FACHE Exam - Human Resources (100 OUT OF 100)
Questions and Answers (Already GRADED A)
With growing frequency, employees who have been dismissed are resorting to lawsuits for redress. In
such cases, the court may fined in favor of the plaintiff if the employer dismissed the plaintiff:
without cause
A manager has found an internet test that purports to measure a nurse's commitment to the
organization and likelihood of staying with the organization. In advising the manager whether to use the
instrument, which would be your greatest concern?
A. Does the test have predictive validity; or does it work?
B. Has it been translated into other languages that may be required in the organization?
C. Does it comply with the Uniform Guidelines on Employee Selection Procedures?
D. Will it be administered to all applicants applying for the same job?
C. Does it comply with the Uniform Guidelines on Employee Selection Procedures
If our first concern is legality (and it should be), then complying with federal guidelines is central
Which of the following would be considered the most effective approach to preventing the need for
employee disciplinary action?
A. Having an accurate job description
B. Having an employee orientation program
C. Implementing a performance-based compensation system
D. Giving managers a small span of control
A. Having an accurate job description
An essential building block of HR management and used to provide guidance to supervisors, inform
training decisions, and to document and defend disciplinary actions
, The critical-incidents technique of employee performance appraisal requires raters to:
A. Select statements that fit the performance characteristics of individuals
B. Select the highest and lowest performing employee in a work unit
C. Record the degree to which specified behaviors are performed
D. Record behaviors of employees that are related to both good and poor performance
D. Record behaviors of employees that are related to both good and poor performance
The evaluation of senior management is best administered:
A. When criteria are established and known to both parties
B. On a scheduled periodic basis
C. After consultation of the executive committee of the board
D. In conjunction with a salary adjustment
A. When criteria are established and known to both parties
Performance evaluations are most effective when the evaluator and manager have established criteria
before the evaluation
Which activity should precede the beginning of a recruitment process for a new employee?
A. Obtaining information from employees in a similar position to assess the validity of the job
description
B. Assessing the cost of various forms of recruitment
C. Making a decision whether to emphasize internal or external recruitment
D. Conducting a job analysis
D. Conducting a job analysis
When properly done, should provide us with information on essential job functions and KSAs, or job
requirements
Questions and Answers (Already GRADED A)
With growing frequency, employees who have been dismissed are resorting to lawsuits for redress. In
such cases, the court may fined in favor of the plaintiff if the employer dismissed the plaintiff:
without cause
A manager has found an internet test that purports to measure a nurse's commitment to the
organization and likelihood of staying with the organization. In advising the manager whether to use the
instrument, which would be your greatest concern?
A. Does the test have predictive validity; or does it work?
B. Has it been translated into other languages that may be required in the organization?
C. Does it comply with the Uniform Guidelines on Employee Selection Procedures?
D. Will it be administered to all applicants applying for the same job?
C. Does it comply with the Uniform Guidelines on Employee Selection Procedures
If our first concern is legality (and it should be), then complying with federal guidelines is central
Which of the following would be considered the most effective approach to preventing the need for
employee disciplinary action?
A. Having an accurate job description
B. Having an employee orientation program
C. Implementing a performance-based compensation system
D. Giving managers a small span of control
A. Having an accurate job description
An essential building block of HR management and used to provide guidance to supervisors, inform
training decisions, and to document and defend disciplinary actions
, The critical-incidents technique of employee performance appraisal requires raters to:
A. Select statements that fit the performance characteristics of individuals
B. Select the highest and lowest performing employee in a work unit
C. Record the degree to which specified behaviors are performed
D. Record behaviors of employees that are related to both good and poor performance
D. Record behaviors of employees that are related to both good and poor performance
The evaluation of senior management is best administered:
A. When criteria are established and known to both parties
B. On a scheduled periodic basis
C. After consultation of the executive committee of the board
D. In conjunction with a salary adjustment
A. When criteria are established and known to both parties
Performance evaluations are most effective when the evaluator and manager have established criteria
before the evaluation
Which activity should precede the beginning of a recruitment process for a new employee?
A. Obtaining information from employees in a similar position to assess the validity of the job
description
B. Assessing the cost of various forms of recruitment
C. Making a decision whether to emphasize internal or external recruitment
D. Conducting a job analysis
D. Conducting a job analysis
When properly done, should provide us with information on essential job functions and KSAs, or job
requirements
