Managing Employee Separations and Retention in Human resource management MCQs
Managing Employee Separations and Retention in Human resource management MCQs
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1: Absenteeism is a unscheduled _____ from work
A. Absences
B. presence
C. Supply
D. appearance
2: Define Alumni :
A. Former employees who rejoin an organization
B. Former employees of an organization
C. Unscheduled absences from work
D. Both a & b
3: Former employees who rejoin an organization is known as ______
A. Boomerang employees
B. Bridge employment
C. Both a & b
D. None of these
4: Reducing one’s hours or reducing job demands within the same or a different organization in preparation for full retirement is known as ______.
A. Boomerang employees
B. Bridge employment
C. Both a & b
D. None of these
5: Desire to leave is When an employee would like to end their employment with an organization
A. True
B. False
6: Employment termination is known as ______.
A. Dismissal
B. Ease of movement
C. Both a & b
D. None of these
7: The degree to which employees may leave an organization easily is known as ______ .
A. Dismissal
B. Ease of movement
C. Employability
D. None of these
8: The degree to which an individual is able to gain initial employment and obtain new employment if required is known as
A. Dismissal
B. Ease of movement
C. Employability
D. None of these
9: Employment at will is when organizations have the right to terminate the employment of anyone at any time, and employees have the right to quit at any time.
A. True
B. False
10: An employee terminated by the organization against their own wishes is known as _____.
A. Employment at will
B. Involuntary turnover
C. Job embeddedness
D. None of these
11: Which model explains that employees stay because of their links to others and fit with the context?
A. Job embeddedness model
B. Job satisfaction model
C. Performance-based model
D. Both a & b
12: An employee’s contentment with different facets of their work is known as______.
A. Job embeddedness
B. Job satisfaction
C. Performance-based
D. Both a & b
13: In Layoffs organizationally initiated termination of employment due to ______ or strategic reasons
A. Economic
B. Illness
C. Weakness in work
D. Both b & c
14: Employees with higher performance are retained while employees with lower performance are let go this strategy is known as ______ .
A. Performance-based layoffs
B. Progressive discipline
C. Seniority-based layoffs
D. None of these
15: Progressive discipline is the process of using increasingly severe steps to ______ problem
A. correct a performance
B. incorrect a performance
C. On Based performance
D. None of these
16: Pulse surveys are a ?
A. long, Everyday surveys
B. Short, frequent surveys
C. Medium, frequent surveys
D. All correct
17: The cessation of work at the end of one’s work life is known as ______ .
A. Retirement
B. Severance pay
C. Stay interviews
D. None of these
18: Which layoff criterion is the most senior employees are retained while newer employees are let go ?
A. Performance-based layoffs
B. Progressive discipline
C. Seniority-based layoffs
D. None of these
19: Define Severance pay:
A. Payments made to departing employees during organizationally initiated turnover
B. Payment made to unemployed individuals
C. A departure initiated by an employee
D. None of these
20: _____ of employees who are not leaving to understand what keeps them on their jobs and identify problems that may eventually result in turnover .
A. Isolation
B. Independence
C. Exclusion
D. interviews
21: Being late to work without giving advance notice. This statement is related to____?
A. Tardiness
B. Unemployment insurance
C. Unfolding model of turnover
D. Voluntary turnover
22: Define Unemployment insurance:
A. Payment made to unemployed individuals
B. A dismissal that violates the law
C. A departure initiated by an employee
D. None of these
23: Unfolding model of turnover is a model that recognizes that employees often leave without lining up a new job.
A. True
B. False
24: Unfolding model of turnover is a model that recognizes that employees often leave without lining up a new job.
A. True
B. False
25: A departure initiated by an employee is known as ______ .
A. Voluntary turnover
B. Work engagement
C. Wrongful dismissal
D. ALL of these
26: Feelings of emotional connection to work and a state of being in which employees bring their personal selves to work is known as _______
A. Work engagement
B. Wrongful dismissal
C. Broadbanding
D. ALl of these
27: Which type of turnover is initiated by the organization?
A. Involuntary turnover
B. Voluntary turnover
C. Retirement
D. Absenteeism
28: Which rate is determined by dividing the number of departures during the year by the average number of employees during the year and then multiplying it by one hundred?
A. Attrition rate
B. Turnover rate
C. Unemployment rate
D. Retention rate
29: Research suggests that turnover has more harmful effects on business outcomes in industries that ______.
A. Require highly skilled professionals
B. Have highly standardized business practices
C. Have fewer demands on employee skills
D. Rely on high numbers of entry-level employees
30: Which factor is a major reason for voluntary departures?
A. Desire to leave
B. Pay dissatisfaction
C. Job embeddedness
D. Lack of group cohesion
31: HR practices that increase ______ are related to low turnover.
A. Progressive discipline
B. Ease of movement
C. Job embeddedness
D. Bridge employment
32: The job embeddedness model explains why employees ______.
A. Sacrifice close relationships by leaving a job
B. Stay in a job because of their links to others
C. Leave a job without lining up a new job
D. Feel a fit with certain jobs and not others
33: Which is a key driver of employee retention?
A. Nurturing a trust-based relationship with employees
B. Conducting periodic pulse surveys
C. Promoting employees regularly
D. Fostering employees’ ease of movement
34: Which is a potential benefit of staying in touch with high-performing alumni?
A. They can give insight on other industries.
B. They can provide referrals of future employees.
C. They are less likely to become boomerang employees.
D. They may provide healthy competition at rival organizations.
35: Poor performers and disruptive workers may decrease ______ in the workplace.
A. Employment at will
B. Bridge employment
C. Employee morale
D. Ease of movement
36: In which case would dismissing an employee and hiring a new one to the same role fail to solve the problems associated with the first employee?
A. When the problems arose from the context rather than the person
B. When the first employee had been given opportunities to improve
C. When adequate feedback was given on the first employee’s performance
D. When a course of progressive discipline was pursued prior to dismissal
37: ______ refers to organizations’ right to terminate anyone at any time, as well as the right of employees to leave at any time.
A. Wrongful dismissal
B. Covenant of good faith
C. Voluntary turnover
D. Employment at will
38: Which concept refers to turnover that violates the law?
A. Wrongful dismissal
B. Bridge employment
C. Involuntary turnover
D. Employment at will
39: To treat an employee with dignity and respect during a termination interview, it is recommended that those conducting the interview ______.
A. Blame the situation, not the person
B. Clarify the timeline of the termination
C. Focus on preserving the employee’s feelings
D. Stress how difficult the decision was to make
40: Respectful treatment of layoff victims is important because it can ______.
A. Decrease the likelihood of boomerang employees
B. Encourage remaining employees to leave
C. Affect the attitudes of layoff survivors
D. Harm the company’s reputation
41: ______ refers to payments made to departing employees during organizationally initiated turnover.
A. Severance pay
B. Post hoc pay
C. Involuntary pay
D. Dismissal pay
42: A dismissal that violates the law is known Wrongful dismissal.
A. True
B. False
Managing Employee Separations and Retention in Human resource management MCQs
