Question 76. When implementing a layoff, employees should first be informed:

76. When implementing a layoff, employees should first be informed:

a) by the HR department in a large meeting.

b) in writing through the mail.

c) by their supervisor in writing.

d) in a work unit meeting with HR present.

e) by their supervisor in face-to-face meetings.

77. The information given in the initial meeting between a manager and an employee who is being laid off should include:

a) the reasons why the employee is being laid off.

b) a brief period of time for the employee to vent frustrations and debate the layoff.

c) appreciation for what the employee has contributed to the business, if appropriate.

d) how much severance pay will be provided.

e) c and d

78. While no time is a good time for a termination, the best time seems to be:

a) midweek.

b) Friday afternoon, after 3 p.m.

c) the beginning of the workweek so employees have time to plan.

d) just after an employee comes back from vacation.

e) on the weekend, so there is plenty of time for employees to ask questions.

79. As the head of the HR department for a large technology-production company, you have been notified that the company is preparing for a mass lay-off. Which of the following should be your greatest priority in preparing for the layoff?

a) Maintaining privacy and delaying notification of the layoff to employees until the latest possible moment.

b) Limiting contact with the media.

c) Coordinating communication and press releases to the media.

d) Organizing outplacement services.

e) None of the above

80. When implementing a layoff, managers sometimes forget that:

a) they may need to rehire these laid-off employees.

b) it is usually appropriate to escort laid-off employees off the premises.

c) they need to develop plans for the “survivors” of the layoff.

d) there are hidden labor costs not reduced through layoffs.

e) they need to plan for outplacement of the laid-off employees.

81. After a layoff, it is not uncommon to see ___ among the remaining workers.

a) a sharp increase in innovation

b) greater diversity

c) gratitude

d) increased absenteeism

e) little change in quality or productivity

82. Management can minimize problems with the remaining workforce after a layoff by:

a) developing special programs for survivors providing emotional support.

b) minimizing the “rumor mill” by keeping communication to a minimum.

c) initiating close supervision of the remaining workers, watching for any problems that may arise.

d) getting the remaining workers involved in the transition process by getting their ideas.

e) documenting the reasons for release and aggressively preparing for litigation.

83. Companies provide outplacement to terminated workers for a number of reasons, such as:

a) reducing problems with the remaining workforce.

b) meeting federal requirements to do so if the company releases more than 100 workers.

c) reducing their unemployment compensation tax by reducing the time people are out of a job.

d) reducing absenteeism among remaining workers.

e) reducing morale problems for laid-off workers and helping them find another job.

84. The use of outplacement services among large corporations:

a) is in significant decline due to the expense.

b) has become a global management practice used by corporations around the world.

c) has caused several to take the process “in-house” and use their own HRM staff.

d) is entirely a U.S. management practice.

e) is not known among Japanese corporations.

85. Horrace has been asked to design a job-search assistance program as part of a company’s outplacement services. Which of the following might he include in the program?

a) Resume writing.

b) Career planning.

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