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:
In the forced choice met
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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:
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?
[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?
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?
[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:
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?
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?
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?
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?
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:
Performance management standards; An idea of the corporate goals and desired corporate performance culture provides an input into the behavior outcomes desired from employees. It is these actions and outcomes that the designed performance appraisal system should aim at inculcating and encouraging. Hence, behaviors and results help formulate performance management standards.
The FLSA requires that:
Overtime be paid on time worked and not time compensated; The FLSA requires that overtime be paid on time worked, not time compensated. Therefore, no overtime need be paid for sick pay, holiday pay, vacation pay, jury duty pay or similar compensation for unworked days. Some organizations however, do voluntarily treat such time as time worked for the purpose of determining overtime pay.
Which of the following articulates the role played by HR during an EEO compliance investigation?
HR assists the company`s legal counsel right through the process; HR is involved in every stage of the EEO compliance investigation process and is responsible for notifying the counsel of the receipt of the complaint right through to assisting in the investigation, gathering evidence, serve as a witness if required, etc.
Which of the following is not a key role for HR in change situation?
Identifying the need for change; The need for change could be identified by any company stakeholder and is usually done by the top management. Once the change has been agreed upon, HR plays a key role in communicating, building support, and creating formal and informal mechanisms to erode the resistance to change.
What are key roles for HR in a change situation?
Communicate need for change, Providing support mechanisms to help people cope with change, Anticipating resistance and finding ways to deal with it.
Which of the following is the best possible example of a job specification for a front line sales person?
Requires three to five years of experience;A job specification should ensure satisfactory performance and not illustrate the characteristics of an ideal candidate. A Masters degree is not needed, and creativity and versatility are more along the lines of success factors associated with job competencies.
Which of the following Acts sets minimum wages, child labor standards, and overtime pay provisions for the workers?
It is the Fair Labor Standards Act which sets standards on minimum wages, child labor, and overtime for workers.
Which of the following legal considerations may impact an employer`s ability to terminate an employee?
The employment-at-will concept of common law confers upon employers the right to hire, fire, demote, or promote any employee for any reason unless there is a law or a provision in the contract to the contrary.
A cumulative trauma disorder is associated with which of the following syndromes?
Wrist pain; Cumulative trauma disorder is usually associated with repetitive work. The most common example is, computer operators using the keyboard.
Which of the following is the MOST important role HR can play in a change situation?
Communicate consistently with all employees; Once the change has been agreed upon, HR plays a key role in communicating, building support, and creating formal and informal mechanisms to erode the resistance to change. HR cannot take singular responsibility for implementing change as change would involve other functions of the organization as well.
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