HRM 200 Chapter 15 Exam Questions with All Correct Answers
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Module
HRM 200
Institution
HRM 200
HRM 200 Chapter 15 Exam Questions with All Correct Answers
The interview in which an employee is informed of the fact he/she has been dismissed is called the:
A) "at will" interview.
B) termination interview.
C) exit interview.
D) punitive interview.
E) nonpunitive interview. - Answer-B) t...
HRM 200 Chapter 15 Exam
Questions with All Correct
Answers
The interview in which an employee is informed of the fact he/she has been dismissed
is called the:
A) "at will" interview.
B) termination interview.
C) exit interview.
D) punitive interview.
E) nonpunitive interview. - Answer-B) termination interview.
In the second step of the termination interview, the manager should: A) smile and be
friendly; however, be direct.
B) begin with small talk.
C) get to the point; however, reassure the employee this was not the manager's
decision.
D) get to the point by informing the person of the decision.
E) move slowly but positively through the interview. - Answer-D) get to the point by
informing the person of the decision.
In the third step of the termination interview, the manager should:
A) get to the point by informing the person of the decision.
B) remember to describe the situation rather than attacking the employee personally.
C) smile and be friendly; however, be direct.
D) take at least 20 minutes for the interview.
E) get to the point; however, reassure the employee this was not the manager's
decision. - Answer-B) remember to describe the situation rather than attacking the
employee personally.
The sixth step in the termination interview process is: A) an outplacement counselling
meeting.
B) listen.
C) describe the situation.
D) identify the next step.
, E) review all elements of the severance package. - Answer-D) identify the next step.
If the employee who is terminated reacts with hostility and anger, Hay Associates
suggests the termination interviewer should respond by:
A) deferring mention of the counselling process.
B) remaining objective while providing information on any outplacement or career
counselling to be provided.
C) taking a subjective approach.
D) becoming defensive.
E) confronting the anger. - Answer-B) remaining objective while providing information on
any outplacement or career counselling to be
provided.
In a termination interview, do not promise anything beyond what is contained in the
severance package. The termination should be complete:
A) before the interview commences. B) when the investigation is complete. C) first thing
during the interview.
D) when the investigation has begun.
E) when the terminated person leaves the interview. - Answer-E) when the terminated
person leaves the interview.
A systematic process by which a terminated person is trained and counselled in the
techniques of self-appraisal and securing a new position is called:
A) self-awareness training.
B) an outplacement interview.
C) a termination interview.
D) outplacement counselling.
E) an exit interview. - Answer-D) outplacement counselling.
Laws that require an employer to notify employees in the event that the employer
decides to terminate a group of employees are called:
A) notification laws.
B) group termination laws.
C) privacy laws.
D) employment termination laws.
E) "at will" laws. - Answer-B) group termination laws.
The amount of notice required to be given to employees under group termination laws
varies by jurisdiction and with:
A) the number of employees being terminated.
B) the unemployment rate in the region.
C) the type of work performed by the employees.
D) the type of industry. E) the time of year. - Answer-A) the number of employees being
terminated.
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