SHRM PRACTICE QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE

SHRM PRACTICE QUESTIONS AND ANSWERS WITH COMPLETE SOLUTIONS VERIFIED LATEST UPDATE Terms in this set (289) The Taft- Hartley Act outlawed closed shops (except for the construction industry), what was the reason behind this? a. It required employees to join the union within 30 days of being hired b. Employees must belong to the union and only union members could be hired c. It requires everyone to pay union dues regardless if they were union members or not d. all of the above B: Employees must belong to the union and only union members could be hired True or False: The National Labor Relations Board has played an influential role in how social media law is being developed. True Which of the following is NOT an example of involuntary absenteeism/turnover? a. Resignation b. Illness c. Layoff d. Termination A: Resignation Intergroup conflict refers to clashes between two or more groups, teams, or departments. Which of these is a cause of this conflict? a. Competition for resources b. Opposing viewpoints c. Task interdependence regarding the coordination of work d. All of the above D: All of the above True or False: In terms of intergroup conflict, functional conflict has negative impact of organizational performance. False There are four steps in analyzing workforce planning; they are the supply model analysis, demand model analysis, gap analysis, and the solution analysis. Which of the following describes the gap analysis? a. Reviews an organization's current labor supply b. Estimates future business plans and objectives c. Compares variances in the supply and demand models to identify skill surpluses and deficiencies d. Focuses on how to tackle gaps in current and future staffing needs through recruiting, training and development, contingent staffing, or outsourcing C: Compares variances in the supply and demand models to identify skill surpluses and deficiencies Behavioral and personality assessments can be used for employee development or to evaluate the characteristics of candidates that might factor into job performance. Which of the following is not a factor that an employer needs to provide while using these tests? a. Documentation that reflects reliability b. What the test is designed to measure c. What behaviors the test is intended to predict d. Demographics of employees taking the test D: Demographics of employees taking the test ________ firms are wide, providing more ______ and responsibility to middle and lower hierarchical level staff, allowing for more active involvement from an increased number of employees. a. Centralized; autonomy b. Decentralized; rules c. Decentralized; autonomy d. Organizational; autonomy C: Decentralized; autonomy _ consists of management and union representatives coming together to reach an agreement that will be acceptable to each respective party. a. Collective bargaining b. National Labor Relations Board c. Taft- Hartley Act d. Federal Labor Relations Council A: Collective bargaining True or False: Both Human Resources information systems and human capital management provide the benefit of employee self- service options that allow employees to take ownership of administrative tasks such as updating personal information. True If you were looking for a system for document management, policy or benefit access, budgeting and forecasting, applicant tracking, and engagement and retention tools, should you use human resources information systems or human capital management? Human capital management True or False: A job description outlines essential job functions and identifies major job duties and responsibilities True The main elements of a job description include the following: identification; job summary; essential functions, duties, and responsibilities; as well as job specification. Which of the following is included in the identification? a. General synopsis of major tasks b. Job number, job title, exempt/non- exempt status, pay grade, department c. Clear and concise statements of essential functions d. Knowledge, skills, abilities, education, experience needed to do the job B: Job number, job title, exempt/non-exempt status, pay grade, department What is the most frequent cause of failure in mergers and acquisitions? a. Leadership assignments b. Eliminating redundant functions c. WARN act violations d. Issues with people and culture D: issues with people and culture In which situation do we need to take the WARN act into consideration? a. Laying off a significant number of employees or a department during a merger or acquisition b. Starting a union c. Terminating an employee for gross misconduct d. None of the above A: Laying off a significant number of employees or a department during a merger or acquisition