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Question
A strengths/weakness balance sheet survey is an example of a formal career planning assessment tool.
Answer
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Related questions
Q:
Placing a dollar value on a job's worth is called ________.
A) job analysis
B) job enlarging
C) job evaluation
D) market pricing
Q:
The market lag policy is one of three pay mix policy choices.
Q:
In the ________ of job evaluation, raters assign numerical values to specific job factors, such as knowledge required, and the sum of these values provides a quantitative assessment of a job's relative worth.
A) point method
B) factor comparison method
C) classification method
D) chart profile method
Q:
As the HR manager at a new firm, Kelly is responsible for the process of job evaluation. Kelly has completed a job evaluation for each position at the firm. What will most likely be the direct result of Kelly's work?
A) job structure
B) financial equity
C) job alignment
D) organizational fit
Q:
Eric, an HR manager, is using a job evaluation method in which he assigns numerical values to specific job factors before calculating the sum of the values. Which method is Eric most likely using?
A) factor comparison
B) classification
C) ranking
D) point method
Q:
Describe how team building is being utilized to develop effective workgroups.
Q:
Learning organizations reward employees with enriching jobs, promotions, and compensation, and they typically attract high-quality workers who seek training and development programs.
Q:
Quality circles are groups of employees who voluntarily meet regularly with their supervisors to discuss their problems, investigate causes, recommend solutions, and take corrective action when authorized to do so.
Q:
Collecting data from an organization unit through the use of questionnaires and interviews is known as ________.
A) team building
B) quality circles
C) job enrichment
D) survey feedback
Q:
Organization development is implemented to change which of the following?
A) individual employees
B) an entire company
C) a single department
D) quality circles
Q:
The planned and systematic attempt to change the organization, typically to a more behavioral environment is referred to as ________.
A) management development
B) vestibule system training
C) organization development
D) on-demand training
Q:
Jason has worked for Allstate Insurance as an IT specialist since graduating from college two years ago. George is an upper level manager who has worked for Allstate for twenty years. Jason and George have been paired so that George can learn more about social networking and text messaging from Jason. Which of the following best describes this program?
A) job sharing
B) strategic planning
C) reverse mentoring
D) succession planning
Q:
What development method is often considered a responsibility of the immediate boss and provides assistance much like a mentor?
A) coaching
B) vestibule training
C) development
D) behavior modeling
Q:
Which of the following has historically been the most significant factor to influence careers?
A) mentoring
B) coaching
C) training
D) recruiting
Q:
Which of the following is an approach to advising, coaching, and nurturing, for creating a practical relationship to enhance individual career, personal, and professional growth and development?
A) succession planning
B) strategic planning
C) mentoring
D) training
Q:
What concept consists of all learning experiences resulting in an upgrading of skills and knowledge required in current and future managerial positions?
A) reinforcement development
B) management development
C) organizational development
D) behavioral development
Q:
Employees view career development opportunities as more important than ________.
A) indirect financial compensation
B) employee benefits
C) pay
D) work-life balance
Q:
The network career path is a method of career progression that ________.
A) contains both a vertical sequence of jobs and a series of horizontal opportunities
B) allows for rectilinear moves in pursuit of new challenges
C) allows technically trained employees to be rewarded without moving into management
D) moves workers to a lower level of duties and responsibilities
Q:
The traditional lecture model of learning is the premise behind the educational success of social networking.
Q:
Which of the following would LEAST likely be a source of ethical guidance?
A) holy books
B) laws
C) friends
D) tests
Q:
Foley Foods is a mid-size food processing facility that has had a significant increase in business lately. The firm needs to hire additional workers and develop a second shift to meet productivity needs. The HR manager at Foley Foods recommends implementing a safety program. Which of the following most likely undermines the need for a safety program?
A) Foley Foods has a high employee turnover rate.
B) All machines at Foley Foods are equipped with safety interlocks.
C) Foley Foods' workers' compensation costs are the highest in the industry.
D) Employees at Foley Foods have the option of wearing safety goggles and other PPE.
Q:
Why is it economically beneficial to maintain workplaces that are safe, healthy, and drug-free?
Q:
Musculoskeletal disorders (MSDs) are conditions that affect the body's muscles, joints, tendons, ligaments, and nerves.
Q:
A portion of the Sarbanes-Oxley Act makes it illegal to fire or otherwise discriminate against a corporate officer for trying to report possible accounting irregularities to higher corporate officials or enforcement agencies. The ________ administers that portion of Sarbanes-Oxley.
A) Department of Homeland Security
B) Internal Revenue Service
C) U.S. Department of Labor
D) Securities and Exchange Commission
Q:
According to your textbook, all of the following EXCEPT ________ are included within the umbrella definition of safety.
A) musculoskeletal disorders
B) stress injuries
C) natural disasters
D) workplace and domestic violence
Q:
As more individuals become autonomous, or self-managed, job enrichment is moving away from the team level.
Q:
________ should not be confused with downsizing even though a workforce reduction often results.
A) Job design
B) Reengineering
C) Job rotation
D) Strategy
Q:
Define competency and competency modeling. Explain their importance as alternatives to job analysis.
Q:
Individual's capability to orchestrate and apply combinations of knowledge, skills, and abilities consistently over time to perform work successfully in work situations is known as competencies.
Q:
Oftentimes, HR professionals' identification of competencies is derived from an analysis of ________.
A) observation methods
B) overall strategic statements
C) job descriptions
D) global talent management