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Who knows HRM?

Who knows HRM?

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Who knows HRM?

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  1. Who knows HRM? • Each team that gives the correct answer will be awarded the points associated with the question. • The team at the end of the game with the most points wins and will receive a prize • For each incorrect answer 100 pts. will be deducted from the total. • You must wait until the question and possible answers are read before you may answer. Answering before will result in a deduction of 100 pts. and will not be awarded any points if correct. • You can use the text and any posted material.

  2. Performance Management & AppraisalsChapter 6

  3. 100 pts Performance appraisals can be defined as any procedure that includes the following factors, except: Describing unity of command. Assessing the employee’s actual performance. Setting performance standards. Providing feedback to employees with the aim of motivating.

  4. 200 pts Performance Management is the process: • of evaluating an employee’s performance relative to the performance standards. • through which companies ensure that employees are working toward organizational goals. • of enabling the employee to better understand and develop their career skills and interests. • of providing each employee with a career development budget.

  5. 200 pts The following are common performance evaluation problems, except: • Unclear standards. • Relevant objective goals. • Central tendency. • Strictness

  6. 300 pts The method of appraising performance that is accomplished by ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which employee is the better of the pair is known as the: • Alternation ranking method. • Paired comparison method. • Forced distribution method. • Graphic rating scale.

  7. 300 pts The following are advantages of the critical incident method, except: • Providing the evaluation with some specific hard facts for explaining the appraisal. • Ensuring that the evaluator thinks about the subordinates’ appraisal all during the year. • Ensuring the evaluation does not just reflect the employee’s most recent job performance. • It forces the evaluator to separate good and poor performers.

  8. 300 pts The principles for giving feedback include all of the following except: • Focus on general behaviors. • Helpful intentions. • Is the person open to feedback. • Check for understanding.

  9. 100 pts The following are common performance evaluation problems except: • Leniency. • Halo Effect. • Central Tendency. • Clear standards of performance.

  10. 200 pts. In effective goal setting the acronym “SMART” stands for: a.Supervise, Measurable, Attainable, Relevant, & Timely. b. Specific, Measurable, Attainable, Relevant, & Timely. c. Supervise, Motivate, Attainable, Relevant, & Timely. d. Specific, Motivate, Attainable, Reward, & Timely.

  11. CompensationChapter 7

  12. 100 pts Important considerations for paying employees include all of the following except: • Legal considerations. • Personal considerations. • Policy considerations. • Union considerations.

  13. 200 pts What determines if an employee is exempt or non-exempt? • Whether they are paid by the hour or salaried. • Responsibilities, duties, and salary level. • The union contract. • The OFCCP.

  14. 200 pts A type of incentive plan that generally is an organization wide incentive program that rewards employees based on the organization’s financial results in a specified period is a: • Scanlon plan. • Profit-sharing plan. • Gain-sharing plan. • Semi variable incentive plan.

  15. 300 pts For an employee to be covered under Workers’ Compensation, he/she need only prove: • Have an injury. • Was injured on the job and was not at fault. • Was injured on the job regardless of fault. • Was injured on the job while following instructions.

  16. 300 pts When a person selects to have COBRA coverage, the coverage lasts months: • 12 months. • 15 months. • 18 months. • 21 months.

  17. 200 pts A provision in the pension plans referring to the money that the employer and employee have placed in the latter’s pension fund that cannot be forfeited for any reason is: • Vesting. • Equity. • Inceptions. • Funding.

  18. 300 pts. Job evaluation method include all of the following, except the: • Point method. • Hay plan method. • Ranking method. • Job classification method.

  19. Time for a break in the action…..

  20. Ethics & Fair TreatmentChapter 8

  21. 100 pts Ethical decisions always involve: • Speaking firmly. • Normative judgment. • Being direct. • One-way communication.

  22. 300 pts According to your text, a fair and just discipline process is based on all of the following prerequisites, except a(n): • Set of clear rules and regulations. • System of guided procedures. • System of progressive penalties. • Appeals process.

  23. 300 pts All of the following are important disciplinary guidelines, except: • Union employees have the right to bring help (counsel) when they are called to a meeting that they believe might result in disciplinary action. • Discipline subordinates in private. • Remember that the burden of proof is on the employee. • Don’t base your decision on hearsay evidence, but get the facts.

  24. 100 pts An employee dismissal that does not comply with the law or does not comply with the contractual arrangement via its employment application forms, employee manuals, or other promises is referred to as: • A contract violation. • Firing an employee. • Wrongful discharge. • Furloughing an employee

  25. 100 pts One way a supervisor knowingly or unknowingly might lead subordinates to act unethically is: • To go on trips around the world. • To look the other way when wrongdoings occur. • Encourage people to get results. • Tell staffers to keep up the good work.

  26. 200 pts All of the following acts are considered insubordination, except: • Contemptuous display of disrespect. • Showing disregard for the chain of command. • Blatantly following the boss’s unreasonable instructions. • Leading or participating in an effort to undermine and remove the boss.

  27. Labor RelationsChapter 9

  28. 300 pts The law that prohibited unfair labor practices, enumerated the rights of employees as union members, enumerated the rights of employers, and allowed the president of the United States to temporarily bar national emergency strikes is known as the: • Wagner Act. • Taft-Hartley Act. • Norris-LaGuardia Act. • Landrum-Griffin Act. • Sarbanes-Oxley Act.

  29. 200 pts A form of union security in which the workers decide whether or not to join the union (with those who do not join not paying union dues) is called: • Close shop. • Open shop. • Union shop. • Maintenance shop.

  30. 100 pts For the election to be held, at least 30% of the eligible employees in an appropriate bargaining unit of a firm must: • Testify at the NLRB hearing. • Sign authorization cards. • Sign the collective bargaining agreement. • Join the organization committee.

  31. 200 pts Supervisors must be knowledgeable about what they can and can’t do to legally hamper: • Competitive reactions. • Strategic objectives. • Corporate bylaws. • Organizing activities.

  32. 200 pts All of the following are stages of development typically attributed to the bargaining process, except: • Each side presents its demands. • There is a reduction of demands. • Subcommittees from both parties are formed jointly. • The NLRB mediates an impasse.

  33. Safety and HealthChapter 10

  34. 100 pts When an OSHA inspector arrives at your company, a manager should consider all of the following actions except: • Check the inspector’s credentials. • Ask the inspector for the reason he/she is conducting the inspection. • Accompany the inspector in a walk-around inspection and take notes. • Ask the inspector to return another time when your legal counsel can be present.

  35. 200 pts Each of the following must be reported to the nearest OSHA office, except: • Hospitalization of 5 or more employees. • Cut requiring first aid. • Death of an employee. • Employee loses consciousness.

  36. 300 pts One estimate places the cost of substance abuser’s damage to a company at: • $800 per abuser per year. • $2,000 per abuser per year. • $7,000 per abuser per year. • $12,000 per abuser per year.

  37. BONUS ROUND • Same rules as before with one exception: • For each incorrect answer 300 pts. will be deducted from the total.

  38. 500 pts When supervisors who are engaged in a performance rating have a tendency to rate all subordinates either high or low, this is referred to as: • bias. • Halo effect. • Strictness/leniency. • Central tendency.

  39. 500 pts. All of the following are important things that arbitrators may look for when deciding whether there was “just cause” for disciplinary action except: • Past practices or precedence. • Adequate warnings of the consequences of misconduct. • Rules must be essential to the efficient and safe operation of the work environment. • Adequate investigation before disciplinary action.