Which job evaluation method is most commonly used in developing internally equitable pay structures?
Group of answer choices

The job classification system

The job component model

The point-factor method

The market banding process
What framework for determining the proper use of selection procedures, including test procedures, has been used by courts in deciding cases related to unfair employment practices?
Group of answer choices

Uniform Guidelines on Employee Selection Procedures

Federal Employment Best Practices

Core Evaluation and Selection Inventories

Federal Employee Selection Best Practice Framework
What is one reason employees might be more satisfied with flexible benefits than with traditional benefits?
Group of answer choices

Flexible benefits offer better healthcare coverage.

Flexible benefits are simpler to understand.

Flexible benefits offer more decision making control.

Flexible benefits are less expensive.
__________ involves the use of the Internet in an informal manner for hiring purposes through blogs, technical and specialized online journals, informal communication with similar-minded professionals, as well as recruiting websites that solicit qualified applicants.
Group of answer choices

Internet recruiting

External recruiting

Social networking
__________ asserts that when negative consequences follow behaviors, the behaviors tend to occur less frequently, and when positive consequences follow behaviors, the behaviors tend to increase.
Group of answer choices

Skinner’s operant conditioning

Thorndike’s law of effect

Pavlov’s conditioning experiment

Skinner’s theory of behaviorism
__________ is the degree to which capabilities learned in training are then applied on the job.
Group of answer choices

Training use

Learner readiness

Transfer of learning

Learner application
What is a difference between a college degree and a professional certificate?
Group of answer choices

A college degree is more general, while certificate programs are focused on a specific occupation.

Professional certification, unlike a college degree, is almost never a requirement for practice employment.

Degrees are offered by more specialized associations, whereas professional certificates are offered by more general educational institutions.

Only degrees can be earned at community colleges.
Which of the following types of training will be the least beneficial for employees who do not possess good computer skills or self-motivation?
Group of answer choices

Employee initiated



Which type of training might be a better option when the goal is to develop new skills and prepare employees for future responsibilities, challenges, or positions?
Group of answer choices

Off-site training

On-the-job training

On-site training

Professional certification
What are the two main types of employment testing?
Group of answer choices

Achievement and technology

Aptitude and achievement

Aptitude and comprehension

Achievement and knowledge and skills
In the __________ stage of the training process, the content and resources that meet the goals and objectives set in the training’s design stage are determined and addressed.
Group of answer choices

training development

training delivery

training design

training transfer
Which of the following employment laws is the oldest?
Group of answer choices

The Equal Pay Act (EPA)

The Fair Labor Standards Act (FLSA)

The National Labor Relations Act (NLRA)

The Pregnancy Discrimination Act
According to Kirkpatrick’s model’s training evaluation framework, which level of assessment is evident in the case of assessing a customer service representative for more efficient handling of phone calls and increased courtesy toward callers?
Group of answer choices




__________ refers to the extent to which the job’s demands are compatible with the capabilities of the incumbent and the job meets the needs and preferences of the incumbent.
Group of answer choices

Person-vocation fit

Person-job fit

The psychological contract

Person-organization fit
The Equal Employment Opportunity Commission uses a __________ to evaluate whether an employers’ hiring practices are discriminatory.
Group of answer choices

workforce utilization review

realistic job preview

contract compliance program

applicant utilization instrument
__________ is a structured program in which carefully designed sequence of short-term job rotations and transfers is used to groom a high-potential trainee for  management.
Group of answer choices

A management training program

An international assignment

Leadership development

Career development
What type of development is reflected when self-managed teams designate a leader for each project assigned to the team, who will then return to being a member of the team when the project is over?
Group of answer choices


Temporary transfers

Professional development

International assignments
Which of the following is NOT true about independent contractors?

Group of answer choices

Independent contractors use their own tools.

Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers’ compensation costs.

Independent contractors do not have to pay income taxes.

Independent contractors design their own schedules.
Why are training and development considered one of the eight critical practices in the process of strategic human resource management?
Group of answer choices

Because no other strategic HRM processes can take place until employees are trained to do them.

Because an organization achieves its objectives and goals through its people.

Because they are good for an organization’s image as part of corporate social responsibility.

Because people who are drawn to human resource management as a career tend to be interested in teaching and training others.
Which of the following does NOT apply to flextime, job sharing, and telecommuting?
Group of answer choices

They are mandatory.

They are flexible work arrangements.

They are voluntary benefits.

They can facilitate work-life balance.

Considering the changes impacting many different industries, some companies are forced or eager to operate at a global level. Please discuss some implications and challenges globalization presents to HR professionals within a particular industry of your choice. Provide industry-specific examples portraying your understanding of global challenges HR teams may face within that particular arena.

Place yourself in the position of general manager of a service department. How might formally written job requirements help you to manage your work unit?

While many organizations are sold on the idea that strategic HRM adds value, a much smaller percentage acts on that belief (see the “Eye on the Goal” feature in chapter 1 of the text for a more detailed discussion of this point). However, HR is sometimes to blame for the doubts and suspicions that organizational decision makers have about the contributions of human assets to the bottom line. Strategic HR planning is at the core of the much-needed changes and developments in the new HR paradigm.
Address the following:

  • Define the current predominant paradigm for HR.
  • Discuss the strengths and weaknesses of the current paradigm. (At least 3 each)
  • What is the new paradigm for HR?
  • In what ways does this new paradigm help organizations realize a human-based competitive advantage? (Offer 2-3 ways. Be specific.)
  • What are some practical steps for HR to transform itself and enhance its contributions to organizational success and effectiveness?