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2024 APHR EMPLOYEE RELATIONS EXAM WITH 100% VERIFIED SOLUTIONS
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2024 APHR EMPLOYEE RELATIONS EXAM WITH 100% VERIFIED SOLUTIONS
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2024 APHR EMPLOYEE RELATIONSEXAM WITH 100% VERIFIED
SOLUTIONS
Counseling/Coaching - CORRECT ANSWERS-The first step in improving
employee performance...
Hot Cargo - CORRECT ANSWERS-The NLRA prohibits unions from engaging in
strikes or refusing to handle, sell, or otherwise deal in goods when the unions
objective is to force a person to stop doing business with another person.
The employee(s) concerned, as well as a union representative, will address
the matter with their supervisor - CORRECT ANSWERS-The first step of the
grievance procedure...
Retaining and promoting employees from within - CORRECT ANSWERS-The
most important goal of employee attitude surveys...
Pregnancy Discrimination Act - CORRECT ANSWERS-The federal law that
amended Title VII of the Civil Rights Act by barring discrimination on the
basis of pregnancy related medical conditions. Childbirth and pregnancy
must be treated the same as any other temporary disability.
Worker Adjustment and Retraining Notification Act (WARN Act) - CORRECT
ANSWERS-The federal law that requires employers with 100 or more
employees to give 60 days advance notice of a plant closing or large-scale
layoff to all employees affected by the layoff.
Pattern Bargaining - CORRECT ANSWERS-When the union tries to apply
identical terms, conditions or demands to a number of employers in an
industry although the employers act individually rather than a group.
Turnover Rate - CORRECT ANSWERS-Calculate the average of employees by
adding number of employees at the beginning and end of the month divided
by two and then divide the number of employees who termed by that
average and then multiply by 100 to get a rate.
Sit Down Strike - CORRECT ANSWERS-This is a work action which is currently
illegal in which strikers refuse to leave the employer's premises.
,Fair Share - CORRECT ANSWERS-Under a union security clause of a union
contract, this states the amount a nonunion member must contribute to a
union to support collective bargaining activities. (This arrangement is
justified on the grounds that the union is obliged to represent all employees
faithfully).
Confidential Employee - CORRECT ANSWERS-Defined as someone who
assists and acts in a confidential capacity to the management personnel.
They are excluded from the bargaining unit membership.
Written legal contract - CORRECT ANSWERS-Collective bargaining agreement
analogy.
1) Closed shop clauses
2) Union shop clauses in right-to-work states
3) Hot Cargo clauses
4) Provisions that violate NLRA - CORRECT ANSWERS-Illegal subjects of
bargaining...
Field Examiner - CORRECT ANSWERS-The NLRB representative that works
union elections and ULP investigations.
5 Days - CORRECT ANSWERS-Grievances with respect to transfers,
promotions, demotions, discipline, layoffs or discharges shall be presented to
the company in writing within...from the date of the action.
National Labor Relations Act (NLRA)/Wagner Act - CORRECT ANSWERS-The
federal law that grants employees of covered employers broad rights to form
or join unions and to engage in collective activity. This law covers almost all
private-sector employers.
National Labor Relations Board (NLRB) - CORRECT ANSWERS-Oversees and
enforces compliance with the NLRA in the U.S.
Hard Human Resource Management (HRM) - CORRECT ANSWERS-This is a
human resources management style that treats employees as simply a
resource of the business.
Soft Human Resource Management (HRM) - CORRECT ANSWERS-This is a
human resources management style that treats employees as the most
important asset in the company.
Hard HRM - CORRECT ANSWERS-1) Autocratic leadership style
2) Appraisals are focused on performance evaluation
3) Pays only enough to attract and retain a staff
, 4) Short term focus on staffing levels - very reactionary
5) Strong link with corporate business planning in regards to their availability
and cost
6) Minimal communication from top down
7) Little focus on employee engagement
8) Pyramid management structure
9) Identifies the needs of the business and staffs accordingly (hiring, laying
off, etc.)
Soft HRM - CORRECT ANSWERS-1) Democratic or Theory Y leadership style
2) Appraisals are focused on professional development
3) Competitive pay with performance related rewards such as profit-sharing,
bonuses, etc.
4) Strategic focus on long-term staffing levels - proactive approach
5) Employees are valued for their individuality and their needs are
accommodated
6) Two-way communication system is established and used
7) Employees are engaged and empowered
8) Decentralized and flattened management structure
9) Concentration on the needs of the employees
Psychological Contract - CORRECT ANSWERS-The unwritten relationship
between the employee and the employer that binds them together in the
pursuit of both organizational and personal success. In its simplest form, the
employer expects the employee to perform well in return for being treated
and paid well. This sense of expectation creates an unwritten and undefined
bond between both parties. This bond is a tenuous relationship that can be
shattered when one or the other breaks the rules.
Vroom's Expectancy Theory - CORRECT ANSWERS-The psychological contract
relates to this theory. Employees who perform well expect to be treated and
rewarded well. Employees who perform poorly should expect poor relations
with their employer. In other words, the more the employee puts into the job,
the higher the expectation for favorable treatment by the employer.
Individuals make choices based on what they anticipate will give them the
greatest payoff.
Defamation - CORRECT ANSWERS-When an individual or business makes
false accusations or statements that are potentially harmful to another
individual or business.
1) Slander & 2) Libel - CORRECT ANSWERS-There are two types of
defamatory statements...
Slander - CORRECT ANSWERS-If the rumors about ABC Corp. are spread
verbally, this is...
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