HRCI Test 2
In the performance appraisal, the manager checks one statement that shows what the employee is most
like and another statement which shows what the employee is least like. This is an example of: - ANS -
In
...
HRCI Test 2
In the performance appraisal, the manager checks one statement that shows what the employee is most
like and another statement which shows what the employee is least like. This is an example of: - ANS -
In the forced choice method of appraisal the appraiser is required to check two from four/five
statements; one that the employee is most like and one that the employee is least like. Advantage: easy
to use. Disadvantage: constructing valid statements could be difficult.
Which of the following Acts extended the concept of prevailing wage to manufacturers and suppliers of
goods for federal government contracts? - ANS - [Think bill Walsh seems like a nice guy so extend this
to those outside of contractors] The Walsh Healey Act of 1936 extended the concept of prevailing wage
(as stated in the Davis Bacon Act) to manufacturers and suppliers of goods for federal government
contracts in excess of $10,000.
Who presides at the ULP hearing? - ANS - Administrative Law Judge; The hearing is conducted by an
ALJ who is well informed about applicable labor laws but should be a member of the bar
Which type of an organizational structure will be most suited for encouraging authority and
accountability at a local level? - ANS - [THINK DIVISION is larger scope, functional and product is
smaller] The divisional structure could be based on geography, product line, customer verticals, etc. In
order to encourage local authority and accountability, large organizations often make use of the
divisional structure.
You are frustrated with the performance appraisal system in your company where some employees have
to be mandatorily rated low, in spite of their abilities. The appraisal system followed in your company is
an example of: - ANS - In the forced distribution method, the organization mandates the percentage of
employees to be fitted into pre-determined performance bands e.g., the top 10%, the next 35%, the next
45% and the bottom 10%. In this method employees are rated and placed at different percentage points
along a bell-shaped curve. The advantage is that the distribution forces a predetermined number of
employees into each group but the disadvantage is that appraisal results depend on the adequacy of the
original choice of cut-off points.
Which of the following are generally exempt from overtime payments? - ANS - Insurance adjusters are
likely to be administratively exempt if their duties include activities like interviewing the insured,
witnesses and physicians; inspecting property damage; making recommendations regarding the coverage
of the claim, etc.
Are first responders, technicians, and licensed nurses exempt from OT payments? - ANS - First
responders include police, fire fighters, paramedics, etc and will generally not be exempt from overtime
payments because their primary duty is not management and a specialized degree is not usually required.
Technologists and technicians generally do not qualify for learned professional exemption because their
occupations are not of recognized professional status. Licensed practical nurses and similar health care
providers would not be exempt because possession of a specialized degree is not a standard pre-requisite
for the occupation.
Which of the following best describes a neutrality agreement? - ANS - An employer allowing union
organizing efforts without any restrictions. A neutrality agreement results when a union negotiates with
an employer and the employer agrees not to obstruct any union orgainizing efforts on the part of that
union (sometimes it may apply to all union organizing efforts of any union).
Which of the following is most critical for HR to demonstrate its strategic importance to the
organization? - ANS - Using an HR balanced score card to demonstrate HR`s contribution to business.
The strategic role of HR requires a global, long-term orientation. HR partners with the business heads
and top management ensure that the organization has the right combination of skills and culture in order
to facilitate achievement of long term organizational goals. Its strategic importance lies in its ability to
demonstrate the contribution made to the business of the organization in measurable terms. The HR
balanced score card is a tool which allows HR to demonstrate its contribution in measurable terms.
In a company, the HR manager considers what the organization wants employees to perform (behaviors)
and what the organization wants employees to deliver(results). This will be most beneficial in
determining: - ANS - Performance manag
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