Do You Think You Know Enough About Human Resources? Quiz

OSHA, the Occupational Safety and Health Administration, is a regulatory agency that aims to ensure safe and healthy working conditions for employees. Their primary focus is on identifying and reducing workplace hazards to prevent accidents, injuries, and illnesses. By enforcing safety standards, providing training and education, and conducting inspections, OSHA works towards creating hazard-free workplaces. Therefore, the statement "The focus of OSHA is on keeping the workplace hazard free" is true.

Wage expansion refers to the increase in existing wages as well as starting wages in order to meet the demands of the labor market. This means that when there is a high demand for labor, employers may increase wages for both current employees and new hires to attract and retain talent. Therefore, the statement that wage expansion occurs when existing wages are increased, along with starting wages, to meet the demands of the labor market is true.

The correct answer is The Dept of Labor. The Wage and Hour Division is responsible for enforcing federal labor laws related to minimum wage, overtime pay, recordkeeping, and child labor. As part of the Department of Labor, they ensure that employees are paid fairly and that employers comply with labor standards to protect workers' rights.

Workers compensation is administered on the federal level. This means that the laws and regulations governing workers compensation are established and enforced by the federal government. This ensures consistency and uniformity in the administration of workers compensation across different states and jurisdictions. It also allows for the protection of workers' rights and the provision of benefits in case of work-related injuries or illnesses.

The Consumer Price Index (CPI) is the best overall indicator for the purchasing power of wages because it measures changes in the price level of a basket of goods and services commonly purchased by households. By tracking inflation and price changes over time, the CPI provides insight into how much purchasing power wages have in the current economy. It is widely used by economists, policymakers, and businesses to understand and analyze trends in consumer prices and make informed decisions regarding wages and prices.

The Hierarchy of Needs is a content theory of motivation developed by Abraham Maslow. It suggests that individuals are motivated by a progression of needs, starting from basic physiological needs and moving up to higher-level needs such as safety, belongingness, esteem, and self-actualization. This theory emphasizes the importance of fulfilling these needs in order to motivate individuals and drive their behavior.

Merit pay is a form of immediate or direct compensation that is based on an individual's performance or merit. It is a pay increase or bonus given to employees who have achieved specific goals or demonstrated exceptional performance. Unlike holiday pay, sick leave, and benefits, which are indirect forms of compensation, merit pay is directly tied to an employee's performance and is typically awarded on a regular basis, such as annually or semi-annually.

The estimated cost of turnover for an entry-level, minimum wage employee leaving is $1500-$2000. This cost includes expenses such as recruitment, training, onboarding, and lost productivity during the transition period. It takes into account the time and resources required to find a suitable replacement and get them up to speed. Additionally, there may be indirect costs associated with decreased morale and productivity among remaining employees.

The Behaviorally Anchored Rating Scale (BARS) tends to be the most accurate performance review approach because it is designed specifically for each job position and reflects the duties and tasks assigned to the employee. BARS uses specific behavioral examples to anchor the different levels of performance, making it a more objective and reliable method of evaluation. This approach allows for a more accurate assessment of an employee's performance based on their job responsibilities and behaviors.

Gallup conducted the 25-year longitudinal studies on recruiting and retaining top talent.

The Wagner Act, also known as the National Labor Relations Act of 1935, requires all employers to bargain in good faith with their employees. This law was enacted to protect the rights of employees to organize and engage in collective bargaining with their employers. It establishes the National Labor Relations Board (NLRB) to enforce the provisions of the act and address unfair labor practices. The Taft-Hartley Act, Landrum-Griffin Act, and Civil Service Act of 1963 are all separate pieces of legislation that address different aspects of labor relations and employment, but they do not specifically require employers to bargain in good faith.

Wage compression occurs when starting wages are increased, but existing wages are not. This means that there is a smaller difference in pay between new employees and experienced employees. This can lead to dissatisfaction among experienced employees who may feel that their skills and experience are not being adequately recognized or rewarded. It can also make it difficult for companies to attract and retain experienced employees, as the lack of wage differentiation may reduce the incentive for employees to stay with the company long-term.

The point method is the most widely used job evaluation method because it provides a systematic and objective way to assess the relative value of different jobs within an organization. It involves breaking down jobs into various factors, such as skill, effort, responsibility, and working conditions, and assigning points to each factor based on its importance. By comparing the total points assigned to different jobs, organizations can determine the relative worth and create a fair and equitable pay structure. This method is preferred as it allows for consistency and comparability across different jobs and organizations.

Construct validity refers to the extent to which a measure accurately assesses the theoretical construct it is supposed to measure. In the context of performance, construct validity would ensure that the measure accurately captures the relevant aspects of performance. On the other hand, content validity refers to the extent to which a measure covers the entire domain or content of the construct being measured. In the case of performance, content validity would ensure that the measure assesses all relevant components of performance, rather than just focusing on certain aspects. Therefore, construct validity and content validity are both important in ensuring that a measure accurately assesses performance.