Question 1: The human resource model most common in hospitals and other labor-intensive service organizations is the:

• Counseling model.
• Clerical model.
• Consulting model.
• Financial model

Question 2: Following employment and payroll, what were the next activities to be identified as functions of the personnel department?

• Training
• Compensation and benefits
• Performance management
• Terminations

Question 3: Concerning documentation of most occurrences of disciplinary action:

• when grievances, appeals, or complaints about disciplinary action arise, the only valuable documents in a personnel file are warnings.
• documents may be forwarded to human resources at a manager's convenience as long as they are supplied when requested in a legal action.
• once an individual's employment is terminated, the only important document that must be on file is the termination notice.
• if the documentation of a supposed action does not appear to exist, the action is assumed to have never occurred.

Question 4: Within even a purely staff department such as HR, accountability must:

• reside with the line manager.
• reside with the HR manager.
• extend up the chain of command.
• depend on the organizational structure

Question 5: A complaint of discrimination filed with the Equal Employment Opportunity Commission (EEOC):

• must be taken to the EEOC by an attorney acting on behalf of the complaining individual.
• will, in most instances and in most states, be referred to the State Division of Human Rights (DHR) or comparable agency.
• is costly to file, thus discouraging any number of potential complaints.
• invariably means a hard time for the organization because the EEOC is a federal regulatory body.

Question 6: In interviewing an applicant for an entry-level position, it is important for an interviewer to:

• find out early in the interview whether the applicant has completed high school.
• insist on at least a minimal amount of working experience.
• ask the person whether he or she intends to stay with the organization for the long term.
• obtain a sense of the individual's willingness to learn.

Question 7: Which of the following statements is TRUE concerning access to personnel files?

• HR must control access to personnel files.
• An employee's immediate supervisor and department manager have unlimited access to employee files.
• Organizational legal counsel has access to all files when addressing legal matters.
• Potential managers may have unlimited access to specific qualified employees' files when considering them for promotion or transfer.

Question 8: It is much more difficult to decertify a union than to elect one because decertification must be initiated and pursued entirely by:

• management.
• a union representative.
• arbitration.
• rank-and-file employees.

Question 9: Some of the effects of the __________ include that people performing similar jobs must receive similar pay and have workers' compensation for people injured while performing their job.

• Civil Rights Act of 1964
• The Wagner Act
• The Taft-Hartley Act
• The Americans with Disability Act

Question 10: Human resources is likely to become more important in the future because __________, but more may have to be done with fewer HR practitioners.

• of increasing demands and responsibilities
• of a renewed emphasis on productivity improvement
• pay-for-performance will increase
• fewer defined benefit plans and more cafeteria benefit plans