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
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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?
3.________________ include everything in a work environment that
enhances a worker’s 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
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7._____ analysis is the level of analysis that focuses on
employees specifically.
- Environmental
- Individual
- Employee
- Operations
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)
- Sarbanes–Oxley
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 country’s income maintenance program?
- PPA
(2006), 401(k)
- ERISA
(1974)
- COBRA
(1985)
- Social
Security
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
Complete
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17. To avoid legal difficulties related to performance
appraisals and enhance credibility in court, employers should
- Present
only the employee’s
perspective.
- Have
friends testify.
- Present
only the manager’s
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
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 competitor’s
product, motorcycling, and other legal activities outside of work.
- constructive
discharge
- lifestyle
discrimination
- invasion
of privacy
- defamation
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
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
Mary’s new employer use?
- Simulation
- On-the-job
training
- Organizational
development
- Information
presentation
Find
the quiz answers here HRM 531 Week 1 Quiz
30. A _____ occurs when parties are unable to move further
toward settlement.
- lockout
- grievance
- bargaining
impasse
- mediation
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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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