HRM202c

What law prevents employers from discriminating in job descriptions based on race, color, religion, sex, or national origin?

Equal Pay Act

Title VII of the Civil Rights Acts

Employee Retirement Income and Security Act

Family and Medical Leave Act

Title VII of the Civil Rights Acts

Which of the following is one way HR professionals can help to improve worker's efficiency and productivity?

Job description

HR organizational design

Perceptual-Motor design

Job design

Job design

What job design approach emphasizes the idea that workers are more satisfied with their jobs if they feel a sense of control?

Mechanistic

Relational

Biological

Motivational

Motivational

Which workforce forecasting method involves unit managers reporting both the volume and business activity and how many people are needed to carry out the activity?

A. Nominal Group Technique

B. Ratio Analysis

C. Unit Demand

D. Workload Analysis

C

Which workforce forecast tool involves identifying promising employees who have the potential to occupy managerial or executive roles in an organization?

A. Replacement Charting

B. Turnover Forecasting

C. Job Bidding

D. Succession Planning

D

Telemarketing can be designed to the _____ approach because it demands a high level of consistency and repetition.

perceptual-motor

biological

mechanistic

motivational

mechanistic

What is a common practice that relies on paying a third-party business to perform a specific function that does not align with the company's ideals?

A. Offshoring

B. Inshoring

C. Outsourcing

D. Insourcing

C

As an HR employee for SliceU, you are responsible for reviewing the existing workforce and determining who might leave. What workforce forecasting tool can you use?

A. Replacement Charting

B. Turnover Forecasting

C. Dual Career Ladder

D. Succession Planning

B

What are two methods to identify independent contractors? (Select two that apply.)term-6

A. Probabilistic Test 18

B. 20 Factor IRS Test

C. DOL 7 Factors

D. Workload 5 Analysis

B C

What tool allows organizations to list job openings, store data, use background-screening providers, and create reports for reviews and government reporting?

A. Applicant tracking systems

B. Executive search firms

C. Employer branding

D. Fair and transparent recruitment practices

A

Your company has a strict policy that states management is not allowed to hire their relatives or friends. What bias is this policy attempting to avoid?

A. Competition

B. Branding

C. Employer branding

D. Nepotism

D

What procedure is used when an organization wants to hire a new employee to fill a position?

A. Employee requisition

B. External recruitment

C. Tracking applicants

D. Requesting applicants

A

Studying the tasks and responsibilities of a job to determine the job's importance and its relation to other jobs in the company is known as what?

A. Job description

B. Job analysis

C. Job exploration

D. Job specification

B

What requires employers to consider candidates who can perform essential functions with reasonable accommodations and to never exclude candidates based on their inability to perform nonessential functions?

A. Job descriptions employment

B. Independent contractors

C. Federal Labor Standards Act

D. The Equal Employment Opportunity Commission (EEOC)

D

You are in the process of revising a job description for your organization. You change the phrase "strong and assertive leadership skills" to "demonstrated excellent leadership and management skills." What bias are you avoiding by changing the phrasing of the job description?

A. Gender bias

B. Inclusive language

C. Competition

D. Nepotism

A

You are hiring for a new customer service position at your organization. After several weeks of looking at resumes and interviewing potential applicants, you are finally ready to choose the best person for the job. What stage of the hiring process are you in?

A. Screening process

B. Candidate selection stage

C. Job analysis

D. Recruitment process

B

Which of the following is NOT part of the talent acquisition life cycle?

A. Evaluating prospective employees

B. Screening and interviewing candidates

C. Situational testing

D. Talent sourcing

C

Which of the following talent sourcing strategies includes a list of individuals who have been partially vetted and might be interested in open positions at an organization?

A. Candidate pipelines

B. Resume mining

C. Employee referrals

D. Job boards

A

An HR specialist uses resume mining to find new candidates. What does this sourcing strategy involve?

A. Sorting through resume databases and social media profiles using Boolean search strings and keywords

B. Conducting informal interviews in a few hours with several qualified candidates

C. Using a website, job listings, and any other materials to represent an organization

D. Employees recommending someone for an open role

A

An HR specialist works with the marketing team on their branding to help with the search for new candidates that align with the company's values. What does this employer branding sourcing strategy involve?

A. Current employees recommending someone for an open role

B. Sorting through resume databases and social media profiles

C. Managing and influencing an organization's reputation among employees, job seekers, and key stakeholders

D. Using a list of individuals who have been partially vetted for open positions in an organization

C

Which of the following is a best practice when interviewing candidates for a role?

A. Ask similar questions to each candidate

B. Ask different questions to each candidate

C. Ask questions unrelated to the role

D. Ask questions about race and religion

A

An HR manager asks applicants to submit a portfolio to verify they have the required skills for a job. What screening technique does this refer to?

A. Application blank

B. Screening interview

C. Work sample

D. Reference check

C

An HR manager asks a candidate to explain their response to a specific situation in the past. This will help them determine how the candidate would react when faced with a particular situation in the role. What type of interview is this?

A. Behavioral interview

B. Stress interview

C. Hypothetical interview

D. Panel interview

A

During an interview, an interviewer focuses on the candidate's experience working at prestigious companies and asks specific questions highlighting their competence. The interviewer downplays the skills and accomplishments of candidates from lesser-known companies, reinforcing the interviewer's favorable opinion of the prestigious companies. What bias is this known as?

A. Affinity bias

B. Contrast effect

C. Central tendency bias

D. Confirmation bias

D

What best practices enable HR teams to minimize bias during the interview process? (Select two that apply.)

A. Assemble a diverse interview panel

B. Ask candidates questions about their personal lives

C. Conduct casual interviews that make candidates feel more comfortable

D. Inform the interview panel of relevant state and federal laws on non-discrimination

A D

Which of the following is NOT one of the standard checks organizations use before hiring candidates?

A. Nationality check

B. Criminal check

C. Motor vehicle check

D. Credit check

A

An organization wants to assess a candidate's general aptitude and personality type to determine if they are fit for the organization. What test would they use?

A. Hands-on test

B. Polygraph test

C. Drug test

D. Paper/pencil test

D

What types of biases exist in the hiring process? (Select two that apply.)

A. Halo bias

B. Direct bias

C. Unconscious bias

D. Explicit bias

C D

An HR manager sends a candidate an offer letter, and the candidate requests a change to the initial offer. What is the candidate doing?

A. Making a counteroffer

B. Declining the job offer

C. Extending the notice period

D. Requesting information about the role

A

A hiring team determines a reservation price before sending candidates an offer letter. What does the reservation price indicate?

A. The candidate's skills and previous work experience

B. The candidate's preferred compensation package

C. The highest possible benefits or salary they can offer a candidate

D. The maximum amount of hours the candidate can work

C

An HR manager sends a candidate a legally binding document that includes their salary, benefits, and scope of duties. What did they send?

A. Employment contract

B. Termination letter

C. Job description

D. Offer letter

A

Which of the following would you typically include in an employment contract? (Select three that apply.)

A. Conditions under which an employee may be fired

B. Non-cash compensation and perks

C. Company mission statement

D. Length of employment

A B D

An HR professional creates an employment contract template for all future employees. Which of the following would they include in the contract? (Select two that apply.)

A. Disability or death of employee clauses

B. Company registration information

C. Common restrictive clauses

D. Corporate social responsibility initiatives

A C

Which of the following should be included in an employee handbook? (Select three that apply.)

A. Conduct expectations

B. Employees' personal emails

C. Vision and mission statements

D. Disclaimer

A C D

Which of the following should be included in an employee handbook? (Select three that apply.)

A. Detailed compensation policies

B. Employee contracts

C. Work holidays and time off

D. Overview of benefits

A C D

An HR manager aims to onboard new hires and provide them with the necessary resources. What questions should they consider before creating an onboarding plan? (Select three that apply.)

A. What is the employee's salary?

B. What is HR's role in the process?

C. What should new employees know about the organization's culture and atmosphere?

D. How should new employees feel?

B C D

Which of the following refers to a face-to-face interview with employees about why they continue to work with an organization?

A. Succession interview

B. Panel interview

C. Stay interview

D. Tenure interview

C

Why is succession planning considered a tactic for retaining employees?

A. It offers managers time off from onboarding new employees and allows them to be more productive

B. It helps build an organization's culture and encourages external candidates to apply for positions within the organization

C. It helps create a career path for highly valued employees by presenting career opportunities within an organization

D. It offers employees training and development and a bonus for training they complete

C

True or False: Employee coaching can help employees achieve professional goals by developing their skills and knowledge.

T

F

T

Which of the following does not describe a goal of orientation?

A. Introduce employees to their department's objectives

B. Promote communication best practices

C. Set clear expectations regarding policies

D. Complete any training required for their department

D

Which of the following is a tool to help an employee learn new tasks, gain new skills, or tackle problems outside of their current position?

A. Counseling

B. Coaching

C. Orientation

D. Testing

B

Which of the following selections is a phase of career development?

A. Assessment

B. Translation

C. Application

D. Ascension

A

Which statement best describes the difference between training and development?

A. Training focuses on long-term growth, and development focuses on immediate skills shortages.

B. Training is performed in-house while development is performed by an external party.

C. Training focuses on new employees and development focuses on experienced employees.

D. Training focuses on increasing knowledge and skills, and development focuses on sharpening professional skills for future performance.

D

An organization offers employees career development opportunities including coaching to learn skills to grow their careers. What type of career development tool does this refer to?

A. Mentorship

B. Job Rotation

C. Subsidized education

D. Promotion

A

Which career development tool involves organizations providing financial assistance to employees by covering either a portion or the total cost of their tuition?

A. Job rotation

B. Network development

C. Subsidized education

D. Tuition planning

C

An HR manager identifies high-performing employees with executive potential as part of their organization's training and development strategy. These employees undergo leadership training and receive mentorship from executives within the organization over the next few months. What career planning tool is this?

A. Onboarding

B. Succession planning

C. Performance rating

D. Job rotation

B

What career planning tool enables employees to advance in their profession without becoming managers?

A. Dual career ladders

B. Succession planning

C. Apprenticeship

D. Non-managerial promotion

A

Why would an organization use the KSA model?

A. To measure whether the organization achieved a training program's objective

B. To determine the knowledge, salary, and abilities of all current employees in an organization

C. To educate new managers on how to run day-to-day operations in an organization

D. To define the knowledge, skills, and abilities that an employee needs to be successful in a job

D

Which learning framework identifies six stages of learning, often depicted in the form of a pyramid?

A. Bloom's Taxonomy

B. The KSA model

C. The ADDIE model

D. The Kirkpatrick model

A

In the Kirkpatrick model, what does the "reaction" level entail?

A. Measuring tangible benefits to an organization's objectives from the training program

B. Using measurements to assess job performance after training

C. Defining the knowledge, skills, and abilities that an employee needs to be successful in a particular job

D. Tracking how employees initially respond to training materials

D

A manager presents their team with a complex case study of a fictitious scenario. The aim is for the employees to analyze the case study and apply their knowledge and skills to complete the task. What type of training is this?

A. On-the-job training

B. Apprenticeship

C. Job instruction training

D. Simulation training

D

What type of training involves experienced employees providing one-on-one practical training to new employees?

A. Job rotation

B. Simulation training

C. Apprenticeship

D. Workshops

C

An organization uses training to develop versatile, well-rounded employees, improve employee engagement, and promote career development. What type of training do they use?

A. Job rotation

B. On-the-job training

C. Internships

D. Job testing

A

In which of the following situations would job instruction training be effective? (Select all that apply.)

A. Introducing a new task or process

B. Addressing skill gaps

C. Training large groups of employees

D. Teaching a high level of creativity or problem-solving

A B C

While creating a training plan for a sales team, an HR manager recognizes that an employee has an in-depth understanding of prospecting principles and consumer behavior. Which part of the KSA framework have they identified?

A. Abilities

B. Knowledge

C. Skills

D. Talent

B

What happens during the "analyze" level according to Bloom's taxonomy framework?

A. Employees produce new or original content based on what they have learned

B. Employees justify a decision by arguing, defending, judging, critiquing, or supporting it based on what they have learned

C. Employees recognize and recall facts, terms, concepts, or procedures

D. Employees organize, relate, compare and contrast, or test their knowledge through critical thinking skills

D

According to the Kirkpatrick training evaluation model, which level involves asking employees questions such as "Did you find the training program useful?" or "Did the training program meet your expectations?"

A. Results

B. Learning

C. Response

D. Reaction

When should an organization consider apprenticeship training?

A. When a task requires short-term commitment

B. When a task involves routine with repetitive activities

C. When a task can be learned through online courses or self-study

D. When a task requires certification

D

How does job rotation increase flexibility in an organization?

A. Employees can gain knowledge that can help them become executives

B. Employees gain a better understanding of the organization's operations and find places to cut back on spending

C. Employees with diverse skills and knowledge can adapt to changing customer needs or markets

D. Employees can learn a specific skill and refine it over months or years

C

Why would an organization consider offering internships?

A. The organization wants to increase employee turnover

B. The organization wants to fill full-time roles

C. The organization wants to enhance diversity and inclusion

D. The organization wants free labor

c

True or False: Adult learning is generally conceptual and theoretical, avoiding skills-based, practical education.

T

F

F

Which of the following training methods is best suited for tactile learners? (Select three that apply.)

A. Learning tools like virtual reality, interactive whiteboards, and motion-based controllers

B. Learning tools such as language learning apps or audiobooks

C. Hands-on activities, experiments, simulations, or projects

D. Group activities, such as games, team-building exercises, or scavenger hunts

A C D

An organization implements an on-the-job training program designed for new employees. How does on-the-job training contribute to the development and success of these new employees?

A. New employees can observe and work with experienced employees, making them proficient in their new positions

B. On-the-job training involves theoretical lectures and classroom sessions to enhance new employees' skills

C. On-the-job training prevents new employees from actively participating in real work situations

D. New employees gather in a group and learn from one another

A

How can job instruction training help improve employee efficiency?

A. Employees observing and learning from the same group of experienced employees

B. Employees learn effectively through lectures and seminars

C. Employees learn through short-term one-on-one training

D. Employees learn through team-building activities

C

Fill in the blank: _____ is a technique in which employees act out a scenario or situation to practice and develop specific skills or behaviors.

A. Roleplay

B. Team play

C. A case study

D. Vestibule training

A

When should an organization avoid apprenticeship training? (Select all that apply.)

A. The organization has limited resources

B. The task is simple and routine

C. Limited time available for training

D. When a task requires certification

A B C

An HR manager moves employees across various jobs to increase their interest and motivation in their individual roles and within the organization. What type of training does this refer to?

A. On-the-job training

B. Apprenticeship

C. Job rotation

D. Mentorship

C

What qualities should an HR manager consider when creating an adult learning program? (Select two that apply.)

A. Adult learning programs should be lecture-based

B. Adult learning programs should be experiential

C. Adult learning programs should be theory-focused

D. Adult learning programs should be collaborative

B D

Which of the following training methods is best suited for tactile learners? (Select three that apply.)

A. Learning tools like virtual reality, interactive whiteboards, and motion-based controllers

B. Hands-on activities, experiments, simulations, or projects

C. Group activities, such as games, team-building exercises, or scavenger hunts

D. Learning tools such as language learning apps or audiobooks

A B C

True or False: On-the-job training is a cost-effective training method that allows new employees to experience real-world situations.

T

F

T

The HR team at Urban Attire has conducted a survey of employees who recently completed training on new scanner equipment. The training was led by an instructor who showed a slideshow on how to use the equipment. The team discovered that the trainees weren't very satisfied with the training, with many of them saying they would have liked a more hands-on approach so they could practice with the equipment. Why might this be?

A. The instructor wasn't cost effective.

B. There were too many scheduling conflicts.

C. The instructor was inconsistent.

D. There was a learning mismatch.

D

Which of the following is training led by employees within the organization?

A. Self-paced training

B. In-house training

C. External training

D. Mentorship training

B

Fill in the blank: Self-paced learning can be more _____ than instructor-led training because it does not require hiring an instructor or providing a venue.

A. Interactive

B. Repeatable

C. Cost-effective

D. Motivating

C

True or False: Pilot programs include how employees initially react to the training materials, how students learn the new material, assessing job performance, and looking at feedback from the training.

T

F

F

True or False: After-action reviews answer three questions: What happened? Why did it happen? How did it happen, or how can it be improved?

T

F

T

True or False: Return on investment (ROI) is the amount of money that an organization earns from an investment minus the amount of money it cost to make that investment.

T

F

T

Fill in the blank: Learner engagement can be very useful in measuring the training cost per employee because it helps gauge whether the financial cost was worth it in improving employee knowledge and _____.

A. Customer service

B. Development

C. Team building

D. Productivity

D

Fill in the blank: ______ is the degree of fulfillment felt from the learning received.

A. Learner engagement

B. Training experience satisfaction

C. Employee retention

D. Customer satisfaction

B

Fill in the blank: In a pilot test, a ________ consisting of a small number of workers and management evaluate a training program before it is implemented and provide feedback on any changes that need to be made.

A. Control group

B. Team

C. Focus group

D. Department

C

Which of the following are ways to informally collect feedback about employees' impressions of a training program? (Select three that apply.)

A. Social media

B. Surveys

C. Questionnaires

D. Interviews

B C D

The HR team at Urban Attire wants to evaluate the effectiveness of a new leadership development training program. They randomly assign employees to an experimental group (those who receive the training) or a control group (those who do not receive the training) to see how successful the program is. Which of the following evaluation methods are they using?

A. Pilots

B. Kirkpatrick model

C. Interviews

D. Experimental design

D

True or False: The Kirkpatrick model of evaluating a training program includes four levels: Reaction, Learning, Behavior, and Results.

T

F

T

Dividing the total amount of money spent on training by the number of participants is an example of which of the following metrics for training?

A. Data and scores from courses

B. Cost per employee

C. Learner engagement

D. Return on investment

C

Fill in the blank: A ______ can be used to assess the economic feasibility of a training program by comparing the total expense associated with the training program to the outcomes derived from the program.

A. Cost-benefit analysis

B. Feedback form

C. SMART goal

D. Training experience

A

True or False: Focus groups pose a single question that asks the learners how likely they are to recommend the training program to others.

T

F

F

Fill in the blank: In ______ training, a manager or another experienced team member provides real-time instruction on a specific topic.

A. External

B. Self-paced

C. Mandatory

D. On-the-job

D

Which of the following describes the difference between instructor-led versus self-paced training?

A. In self-paced training, employees learn with an instructor in-class or in a live online class; instructor-led training allows learners to choose when the training best fits their schedule to complete it.

B. In instructor-led training, employees take courses at a university of their choice; self-paced training allows employees to learn with an instructor in-class or in a live online class.

C. In instructor-led training, employees learn with an assigned mentor; self-paced training allows learners to choose when the training best fits their schedule to complete it.

D. In instructor-led training, employees learn with an instructor in-class or in a live online class; self-paced training allows learners to choose when the training best fits their schedule to complete it.

D

The HR team at Urban Attire is debating whether they should make their new training program internal or external. Because the training is on a new seasonal collection of business casual suit separates that was designed in partnership with a local artist, they've already decided that the training needs to give employees a fresh perspective on the topic. Which format should they go with based on this description?

A. Internal training

B. External training

B

Which of the following are ways to informally collect feedback about employees' impressions of a training program? (Select three that apply.)

A Social

B Surveys

C Questionnaires

D Interviews

B C D

The HR team at Urban Attire wants to evaluate the effectiveness of a new leadership development training program. They randomly assign employees to an experimental group (those who receive the training) or a control group (those who do not receive the training) to see how successful the program is. Which of the following evaluation methods are they using?

A. Experimental design

B. Interviews

C. Pilots

D. Kirkpatrick model

A

True or False: The Kirkpatrick model of evaluating a training program includes four levels: Reaction, Learning, Behavior, and Results.

A. False

B. True

B

Dividing the total amount of money spent on training by the number of participants is an example of which of the following metrics for training?

A. Cost per employee

B. Learner engagement

C. Data and scores from courses

D. Return on investment

A

Fill in the blank: A ______ can be used to assess the economic feasibility of a training program by comparing the total expense associated with the training program to the outcomes derived from the program.

A. Training experience

B. SMART goal

C. Cost-benefit analysis

D. Feedback form

C

True or False: Focus groups pose a single question that asks the learners how likely they are to recommend the training program to others.

A. False

B. True

A

Which type of training includes policies and procedures related to unconscious bias and cultural sensitivity?

A. Diversity and inclusion training

B. Code of conduct/ethics training

C. Morality/self-discovery training

D. Health and safety training

A

One of an HRM system's capabilities is creating centralized training records. Why is this particular capability helpful for an HR professional tracking employee training?

A. It stores information on the training completed, training dates, and results in one location.

B. It identifies trends and pinpoints where to refine the training program.

C. It ensures the organization adheres to relevant regulations and standards for non-compliance.

D. It creates training programs tailored to each employee and their learning needs.

A

How does an HRM system help with training analysis and planning future training?

A. It helps identify trends and areas to refine the training program.

B. It identifies employees who still need to complete their training and flags them for additional training.

C. It stores information on the training completed, training dates, and results in one location for HR managers to access.

D. It sets up training schedules, sends reminders for upcoming events, and tracks employee attendance.

A

As an HR manager in a highly regulated industry, you must ensure that employees understand and work within various regulations. You implement a training program to meet these regulatory requirements. What type of training did you implement?

A. Sales training

B. Regulations training

C. Skills training

D. Compliance training

D

An organization conducts workplace training covering the internal policies and procedures related to honesty and integrity, respect, and upholding the organization's standards. What type of training did they implement?

A. Health and safety training

B. Code of conduct and ethics training

C. Information security training

D. Workplace behavior training

B

An HR manager onboarding new employees requires them to attend training presentations and group activities to prevent and address prejudice and bullying. What type of training will help address this issue?

A. Emergency response training

B. Organizational skills training

C. Anti-harassment and discrimination training

D. Code of conduct and ethics training

C