screened by the unemployment office to ensure their validity before being delivered to the organization.
d. Should be challenged selectively based on whether the filing employee appears to be legally entitled to such
compensation.
d. Should be challenged selectively based on whether the filing employee appears to be legally entitled to such compensation.
When pay is considered fair within an organization, it is known as:
a. internal equity
b. external equity
c. salary range
d. salary inversion
e. longevity
a. internal equity
In a performance appraisal system, when the same standards are applied by the same rater to same or different individuals.
a. intra-rater reliability
b. inter-rater reliability
c. intra-rater validity
d. inter-rater validity
a. intra-rater reliability
Psychological theory that states that employees consider alternatives, measure costs and benefits, and choose a course of maximum utility.
a. expectancy theory
b. equity theory
c. alternative theory
d. financial motivation theory
a. expectancy theory
It established a minimum wage, hours and overtime pay standard for private employers:
a. Civil Rights Act
b. Civil Service Reform Act
c. Fair Labor Standards Act
d. Equal Pay Act
c. Fair Labor Standards Act
Under this principle, the employee with the longest service is given preference in such areas as promotions, transfers, layoffs, rehirings, choice of shifts, and choices of vacation periods.
a. Contract work
b. Union work
c. Union contract
d. Seniority
d. Seniority
During a recruitment interview, asking a candidate if she is able to work overtime or weekends, if needed.
a. Appropriate
b. Not Appropriate
a. Appropriate
During a recruitment interview, asking a candidate the name and address of of a person to be notified in the event of an accident or emergency.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate the date of his naturalization for U.S. citizen.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate if she is at least 18 years of age.
a. Appropriate
b. Not Appropriate
a. Appropriate
During a recruitment interview, asking a candidate about her Worker's Compensation history.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
The human resource model most common in hospitals and other labor-intensive service organizations is the
a. Counseling model.
b. Clerical model.
c. Consulting model.
d. Financial model.
a. Counseling model.
The majority of chief executive officers (CEOs) ordinarily expect their human resource departments to:
a. Supervise recruitment, administer compensation and benefits, and maintain personnel records.
b. Provide advice and counsel on employee matters.
c. Keep the organization out of employment-related legal trouble.
d. All of the above.
d. All of the above.
The most effective reporting relationship for the human resources director is:
a. Reporting to the chief operating officer (COO).
b. Reporting to the organization's financial executive.
c. Reporting to the chief executive officer (CEO).
d. Any of the above.
c. Reporting to the chief executive officer (CEO).
Of legislation in place prior to 1964, the regulations primarily affecting managers:
a. Were non-existent.
b. Affected only those managers working in financial capacities.
c. Concerned only human resource managers.
d. Were essentially limited to the Fair Labor Standards Act and the National Labor Relations Act.
d. Were essentially limited to the Fair Labor Standards Act and the National Labor Relations Act.
The most significant regulation of the employer-employee relationship by the government occurred with the passage of the Civil Rights Act of 1964.
a. True
b. False
a. true
It is not necessary for a job description to capture every last detailed task that may be encountered in the performance of the job.
a. True
b. False
a. true
The process of obtaining information about jobs by determining the job's duties, tasks and activities defines which term?
a. job analysis
b. job evaluation
c. job classification
d. job specification
e. job description
a. job analysis
It has been repeatedly proven that most health care workers are primarily motivated by the promise of material rewards.
a. True
b. False
a. false
The process of generating a job description begins with:
a. A discussion between the department manager and a human resources representative about the content of the job.
b. A draft of the job duties developed by the department manager.
c. Researching published job descriptions for one that most closely compares with the job in question.
d. A position analysis, that is, a thorough study and analysis of the job or position in considerable detail.
d. A position analysis, that is, a thorough study and analysis of the job or position in considerable detail.
The most effective managers invest considerable effort in developing a one-top-one relationship with each employee.
a. True
b. False
a. true
T/F. All offers of employment are made by the department manager, generally at the end of the interview process.
a. True
b. False
b. false
It is marginally easier to measure the cost-versus-benefits results of education than it is to measure cost savings in most other areas of organizational activity.
a. True
b. False
b. false
In most instances of hiring there is little need to ever interview more than about five applicants.
a. True
b. False
a. true
A health care provider organization's new-employee orientation plans are mandated by accreditation and regulatory agencies.
a. True
b. False
a. true
When providing reference information, any information shared:
a. must be a subjective judgement of the manager
b. must positively reflect the employee
c. must be documented and verifiable in a personnel file
d. must be limited to dates. titles and occasionally salaries
c. must be documented and verifiable in a personnel file
A health care organization's employee pension fund is ordinarily managed by an outside specialist rather than by the organization's HR department.
A. True
B. False
A. True
A health care provider organization's new-employee orientation plans are mandated by accreditation and regulatory agencies.
A. True
B. False
A. True
A departmental new-employee orientation program:
A. Is not necessary for new employees who attend an organization-wide orientation.
B. Addresses such matters as the organization's structure and leadership, employee benefits, the performance appraisal process, the dress code, parking, security, infection control and universal precautions.
C. Should include an introduction to the people in the department and to the physical space, equipment, processes, and special department policies.
D. Is sufficiently unimportant that it is often recommended to bypass the orientation and place the employee directly in the job
C. Should include an introduction to the people in the department and to the physical space, equipment, processes, and special department policies.
A department manager should never make a specific salary offer within the context of a selection interview.
A. True
B. False
A. True
A significant role of the position description in the recruiting process is:
A. Describing the duties of the position to a potential employee.
B. Assisting in guiding a department manager's interview questioning.
C. Aiding in the development of print advertising copy.
D. All of the above.
D. All of the above.
A department manager's most active and potentially most helpful involvement in reference requests concerning a former employee should be:
A. Personally responding to reference requests in as much detail as practical.
B. Ensuring that all pertinent official documentation concerning a former employee has been forwarded for
inclusion in the personnel file.
C. Refusing to supply reference information to a peer at another facility who does not willingly reciprocate.
D. Preparing to respond with a detailed assessment of the ex-employees personality and character in case this
is requested.
B. Ensuring that all pertinent official documentation concerning a former employee has been forwarded for
inclusion in the personnel file.
An employee assistance program (EAP) is intended to assist employees in addressing particular personal problems that can affect work performance.
A. True
B. False
A. True
T/F. All offers of employment are made by the department manager, generally at the end of the interview process.
a. True
b. False
b. false
It is important that the interviewing manager be the person to extend the formal offer of employment.
a. True
b. False
b. false
In most instances of hiring there is little need to ever interview more than about five applicants.
a. True
b. False
a. true
All of today's interviewing prohibitions concerning information that cannot legally be requested came about with the passage of the Civil Rights Act of 1964.
a. True
b. False
b. false
The interviewing manager should always rely on the employment recruiter to address apparent gaps in an applicant's employment history.
a. True
b. False
b. false
T/F. In many parts of the country, state codes prohibit workers from starting employment in a health care facility until they pass a pre-employment physical that includes a screening test for TB.
a. True
b. False
a. true
It is not valid to try judging whether an applicant would "fit in" with the group; rather, the sole basis for selection should be qualifications.
a. True
b. False
b. false
A health care provider organization's new-employee orientation plans are mandated by accreditation and regulatory agencies.
a. True
b. False
a. true
It is marginally easier to measure the cost-versus-benefits results of education than it is to measure cost savings in most other areas of organizational activity.
a. True
b. False
b. false
The Age Discrimination in Employment Act (ADA) removed most employers' ability to mandate retirement at a certain specified age.
a. True
b. False
a. true
T/F. Whereas most private employment agencies rely on candidates who are actively looking for positions, executive search firms, often called "headhunters," will approach highly qualified professionals who are currently employed and had not been looking for another position. Is this statement True or False?
a. True
b. False
a. true
T/F. The hiring of employees is generally an area of activity in which a department manager and HR personnel must usually work closely together. Is this statement True or False?
a. True
b. False
a. true
A department manager should continually compare observed performance with expectations in the ongoing assessment of training needs.
a. True
b. False
a. true
In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested.
a. True
b. False
b. false
It is important for the manager or human resources to conduct all of a department's training sessions; it is inappropriate for non managerial staff to teach other non-managerial staff.
a. True
b. False
b. false
It is usually preferable to first recruit externally for new talent before opening up an available job to present employees.
a. True
b. False
b. false
Overall, compared with getting out the work of the department employee development is one of the least important aspects of a manager's role.
a. True
b. False
b. false
A department's better performers are more likely to remain with the organization if they see available training and development opportunities available to them.
a. True
b. False
a. true
It is preferable to start an interview with a question such as "Tell me all about yourself so as to elicit as much information as possible.
a. True
b. False
b. false
Requiring a physical exam or stress test for only those job applicants over the age of 50 is in violation of:
a. the Civil Rights Act of 1964
b. the Age Discrimination in Employment Act of 1967
c. the Vocational Rehabilitation Act of 1973
d. the Americans with Disabilities Act of 1990
e. ALL of the above
b. the Age Discrimination in Employment Act of 1967
The practice of "salary bumping."
a. Stimulates expansion of the supply of a given occupation in the local area.
b. Invariably demonstrates the existence of salary inequities when comparing the organization's pay scales to the scales of other facilities.
c. When successful, raises the cost of doing business without increasing the local supply of talent.
d. Is preferred and generally supported by the majority of human resource professionals.
c. When successful, raises the cost of doing business without increasing the local supply of talent.
The frequently occurring delay between the time an offer of employment is accepted and the individual starts work exists because:
a. Time is required to check references and accomplish a pre-employment physical examination
b. A certain delay is allowed in case the incoming employee has to work out a period of notice e at another job.
c. It is necessary for the human resources department to clearly remain in control of the process.
d. Alegally required orientation must be accomplished first.
a. Time is required to check references and accomplish a pre-employment physical examination
Experts have estimated that approximately this number of resumes include exaggerations or outright untruths.
a. 30%
b. 40%
c. 50%
d. 60%
b. 40%
An effective mentoring relationship between a new employee and an experienced employee:
a. Usually seems to result when mentoring assignments are made at random or a senior employee is ordered to
take on a mentoring role.
b. Requires the department manager to constantly monitor all activities of both mentor and new employee.
c. Requires the manager to remain sufficiently in touch with the process to be able to evaluate both the new employee and the mentor during and after the mentoring period.
d. Is one that relieves a busy manager of all consideration of the activities of the new employee and the
mentor.
c. Requires the manager to remain sufficiently in touch with the process to be able to evaluate both the new employee and the mentor during and after the mentoring period.
In most cases, a signing bonus and finder's fee bonus:
a. cost less than a modest sized ad in a local newspaper
b. cost more than a modest sized ad in a local newspaper
c. cost the same as a modes sized ad in a local newspaper
d. are considered poor human resources practices
a. cost less than a modest sized ad in a local newspaper
As compared with recruitment by transfer or promotion from within the organization, recruitment for an especially desirable position from outside of the organization:
a. Is always preferable because there are seldom any qualified internal candidates.
b. Is generally unnecessary and usually contrary to the recruiting policies of most modern health care
organizations.
c. Is sometimes the only available means of locating an individual having the appropriate qualifications.
d. None of the above.
c. Is sometimes the only available means of locating an individual having the appropriate qualifications.
When providing reference information, any information shared:
a. must be a subjective judgement of the manager
b. must positively reflect the employee
c. must be documented and verifiable in a personnel file
d. must be limited to dates, titles and occasionally salaries
c. must be documented and verifiable in a personnel file
In interviewing an applicant for an entry-level position, it is important for an interviewer to:
a. Find out early in the interview whether the applicant has completed high school.
b. Insist on at least a minimal amount of working experience.
c. Ask the person whether he or she intends to stay with the organization for the long term.
d. Obtain a sense of the individual's willingness to learn.
d. Obtain a sense of the individual's willingness to learn.
When hiring entry level employees, a department manager should be able to select one suitable employee from among this number of candidates.
a. 2 to 3
b. 5 to 6
c. 8 to 10
d. 12 to 14
b. 5 to 6
When the organization's finances are limited, education and training expenses are often cut from the budget because:
a. Most of upper-level managers are not inclined to support education, which makes it easier for them to do without it.
b. Education is often viewed as resources applied for no noticeable results.
c. They constitute a large budget item presenting significant room for cutting.
d. Education has been proven to play little or no part in retaining productive employees.
b. Education is often viewed as resources applied for no noticeable results.
During the early minutes of an interview, the interviewing manager should:
a. Get immediately down to business by opening with a probing question and a no-nonsense attitude.
b. Review the compensation and benefits structure with the applicant.
c. Try some friendly social conversation to put the individual at ease.
d. Ask the applicant why he or she wants this particular position.
c. Try some friendly social conversation to put the individual at ease.
A significant role of the position description in the recruiting process is:
a. Describing the duties of the position to a potential employee.
b. Assisting in guiding a department manager's interview questioning.
c. Aiding in the development of print advertising copy.
d. All of the above.
d. All of the above.
During the interviewing process, discussion of salary and benefits should be attempted by:
a. the department manager
b. the department secretary
c. human resources
d. anyone who participates in the interview process
a. the department manager
The department manager's role as a teacher in continuing education activities:
a. Is usually significant because the manager is ordinarily well-versed in the department's tasks.
b. is primarily one of training other employees to serve as teachers.
c. Requires the manager to be highly proficient in all of the topics that will be taught in the department.
d. Should be minimal.
a. Is usually significant because the manager is ordinarily well-versed in the department's tasks.
In preparing to interview a job applicant, the department manager should:
a. Review the job description, modifying or rewriting it as necessary to fit the characteristics of the person to
be interviewed.
b. Do everything reasonably possible to meet with the applicant at the scheduled time.
c. Prepare to describe his or her own rise in the organization as a means of "selling" the organization to the
applicant.
d. Remind the employment recruiter in human resources to be sure to send the application or resume with the
applicant.
b. Do everything reasonably possible to meet with the applicant at the scheduled time.
Free agents are becoming more common:
a. in occupations that remain in chronic short supply
b. in occupations that remain in oversupply in the market
c. in highly populated urban communities
d. in low-income rural communities
a. in occupations that remain in chronic short supply
Over the past three decades, approximately how much of the information formerly requested on a typical employment application has become inaccessible because of legal contraints.
a. 25%
b. half
c. two-thirds
d. 75%
c. two-thirds
Free agent employees hold their allegience to:
a. a particular organization
b. several organizations
c. their profession
d. themselves only
c. their profession
With sign on bonuses, it is general industry practice to:
a. pay 100% of the bonus when the employee is hired
b. pay out 100% of the bonus after one year of successful employment
c. pay 50% of the bonus at hire and pay 50% after successful employment of a stated time, generally between 3 months and one year
d. pay 50% of the bonus at 6 months and pay 50% after one year of successful employment
c. pay 50% of the bonus at hire and pay 50% after successful employment of a stated time, generally between 3 months and one year
During a recruitment interview, asking a candidate the names of the applicant's relatives who are employed within the organization.
a. appropriate
b. not appropriate
a. appropriate
During a recruitment interview, asking a candidate if her parent's or spouse are naturalized or native-born United States citizens.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate if she is engaged.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate to submit baptismal records.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate whether she is a citizen of the United States.
a. Appropriate
b. Not Appropriate
a. Appropriate
During a recruitment interview, asking a candidate if he has ever filed a Workers Compensation claim.
a. appropriate
b. not appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate if he has children.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate if he is a veteran of the U.S. armed forces.
a. appropriate
b. not appropriate
a. appropriate
During a recruitment interview, asking a candidate about her abilities to perform the duties of the job under consideration.
a. Appropriate
b. Not Appropriate
a. appropriate
During a recruitment interview, asking a candidate if he is married.
O appropriate
not appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate if she is at least 18 years of age.
a. Appropriate
b. Not Appropriate
a. Appropriate
During a recruitment interview, asking a candidate if he holds the appropriate licenses or certificates for the position.
a. appropriate
b. not appropriate
a. appropriate
During a recruitment interview, asking a candidate if he has ever been arrested.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate the origin's of his family name.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate if she is a single parent.
a. Appropriate
b. Not Appropriate
b. Not Appropriate
During a recruitment interview, asking a candidate the branch of armed forces if she served in the U.S. military.
a. Appropriate
b. Not Appropriate
a. Appropriate
During a recruitment interview, asking a candidate if he is of Arab descent.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate if his spouse would approve of the employment should he be hired.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate if he has been honorably discharged from the U.S. armed forces.
a. appropriate
b. not appropriate
b. not appropriate
During a recruitment interview, asking a candidate where his family originally came from.
a. Appropriate
b. Not Appropriate
b. not appropriate
Union organizing was first legalized by the passage of the Norris-LaGuardia Act.
a. True
b. False
a. true
The human resources specialty of labor relations was established for the purpose of dealing with labor unions.
a. True
b. False
a. true
Under the provisions of the Employee Polygraph Protection Act (EPPA):
a. At the option of an employer, all job applicants may be required to take polygraph tests.
b. Routine use of polygraph tests is permitted in organizations that are concerned with nuclear power.
c. An employee's failure of a polygraph test must result in the employee's discharge.
d. Any employer is permitted utilize polygraph testing as long as the employees to be tested are selected at
random.
b. Routine use of polygraph tests is permitted in organizations that are concerned with nuclear power. [Show Less]