Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?

Question 1 

1. Which of the following is a      difference between a Human Resource Information System (HRIS) and      PeopleSoft?

 

a.

PeopleSoft used the Cloud   while an HRIS used a vendor’s data center.

 

b.

PeopleSoft did not allow   human resource units to run its own reports whereas an HRIS allowed it.

 

c.

An HRIS used the Cloud   while PeopleSoft used a vendor’s data center.

 

d.

An HRIS was run on   support from IT people while PeopleSoft did not require any support from IT.

2 points

Question 2 

1. In the context of the      Sarbanes-Oxley Act, the biggest concerns are linked to _____.

 

a.

workplace safety

 

b.

employee productivity

 

c.

immigrant workers

 

d.

executive compensation

2 points

Question 3 

1. Binkers, LLC and Toves      Inc. have merged, doubling the number of production facilities. To      help decide which facilities to keep open and which should be closed, Bella      has been asked to measure the productivity of the workforces at      the facilities. Bella should _____.

 

a.

determine the total cost   of people required for an output of 100 units

 

b.

determine the total cost   of people required to complete a day’s worth of work

 

c.

determine the total cost   of people required to complete a year’s worth of work

 

d.

determine the total cost   of people required for each unit of output

2 points

Question 4 

1. An expatriate is a citizen of one      country who is working in a second country and employed by an organization      headquartered in the first country.

True

False

2 points

Question 5 

1. Raul, a U.S. citizen, works in      Mexico for an organization headquartered in the United States. Which of      the following statements is true of Raul?

 

a.

He is a destination   consultant.

 

b.

He is an expatriate.

 

c.

He works in the company’s   headquarters.

 

d.

He is a local vendor.

2 points

Question 6 

1. A written corporate code of ethics      encourages ethical behavior among employees.

True

False

2 points

Question 7 

1. A(n) _____ is a citizen of one      country working in a second country and employed by an organization      headquartered in the first country.

 

a.

independent contractor

 

b.

third-country national

 

c.

expatriate

 

d.

host-country national

2 points

Question 8 

1. Global Professional in Human      Resource (GPHR), a human resource certification, is sponsored by the      American Society for Training and Development.

True

False

2 points

Question 9 

1. Organizational culture consists of      the shared values and beliefs that give members of an organization meaning      and provide them with rules for behavior.

True

False

2 points

Question 10 

1. Which of the following is true of      Software-as-a-Service?

 

a.

It is software that   kept track of employees and ran reports for human resource managers with   support from IT.

 

b.

It is software that   allowed the human resource unit to run its own support and make changes with   help from IT.

 

c.

It is software that   runs only on the Cloud and allows self-service.

 

d.

It is software that   runs in a vendor’s data center or on the Cloud and it allows self-service.

2 points

Question 11 

1. Intermediate-range plans usually      project one to three years into the future.

True

False

2 points

Question 12 

1. Annual wages and pay increases are      classified as a _____ metric of Human Resource.

 

a.

compensation

 

b.

staffing

 

c.

development

 

d.

training

2 points

Question 13 

1. The formula for calculating human      capital value added = Revenue – (Operating Expense – (Compensation +      Benefit Costs)) / Full-Time Head Count

True

False

2 points

Question 14 

1. _____ refers to the judgmental      method of HR forecasting that relies on general guidelines applied to a      specific situation within the organization.

 

a.

Statistical regression   analysis

 

b.

Delphi technique

 

c.

Rule of thumb

 

d.

Simulation model

2 points

Question 15 

1. Which of the following is a source      of outflow in the current staffing level?

 

a.

Promotions

 

b.

Recalls

 

c.

Internal transfers

 

d.

External hires

2 points

Question 16 

1. The policy of filling key      positions with individuals in the region of the subsidiary in offshore      organizations is known as the polycentric policy of global staffing strategies.

True

False

2 points

Question 17 

1. The value for HR practices cannot      be measured.

True

False

2 points

Question 18 

1. Cost per hire is classified as a      _____ metric of Human Resource.

 

a.

compensation

 

b.

staffing

 

c.

training

 

d.

development

2 points

Question 19 

1. Good strategies involve an      accurate diagnosis of the challenge, an approach to overcome the      obstacles, and a focus on coherent actions to make the approach work.

True

False

2 points

Question 20 

1. In the balanced scorecard      framework, operational effectiveness is classified under _____.

 

a.

customer relations

 

b.

learning and growth   activities

 

c.

internal business   processes

 

d.

financial measures

2 points

Question 21 

1. The _____ eliminates the statute      of limitations for employees who file pay discrimination claims under the      Equal Pay Act.

 

a.

Railway Labor Act

 

b.

Clayton Antitrust Act

 

c.

Lilly Ledbetter Fair Pay   Act

 

d.

Taft-Hartley Act

2 points

Question 22 

1. Title VII of the Civil Rights Act      states that it is illegal for an employer to fail or refuse to hire or      discharge any individual because of such individual’s national origin.

True

False

2 points

Question 23 

1. Which of the following statements      is true of quid pro quo harassment?

 

a.

A supervisor can be held   guilty of quid pro quo harassment only if the victim refuses to grant the   sexual favors.

 

b.

A supervisor can be held   guilty of quid pro quo harassment if he or she tells jokes that are   suggestive or sexual in nature.

 

c.

A company always bears   liability for quid pro quo harassment because supervisors are agents of the   company.

 

d.

For proving charges of quid   pro quo harassment, a plaintiff only needs to prove that the working   condition at a workplace is hostile.

2 points

Question 24 

1. After freezing salaries for three      years, Solo Music Publishers determined that employees with two to three      years of experience were leaving Solo because other employers were      offering higher salaries. Which of the following is a step that Solo      can take to reduce pay inequities?

 

a.

Exclude benefits and   other items from the total pay package

 

b.

Benchmark against local   and national markets

 

c.

Base pay on the age of   the employee

 

d.

Base pay on the longevity   of the employee’s association with the company

2 points

Question 25 

1. Which of the following      advertisements for recruitment is most likely to be considered illegal?

 

a.

“Young store executives   needed”

 

b.

“Enthusiastic radio   jockeys needed”

 

c.

“Wanted: Professors with   educational background in economics”

 

d.

“Experienced writers   required”

2 points

Question 26 

1. Executive Orders 11246, 11375, and      11478 require federal contractors to take affirmative action to compensate      for historical discrimination against women, minorities, and individuals      who have a disability.

True

False

2 points

Question 27 

1. A _____ is a practice required for      safe and efficient organizational operations.

 

a.

business necessity

 

b.

burden of proof

 

c.

business emergency

 

d.

disparate treatment

2 points

Question 28 

1. Which of the following is true of      the term “glass ceiling”?

 

a.

It refers to the   discriminatory practices that have prevented women and other minority status   employees from successfully obtaining jobs.

 

b.

It refers to the   preferential treatment that women and minorities receive within an   organization when they advance to executive-level jobs.

 

c.

It refers to the   preferential treatment that women and minorities receive within an   organization.

 

d.

It refers to the   discriminatory practices that have prevented women and other minority status   employees from advancing to executive-level jobs.

2 points

Question 29 

1. The Civil Rights Act of 1991      requires that employers show that an employment practice is job related      for the position and consistent with business necessity.

True

False

2 points

Question 30 

1. Restricting employees from wearing      garments that might get caught in machinery is a form of discrimination      and not a business necessity.

True

False

2 points

Question 31 

1. Which of the following parts of      the typical job description lists the necessary roles and duties,      generally in order of importance, and contains clear, precise statements      on the major tasks, duties, and responsibilities performed?

 

a.

Job specifications

 

b.

Essential job functions

 

c.

General summary

 

d.

Identification

2 points

Question 32 

1. Reviewing drafts with managers and      employees is a subtask of _____.

 

a.

conducting the job   analysis

 

b.

developing job   descriptions

 

c.

preparing for and   introducing the job analysis

 

d.

planning the job analysis

2 points

Question 33 

1. Which of the following is      comprised of more than 200 statements and examines a variety of      dimensions, including decision making and supervising?

 

a.

Work sampling

 

b.

Employee diary/log

 

c.

Position Analysis   Questionnaire

 

d.

Management Position   Description Questionnaire

2 points

Question 34 

1. _____ refers to taking an existing      job and changing it to improve it.

 

a.

Job planning

 

b.

Job analysis

 

c.

Job redesign

 

d.

Job design

2 points

Question 35 

1. Key gaps in skills exist in      information technology, engineering, and research.

True

False

2 points

Question 36 

1. Work is effort directed toward      accomplishing results.

True

False

2 points

Question 37 

1. Jill, who works with SunFun LLC,      is responsible for handling the job analysis in her organization. She has      developed job descriptions and job specifications. Which of the following      will typically be Jill’s next step?

 

a.

Planning the job analysis

 

b.

Conducting the job   analysis

 

c.

Maintaining and updating   job descriptions and job specifications

 

d.

Preparing for and   introducing job analysis

2 points

Question 38 

1. _____ refers to organizing tasks,      duties, responsibilities, and other elements into a productive unit of      work.

 

a.

Job planning

 

b.

Job design

 

c.

Job redesign

 

d.

Job analysis

2 points

Question 39 

1. Which of the following is      typically the responsibility of the HR in job analysis?

 

a.

To request new analyses   as jobs change

 

b.

To help complete job   analysis information

 

c.

To provide information to   outside experts

 

d.

To coordinate job   analysis

2 points

Question 40 

1. Drafting job descriptions and      specifications is typically the first step in the job analysis process.

True

False