Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Question
Unlike other corporate functions, such as Finance, HRM is not concerned with quantitative analysis as a part of decision-making preferring to rely on intuition to make decisions.
Answer
This answer is hidden. It contains 5 characters.
Related questions
Q:
One way to motivate managers to effectively perform the role of career counselor for their employees is to link their compensation to positive employee development outcomes.
Q:
Career resource centers consist of methods for evaluating employees potential for growth and development in the organization.
Q:
Gen Y employees are looking for stability and finding jobs that will pay them the highest level of compensation regardless of the content of the job.
Q:
List a few trends adopted by organizations to improve work-family balance.
Q:
Assume you are conducting a training program. What types of data should you collect to evaluate the training?
Q:
What can be done to maximize transfer of training back to one's job?
Q:
A national corporation has completed its first phase of diversity awareness training. HR has been asked to evaluate the training to measure changes in participants understanding of current laws related to diversity and determine future training initiatives. Which methodology would yield the best results?
A) Using statistical measures of association and correlation
B) Running experiments with control groups from benchmark companies
C) Gathering qualitative information from training participants
D) Interviewing training participants to discuss their reactions to the training
E) Testing participants through the use of a pre and post test on the key points of the program
Q:
Trainee characteristics related to trainability include __________.
A) opportunity to perform trained tasks
B) a positive climate for learning
C) high cognitive ability
D) time for practice
E) reinforcement of continuous learning
Q:
Simply requiring all employees to attend training can be a waste of time and money. In an
effort to better identify individual training needs, one should conduct a(n):
A) Job analysis
B) Organizational analysis
C) Person analysis
D) Work-oriented analysis
E) Task-oriented analysis
Q:
A(n) __________ analysis helps identify what should be taught in training.
A) content
B) design
C) job
D) organizational
E) person
Q:
The transfer of learning back to the job is critical for successful training, and activities conducted before, during and after the training can facilitate the transfer.
Q:
One of the objectives of employee orientation programs is to assist the new employee in adjusting to the organization and feeling comfortable and positive about the new job.
Q:
E-learning is very useful for training interpersonal skills or psychomotor tasks.
Q:
The three major steps involved in the basic process of training are assessment, development, and evaluation.
Q:
What are rating errors? List the common rating errors.
Q:
List the three basic ways in which raters can make performance assessments.
Q:
A manager believes that older workers are less likely to be able to improve performance than younger workers. This thinking could lead to what form of performance appraisal error?
A) attribution error
B) bias
C) contamination
D) frame of reference
E) accountability
Q:
An employee does an excellent job at answering customers technical questions related to software. However, they are not effective or efficient when it comes to completing paperwork, or working well with their peers. The manager rates this employee as excellent in all performance categories. This is an example of what performance appraisal error?
A) Halo effect
B) Horns effect
C) Recency
D) Severity
E) Central tendency
Q:
Corporate social or environmental performance relates to a companys ability to make profits while not sacrificing the resources of its people, the community, and the planet.
Q:
A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.
Q:
Organizational design is concerned with establishing, fostering, and maintaining employee skills based on organizational and employee needs.
Q:
360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.
Q:
The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.
Q:
Individuals from societies with a short-term orientation expect quick results, personal steadiness and stability, and place less emphasis on status.
Q:
People from highly individualistic societies attach more importance to freedom and challenges in jobs.
Q:
The degree of cultural differences is one of the factors that affect the level of difficulty involved in operating HR on an international basis.
Q:
Management contract is a special form of licensing.
Q:
Graphology was not found to be a(n) _____ method to predict future employee _______,
A) valid, demographics
B) valid, success
C) formal, success
D) technological, flexibility
E) formal, demographics
Q:
The value chain analysis can be used to:
A) refocus the organization on its core competencies and the requirements of the customer base.
B) focus on understanding customer needs and expectations.
C) describe the extent to which a business has a competitive advantage.
D) formulate strategies that place it in a favorable position relative to other companies in the industry.
E) understand customer needs and expectations.
Q:
Which is more important, procedural or distributive justice? Why?