3 (1 point) An employer tactic to minimize the problem of employees' excessive use of sick days would include the following, EXCEPT: aggressively investigating all absences. increasing the number of sick days for employees. calling the absent employees at their homes. holding cash prize lotteries for employees with perfect attendance. buying back unused sick leave at the end of the year. Question 4 (1 point) A technique for deermining the training needs of current employees is: training analysis. questionnaires. motivation analysis. task analysis. Operformance analysis ^ (8) Question 5 (1 point) Portability refers to: a provision such that employees who change jobs can transfer the lump-sum value of the pension they have earned into a locked in RRSP or into their new employer's pension plan.. An arrangement whereby employees gradually ease into retirement. O O a company-sponsored program to help employees cope with personal problems. a provision that employer money placed into a pension fund cannot be forfeited for any reason. an individualized benefit plan to accommodate employee needs and preferences. O Question 6 (1 point) There is the real possibility that courts will find that an employee's handbook contents represent a(n): vague document. contract with the employee. incomplete document. falsified document. incentive to work hard. Question 7 (1 point) The heart of performance analysis is distinguishing between: "can't do" and "won't do" problems. different supervisory practices. good and bad employees. experience levels of employees. employee training levels. Question 8 (1 point) The following are progressive penalties an employer may use for effective discipline, EXCEPT: 00000 suspension from the job. loss of vacation. verbal warnings. termination from the job. written warnings. Question 9 (1 point) Providing recruits with realistic job previews regarding what to expect should they be selected to work in the organization can be an effective way to minimize: social loafing. the Pygmalion effect reality shock. absenteeism. safety violations. Question 10 (1 point) When an appraisal scale is too open to interpretation, it is characterized as having: translation openness. critical incidents. non-quantitative standards. lack of appraisal specificity. unclear performance standards. Question 11 (1 point) Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees which is known as: internal equity. wage compensation. need for equity, external equity. O compensation policy. Question 12 (1 point) Transfer policies have fallen into disfavour partly because of the cost of relocating employees, and also because of the assumption that frequent transfers have a bad effect on the employee's financial responsibility. family life. emotional stability. O job attitude. job performance. E Question 13 (1 point) A fair and just discipline process is based on the following prerequisite(s): a set of clear rules and regulations; a system of progressive penalties; an appeals process. a set of clear rules and regulations; a system of progressive penalties; a system of guided procedures. Oase O O an appeals process. O a system of guided procedures. a system of progressive penalties and an appeals process. Question 14 (1 point) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method. What criticism of using this method should you advise her about? Traits being appraised are decided by management. A predetermined percentage of employees are placed in performance categories. A considerable proportion of the workforce is classified as less than average. It is similar to grading on a curve. Employees are rated on a comparison basis. Question 15 (1 point) Monica is a junior engineer who believes she is not paid equitably as compared with the accountants at the firm. This is an issue of: wage compensation. internal equity. compensation planning, external equity. need for equity. Question 16 (1 point) Pay rate ranges are a series of steps or levels of pay within a pay grade, usually based on: teamwork. peer appraisals. years of service. years of education. amount of responsibility. Question 17 (1 point) A term plan that refers to any plan that ties pay to productivity or to some other measure of the firm's profitability is: O a quality circle. variable pay. O a fringe benefit. O a profit-sharing plan. O a supplemental pay benefit. Question 18 (1 point) An electronics retailer wishes to compensate its sales staff on a straight salary basis rather than on a combination of salary and commission. A major disadvantage of this approach is that: it motivates high-performing salespeople. it is difficult to reassign salespeople. salaries are not tied to seniority. it shifts the salesperson's emphasis to "making the sale." pay does not depend on results. 1 Question 19 (1 point) A provision in pension plans referring to the money contributed by the employer that has been placed in a pension fund and cannot be forfeited for any reason is: stockholder equity. bonding. investing 13 vesting. non-funding. Question 20 (1 point) The percentage of expenses (in excess of the deductible) that are paid for by the insurance plan is called the: uninsured amount. premium. assessment. insured amount. coinsurance level