PLEASE DO ONLY 21-25

True/ False Questions. Write True or False on the answer sheet. There is only one right answer per question.

1. Company codes of ethics are statements of their philosophies of corporate social responsibility.

2. Strategic HR objectives state in quantitative or qualitative terms what is to be achieved with regard to the firms human resources.

3. In the United States judges do not make laws; they only interpret and apply them. Past decisions, or legal precedents, determine their decisions.

4. Executive order 11246 mandated that all firms adopt affirmative action programs.

5. Job incumbents and not their supervisors have the most direct knowledge about the tasks, duties, and competencies associated with the job.

6. Unlike task-based job descriptions, competence modeling need not be documented.

7. Firms need to consider how they treat applicants through the recruitment process. Potential employees may decide not to apply if recruiting experiences are negative.

8. Succession planning analyzes successive phases of the business cycle to determine hiring needs for contingent and part-time labor.

9. Typically, the objective of selection is to predict the likely future performance of applicants in both the job that is open and in other jobs that the new hire might hold.

10. Fairness alone should be the chief determinant as to which selection methods to use. Costs, such as the time executives spend in making hiring decisions, should be at most a secondary determinant.

11. E-learning refers to the use of Web-based learning, virtual classrooms, computerized learning modules, mobile technologies, and gamification for training and development.

12. Using trainee reactions to evaluate training is most useful to determine whether there has been transfer and whether the training has achieved strategic goals.

13. Technology increasingly automates performance management by tracking goals; scoring and approving appraisals; and processing data for use in determining compensation, training, succession planning, and recruiting. For instance, performance data can be integrated with supervisor appraisals.

14. W. Edwards Deming, the creator of total quality management (TQM), advocated both merit pay and management by objectives.

15. In establishing pay ranges, the pay policy line generally serves as the midpoint.

16. In establishing market pay rates, greater skill requirements tend to tend to move the relevant labor market from the local level toward the national level or even the international level.

17. With merit pay, rewards are based on objective output measures such as rates of productivity.

18. In most companies, performance-based pay is the largest component of pay.

19. Employee Assistance Plans, created by FEMA, assist employees in the context of workplace accidents and emergencies.

20. Mental illness and substance abuse issues in the workplace cost organizations and society between $79 billion and $105 billion annually. Serious mental illnesses that affect the workplace are major depression, schizophrenia, bipolar disorder, obsessive-compulsive disorder, and anxiety disorder.

21. Part of the responsibility of HR professionals concerning occupational health and safety includes educating managers and employees to understand the long-term value of improved health and well-being and ensuring that accidents and health-related incidents are accurately monitored, reported, and recorded.

22. With respect to labor unions, primary boycotts involve employees just following exactly what is written in their job descriptions, working to the letter rather than using informal, efficient methods.

23. Kidnapping of workers has been on the rise, most recently in Nigeria, Yemen, Pakistan, Colombia, and Mexico, although kidnapped workers are usually released unharmed after ransom payments.

24. Digital technologies and recruiting platforms make global recruiting easier than ever.

25. Locals, or host-country nationals, are employees from the country of the company headquarters.

PLEASE DO ONLY 21-25.