FIRST EXAM – HRM/BA 453 (Spring 04)Grading: 100 points. Two points for each multiple choice questions (60 points total) and 10 points for each of 4 essay questions (40 points total).1. A manager’s HRM role includes all of the following activities except:a. Screening and selecting new employees.b. Building employee commitment and morale.c. Promoting healthy employee relations.d. Reviewing the performance of employees.e. Designing employee benefit programs.2. The core HRM responsibility of managers is:a. Recruitment and selection of new employees.b. Training and orientation of employees.c. Performance management and review.d. Insuring a safe and healthy workplace for employees.e. Providing equitable compensation to employees.3. The philosophy of HRM which assumes that people are basically trustworthy and seek responsibility is referred to as:a. Theory Y management.b. Theory X management.c. Empowerment.d. Entitlement.e. Transformational leadership.4. Research has identified seven HRM practices of high performance organizations which include all except:a. Reducing status differences.b. Adopting a performance-based compensation plan.c. Promoting team management and development.d. Engaging in a policy of selective hiring and extensive training.e. Outsourcing jobs.5. Changes which impact the workplace today include all except:a. Workforce diversity.b. Manufacturing growth.c. Technological progress.d. Globalization.e. Management mobility.6. The group in the workforce that will decrease, as a percentage, most dramatically in the coming years is:a. Hispanic.b. White.c. Asian.d. Black.e. Native American.7. In making HRM decisions, managers should consider all except:a. Improving performance.b. Containing costs.c. Limiting liability.d. Providing good benefits.e. Promoting fair play.8. The law which requires employers to make reasonable accommodations for employees with physical or mental limitations is the:a. Title VII.b. Age Discrimination in Employment Act.c. Vocational Rehabilitation Act.d. ADA.e. ABA.9. The Civil Rights Act, as amended (and as interpreted by the courts), changed the legal landscape of employment discrimination in all of the following ways except:a. Affirmed EEO for protected classes as defined by Title VII.b. Shifted the burden of proof from employees to employers.c. Required employers to valid selection tests.d. Shifted the focus from “effect” to “intent” in examining discriminatory practices.e. Provided employees with the right to sue and seek damages.10. One employer defense against discrimination allegations, demonstrated in Spurlock vs. United Airlines in which the employer requirements for a pilot candidate were justified because of training costs and public safety, is:a. Business necessity.b. BFOQ.c. Adverse impact.d. Affirmative Action.e. Disparate treatment.11. The term that means there is a significant disparity between the proportion of a protected group applying for a position and the proportion getting the job, caused by an apparently neutral employment practice, is:a. Illegal discrimination.b. Disparate impact.c. Disparate treatment.d. Lack of Affirmative Action.e. BFOQ.12. The Albermarle Paper Company v. Moody case defined what employers must do to:a. Define selection requirements for minorities.b. Conduct employment interviews that are job related.c. Validate employment selection tests.d. Not use high school degrees as an absolute job requirement.e. Conduct job analysis to demonstrate BFOQs. 13. Which of the following would not typically be included in a sexual harassment charge:a. Welcomed sexual advances.b. Requests for sexual favors.c. Verbal comments and humor of a sexual nature.d. Failure of management to respond to complaints.e. History of harassment practices in the company.14. The following are measures used to prevent sexual harassment in the workplace except for:a. Adopting and openly affirming a policy against harassment/intimidation.b. Conducting training to sensitize all employees of the concern.c. Adopting effective internal complaint procedures.d. Avoiding email with sexual humor.e. Providing paid legal services for employees.15. The program that requires employers to identify the underutilization of minorities/women in the workplace and to make a good faith outreach effort to hire and promote them is:a. Disparate impact analysis.b. Harassment free workplace policy.c. Affirmative Action.d. Workplace Diversity program.e. Equal Employment Opportunity.16. The most widely used method of job analysis for determining the duties and responsibilities of a job is the:a. Participant diary/log.b. Direct observation method.c. Survey questionnaire method.d. Interview method.e. Job benchmarking.17. The strategic long-term process of formulating organization-wide plans to project and fill the future employment needs of a firm is:a. Workforce HR Planning.b. Succession Planning.c. Organization Restructuring.d. Career Planning.e. PAQ.18. Recruitment, as contrasted with selection, requires all of the following activities except:a. Defining job specifications.b. Defining the labor market(s) from which to recruit.c. Using various methods to advertise job openings and attract candidates.d. Designing application forms as an initial screening tool.e. Conducting drug tests and health exams.19. Succession Planning refers to the plans a company makes to fill:a. Entry level openings.b. Openings with high turnover.c. Executive and management positions.d. Jobs via outsourcing.e. Openings during a merger or acquisition.20. Designing a strategic recruitment plan, in conjunction with overall HR employment planning, requires all except:a. Defining internal labor demands (needs).b. Forecasting external labor supply within defined labor markets.c. Forecasting internal labor supply.d. Estimating external labor demands (needs) among competitors.e. All of the above.21. The concept/method which examines whether an employment test actually measures what it is intended to measure is:a. Test validity.b. Test reliability.c. Test efficacy. d. Job Relatedness criterion.e. Test accuracy.22. The consistency of scores obtained by the same person when the person is retested with the identical tests or with an equivalent form is known as:a. Predictive validity.b. Test reliability.c. Test efficacy.d. Concurrent validity.e. Content validity.23. A type of validity based on demonstrating that selection test scores are related to job performance is:a. Content validity.b. Criterion