Employee Relations
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Course Introduction
Employee Relations explores the dynamic interactions between employers and employees within organizations, focusing on the policies, practices, and processes that govern the workplace environment. The course examines the foundations of employee relations, including communication, negotiation, conflict resolution, disciplinary procedures, and grievance handling. Students will analyze the roles of trade unions, management, and human resource professionals in fostering positive work environments and will study relevant laws and ethical considerations affecting employee relations. By integrating theory and real-world cases, the course equips students with the skills to effectively manage workplace relationships, resolve disputes, and contribute to overall organizational success.
Recommended Textbook
Human Resource Management 5th Edition by Lawrence Kleiman
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15 Chapters
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1500 Flashcards
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Page 2
Chapter 1: Human Resource Management and Competitive Advantage
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100 Verified Questions
100 Flashcards
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Sample Questions
Q1) According to recent research, more and more organizations are realizing that to sustain a competitive advantage, organizations must focus more attention on:
A) human resource management practices.
B) careful industry-centered procedures.
C) developing efficient distribution systems.
D) marketing research practices.
Answer: A
Q2) Recent studies have shown little connection between workers' job satisfaction and their intentions to stay with their organization.
A)True
B)False
Answer: False
Q3) Who among the following identified the 16 HRM practices that can enhance a firm's competitive advantage?
A) Chris Ryan
B) Jeffrey Pfeffer
C) Shari Caudron
D) Rosemary Batt
Answer: B
Page 3
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Chapter 2: Understanding the Legal and Environmental
Context of Hrm
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100 Flashcards
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Sample Questions
Q1) Which process is used to determine whether between-group differences in hiring rates are large enough to be important in a disparate impact case?
A) McDonnell-Douglas test
B) Four-fifths rule
C) Utilization analysis
D) Quota analysis
Answer: B
Q2) Subcategories of people within each protected classification are referred to as:
A) protected categories.
B) protected divisions.
C) protected groups.
D) protected sects.
Answer: C
Q3) An invisible barrier in many organizations that has hindered the advancement of women and minorities is called the glass ceiling.
A)True
B)False
Answer: True
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Chapter 3: Planning for Human Resources
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Sample Questions
Q1) Describe measures organizations can take to ensure the confidentiality of sensitive HRIS information.
Answer: Organizations can create security measures in the following ways: (1) Ensure that all users log off before they leave the PC; (2) Caution users not to give their password to anyone; (3) Change passwords on a regular basis; (4) Ensure that current and backup copies are controlled so that only authorized users can obtain them; (5) Monitor procedures to ensure that effective security is being maintained; (6) Keep detailed audit trails and encrypt raw data so that it makes no sense to an unauthorized user; (7) Ensure that Social Security numbers are removed from employment applications and pay stubs.
Q2) ____ networks link a firm's intranet to a variety of outside organizations.
A) Extranet
B) HR net
C) Intranet
D) Metronet
Answer: A
Q3) Most organizations engaged in HR planning do not rely on computer technology.
A)True
B)False
Answer: False
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Chapter 4: Analyzing Jobs
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Sample Questions
Q1) Performing an adequate job analysis will not help an employer establish the job-relatedness of its selection process.
A)True
B)False
Q2) Critical incidents are specific activities that distinguish effective from ineffective job performance.
A)True B)False
Q3) Job analysis information may be divided into all the following EXCEPT:
A) job content.
B) job context.
C) worker context.
D) worker requirements.
Q4) Job analysis-based performance appraisal forms generally provide a better basis for giving feedback to employees.
A)True
B)False
Q5) Explain the more commonly used special-purpose job description format approaches.
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Chapter 5: Recruiting Applicants
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Sample Questions
Q1) Recruitment costs per hire typically equal ____ of a new hire's annual salary.
A) one-tenth
B) one-fourth
C) one-third
D) one-half
Q2) Workers promoted into supervisory positions in the units in which they were already working have difficulty dealing with past coworkers. This is a potential problem associated with:
A) external recruitment.
B) internal recruitment.
C) subjective selection processes.
D) objective selection processes.
Q3) Advantages of internal recruitment over external recruitment include all the following except:
A) the qualifications of internal candidates are already well known to the employer.
B) internal recruitment is less expensive.
C) internal recruitment helps fill job openings more quickly.
D) internal candidates require more orientation and training.
Q4) What are the goals of an effective recruiting program?
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Chapter 6: Selecting Applicants
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Sample Questions
Q1) Predictor scores report the job performance level achieved by an individual, usually based on supervisor evaluations.
A)True
B)False
Q2) When utilizing a criterion-related strategy, ____ represent the job performance level achieved by the individual, usually based on supervisor evaluations.
A) predictor scores
B) value-added scores
C) criterion scores
D) reliability scores
Q3) Effective selection practices can impact an organization's competitive advantage in all but which of the following ways?
A) Improved productivity
B) Achieving legal compliance
C) Increased profits
D) Increased training costs
Q4) Describe the steps involved in conducting a predictive and concurrent validation process.
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Page 8
Chapter 7: Training and Developing Employees
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Sample Questions
Q1) Which of the following methods is best suited to teach trainees a particular task if there is only one right way of performing that task?
A) Behavior modeling
B) Role-playing
C) Case method
D) Lecture
Q2) Experienced supervisors who establish relationships with new managers are know as action learners.
A)True
B)False
Q3) Describe how organizations can assess whether or not training programs have met their objectives.
Q4) According to the study conducted by Fred Luthans, which factor has been identified to have the greatest influence on managerial promotions?
A) Experience
B) Ability
C) Performance
D) Networking
Q5) Manager effectiveness has an enormous impact on competitive advantage. Explain.
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Chapter 8: Appraising Employee Job Performance
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Sample Questions
Q1) Describe the link between performance appraisal and competitive advantage.
Q2) ____ refers to the degree to which the rating form includes information that indicates the level or merit of a person's job performance.
A) Relatedness
B) Relevance
C) Reinforcement
D) Reliability
Q3) An advantage associated with employee comparison systems is the ability to compare the performance of people from different departments fairly.
A)True
B)False
Q4) All but which of the following are disadvantages associated with MBO?
A) MBO does not specify the behaviors required to reach goals.
B) MBO allows employees to have a say in how their performance will be measured.
C) MBO does not provide a basis for comparing performance standards among employees.
D) MBO goal achievement may depend on factors outside a worker's control.
Q5) Discuss the role of a manager while conducting a performance appraisal.
Q6) Describe the key elements of an effective appraisal system.
Page 10
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Chapter 9: Determining Pay and Benefits
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Sample Questions
Q1) To lessen the chance of having to pay for unauthorized overtime, supervisors should be trained to avoid pressurizing employees to report for work early, stay late, or to take work home.
A)True
B)False
Q2) Which of the following courses of action should an employer take when state minimum wage levels differ from that imposed by the FLSA?
A) Pay employees FLSA minimum wages.
B) Pay employees state minimum wages.
C) Pay employees the lesser of the two rates.
D) Pay employees the higher of the two rates.
Q3) What is the difference between establishing a pay policy and establishing pay rates?
Q4) How is job evaluation conducted? Explain any one method of the job evaluation process.
Q5) Contrary to equity theory predictions, tension-reducing responses occur only when employees believe they are underpaid.
A)True
B)False
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Chapter 10: Implementing Productivity Improvement Programs
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Sample Questions
Q1) A(n) ____ program must ensure that job performance is accurately measured and the ratings reflect actual job performance levels to build employee trust in the system.
A) pay-for-performance
B) employee empowerment
C) performance appraisal
D) performance evaluation
Q2) When a straight piecework plan is used, workers are paid depending on whether they have met the required standards.
A)True
B)False
Q3) Getting a good feeling after successfully completing a challenging assignment is an example of an intrinsic reward.
A)True
B)False
Q4) Piece rate plans base an individual's wages on the number of product units produced by the employee.
A)True
B)False
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Chapter 11: Complying With Workplace Justice Laws
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Sample Questions
Q1) The monitoring of employees' email and Internet usage is not widespread.
A)True
B)False
Q2) The Privacy Act of 1974 requires all companies to give their employees access to information kept in their personal files.
A)True
B)False
Q3) The majority of today's companies are monitoring employees' email and Internet usage for all but which of the following reasons?
A) To detect wastage of working hours.
B) To protect themselves from computer viruses.
C) To protect themselves from computer hackers.
D) To protect themselves from leaks of confidential information.
Q4) Employers should do all but which of the following to prevent sexual harassment?
A) Establish a written policy prohibiting sexual harassment.
B) Establish a committee composed of only women to investigate sexual harassment.
C) Provide appropriate supervisory training.
D) Establish investigation guidelines.
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Chapter 12: Understanding Unions and Their Impact on Hrm
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Sample Questions
Q1) According to research, what is the typical effect of unionization on profitability?
A) Unionized firms are more profitable than nonunionized firms.
B) Unionized firms are less profitable than nonunionized firms.
C) Unionized firms are as profitable as nonunionized firms.
D) Unionization has no impact on profitability.
Q2) Which of the following represents the least favorable settlement that a party is willing to accept on a given negotiated issue?
A) The realistic bargaining objective
B) The unrealistic bargaining objective
C) The optimistic bargaining objective
D) The pessimistic bargaining objective
Q3) ____ occurs when a party to the bargaining process presents obviously unacceptable proposals or offers no alternatives or counterproposals.
A) Pattern bargaining
B) Surface bargaining
C) Good faith bargaining
D) Procedural bargaining
Q4) Discuss why workers join unions.
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Chapter 13: Meeting Employee Safety and Health Needs
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Sample Questions
Q1) All but which of the following factors have been identified as factors associated with the job that can create stress?
A) Unrealistic deadlines for completing work.
B) Clear perceptions regarding one's role in the organization.
C) Lack of support from management.
D) Uncertainty regarding downsizing.
Q2) How should a manager ensure safety and investigate accidents? Explain.
Q3) Which of the following programs relieve stress by reducing worker uncertainty regarding rewards?
A) Performance evaluation programs
B) Multiphase training programs
C) Pay-for-performance programs
D) Productivity improvement programs
Q4) Supervisors can detect substance abuse by:
A) conducting performance appraisals.
B) conducting performance evaluations.
C) observing their employees' behavior.
D) evaluating their employees' behavior.
Q5) Describe the safety and health requirements imposed on most employers by federal law.
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Chapter 14: Establishing Hrm Practices in Foreign Countries
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Sample Questions
Q1) When it comes to assessing expatriate managers' job performance, the key question is, "How soon after the assignment begins should the appraisal be conducted?"
A)True
B)False
Q2) Japanese managers like to settle conflict in public while American managers prefer to solve problems behind closed doors.
A)True
B)False
Q3) ____ is the ability of an expatriate to find other pleasurable pursuits that can serve as substitutes.
A) Relationship substitution
B) Adaptability
C) Reinforcement substitution
D) Substitution tendency
Q4) What are the ways in which international human resource management issues affect the line manager's job?
Q5) Describe the rights of expatriates with respect to U.S. EEO regulations.
Q6) Describe the advice you would give to a manager assigned to a position in Japan.
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Chapter 15: Working in the Hrm Field
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Sample Questions
Q1) ____ usually are responsible for developing job descriptions and facilitating the job evaluation process.
A) Compensation specialists
B) Diversity specialists
C) Industrial relations specialists
D) Training and development specialists
Q2) HRM best practices include all but which of the following?
A) Monitoring the effectiveness of recruiting sources.
B) Validating selection practices.
C) Conducting unstructured, rather than structured, employment interviews.
D) Use cognitive ability tests and biographical inventories when selecting candidates for most jobs.
Q3) ____ provide the greatest opportunity for HRM career growth.
A) Small organizations
B) Large organizations
C) Midsized organizations
D) Local governmental organizations
Q4) How do organizations determine who can become VP of human resources?
Q5) What are the roles played by HR professionals in the area of workplace ethics?
Page 17
Q6) Describe what companies are looking for in candidates for entry-level HRM jobs.
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