HRM 531 Final Exam

1._____ proceeds from an oral warning to a written warning to a suspension to

dismissal.

Positive discipline
Progressive discipline

Procedural justice

Due process
2. Which question should not be important in evaluating the value of
training?

Was the cost of training within the budget?

Did change occur?

Is the change due to training?

Is the change positive related to organizational goals?

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3.________________ include everything in a work environment that enhances a

workers sense of self-respect and esteem by others.

Social responsibilities
Nonfinancial rewards

Internal pay objectives

General business strategies

4. Because practical considerations make job tryouts for all candidates infeasible,
it is necessary to __________ the relative level of job performance for each
candidate on the basis of available information.

assign
accept

abandon

predict
5. Which of the following is a distinctive feature of the U.S. system compared with
other countries?

All agreements are of unlimited duration

Low union dues and small union staffs

Exclusive representation

Wages set by arbitration councils

6._____ implies that appraisal systems are easy for managers and employees to
understand and use.

Reliability
Sensitivity

Acceptability

Practicality

7._____ analysis is the level of analysis that focuses on employees specifically.

Environmental
Individual

Employee

Operations
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8. What can affirmative action assist organizations in achieving that diversity

initiatives cannot?

Maximizing creativity
Increased productivity

Correcting specific problems of the past

Maximizing workforce commitment

9. Title VII of the _____________ states that top executives in companies
receiving government support can retract bonuses, retention awards, or
incentives paid to the top five senior executive officers or the next 20 most highly
compensated employees based on corporate information that is later found to be
inaccurate.

American Recovery and Reinvestment Act (2009)

SarbanesOxley Act (2002)

Pay for Performance Act (2009)

Equal Pay Act (1963)

10. Which is not a quality of Generation Y?

Short attention spans

The constant need for stimulation/entertainment

A blurring of the lines between work and leisure time while on the job

Inability to handle numerous projects

11. When conducting a performance feedback discussion, active listening
requires

Interruptions to get your point across.

Verbal communications only.

Summarizing your key points.

Summarizing what was said and what was agreed to.

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12. Training that results in ______ is costly because of the cost of training (which
proved to be useless) and the cost of hampered performance.

simulation of training
applicability of training

reinforcement of training

negative transfer of training

13. Employee demotions usually involve

A reduction in pay but no loss of opportunity, status, or privilege.

A decrease in status and privilege but no loss of opportunity or pay.

An increase in pay and more responsibility.

A cut in pay, status, privilege, or opportunity.

14. What is our countrys income maintenance program?

PPA (2006), 401(k)

ERISA (1974)

COBRA (1985)

Social Security
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15. For organizations, _________ is an indirect cost associated with

downsizing.

an increase in the unemployment tax rate

administrative processing

severance pay

outplacement
16. ____________ is the biggest hurdle to overcome in a pay-for-performance
plan.

Merit-pay increases
Inflation

Salary cap performance level

Compensation equation
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17. To avoid legal difficulties related to performance appraisals and enhance

credibility in court, employers should

Present only the employees perspective.

Have friends testify.

Present only the managers perspective.

Document appraisal ratings and reason for termination.

18.___________ is the process where managers provide feedback to the
employees regarding their past and present job performance proficiency, as well
as a basis for improving performance in the future.

Performance management
Selection

Placement

Recruiting
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19. If objective performance data are available, which of the following is the best
strategy to use?

MBO
BARS

summated rating scales

work planning and review

20. In _____, workers have been fired for refusing to quit smoking, for living with
someone without being married, drinking a competitors product, motorcycling,
and other legal activities outside of work.

constructive discharge
lifestyle discrimination

invasion of privacy

defamation
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21. Organizations periodically turn to _________ to meet demands for talent

brought about by business growth and a desire for fresh ideas, or to replace
employees who leave.

entry-level employees
their subsidiaries

outside labor markets

former employees
22. This made extensive changes to the Employee Retirement Income Security
Act (ERISA) of 1974 that governs employer-sponsored, qualified (for tax deferral)
retirement-benefit plans.

The Pension Protection Act (PPA) of 2006

Short-Term Severance Pay laws

Employer Cost Shifting laws

Short-Term Disability laws

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23. The Civil Rights Act of 1991 offered what for victims of unintentional
discrimination?

Race-norming
Affirmative action

Monetary damages and jury trials

Adverse impact
24. When companies discover they can communicate better with their customers
through employees who are similar to their customers, those companies then
realize they have increased their _____ diversity.

external
internal

primary

secondary
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25. In determining the competitiveness of benefits, senior management tends to

focus mainly on

worth
value

security

cost
26. If employers fail to check closely enough on a prospective employee who then
commits a crime in the course of performing his or her job duties, they can be
held liable for

Loss of consortium.
Negligent hiring.

Hostile environment.

Quid pro quo.

27. Properly designed incentive programs work because they are based on two
well-accepted psychological principles: (1) increased motivation improves
performance and (2)

recognition is a major factor in motivation

the Rucker plan

control-based compensation

the Scanlon plan

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28. Hard quotas

Are a concerted effort by the organization to actively expand the pool of

applicants so that no one is excluded because of past or present discrimination?
Systematically favor women and minorities in hiring and promotion decisions.

Are a commitment to treat all races and sexes equally in all decisions about
hiring, promotion, and pay?

Represent a mandate to hire or promote specific numbers or proportions of

women or minority group members.
29. Mary arrives at her new job. Before she can begin actually doing the work, she
must complete a series of activities including role playing and virtual reality
interactions. What type of training method does Marys new employer use?

Simulation
On-the-job training

Organizational development

Information presentation
30. A _____ occurs when parties are unable to move further toward
settlement.

lockout
grievance

bargaining impasse

mediation

About Author
This article covers the topic for the University Of Phoenix HRM 531 Final Exam. The
author is working in the field of education from last 5 years. This article covers the basic
of HRM 531 Final Exam Assignment from UOP. Other topics in the class are as follows:
HRM 531 Week 1 DQ 1
HRM 531 Week 1 DQ 2
HRM 531 Week 1 Quiz (Latest)
HRM 531 Week 1 Complete
HRM 531 Week 2 DQ 1
HRM 531 Week 2 DQ 2
HRM 531 Week 2 Employment Law Compliance Plan
HRM 531 Week 2 Quiz (Latest)
HRM 531 Week 2 Complete
HRM 531 Week 3 DQ 1
HRM 531 Week 3 DQ 2
HRM 531 Week 3 Compensation and Benefits Strategies Recommendations
HRM 531 Week 3 Quiz (Latest)
HRM 531 Week 3 Complete
HRM 531 Week 4 DQ 1
HRM 531 Week 4 DQ 2
HRM 531 Week 4 Performance Management Plan
HRM 531 Week 4 Quiz (Latest)
HRM 531 Week 4 Complete
HRM 531 Week 5 DQ 1
HRM 531 Week 5 DQ 2
HRM 531 Week 5 Training Plan
HRM 531 Week 5 Quiz (Latest)
HRM 531 Week 5 Complete
HRM 531 Week 6 Recruitment and Selection Strategies Recommendations
HRM 531 Week 6 Quiz (Latest)
HRM 531 Week 6 Complete
HRM 531 Week 6 Final Exam

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