1. Retention comprises all of the following activities EXCEPT:
A. rewarding employees for performing their jobs effectively.
B. ensuring harmonious working relations between employees and managers.
C. maintaining a safe, healthy work environment.
D. identifying work requirements within an organization.

2. Indirect measures of training outcomes can often be converted into estimates of the dollar impact of training by using a method known as:
A. work-life initiative.
B. value creation.
C. behavior costing.
D. utility analysis.

3. The Uniformed Services Employment and Reemployment Rights Act (USERRA) provides returning veterans with
A. The same seniority
B. The same status and pay
C. Other rights and benefits determined by seniority
D. All of the above

4. In the course of their five-year research project on the effects of diversity on business performance, researchers offered all of the following implications for practice EXCEPT:
A. modify the business case.
B. experiment and evaluate.
C. look beyond the business case.
D. adopt a more synthetical approach.

5. What is the disadvantage of using critical incidents as a job analysis method?
A. Because the events describe particularly effective or ineffective behavior, it may be difficult to develop a profile of average job behavior.
B. This method is inappropriate for jobs hazardous to perform.
C. It is inappropriate for jobs that can be learned in a short period of time.
D. Rapport between analyst and respondent is not possible unless the analyst is present to explain items and clarify misunderstandings.

6. A _____ predicts future people requirements based on an analysis of the future availability of labor and future labor requirements, tempered by an analysis of external conditions.
A. workforce forecast
B. Control and evaluation
C. Strategic unemployment
D. Talent inventory

7. Key processes that affect the outcomes each stage of the recruitment process include all of the following except:
A. Social networking and information processing
B. Re-recruitment stages
C. Communication, rapport-building, and signaling to maintain viable candidates
D. Negotiation, decision making, and competitive intelligence at the post-job-offer stage

8. Dual career families represent what percent of all families
A. 20
B. 40
C. 75
D. 95

9. Realistic Job Previews seem to work best when:
A. used with entry-level positions.
B. the selection ratio is high.
C. many applicants are actually hired.
D. when unemployment is high.

10. Which law gives students the legal right to see all letters of recommendation written about them and also permits release of information about a student only to people approved by the student at the time of the request?
A. Equal Educational Opportunities Act
B. Protection of Pupil Rights Amendment
C. Family Educational Rights and Privacy Act
D. Freedom of Information and Protection of Privacy Act

11. Which of the following is NOT a consideration when determining the right predictor to be used in the staffing process?
A. The nature of the job
B. The selection ratio
C. The personality of the applicant
D. The cost of the predictor

12. Which of the following is not covered by the EEOC's definition of contingent worker?
A. an employee hired through a staffing firm.
B. a temporary, seasonal, or part-time worker.
C. an applicant.
D. an independent contractor.

13. The Americans with Disabilities Act
A. applies to all employers with 15 or more workers, excluding state and local government employers, employment agencies, and labor unions.
B. applies to all employers with 15 or more workers, including state and local government employers, employment agencies and labor unions.
C. applies to fully owned U.S. corporations, Indian tribes, and bona fide private membership clubs.
D. B and C only.

14. Mr. Johnson, a white male, testified for the plaintiffs in a racial discrimination lawsuit brought by a black female employee against his employer, Security Bank. He had been advised by his manager not to get involved. Shortly thereafter, Mr. Johnson was fired.
A. Mr. Johnson has no case for retaliatory discharge because he is not a member of the protected class.
B. Mr. Johnson has no case for retaliatory discharge because merely testifying on behalf of someone else is insufficient involvement in a discrimination lawsuit to get protection against retaliatory discharge under Title VII of the Civil Rights Act.
C. Mr. Johnson has no case for retaliatory discharge because he is an employment-at-will employee.
D. Mr. Johnson may have a case because Title VII of the Civil Rights Act protects an employee who participates in any manner in an investigation, proceeding or hearing on a colleague's complaint of discrimination.

15. Title VII applies to

I. Employment agencies.
II. Employers engaged in interstate commerce, if they have 15 or more employees for each working day in each of 26 or more calendar weeks in the current or preceding calendar year.
III. Labor organizations of any kind that exist to deal with employers concerning labor issues, engaged in an industry affecting commerce.
A. I and II
B. II and III
C. I and III
D. I, II, and III

16. Title VII does not apply to

I. American employers employing U.S. citizens outside the U.S.
II. Communist organizations
III. Employers employing Native Americans living in or around Native American reservations
A. I and II
B. II and III
C. I and III
D. I, II, and III

17. Mandatory Arbitration Agreements wherein the employee agrees to arbitrate all disputes arising out of his/her employment relationship
A. do not interfere with the employee's right to file a claim for discrimination with the EEOC.
B. prevent an employee from pursuing a claim for discrimination with the EEOC.
C. are enforceable except when the employer violates Title VII of the Civil Rights Act.
D. are not enforceable unless authorized by the EEOC.

18. Marilyn was employed at the Quick Stop. She was fired for allegedly stealing from the cash draw. Marilyn denied taking the money. She applied for another position at the local Food Mart. When asked why she left her last job, she explained that her manager fired her for stealing; however, she continued to deny stealing the money. Marilyn did not get the job at the Quick Mart. She contacted a lawyer to discuss her options.
A. Marilyn does not have a cause of action against Quick Stop for defamation because her reputation has not been harmed.
B. Marilyn does not have a cause of action against Quick Stop for defamation because she told the manager at Food Mart about the allegations.
C. Marilyn has a cause of action for defamation against Quick Stop because she was forced to repeat the defamatory remarks to her prospective new employer.
D. Marilyn has a cause of action for defamation because the manager at Quick Stop would have provided the information if he had been asked for a reference.

19. Northpoint is a federal contractor located in Washington, D.C., with 562 employees, of which 77 are engineers. Northpoint receives millions of dollars in contracts every year. Nearly fifty percent of the population of Washington, D.C. is African-American and nearly thirty percent of the population of the Washington, D.C. metro area is African American. However, none of the engineers employed at Northpoint is African-American. Northpoint
A. can adopt a voluntary affirmative action plan to increase the percentage of African American engineers.
B. can adopt a voluntary affirmative action plan after analyzing the availability of African American engineers in the Washington, D.C. metro area.
C. Both A and B
D. must adopt an affirmative action plan.

20. Juan, a Hispanic male, is a chemical engineer for Alliance Chemical. He is the only Hispanic male in a department of 74, 42 of whom are engineers. He is terminated after 10 months on the job. His supervisor said the discharge was based on Juan's poor performance, including routinely reporting to work late, for taking excessive unexcused absences and missing project deadlines. According to the supervisor, Juan was the least productive engineer in the department. Juan believes that because he was the only Hispanic in the department he has a good claim for discrimination.
A. Juan does not have a claim for discrimination under Title VII because he was terminated for poor performance, a legitimate nondiscriminatory reason.
B. Juan does not have a claim for discrimination under Title VII because he was terminated for poor performance, a business necessity.
C. Juan does not have a claim for discrimination under Title VII because "Hispanic" is not a protected category.
D. Juan does not have a claim for discrimination under Title VII because Alliance Chemical is a federal contractor.