Labor Relations Exam
Bank
Course Introduction
Labor Relations explores the dynamic relationship between employers, employees, and the organizations that represent them, such as labor unions. This course examines the historical development, legal framework, and socioeconomic factors influencing labor relations, while analyzing collective bargaining, negotiation strategies, conflict resolution, and grievance procedures. Students will gain insight into the rights and responsibilities of both labor and management, the role of government in regulating labor practices, and contemporary issues affecting the workplace, such as globalization, technology, and changing labor markets. The course prepares students to understand and navigate the complexities of labor relations in diverse organizational settings.
Recommended Textbook
Strategic Staffing Global 3rd Edition by Jean
M. Phillips
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13 Chapters
650 Verified Questions
650 Flashcards
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Page 2
Chapter 1: Strategic Staffing
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49 Flashcards
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Sample Questions
Q1) Leo Ink is a company that produces stationery items.In order to remedy the current low-profit situation,the company plans to hire personnel and form a brand new marketing team.The labor market proves to have a shortage of qualified marketing personnel.In this situation,which of the following strategies could Leo Ink follow to make profits?
A)increase offered salary to hire marketing personnel
B)increase its scale of production instead of hiring people
C)branch into production of other items
D)continue in the present state
Answer: A
Q2) Which of the following does an employer have to do if hiring from the traditional labor pool?
A)automate the job
B)increase training
C)reduce required qualifications
D)provide competitive pay
Answer: D
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Chapter 2: Business and Staffing Strategies
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Q1) A software company has a high turnover rate.What staffing strategy would be most appropriate?
A)hiring people with the potential to be promoted over a period of years
B)hiring people quickly even if their skills are not as high as required
C)slowing down the hiring process to try to find better recruits
D)filling vacancies quickly with people who are able to perform with minimal job training
Answer: D
Q2) Explain when an organization would use talent-oriented rather than job-oriented staffing.
Answer: An organization would use job-oriented staffing when it needs to fill a specific job opening.It would pursue talent-oriented staffing when labor markets are tight and good recruits are hard to find,or to address anticipated skill gaps in advance of actual needs.This alternative philosophy encourages people within the firm to identify where its future skill gaps are going to be well in advance of its actual needs.This way the firm can inject a continuous stream of talent into the staffing pipeline to ensure there are always qualified people in various stages of the hiring process.
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4
Chapter 3: The Legal Context
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Sample Questions
Q1) A manager only hires Hispanic women as secretaries.This is an example of
A)disparate treatment
B)disparate impact
C)negligent hiring
D)sexual harassment
Answer: A
Q2) Seniority-based promotions make leadership competencies important hiring criteria even for lower-level positions.
A)True
B)False
Answer: True
Q3) A BFOQ is a(n)________.
A)requirement for establishing a case of discrimination
B)exception to employment-at-will relationship
C)characteristic that is essential to the performance of a specific job
D)analysis of a firm's competitive advantage
Answer: C
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Chapter 4: Strategic Job Analysis and Competency
Modeling
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Q1) When the main job duties have already been determined,a(n)________ job analysis would be required.
A)inductive
B)deductive
C)reactive
D)idiosyncratic
Q2) In an inductive job analysis,the main job duties and work tasks have been determined beforehand.
A)True
B)False
Q3) Which of the following are advantages of using structured questionnaires for job analysis?
A)speed and low reading level
B)standardization and low reading level
C)standardization and the ability to capture unique aspects of the job
D)speed and low cost
Q4) Analyzing the requirements of a job as it exists today is a future-oriented job analysis.
A)True
B)False
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Chapter 5: Forecasting and Planning
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Sample Questions
Q1) The most comprehensive source of free data on conditions in the U.S.labor market is the U.S.Bureau of Labor Statistics (BLS).
A)True
B)False
Q2) Which term refers to the proportion of applicants moving from one stage of the hiring process to the next?
A)staffing yields
B)hiring yields
C)attrition
D)retention
Q3) Which of the following is a way in which many organizations try to reduce their need for skills that will be in short supply for a number of years?
A)exiting certain lines of business
B)redesigning jobs
C)focusing on other areas where there is adequate labor supply
D)focus on unskilled labor
Q4) What are talent inventories and replacement charts,and how are they used in forecasting labor supply?
Q5) Describe the five steps in the workforce planning process.
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Chapter 6: Sourcing: Identifying Recruits
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Q1) The need to acknowledge and respect the diversity of local cultures when sourcing and managing a global workforce is called ________.
A)integration
B)diversification
C)localization
D)differentiation
Q2) Hiring top talent away from another company is an example of using which recruiting source?
A)raiding competitors
B)employee referrals
C)internet data mining
D)networking
Q3) Which of the following refers to the training of employees to extend their capabilities and prepare them to assume other jobs and roles in the firm?
A)leadership development program
B)internal job posting
C)employee development
D)succession management
Q4) What is employee profiling? How can it be used to create a sourcing plan?
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Chapter 7: Recruiting
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Q1) Recruiters influence job seekers,depending on the degree to which they are seen as reliablesignals,giving a realistic previewof what it would be like towork for that company.
A)True
B)False
Q2) Peter will not take a job that offers a salary below $45,000 per annum but is flexible on where the job is located.For Peter,pay is a ________.
A)non-compensatory screening factor
B)bona fide occupational qualification
C)terminal decision point
D)compromise factor
Q3) What are recruiter profiles and how are they used in staffing?
Q4) Distributive fairness is the perceived fairness of the hiring or promotion outcome.
A)True
B)False
Q5) Realistic job previews can help counter inaccurate employer images.
A)True
B)False
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Chapter 8: Measurement
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Sample Questions
Q1) If a test score is at the 90th percentile,then which of the following is true?
A)Only 10% of the test takers scored higher than this.
B)This is in the bottom 10% of the distribution.
C)About 90% of the test takers scored higher than this.
D)This is the most commonly observed score in the test.
Q2) Which of the following is true regarding the standard error of measurement (SEM)?
A)The SEM is a useful measure of the accuracy of individual scores.
B)The higher the SEM,the more accurate the measurements.
C)With longer periods between administrations,SEMs are likely to go down.
D)If the SEM is 1,then the observed score is the true score.
Q3) When predictor and job performance scores have been obtained,the predictor can be considered valid and useful if the correlation coefficient ________.
A)has both practical and statistical significance
B)has statistical significance alone
C)is insignificant
D)has practical significance alone
Q4) The median is the score that is in the 50th percentile.
A)True
B)False
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Chapter 9: Assessing External Candidates
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Q1) The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.
A)person-job fit
B)person-group fit
C)person-organization fit
D)supplementary fit
Q2) Online applications give the candidate real time status information and A)a deadline for completing the application
B)flexibility to complete at their own convenience
C)ability to submit a hard copy of the application
D)increase the burden placed on recruiters
Q3) Involving customers and external stakeholders in the interview process can increase the job fit with candidates.
A)True
B)False
Q4) How does a biodata differ from a résumé and cover letter?
Q5) Compare and contrast structured and unstructured interviews.
Q6) What are the different types of fit and when would each be most important to assess?
Page 11
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Chapter 10: Assessing Internal Candidates
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Sample Questions
Q1) The first passage in the career crossroads model is managing others.
A)True
B)False
Q2) Succession management means identifying specific back-up candidates for specific senior management positions.
A)True
B)False
Q3) Managers' involvement and commitment is critical to the success of the succession management process because ________.
A)their skills assessments are central to the preparation of identified candidates for future positions
B)they will be the future employers of the promoted employees
C)managers need to develop their own replacements by training their subordinates adequately
D)their bonuses are tied to the success of their subordinates
Q4) What is a multisource assessment system and what are the sources typically used? What are the strengths and limitations of each rating source?
Q5) Why should succession management be integrated with career development?
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Chapter 11: Choosing and Hiring Candidates
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Sample Questions
Q1) Which of the following is true of an employment contract?
A)Not every employee has an employment contract.
B)To be enforceable,the contract has to be in writing.
C)Verbal contracts generally supersede written contracts.
D)At-will employees have a definite time period of service mentioned.
Q2) Job candidates can renege on an accepted job offer,not companies.
A)True
B)False
Q3) Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.
A)True
B)False
Q4) To be legal,job offers must be presented in writing.
A)True
B)False
Q5) A written employment contract is considered to be an explicit employment contract.
A)True
B)False
Q6) List and describe four factors that influence the content of a job offer.
Page 13
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Chapter 12: Managing Workforce Flow
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Sample Questions
Q1) Companies generally try to minimize turnover that is ________.
A)unavoidable,voluntary,and functional
B)voluntary and functional
C)voluntary,dysfunctional,and avoidable
D)dysfunctional and involuntary
Q2) Socialization programs putting newcomers through a common set of experiences as a group rather than individually are called ________.
A)one-time programs
B)collective programs
C)variable programs
D)tournament programs
Q3) How is orientation different from socialization?
Q4) When a call center fires an employee who cannot meet her call volume goals,which of the following types of turnover has occurred?
A)dysfunctional
B)functional
C)avoidable
D)voluntary
Q5) Describe some alternatives to layoffs.
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Chapter 13: Staffing System Evaluation and Technology
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Sample Questions
Q1) The ________ reflects whether the company hired the people it set out to as defined by hiring manager's predetermined job performance requirements.
A)cost per hire
B)quality of hire
C)value of top performers
D)return investment
Q2) The HR manager of a manufacturing firm was calculating the amount spent annually by the company on its staffing practices.Which of the following should not be classified as a hiring cost?
A)background checks on candidates
B)candidates' travel expenses
C)referral bonuses
D)productivity losses due to the vacancy
Q3) E-recruiting should be used when ________.
A)a small number of candidates are needed
B)the job description specifies only average educational qualifications
C)all other methods of recruitment have proven to be ineffective
D)the candidates being targeted come from specific labor markets
Q4) Describe a balanced staffing scorecard and how it is used.
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