AHLEI Final Exam Questions With Correct
Answers
Which |of |the |following |statements |regarding |organizations |in |the |US |is |true?
A) |all |employers |are |required |to |abide |by |EEO |laws |and |regulations
B) |all |employers |are |required |to |have |affirmative |action |programs
C) |affirmative |action |programs |are |voluntary |for |all |employers
D) |all |of |the |above |statements |are |true
A) |all |employers |are |required |to |abide |by |EEO |laws |and |regulations
Low |morale |in |the |workplace |can |most |often |be |attributed |to...
A) |management |actions |that |are |unpopular |with |employees
B) |inadequate |training
C) |poor |hiring
D) |conflicts |with |co-workers
A) |management |actions |that |are |unpopular |with |employees
The |age |discrimination |in |employment |act |(ADEA) |protects |employees |who |are...
A) |under |the |age |of |eighteen
B) |forty |years |or |older
C) |over |the |age |of |fifty-five
D) |over |the |age |of |sixty
B) |forty |years |or |older
The |immigration |reform |and |control |act |(IRCA) |requires |that |all |employers, |regardless |of |size, |
must...
A) |verify |that |applicants |are |authorized |to |work |in |the |US
B) |provide |detailed |affirmative |action |reports |to |the |EEOC |on |an |annual |basis
C) |prove |that |newly |hired |employees |are |US |citizens
D) |all |of |the |above
A) |verify |that |applicants |are |authorized |to |work |in |the |US
The |family |and |medical |leave |act |(FMLA) |applies |to...
A) |males |and |females |equally
B) |all |employers, |regardless |of |size
,C) |all |employers |of |any |organization |with |fifty |or |more |employees
D) |none |of |the |above
A) |males |and |females |equally
Which |of |the |following |recruitment |advertisements |is |discriminatory?
A) |"Now |hiring |to |fill |bus |person |openings"
B) |"Flexible |part-time |opportunities |for |retirees"
C) |"Server |positions |now |available"
D) |all |of |the |above |are |discriminatory
B) |"Flexible |part-time |opportunities |for |retirees"
Employers |can |help |protect |themselves |from |wrongful-discharge |complaints |and |lawsuits |by...
A) |forcing |employees |to |sign |all |notices |of |disciplinary |action
B) |specifying |and |then |following |the |company's |discharge |policy
C) |clarifying |in |the |employee |handbook |that |the |employees |and |employer |are |entering |an |
employment |contract
D) |applying |discharge |criteria |on |a |case-by-case |basis
B) |specifying |and |then |following |the |company's |discharge |policy
How |often |a |particular |job |is |analyzed |depends |primarily |on |the...
A) |turnover |rate |of |employees |who |perform |the |tasks |associated |with |the |position
B) |degree |of |change |associated |with |the |position
C) |number |of |employees |who |hold |the |particular |position
D) |all |of |the |above
B) |degree |of |change |associated |with |the |position
Which |of |the |following |managerial |tools |is |most |affected |by |the |results |of |a |comprehensive |
job |analysis?
A) |job |rotation |schedules
B) |job |enlargement |plans
C) |labor |forecasts
D) |job |descriptions
D) |job |descriptions
The |process |of |determining |how |a |job |will |be |done |is |referred |to |as |job:
A) |design
B) |specification
, C) |analysis
D) |description
D) |description
A |200-room |hotel |anticipates |a |50% |occupancy |rate |for |the |upcoming |year. |If |the |desired |
labor |productivity |ratio |of |employees |to |occupied |rooms |is |1.2, |how |many |employees |will |the |
hotel |need |over |the |next |twelve |months:
A) |485
B) |120
C) |250
D) |241
B) |120
The |costs |associated |with |the |minimum |number |of |employees |required |to |operate |a |hotel |or |
restaurants |are |referred |to |as:
A) |fixed |labor |expenses
B) |variable |labor |expenses
C) |minimum |productivity |standards
D) |none |of |the |above
A) |fixed |labor |expenses
Promotion, |layoff, |and |retirement |policies |are |typically |contained |in:
A) |staffing |guides
B) |succession |charts
C) |skills |inventories
D) |union |contracts
D) |union |contracts
Which |of |the |following |represents |a |major |advantage |of |external |recruiting?
A) |shorter |training |and |orientation |periods
B) |increased |employee |morale
C) |can |often |serve |as |a |form |of |advertising |for |the |operation
D) |all |of |the |above
C) |can |often |serve |as |a |form |of |advertising |for |the |operation
Recruiters, |regardless |of |where |they |are |from, |typically |ask |candidates:
A) |the |same |types |of |questions
B) |about |family |or |personal |matters
Answers
Which |of |the |following |statements |regarding |organizations |in |the |US |is |true?
A) |all |employers |are |required |to |abide |by |EEO |laws |and |regulations
B) |all |employers |are |required |to |have |affirmative |action |programs
C) |affirmative |action |programs |are |voluntary |for |all |employers
D) |all |of |the |above |statements |are |true
A) |all |employers |are |required |to |abide |by |EEO |laws |and |regulations
Low |morale |in |the |workplace |can |most |often |be |attributed |to...
A) |management |actions |that |are |unpopular |with |employees
B) |inadequate |training
C) |poor |hiring
D) |conflicts |with |co-workers
A) |management |actions |that |are |unpopular |with |employees
The |age |discrimination |in |employment |act |(ADEA) |protects |employees |who |are...
A) |under |the |age |of |eighteen
B) |forty |years |or |older
C) |over |the |age |of |fifty-five
D) |over |the |age |of |sixty
B) |forty |years |or |older
The |immigration |reform |and |control |act |(IRCA) |requires |that |all |employers, |regardless |of |size, |
must...
A) |verify |that |applicants |are |authorized |to |work |in |the |US
B) |provide |detailed |affirmative |action |reports |to |the |EEOC |on |an |annual |basis
C) |prove |that |newly |hired |employees |are |US |citizens
D) |all |of |the |above
A) |verify |that |applicants |are |authorized |to |work |in |the |US
The |family |and |medical |leave |act |(FMLA) |applies |to...
A) |males |and |females |equally
B) |all |employers, |regardless |of |size
,C) |all |employers |of |any |organization |with |fifty |or |more |employees
D) |none |of |the |above
A) |males |and |females |equally
Which |of |the |following |recruitment |advertisements |is |discriminatory?
A) |"Now |hiring |to |fill |bus |person |openings"
B) |"Flexible |part-time |opportunities |for |retirees"
C) |"Server |positions |now |available"
D) |all |of |the |above |are |discriminatory
B) |"Flexible |part-time |opportunities |for |retirees"
Employers |can |help |protect |themselves |from |wrongful-discharge |complaints |and |lawsuits |by...
A) |forcing |employees |to |sign |all |notices |of |disciplinary |action
B) |specifying |and |then |following |the |company's |discharge |policy
C) |clarifying |in |the |employee |handbook |that |the |employees |and |employer |are |entering |an |
employment |contract
D) |applying |discharge |criteria |on |a |case-by-case |basis
B) |specifying |and |then |following |the |company's |discharge |policy
How |often |a |particular |job |is |analyzed |depends |primarily |on |the...
A) |turnover |rate |of |employees |who |perform |the |tasks |associated |with |the |position
B) |degree |of |change |associated |with |the |position
C) |number |of |employees |who |hold |the |particular |position
D) |all |of |the |above
B) |degree |of |change |associated |with |the |position
Which |of |the |following |managerial |tools |is |most |affected |by |the |results |of |a |comprehensive |
job |analysis?
A) |job |rotation |schedules
B) |job |enlargement |plans
C) |labor |forecasts
D) |job |descriptions
D) |job |descriptions
The |process |of |determining |how |a |job |will |be |done |is |referred |to |as |job:
A) |design
B) |specification
, C) |analysis
D) |description
D) |description
A |200-room |hotel |anticipates |a |50% |occupancy |rate |for |the |upcoming |year. |If |the |desired |
labor |productivity |ratio |of |employees |to |occupied |rooms |is |1.2, |how |many |employees |will |the |
hotel |need |over |the |next |twelve |months:
A) |485
B) |120
C) |250
D) |241
B) |120
The |costs |associated |with |the |minimum |number |of |employees |required |to |operate |a |hotel |or |
restaurants |are |referred |to |as:
A) |fixed |labor |expenses
B) |variable |labor |expenses
C) |minimum |productivity |standards
D) |none |of |the |above
A) |fixed |labor |expenses
Promotion, |layoff, |and |retirement |policies |are |typically |contained |in:
A) |staffing |guides
B) |succession |charts
C) |skills |inventories
D) |union |contracts
D) |union |contracts
Which |of |the |following |represents |a |major |advantage |of |external |recruiting?
A) |shorter |training |and |orientation |periods
B) |increased |employee |morale
C) |can |often |serve |as |a |form |of |advertising |for |the |operation
D) |all |of |the |above
C) |can |often |serve |as |a |form |of |advertising |for |the |operation
Recruiters, |regardless |of |where |they |are |from, |typically |ask |candidates:
A) |the |same |types |of |questions
B) |about |family |or |personal |matters
