HRM1

  1. _____ refers to the process by which
    an organization attempts to identify applicants with the necessary knowledge,
    skills, abilities, and other characteristics that will help the organization
    achieve its goals.

    1. Performance management
    2. Recruitment
    3. Selection
    4. Development
    5. Training
    3. Selection
  2. Talent manager/organizational designer:

    1. involves understanding the
    organization’s culture and helping to build and strengthen or change that
    culture.
    2. requires awareness of business
    trends and an understanding of how they might affect the business.
    3. knows the ways that people join
    the organization and move to different positions within it.
    4. requires carrying out particular
    HR functions such as handling the selection, training, or compensation of
    employees.
    5. means being so well respected in
    the organization that you can influence the positions taken by managers.
    3. knows the ways that people join the organization and move to different positions within it.
  3. People have the right to be treated
    only as they knowingly and willingly consent to be treated. This right is
    referred to as:

    1. right to due process.
    2. right of freedom of speech.
    3. right of due consent.
    4. right of privacy.
    5. right of free consent.
    5. right of free consent.
  4. _____ refers to an organization in
    which technology, organizational structure, people, and processes all work
    together to give an organization an advantage in the competitive environment.

    1. Development system
    2. Technology oriented organization
    3. Evidence-based HR organization
    4. High-performance work system
    5. Performance management system
    4. High-performance work system
  5. Which of the following refers to the
    process through which the organization seeks applicants for potential
    employment?

    1. Performance management
    2. Recruitment
    3. Selection
    4. Development
    5. Training
    2. Recruitment
  6. The act of identifying the numbers
    and types of employees the organization will require to meet its objectives is
    termed:

    1. human resource planning.
    2. performance management.
    3. recruitment.
    4. development.
    5. training
    1. human resource planning.
  7. Which of the following terms is used
    to represent the parties with an interest in the company’s success?

    1. Markets
    2. Allies
    3. Followers
    4. Stakeholders
    5. Members
    4. Stakeholders
  8. People have the right to criticize
    an organization’s ethics, if they do so in good conscience and their criticism
    does not violate the rights of individuals in the organization. This right is
    referred to as:

    1. right to due process.
    2. right of freedom of speech.
    3. right of freedom of conscience.
    4. right of privacy.
    5. right of free consent.
    2. right of freedom of speech.
  9. Ethical, successful companies:

    1. emphasize mutual benefits in their
    relationship with suppliers, customers, and vendors.
    2. do not expect employees to assume
    responsibility for the actions of the company.
    3. have a sense of purpose or vision
    that is not related to the employees’ day-to-day work.
    4. give more importance to profit
    than other aspects since profit is beneficial to the society.
    5. would not have many suppliers,
    partners, and service providers.
    1. emphasize mutual benefits in their relationship with suppliers, customers, and vendors.
  10. The typical field of study for HR
    professionals is:

    1. law.
    2. sociology.
    3. economics.
    4. psychology.
    5. business.
    5. business.
  11. The term “labor force” is a general
    way to refer to all:

    1. the permanent employees of an
    organization.
    2. the people willing and able to
    work.
    3. the temporary workers of an
    organization.
    4. those who have contracted to work
    for the company.
    5. the recruited employees of an
    organization.
    2. the people willing and able to work.
  12. Today’s employees must be able to
    handle a variety of responsibilities, interact with customers, and think creatively. Which of the following is a common method used by organizations to find employees with such skills?

    1. Organizations have increased the
    spending on training.
    2. Organizations are looking for
    educational achievements.
    3. Organizations have stopped hiring
    employees without experience.
    4. Organizations have taken measures
    to reduce dependence of technology.
    5. Organizations have increased the
    use of technology in key strategic areas.
    2. Organizations are looking for educational achievements.
  13. Employees whose main contribution to
    the organization is specialized knowledge are termed:

    1. knowledge workers.
    2. internal workers.
    3. data workers.
    4. competency workers.
    5. specialized workers.
    1. knowledge workers.
  14. Giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service is termed:

    1. internal marketing.
    2. employee empowerment.
    3. employee engagement.
    4. work engagement.
    5. onboarding.
    2. employee empowerment.
  15. _____ is the assignment of work to groups of employees with various skills who interact to assemble a product or provide a service.

    1. Delegation
    2. Value engineering
    3. Teamwork
    4. TQM
    5. Reengineering
    3. Teamwork
  16. _____ refers to a companywide effort
    to continually improve the ways people, machines, and systems accomplish work.

    1. Holistic management
    2. Reengineering
    3. Industrial engineering
    4. Value engineering
    5. Total quality management
    5. Total quality management
  17. Consolidation within an industry
    refers to:

    1. two companies forming a coalition
    to avoid some regulation.
    2.two or more firms joining hands to
    face a social issue or common problem.
    3. two firms in one industry joining
    to hold a greater share of the industry.
    4. the industry reaching a saturation
    point and growth reducing.
    5. the competition in an industry
    decreasing and price reaching equilibrium.
    3. two firms in one industry joining to hold a greater share of the industry.
  18. A complete review of the organization’s critical work processes to make them more efficient and able to deliver higher quality is termed:

    1. reengineering.
    2. outsourcing.
    3. offshoring.
    4. alternate production.
    5. TQM.
    1. reengineering.
  19. A computer system used to acquire, store, manipulate, analyze, retrieve, and distribute information related to an organization’s human resources is termed:

    1. a high-performance work system.
    2. HRIS.
    3. e-HRM.
    4. e-CRM.
    5. self-service.
    2. HRIS.
  20. _____ is a system in which employees
    have online access to information about HR issues and go online to enroll
    themselves in programs and provide feedback through surveys.

    1. Self-Service
    2. e-HRM
    3. HRIS
    4. Expatriate information system
    5. e-CRM
    1. Self-Service
  21. The condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin is referred to as:

    1. affirmative action services.
    2. reasonable accommodation.
    3. quid pro quo opportunity.
    4. equal employment opportunity.
    5. equal societal treatment.
    4. equal employment opportunity.
  22. The _____ Amendment abolished
    slavery.

    1. Thirteenth
    2. Sixth
    3. Fifteenth
    4. Ninth
    5. Fourteenth
    1. Thirteenth
  23. The _____ requires that men and women performing equal jobs receive equal pay.

    1. Thirteenth Amendment
    2. Equal Pay Act of 1963
    3. Civil Rights Act of 1991
    4. Rehabilitation Act of 1973
    5. Executive Order 11246
    2. Equal Pay Act of 1963
  24. Maximum punitive damages allowed
    under the Civil Rights Act of 1991 for an organization with 350 employees is
    _____.

    1. $50,000
    2. $100,000
    3. $200,000
    4. $500,000
    5. $300,000
    5. $300,000
  25. ___ is a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities.

    1. Four-fifths rule
    2. Bona fide occupational
    qualification
    3. Affirmative action
    4. Disparate impact
    5. Reverse discrimination
    4. Disparate impact
  26. Which of the following recruitment
    scenarios provide evidence of discrimination according to four-fifths rule?

    1. Out of 75 applicants (15 black and
    60 white), 3 blacks and 12 whites were recruited.
    2. Out of 300 applicants (140 black
    and 160 white), 12 blacks and 10 whites were recruited.
    3. Out of 500 applicants (300 black
    and 200 white), 20 blacks and 20 whites were recruited.
    4. Out of 50 applicants (25 black and
    25 white), 4 blacks and 5 whites were recruited.
    5. Out of 200 applicants (140 black
    and 60 white), 22 blacks and 11 whites were recruited.
    1. Out of 75 applicants (15 black and 60 white), 3 blacks and 12 whites were recruited.
  27. The ratios of hiring rate of blacks
    and hiring rate of whites in five companies are given below. Which of
    these ratios provides evidences for discrimination?

    1. 1.5
    2. 1.23
    3. 0.89
    4. 0.8
    5. 0.7
    5. 0.7
  28. _____ is the most comprehensive U.S. law regarding worker safety.

    1. Title VII of CRA
    2. Fourteenth Amendment
    3. OSH Act
    4. Equal Pay Act
    5. Thirteenth Amendment
    3. OSH Act
  29. Under the _____, OSHA is responsible
    for inspecting employers, applying safety and health standards, and levying
    fines for violation.

    1. Department of Labor
    2. Department of Health
    3. Department of Commerce
    4. Department of Human Services
    5. Department of Development
    2. Department of Health
  30. _____ is a safety promotion technique that involves breaking down a job into basic elements, then rating each element for its potential for harm or injury.

    1. Technic of safety review
    2. Technic of operations review
    3. Reasonable accommodation
    4. Job hazard analysis technique
    5. Material safety data sheets
    4. Job hazard analysis technique
  31. The set of duties performed by a
    particular person is termed:

    1. job.
    2. work.
    3. task.
    4. position.
    5. skill.
    4. position.
  32. Upon joining an organization, employees are given a list of the tasks, duties, and responsibilities that their job entails. This list is referred to as the:

    1. job description.
    2. job specification.
    3. job design.
    4. job evaluation.
    5. job list.
    1. job description.
  33. Which of the following, if true, is certain to necessitate a change in the job description of an employee?

    1. The employee has completed a year
    in the organization.
    2. The employee has received a pay
    hike.
    3. The employee is transferred to
    another work site.
    4. The organization’s ownership has
    changed.
    5. The employee has to take up
    additional responsibility.
    5. The employee has to take up additional responsibility. (I think)
  34. Which of the following provides the details of knowledge, skills, abilities, and other characteristics necessary for an individual to perform a job?

    1. Job description
    2. Job specification
    3. Position Analysis Questionnaire
    4. Job review
    5. Position planning
    2. Job specification
  35. Who among the following is most
    likely to provide accurate estimates of the importance of job duties?

    1.Supervisors
    2. Workers
    3. External job analysts
    4. Observers
    5. Government
    1.Supervisors
  36. The PAQ is meant to be completedonly by:

    1. the employees of the organization.
    2. workers performing the job under
    consideration.
    3. job analysts trained in this
    method.
    4. higher level managers.
    5. immediate supervisors.
    3. job analysts trained in this method.
  37. The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of:

    1. the whole work process, from
    inputs through outputs.
    2. the abilities required to perform
    the job.
    3. the relative dollar value assigned
    to each job.
    4. its position in the organization’s
    hierarchy.
    5. the tasks, duties, and
    responsibilities of the job.
    2. the abilities required to perform the job.
  38. The process of assessing the
    relative dollar value of each job to the organization in order to set up fair
    pay structures is referred to as:

    1. human resource planning.
    2. career planning.
    3. performance appraisal.
    4. work redesign.
    5. job evaluation.
    5. job evaluation.
  39. The study of jobs to find the simplest way to structure work in order to maximize efficiency is referred to as:

    1. job extension.
    2. job enrichment.
    3. ergonomics.
    4. industrial engineering.
    5. job rotation.
    4. industrial engineering.
  40. Which of the following, if true, would result in reduced motivation to perform a job?

    1. The effectiveness of an employee’s work is readily apparent.
    2. The work has a major impact on the lives of others.
    3. Only a few skills are needed to perform the job.
    4. The employee has freedom to make own decisions.
    5. The whole work is performed by the employee alone.
    3. Only a few skills are needed to perform the job.
  41. Which of the following is an example
    of an internal source of recruitment?

    1. Employment agencies
    2. Advertisements
    3. Referrals
    4. Job postings
    5. Direct applicants
    4. Job postings
  42. Which of the following is a fast, highly revocable option to avoid a labor shortage?

    1. Retrained transfers
    2. New external hires
    3. Turnover reductions
    4. Outsourcing
    5. Technological innovation
    4. Outsourcing
  43. Which of the following constitutes the second step in human resource planning?

    1. Program implementation
    2. Forecasts of labor supply
    3. Goal setting and strategic
    planning
    4. Forecasts of labor demand
    5. Program evaluation
    3. Goal setting and strategic planning
  44. To ensure success with an outsourcing strategy, companies should:

    1. have a large stake in the
    outsourcing company.
    2. not enter into partnerships with
    foreign firms.
    3. keep the work away from the home
    location.
    4. start big and monitor the work
    closely.
    5. not outsource proprietary work.
    5. not outsource proprietary work.
  45. The choice of recruitment sources influence:

    1. the characteristics of the
    positions to be filled.
    2. the pay strategies of the
    organization.
    3. the kinds of job applicants an
    organization reaches.
    4. the employment principle followed
    by an organization.
    5. personnel policies.
    3. the kinds of job applicants an organization reaches.
  46. Recruiters should avoid:

    1. delays in giving feedback to
    applicants.
    2. seeming to care about the
    applicant.
    3. conducting interviews with teams.
    4. mentioning job’s negative points.
    5. giving information about the positive aspects of a job.
    1. delays in giving feedback to applicants.
  47. People who apply for a vacancy because someone in the organization prompted them to do so are termed:

    1. internal recruits.
    2. model applicants.
    3. internal applicants.
    4. direct applicants.
    5. referrals.
    5. referrals.
  48. Objective measures that accurately predict future labor demand are referred to as:

    1. leading indicators.
    2. yield ratios.
    3. transitional matrices.
    4. transactions.
    5. goals.
    1. leading indicators.
  49. In a phased-retirement program:

    1. older employees are offered the
    option of retiring in batches according to seniority.
    2. older employees work for reduced
    number of hours for a lower cost.
    3. older employees agree to the same
    amount of work at lower pay.
    4. older employees agree to retire at
    the completion of a certain age.
    5. employees work for reduced number
    of hours at the same pay.
    2. older employees work for reduced number of hours for a lower cost.
  50. A company recruits 18 people from a
    local university. The total cost incurred by the company for the recruitment
    effort is $4,050 and the company offers an annual salary of $65,000 to each
    student. What is the cost per hire?

    1. $65,225
    2. $225
    3. $3,836
    4. $3,611
    5. $1,174,050
    2. $225
  51. Reference and background checks are
    conducted:

    1. as a screening test before the
    interview process.
    2. to limit the number of applicants.
    3. to form an opinion about a
    candidate.
    4. to verify the information provided
    by the applicant.
    5. to form the job description for a
    job.
    4. to verify the information provided by the applicant.
  52. For a selection measure, _____
    describes the extent to which performance on the measure is related to what the measure is designed to assess.

    1. generalizability
    2. reliability
    3. validity
    4. utility
    5. practical value
    3. validity
  53. Research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance is referred to as:

    1. concurrent validation.
    2. context validation.
    3. predictive validation.
    4. adaptive validation.
    5. construct validation.
    1. concurrent validation.
  54. Which of the following is an impermissible question for applications and interviews?

    1. Please provide the names of any relatives currently employed by this employer.
    2. What schools have you attended?
    3. What was your major?
    4. What degrees have you earned?
    5. When did you attend high school?
    5. When did you attend high school?
  55. Which of the following is an advantage of using résumés?

    1. Unethical information will not be
    present in résumés.
    2. Information in résumés is
    controlled by the organization.
    3. Employers have control over the
    information presented through résumés.
    4. It is an inexpensive way to gather
    information.
    5. Information provided through
    résumés is accurate.
    4. It is an inexpensive way to gather information.
  56. _____ tests are designed to measure mental abilities such as verbal skills, quantitative skills, and reasoning ability.

    1. In-basket
    2. Fitness-for-duty
    3. Cognitive ability
    4. Multiple-hurdle
    5. Work sample
    3. Cognitive ability
  57. Impairment testing of employees is also called _____ testing.

    1. fitness-for-duty
    2. drug
    3. integrity
    4. honesty
    5. behavior description
    1. fitness-for-duty
  58. A selection interview that consists
    of a predetermined set of questions for the interviewer to ask is termed a(n)
    _____ interview.

    1. structured
    2. nondirective
    3. observational
    4. multiple-hurdle
    5. panel
    1. structured
  59. A _____ interview is a selection
    interview in which several members of the organization meet to interview each
    candidate.

    1. multiple-hurdle
    2. group
    3. team
    4. panel
    5. collective
    4. panel
  60. Which of the following refers to the process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another?

    1. Criterion-related model
    2. Multiple-hurdle model
    3. Compensatory model
    4. Normative model
    5. Constructive model
    3. Compensatory model
  61. Which of the following is the last step in instructional design?

    1. Planning training program
    2. Ensuring readiness for training
    3. Evaluating results of training
    4. Implementing training program
    5. Assessing needs for training
    3. Evaluating results of training
  62. Which of the following variables that determine employee performance can be affected by training?

    1. Attitudes
    2. Ability and skills
    3. Motivation
    4. Organizational input
    5. Performance feedback
    2. Ability and skills
  63. _____ are the limits on training’s effectiveness that arise from the situation or the conditions within the organization.

    1. Control systems
    2. Situational constraints
    3. Deficits
    4. Organizational boundaries
    5. Optimum levels
    2. Situational constraints
  64. Training administration is typically
    the responsibility of:

    1. supervisors.
    2. project leaders.
    3. human resource professionals.
    4. administrators.
    5. department heads.
    3. human resource professionals.
  65. Which of the following is a training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job?

    1. On-the-job training
    2. Hands-on method
    3. Virtual classrooms
    4. Worksheets
    5. Simulation
    5. Simulation
  66. Training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations are referred to as:

    1. behavior modeling.
    2. experiential programs.
    3. adventure learning.
    4. cross-training.
    5. co-ordination training.
    2. experiential programs.
  67. A beauty salon wants to ensure that all its employees understand and practice each other’s duties so that they can take on another member’s role whenever required. Which of the following types of training would be best suited to achieving this objective?

    1. Experiential programs
    2. Adventure learning
    3. Action learning
    4. Coordination training
    5. Cross-training
    5. Cross-training
  68. Written materials provided to employees during training programs:

    1. should contain concrete words.
    2. should have varying difficulty
    levels.
    3. should have long paragraphs and
    short sentences.
    4. should have long sentences and
    short paragraphs.
    5. should not be too simple.
    1. should contain concrete words.
  69. An orientation program is designed to:

    1. analyze skill deficiencies.
    2. measure inherent skills of the
    employees.
    3. prepare employees to perform their
    job effectively.
    4. assess the performance of newly
    joined employees.
    5. settle on adequate compensation
    for new recruits.
    3. prepare employees to perform their job effectively.
  70. As part of diversity training, an organization sends employees directly into communities where they have to interact with people from different cultures, races, and nationalities. This type of training is termed:

    1. action learning.
    2. adventure learning.
    3. cross-training.
    4. cultural immersion.
    5. coordination training.
    4. cultural immersion.
  71. A protean career refers to:

    1. a career that progresses through a hierarchy.
    2. a career that lacks development opportunities.
    3. a career that frequently changes.
    4. a career that follows a distinct path.
    5. a career that lacks focus and vision.
    3. a career that frequently changes.
  72. The information-gathering dichotomy in the Myers-Briggs Type Indicator relates to:

    1. introversion and extroversion.
    2. interpersonal strength and vitality.
    3. the extent of consideration employees give to values and feelings.
    4. the preparations individuals make before making decisions.
    5. an individual’s tendency to be either flexible or structured.
    4. the preparations individuals make before making decisions.
  73. According to the Myers-Briggs Type Indicator, individuals with a Judging (J) preference:

    1. focus on goals, establish deadlines, and prefer to be conclusive.
    2. enjoy surprises, are comfortable with changing a decision, and dislike deadlines.
    3. try always to be subjective in
    making decisions.
    4. gain energy through interpersonal relationships.
    5. tend to focus less on facts and more on the possibilities and relationships among them.
    1. focus on goals, establish deadlines, and prefer to be conclusive.
  74. In which of the following do multiple raters or evaluators (assessors) evaluate employees’ performance on a number of exercises?

    1. Group discussions
    2. Assessment centers
    3. Myers-Briggs Type Indicator
    4. Benchmarks
    5. 360-degree feedback
    2. Assessment centers
  75. Which of the following is a disadvantage of 360-degree feedback?

    1. It limits the availability of multiple perspectives on managers’ performance.
    2. It cannot be used to establish formal communications.
    3. This method tends to be difficult to use and administer.
    4. The method has little impact on performance and behavior.
    5. This method demands a significant amount of time.
    5. This method demands a significant amount of time.
  76. The act of adding challenges or new responsibilities to employees’ current jobs is referred to as:

    1. externship.
    2. job sharing.
    3. job rotation.
    4. job enlargement.
    5. promotion.
    4. job enlargement.
  77. A mentor is:

    1. a team member who acts as a counselor and leader to the other members in the team.
    2. an experienced, productive senior employee who helps develop a less-experienced employee.
    3. a supervisor who is assigned to
    monitor employee performance and measure employee productivity.
    4. an employee who’s main job is to ensure that the employees in an organization are motivated and focused toward achieving organizational goals.
    5. a person who takes care of the counseling, training, and employee guidance needs in an organization.
    2. an experienced, productive senior employee who helps develop a less-experienced employee.
  78. Which of the following terms refers to a peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback?

    1. Protégé
    2. Lead
    3. Trainer
    4. Tutor
    5. Coach
    5. Coach
  79. The use of information by employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs is referred to as:

    1. cognitive evaluation.
    2. feedback.
    3. measurement.
    4. performance appraisal.
    5. self-assessment.
    5. self-assessment.
  80. Succession planning:

    1. focuses on high-potential employees.
    2. results in premature promotions.
    3. is a short term process.
    4. does not use job rotation techniques.
    5. is not linked with other HR systems.
    1. focuses on high-potential employees.
  81. According to the concept of "human resource management", human resources:





    D. are not easily replaceable.
  82. _____ is the process of getting detailed information about jobs.





    C. Job analysis
  83. _____ is the process of defining the way work will be performed and the tasks that a given job requires.





    D. Job design
  84. Which of the following refers to a planned effort to enable employees to learn job related knowledge, skills, and behavior?





    D. Training
  85. Recruitment:





    A. is the process through which the organization seeks applicants for potential employment.
  86. The process of ensuring that employees' activities and outputs match the organization's goals is called:





    D. performance management.
  87. Decisions related to training and development include:





    B. whether to offer programs to select employees or to all employees.
  88. Which of the following is an example of collective bargaining?





    D. Employment contract negotiation with union
  89. Identify the statement that is true about personnel policies.





    B. Personnel policies promote fair decision making.
  90. "Employment at will" refers to:





    A. the principle that an employer may terminate employment at any time without notice.
  91. _____ refers to collecting and using data to show that human resource practices have a positive influence on the company's bottom line or key stakeholders.





    C. Evidence-based HR
  92. Members of the HR department should be credible activists. This means that they should be:





    B. well respected in the organization.
  93. Right to freedom of speech refers to the right to:





    E. criticize an organization's ethics in good conscience.
  94. People have the right to refuse to do what violates their moral beliefs, as long as these beliefs reflect commonly accepted norms. This right is referred to as:





    E. right of freedom of conscience.
  95. Which of the following HR professionals earns the least salary?





    D. HR generalist
  96. Who among the following belongs to the external labor market of a company?





    E. An employee referral
  97. The _____ is an agency of the Department of Labor that tracks changes in the composition of the U.S. labor force and forecasts employment trends.





    B. Bureau of Labor Statistics
  98. Which of the following is the major reason for increased immigration of foreign-born workers to the United States?





    D. Non-availability of qualified U.S. technical workers
  99. Which of the following statements is true about high-performance work systems?





    A. They provide the best possible fit between people and the equipments used.
  100. The Bureau of Labor Statistics forecasts that between 2008 and 2018, most new jobs will be in:





    D. extraction and mining.
  101. Which of the following statements is true about knowledge workers?





    A. An employer cannot simply order knowledge workers to perform tasks.
  102. Full involvement in one's work and commitment to one's job and company is termed:





    B. employee engagement.
  103. Teams that rely on
    communications technology such as videoconferences, e-mail, and cell
    phones to keep in touch and coordinate activities are termed:





    C. virtual teams.
  104. Which of the following observations about teamwork is true?





    C. It can result in lower labor costs.
  105. Companies' plan for meeting broad goals such as profitability, quality, and market share is referred to as:





    B. strategy.
  106. Which of the following is a core value associated with total quality management?





    C. Managers measure progress with feedback based on data
  107. Which of the following is a challenge presented by downsizing?





    D. Surviving employees' morale would decline
  108. Employees who take assignments in other countries are termed _____.





    B. expatriates
  109. The processing and transmission of digitized HR information, especially using computer networking and the Internet is termed:





    C. electronic human resource management.
  110. Which of the following is the least flexible work arrangement?





    A. Permanent employees
  111. The _____ is responsible for enforcing the human resource laws passed by US Congress.





    D. executive branch
  112. Which of the following refers to the directives issued solely by the president, without requiring congressional approval?





    D. Executive orders
  113. _____ forbids discrimination based on race, color, religion, sex, or national origin.





    D. Title VII of CRA
  114. An organization's active effort to find opportunities to hire or promote people in a particular group is referred to as:





    A. affirmative action.
  115. The _____ is responsible for enforcing Title VII of CRA and the Americans with Disabilities Act.





    E. Equal Employment Opportunity Commission
  116. _____ refers to a comparison of the race, sex, and ethnic composition of the employer's workforce with that of the available labor supply.





    C. Utilization analysis
  117. Identify the job in which gender is a bona fide occupational qualification.





    B. Bathroom attendant
  118. Evidence of discrimination could be found if the ratio of the hiring rate of minority group and the hiring rate of the majority group is less than
    _____.





    A. 0.8
  119. Which of the following is an example of reverse discrimination?





    C. Discrimination against white men in the U.S.
  120. In situations involving _____, equal employment opportunity may require that an employer make reasonable accommodation.





    D. individuals with disability
  121. Reasonable accommodation refers to:





    B. an employer's obligation to do something to enable an otherwise qualified person to perform a job.
  122. Which of the following
    U.S. laws authorize the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce?





    D. OSH Act
  123. The _____ is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the OSH act.





    C. Department of Health
  124. _____ are forms on which chemical manufacturers and importers identify the hazards of their chemicals.





    B. Material safety data sheets
  125. _____ is a method of promoting safety by determining which specific element of a job led to a past accident.





    A. Technic of operations review
  126. The process of analyzing the tasks necessary for the production of a product or service is referred to as:





    A. work flow design.
  127. Which of the following refers to the process of getting detailed information about jobs?





    E. Job analysis
  128. Job description refers to:





    B. a list of the tasks, duties, and responsibilities that a particular job entails.
  129. A job specification focuses on:





    B. the qualities or requirements the person performing the job must possess.
  130. Which of the following refers to factual or procedural information that is necessary for successfully performing a task?





    A. Knowledge
  131. In a Position Analysis Questionnaire, the physical activities, tools, and devices used by the worker to perform the job relate to the section termed _____.





    E. work output
  132. The _____, used to gather information about worker requirements, is constituted of a survey that is based on 52 categories of abilities, ranging from written comprehension to deductive reasoning, manual dexterity, stamina, and originality.





    A. Fleishman Job Analysis System
  133. The process of defining how work will be performed and what tasks will be required in a given job is referred to as:





    B. job design.
  134. The extent to which the job has an important impact on the lives of other people is referred to as:





    C. task significance.
  135. According to the Job Characteristics Model, which of the following would motivate employees the most?





    C. A job that requires a variety of skills and is an independent project.
  136. Job extension refers to:





    D. combining several simple jobs to form a wider job.
  137. Which of the following is a scheduling policy where full-time employees are allowed to choose starting and ending times within guidelines specified by the organization?





    E. Flextime
  138. _____ is a work option in which two part-time employees carry out the tasks associated with a single job.





    D. Job sharing
  139. The study of the interface between individuals' physiology and the characteristics of the physical work environment is referred to as:





    C. ergonomics.
  140. Which of the following methods was developed specifically to address information-processing
    errors that can occur in situations in which one person hands off information to another?





    E. SBAR
  141. Which of the following statements is true about labor forecasting?





    E) It involves determination of labor supply and demand.
  142. _____ is a chart that lists job categories held in one period and shows the proportion of employees in each of those job categories in a future period.





    D) Transitional matrix
  143. Which of the following options could be used to avoid a labor surplus?





    B) Work sharing
  144. _____ refers to the planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness.





    D) Downsizing
  145. Downsizing efforts often fail because:





    E) survivors become self-absorbed and avoid risks.
  146. Which of the following is a disadvantage of using temporary and contract workers?





    D) The workers may not be committed to organization.
  147. _____ refers to contracting with another organization to perform a broad set of services.





    A) Merger
  148. Overtime is best suited for:





    D) short-term labor shortages.
  149. Advertisements designed to create a generally favorable impression of the organization are termed:





    E) image advertisements.
  150. Policies that formally lay out the steps an employee may take to appeal the employer's decision to terminate that employee are termed:





    D) due-process policies.
  151. Jennifer applies for a vacancy without prompting from the organization. She could be termed a:





    C) direct applicant.
  152. The practice of hiring relatives is termed:





    C) nepotism.
  153. The _____ requires that everyone receiving unemployment compensation be registered with a local state employment office.





    A) Social Security Act of 1935
  154. Which of the following observations is true about recruitments from campuses?





    D) Stronger presence in campus is needed for better recruitments.
  155. Employee referrals have a high yield ratio for a particular job. This means it:





    E) is a good source of recruitment for the job.
  156. Which of the following is most likely to be the first step in personnel selection?





    A) Application screening
  157. The _____ of a type of measurement indicates how free that measurement is from random error.





    D) reliability
  158. Criterion-related validity is a measure of validity based on:





    C) showing a substantial correlation between test scores and job performance scores.
  159. Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired is referred to as:





    E) predictive validation.
  160. The extent to which something provides economic value greater than its cost is termed:





    C) utility.
  161. _____ requires employers to make "reasonable accommodation" to disabled individuals and restricts many kinds of questions during the selection process.





    D) The Americans with Disabilities Act of 1991
  162. Which of the following is a permissible question for applications and interviews?





    B) What languages do you speak?
  163. Which of the following is the federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States?





    B) Immigration Reform and Control Act of 1986
  164. A major drawback of résumés is that:





    D) applicants control the content of the information.
  165. Tests that assess how well a person can learn or acquire skills and abilities are referred to as _____ tests.





    D) aptitude
  166. Which of the following "Big Five" personality dimensions is associated with a person who is
    dependable, organized, persevering, thorough, and achievement-oriented?





    C) Conscientiousness
  167. Which of the following should not be used by employers to screen job candidates?





    E) Polygraph tests
  168. A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate is termed a(n):





    A) nondirective interview.
  169. A(n) _____ interview is a structured interview in which the interviewer describes a scenario likely to arise on the job and asks the candidate what he or she would do in that scenario.





    E) situational
  170. Which of the following refers to a process of arriving at a selection decision by eliminating
    some candidates at each stage of the selection process?





    C) Multiple-hurdle model
  171. _____ is a process of systematically developing training to meet specified needs.





    B) Instructional design
  172. The instructional design in an organization logically should begin with a(n):





    E) needs assessment.
  173. _____ is the process of identifying and analyzing tasks to be trained for.





    B) Task analysis
  174. The ability to use written and spoken language, solve math problems, and use logic to solve problems is termed:





    D) cognitive ability.
  175. _____ is a document sent to several vendors, outlining the type of service needed, the type and number of references needed, and the number of
    employees to be trained.





    C) Request for proposal
  176. Which of the following is a technique used in group-building methods?





    E) Experiential programs
  177. _____ is a training method in which a person with job experience and skill guides trainees in practicing job skills at the workplace.





    E) On-the job training
  178. Which of the following is the key difference between apprenticeship and internship?





    A) Unlike apprenticeship, internship is sponsored by an institution.
  179. Computer depictions of trainees, which the trainees can manipulate in an online role-play are termed:





    B) avatars.
  180. _____ is a teamwork and leadership training program based on the use of challenging, structured outdoor activities.





    D) Adventure learning
  181. Team training that teaches the team how to share information and make decisions to obtain the best team performance is referred to as:





    E) coordination training.
  182. _____ is a form of training in which teams get an actual problem, work on solving it and commit to an action plan, and are accountable for carrying it out.





    E) Action learning
  183. The usual way to measure whether participants have acquired information is to:





    D) administer tests.
  184. Which of the following types of training is specifically designed to teach employees the
    avoidance of behaviors that isolate or intimidate others?





    E) Diversity training
  185. Cultural immersion refers to:





    E) sending employees directly into diverse communities.
  186. In the traditional view, a career consists of:





    A) a sequence of positions within an occupation or organization.
  187. Which of the following is an example of formal education provided to employees?





    D) Courses by consultants
  188. _____ refers to collecting information and providing feedback to employees about their behavior, communication style, or skills.





    B) Assessment
  189. The lifestyle dichotomy in the Myers-Briggs Type Indicator describes:





    A) an individual's tendency to be either flexible or structured.
  190. According to the Myers-Briggs Type Indicator, individuals with a Thinking (T) preference:





    A) try always to be objective in making decisions.
  191. Which of the following is a measurement tool that gathers ratings of a manager's use of skills associated with success in managing?





    E) Benchmarks
  192. _____ refer(s) to the combination of relationships, problems, demands, tasks, and other features of an employee's jobs.





    C) Job experiences
  193. The process of moving employees through a series of job assignments in one or more functional areas is referred to as:





    B) job rotation.
  194. _____ refers to the assignment of an employee to a position in a different area of the company, usually in a lateral move.





    A) Transfer
  195. _____ refers to the assignment of an employee to a position with greater challenges, more
    responsibility, and more authority than in the previous job, usually accompanied by a pay increase.





    E) Promotion
  196. Externship refers to employee development through:





    D) a full-time temporary position at another organization.
  197. An experienced, productive senior employee who helps develop a less experienced employee is termed a:





    B) mentor.
  198. _____ refers to information employers give employees about their skills and knowledge
    and where these assets fit into the organization's plans.





    E) Feedback
  199. The process of identifying and tracking high-potential employees who will be able to
    fill top management positions when they become vacant is referred to as:





    E) succession planning.
  200. A manager who is otherwise competent may engage in some behaviors that make him or her
    ineffective or even "toxic"—someone who stifles good ideas and drives away employees. Such a manager would be referred to as a(n):





    C) dysfunctional manager.
Author
bpotter2008
ID
105799
Card Set
HRM1
Description
Test 1
Updated