1.Nicole was recently promoted at a leading IT firm. Her supervisor has given her access to previously-restricted programs, and Nicole can now retrieve certain confidential data necessary to her job responsibilities. Given the nature of her work, which of the following elements of a high-performance work system is illustrated in this scenario?
staffing
task design
information systems
organizational structure
reward systems
2.One of the least expensive and least time-consuming ways to train multiple trainees on a specific topic is through ________.
a simulation
audiovisual training
computer-based training
action learning
classroom instruction
3.PrettiGud Furniture has seen sales decline in a highly competitive environment. To be able to offer a lower-cost product, management decides to close its factory in Alabama, laying off 85 workers from the company’s 465-person workforce. Under the Workers’ Adjustment Retraining and Notification Act, what must PrettiGud Furniture do?
It must give the employees 60 days’ notice before it can begin the layoffs.
It must provide all the employees with exit interviews.
It must request employees’ consent before releasing their job records.
It must explain employment-at-will principles to the employees.
It is required to seek legal advice to identify any exemptions available.
4.Sofia, a human resources executive, emphasizes to her staff that the department should focus on serving its “customer,” the company’s employees. Which of the following activities best expresses treatment of employees as customers?
directing employees who call to submit their questions in writing on a certain form
telling employees what they must do to meet the needs of the HR department
providing employees with the training they need to succeed at work
keeping records of whether employees complete training when it is required
reporting safety performance to the Occupational Safety and Health Administration
5.The human resource department of Brown Industries, a consumer electronics manufacturer, wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up-to-date. The HR manager looks into “training systems” and identifies five top results. Which of the following systems describes a learning management system?
K-Learn: software for the creation of training videos
Recruit Plus: software used by HR department to administer tests to job candidates
E-Valuate: an assessment tool that evaluates employees’ readiness to learn new skills
Crimson: a system that automates the process of administering and delivering training
Performa: software used by HR departments to evaluate job performance
6.The human resource department of Winston Memorial Hospital has played a leading role in helping the hospital become a high-performance work system. Recently, the team has been focusing on the organization’s performance management. Which of the following efforts would most directly ensure that performance management supports the development of a high-performance work system?
ensuring the confidentiality of the organization’s primary objectives
making sure employees know how their work contributes to the hospital’s mission
identifying and hiring people who are enthusiastic about and able to contribute to teamwork
preventing organizational culture from influencing employees’ behaviors
developing the hospital’s talent to move into positions of greater responsibility
7.The management at a pesticide manufacturing company has observed a decline in quality measures. The managers ask Robin, the firm’s HR manager, to investigate whether training might solve the problem. Robin conducts needs assessment and recommends a training plan. Which of the following conditions would most likely have been an observation during Robin’s person analysis?
The goals of the firm are more focused on the specific needs of a narrow market segment.
Machinery and other production equipment in the firm’s plant pose a hazard to the employees operating them.
Training programs offered by the firm lack specific goals and methods for measuring their success.
Employees of the firm’s production department lack clarity in decisions regarding quality standards for manufacturing.
The firm’s budget for training has declined from the year before.
