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Title: HRM 531 Final Exam Latest UOP Materials

1
HRM 531 Final Exam

By www.uopeassignments.com/

1._____ proceeds from an oral warning to a
written warning to a suspension to dismissal.
Positive discipline
Progressive discipline
Procedural justice
Due process
2. Which question should not be important in
evaluating the value of training?
Was the cost of training within the budget?
Did change occur?
Is the change due to training?
Is the change positive related to organizational
goals?

3.________________ include everything in a work
environment that enhances a workers sense of
self-respect and esteem by others.
Social responsibilities
Nonfinancial rewards
Internal pay objectives
General business strategies
Complete Answers here HRM 531 Complete Course
4. Because practical considerations make job
tryouts for all candidates infeasible, it is
necessary to __________ the relative level of job
performance for each candidate on the basis of
available information.
assign
accept
abandon
predict

5. Which of the following is a distinctive
feature of the U.S. system compared with other
countries?
All agreements are of unlimited
duration
Low union dues and small union staffs
Exclusive representation
Wages set by arbitration councils
6._____ implies that appraisal systems are easy
for managers and employees to understand and
use.
Reliability
Sensitivity
Acceptability
Practicality
Download now HRM 531 Final Exam

7._____ analysis is the level of analysis that
focuses on employees specifically.
Environmental
Individual
Employee
Operations
8. What can affirmative action assist
organizations in achieving that diversity
initiatives cannot?
Maximizing creativity
Increased productivity
Correcting specific problems of the past
Maximizing workforce commitment

9. Title VII of the _____________ states that top
executives in companies receiving government
support can retract bonuses, retention awards, or
incentives paid to the top five senior executive
officers or the next 20 most highly compensated
employees based on corporate information that is
later found to be inaccurate.
American Recovery and Reinvestment Act (2009)
SarbanesOxley Act (2002)
Pay for Performance Act (2009)
Equal Pay Act (1963)
Complete paper here HRM 531 Entire Course
10. Which is not a quality of Generation Y?
Short attention spans
The constant need for stimulation/entertainment
A blurring of the lines between work and leisure
time while on the job
Inability to handle numerous projects

11. When conducting a performance feedback
discussion, active listening requires
Interruptions to get your point across.
Verbal communications only.
Summarizing your key points.
Summarizing what was said and what was agreed to.
12. Training that results in ______ is costly
because of the cost of training (which proved to
be useless) and the cost of hampered
performance.
simulation of training
applicability of training
reinforcement of training
negative transfer of training
Want more details? Download now HRM 531
Individual Assignment

13. Employee demotions usually involve
A reduction in pay but no loss of opportunity,
status, or privilege.
A decrease in status and privilege but no loss of
opportunity or pay.
An increase in pay and more responsibility.
A cut in pay, status, privilege, or
opportunity.
14. What is our countrys income maintenance
program?
PPA (2006), 401(k)
ERISA (1974)
COBRA (1985)
Social Security

15. For organizations, _________ is an indirect
cost associated with downsizing.
an increase in the unemployment tax rate
administrative processing
severance pay
outplacement
Find the final exam answers here HRM 531 Final
Exam Questions With Answers
16. ____________ is the biggest hurdle to
overcome in a pay-for-performance
plan.
Merit-pay increases
Inflation
Salary cap performance level
Compensation equation

17. To avoid legal difficulties related to
performance appraisals and enhance credibility in
court, employers should
Present only the employees perspective.
Have friends testify.
Present only the managers perspective.
Document appraisal ratings and reason for
termination.
18.___________ is the process where managers
provide feedback to the employees regarding their
past and present job performance proficiency, as
well as a basis for improving performance in the
future.
Performance management
Selection
Placement
Recruiting
Find the quiz answers here HRM 531 Knowledge
check

19. If objective performance data are available,
which of the following is the best strategy to
use?
MBO
BARS
summated rating scales
work planning and review
20. In _____, workers have been fired for
refusing to quit smoking, for living with someone
without being married, drinking a competitors
product, motorcycling, and other legal activities
outside of work.
constructive discharge
lifestyle discrimination
invasion of privacy
defamation

21. Organizations periodically turn to _________
to meet demands for talent brought about by
business growth and a desire for fresh ideas, or
to replace employees who leave.
entry-level employees
their subsidiaries
outside labor markets
former employees
Download for answers HRM 531 Week 6 Complete
22. This made extensive changes to the Employee
Retirement Income Security Act (ERISA) of 1974
that governs employer-sponsored, qualified (for
tax deferral) retirement-benefit plans.
The Pension Protection Act (PPA) of 2006
Short-Term Severance Pay laws
Employer Cost Shifting laws
Short-Term Disability laws

23. The Civil Rights Act of 1991 offered what for
victims of unintentional discrimination?
Race-norming
Affirmative action
Monetary damages and jury trials
Adverse impact
24. When companies discover they can communicate
better with their customers through employees who
are similar to their customers, those companies
then realize they have increased their _____
diversity.
external
internal
primary
secondary
Click here and download HRM 531 Final Exam
Answers

25. In determining the competitiveness of
benefits, senior management tends to focus mainly
on
worth
value
security
cost
26. If employers fail to check closely enough on
a prospective employee who then commits a crime
in the course of performing his or her job
duties, they can be held liable for
Loss of consortium.
Negligent hiring.
Hostile environment.
Quid pro quo.

27. Properly designed incentive programs work
because they are based on two well-accepted
psychological principles (1) increased
motivation improves performance and (2)
recognition is a major factor in
motivation
the Rucker plan
control-based compensation
the Scanlon plan
Want help? Click to download HRM 531 Complete
Assignments
28. Hard quotas
Are a concerted effort by the organization to
actively expand the pool of applicants so that no
one is excluded because of past or present
discrimination?
Systematically favor women and minorities in
hiring and promotion decisions.
Are a commitment to treat all races and sexes
equally in all decisions about hiring, promotion,
and pay?
Represent a mandate to hire or promote specific
numbers or proportions of women or minority group
members.

29. Mary arrives at her new job. Before she can
begin actually doing the work, she must complete
a series of activities including role playing and
virtual reality interactions. What type of
training method does Marys new employer
use?
Simulation
On-the-job training
Organizational development
Information presentation
30. A _____ occurs when parties are unable to
move further toward settlement.
lockout
grievance
bargaining impasse
mediation

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Final Exam assignment from UOP. Other topics in
the class are as follows
HRM 531 Week 1 DQ 1
HRM 531 Week 1 DQ 2
HRM 531 Week 1 Complete
HRM 531 Week 2 DQ 1
HRM 531 Week 2 DQ 2
HRM 531 Week 2 Employment Law Compliance Plan
HRM 531 Week 2 Complete
HRM 531 Week 3 DQ 1
HRM 531 Week 3 DQ 2
HRM 531 Week 3 Compensation and Benefits
Strategies Recommendations
HRM 531 Week 3 Complete