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Human Resource
Q:
Because the skills associated with being an effective team are so straightforward, it is most effective to conduct the training using lectures and e-learning.
Q:
Which of the following is a customer satisfaction measure of the overall effectiveness of HR activities?
A. Ratio of personnel staff to employee population
B. Percentage of employees receiving tuition refunds
C. Per capita (average) merit increases
D. Working relationship between organizations and HRM department
E. Turnover rate
Q:
A co-worker has suggested that you should randomly assign employees to either the training or to a control group to increase the effectiveness of your evaluation of a training program. You should follow his suggestion.
Q:
Which of the following is a business indicator of the success of the employee appraisal and development programs implemented by the HR department of an organization?
A. Assistance in identifying management potential
B. Organizational development activities provided by HRM department
C. Accuracy and clarity of information provided to managers and employees
D. Quality of introduction/orientation programs
E. Distribution of performance appraisal ratings
Q:
One of the barriers to conducting training evaluation is leaderships lack of interest.
Q:
Which of the following is a business indicator of the success of the benefits programs implemented by the HR department of an organization?
A. Communication of benefits to employees
B. Fairness and consistency in the application of benefit policies
C. Promptness in handling claims
D. Average unemployment compensation payment
E. Assistance provided to line managers in reducing potential for unnecessary claims
Q:
As a component of its management training program, a restaurant used a case study of a manufacturing firm; this is a critical strategy to ensure trainees are able to transfer the learning back to the job.
Q:
Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?
A. Promptness in handling claims
B. Average unemployment compensation payment
C. Per capita (average) merit increases
D. Benefit cost per payroll dollar
E. Percentage of sick leave to total pay
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:
Which of the following is a customer satisfaction measure that indicates the success of the training programs implemented by the HR department of an organization?
A. Percentage of employees participating in training programs per job family
B. Percentage of employees receiving tuition refunds
C. Per capita (average) merit increases
D. Training dollars per employee
E. Quality of introduction/orientation programs
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:
Which of the following is a business indicator of the success of the training programs implemented by the HR department of an organization?
A. The extent to which training programs meet the needs of employees and the company
B. Training dollars per employee
C. Communication to employees about available training opportunities
D. Assistance in identifying management potential
E. Quality of introduction/orientation programs
Q:
The one-group pretestposttest design is useful when it is difficult to collect criteria measures on individuals prior to offering them the training.
Q:
Which of the following is a customer satisfaction measure that indicate the success of the compensation system designed by the HR department of an organization?
A. Competitiveness in local labor market
B. Ratio of average salary offers to average salary in community
C. Per capita (average) merit increases
D. Percentage of overtime hours to straight time
E. Ratio of recommendations for reclassification to number of employees
Q:
E-learning is very useful for training interpersonal skills or psychomotor tasks.
Q:
Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?
A. Competitiveness in the local labor market
B. Ratio of average salary offers to average salary in community
C. Relationship between pay and performance
D. Employee satisfaction with pay
E. Fairness of existing job evaluation system in assigning grades and salaries
Q:
Audiovisuals involve recording a portion of audio or video content that is punchy and useful and posting it online or on the firms intranet site and providing a link to download the recording.
Q:
Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?
A. Anticipation of personnel needs
B. Average years of experience/education of hires per job family
C. Average days taken to fill open requisitions
D. Ratio of acceptances to offers made
E. Ratio of minority/women applicants to representation in local labor market
Q:
A blended training approach could include an integration of classroom and e-learning training approaches.
Q:
When trainees share their goals for improved performance with other trainees during a training session, it is more likely that they will meet their stated goal.
Q:
Which of the following is a business indicator for staffing activities with regard to an HRM audit?
A. Treatment of applicants
B. Skill in handling terminations
C. Competitiveness in local labor market
D. Employee satisfaction with pay
E. Ratio of acceptances to offers made
Q:
Which of the following refers to an HRM function?
A. production
B. appraisal
C. export
D. import
Q:
Relapse prevention emphasizes the learning of a set of self-control and coping strategies when the trainee is faced with high-risk situations.
Q:
Overlearning is a desirable component in a training program when the task to be learned is likely to be immediately practiced in the work situation.
Q:
The primary focus of an HRM audit is on:
A. motivating customers.
B. estimating the costs of implementing an HR practice.
C. reviewing the various outcomes of HRM functions.
D. determining the dollar value of the HRM program.
E. determining the legality of HR practices.
Q:
A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n) _____.
A. balanced scorecard
B. profit-and-loss statement
C. evidence-based HRM
D. job description
E. HRM audit
Q:
When training a police officer how to use a gun, it is best to use spaced practice and focus on overlearning.
Q:
How can the HR department of an organization meet the needs of employees?
A. By providing qualified staffing
B. Through performance management
C. By hiring people with niche skills
D. By providing training and development
E. By enforcing labor law regulations
Q:
Massed practice is more effective than spaced practice when learning a complex task.
Q:
How can the HR department of an organization meet the needs of strategic planners?
A. By providing qualified staffing
B. Through performance management
C. Through rewards systems
D. By providing training and development
E. By enforcing labor law regulations
Q:
The E-learning Readiness self-Assessment tool provides a quick and comprehensive analysis of preparedness for success in an online training program.
Q:
Effectively identifying learning objectives is not necessary to determine the best method to present the training.
Q:
How can the HR department meet the needs of line managers?
A. By providing qualified staffing
B. By assisting in performance management
C. By designing a rewards system
D. By providing training and development
E. By enforcing labor law regulations
Q:
Person analysis can be used to assess trainability.
Q:
For an organization's human resource division, customers:
A. refer specifically to the organization's shareholders.
B. refer specifically to the organization's offshore clients.
C. usually refer to the top management.
D. refer to the organization as a whole and its other divisions.
E. refer to the labor law enforcement agencies.
Q:
The same process that is used to identify data for a job description can be used to determine what should be taught in training programs for new hires.
Q:
Generally speaking, _____ bring(s) networks of people together to collaborate on projects, solve problems, or socialize.
A. cloud computing
B. social media
C. social discrimination
D. grid computing
E. primary group
Q:
A difference between the desired production rate and the actual production rate could be an indication that training is needed.
Q:
Which of the following is true of e-HRM?
A. Most administrative and information-gathering HRM activities can be part of e-HRM.
B. E-HRM is less economical than traditional HR systems.
C. E-HRM has adversely affected employee manageability.
D. The number of organizations actively engaged in e-HRM is steadily decreasing.
E. A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it.
Q:
Most of the human resource information is confidential, so organizations engaging in e-HRM are:
A. continuously limiting the amount and type of information made available to company personnel.
B. increasingly placing company-specific information on a secure intranet with links to resources on the broader Internet.
C. consolidating information into a single file and restricting access to the database to only top-level personnel within the company.
D. not in favor of knowledge sharing within the organization.
E. encouraging employees to restrict the use of intranet.
Q:
A needs assessment involves the analysis of organization, job, and person.
Q:
The goal of the assessment phase is to examine whether the training program has been effective in meeting the stated objectives.
Q:
Which of the following exemplifies one of the most creative developments in human resource information systems technology?
A. Decision support system
B. Transactional processing system
C. HR dashboard
D. Expert system
E. Intranet
Q:
Which of the following helps in making confidential HR-related information widely available to authorized users within an organization?
A. A decision support system
B. An expert system
C. The intranet
D. A transactional processing system
E. The Internet
Q:
The three major steps involved in the basic process of training are assessment, development, and evaluation.
Q:
_____ is a display of a series of HR measures, showing human resource goals and objectives and progress toward meeting them.
A. Performance review template
B. Job preview
C. Expert system
D. HR dashboard
E. Relational database
Q:
Development focuses on the immediate period to help fix any current deficits in employees skills.
Q:
Which one of the following is an advantage of a relational database?
A. It facilitates the storage of employee information in a single, large file.
B. It replicates the traditional method of filing employee data by name, a system that is strongly preferred by organizations worldwide.
C. It helps HR staff in retrieving information about specific applicants.
D.
It helps people arrive at decisions that reflect expert knowledge.
E. It is designed to exclusively meet the needs of the HR department.
Q:
Training refers to learning opportunities designed to help employees grow.
Q:
A standard feature of a modern HRIS is the use of _____, which store data in separate files that can be linked by common elements.
A. graph databases
B. hypermedia databases
C. relational databases
D. unstructured databases
E. parallel databases
Q:
List the recommendations for implementing a multirater/360-degree appraisal system.
Q:
Expert systems:
A. can only be used by those employees who have proven expertise in a certain area.
B. could cause errors if the user is fatigued or biased.
C. are typically unstable.
D. deliver quality at a very high cost.
E. help many people to arrive at decisions that reflect the expert's knowledge.
Q:
Briefly describe each of the two ways in which errors arise.
Q:
_____ are computer systems that incorporate the decision rules used by people who are considered to have proficiency in a certain area.
A. Decision support systems
B. Expert systems
C. E-HRM systems
D. Transactional processing systems
E. Clouds
Q:
What are rating errors? List the common rating errors.
Q:
A manager wishes to test a range of assumptions on the availability of a certain skill in the labor market. He plans to enter different assumptions or data to check how the likely outcomes alter in accordance with the corresponding change in data. Which one of the following is the most suitable system for such a purpose?
A. Decision support system
B. Expert system
C. e-HRM system
D. Transactional processing system
E. Transitional matrix
Q:
Briefly explain the management by objectives (MBO) rating method.
Q:
Decision support systems refer(s) to:
A. computer software systems that allow users to see how outcomes vary when assumptions or data are altered.
B. the network of remote servers used to store reusable data.
C. systems that incorporate the decision rules used by people who are considered to have expertise in a certain area.
D. the set of topics on which a human resource information system collects and maintains information.
E. online training and development materials which employees can access at their own convenience from anywhere around the world.
Q:
What does the process of designing an appraisal system include? Who should be involved is this process?
Q:
Which one of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?
A. e-HRM
B. Transaction processing
C. Automation
D. Expert systems
E. Decision support systems
Q:
List the three basic ways in which raters can make performance assessments.
Q:
New technology usually involves _____that is, using equipment and information processing to perform activities that had been performed by people.
A. downsizing
B. outsourcing
C. offshoring
D. automation
E. diversification
Q:
What is the criterion for recommending MBO as a method for comparing people or units?
Q:
Compensation systems can help create the conditions that contribute to high performance. Consequently, organizations can increase empowerment and job satisfaction by:
A. communicating the basis for decisions about pay.
B. disassociating compensation from performance measures.
C. discouraging negotiations regarding pay.
D. limiting employee participation in management.
E. limiting the use of gainsharing and profit sharing.
Q:
Define the six different types of outcomes that may be measured in a work performance system. Provide brief examples for each.
Q:
Merit pay, gainsharing, and profit sharing are all methods of:
A. including employees in organizational planning.
B. disassociating compensation from performance measures.
C. disseminating organizational learning.
D. increasing employee participation in strategic decision making.
E. linking compensation to performance measures.
Q:
What are the administrative concerns that must be addressed in performance appraisal system? Provide a description of each.
Q:
Performance management systems support organizational goals best if they:
A. define and measure performance in broad behavioral terms.
B. link performance measures to meeting internal and external customers' needs.
C. ignore situational constraints.
D. are outsourced to professional behavior management firms.
E. choose business goals based on employees' skills and abilities.
Q:
List and explain four common rating errors.
Q:
At a high-performance organization, recruitment and selection aim at obtaining the kinds of employees who can thrive in this type of setting. These employees are _____.
A. primarily individual contributors
B. enthusiastic about knowledge sharing
C. averse to risk taking
D. averse to experimentation
E. averse to taking initiatives
Q:
Which one of the following is a selection method that organizations can adopt to identify employees who innovate, share ideas, and take initiative?
A. Technical proficiency test
B. Psychological test
C. Structured interview
D. Aptitude test
E. Physical ability test
Q:
A company that provides service of repairs of refrigerators has noticed that their overall performance has been declining over the past 3 years. They are interested in increasing the performance of the entire team of service personnel, including measurements of time and cost of repair visits. Which of the following is correct?
A) Management should be concerned with measurement of objectives being too objective
B) Management should pull together a team and design a ProMES program.
C) Management should focus on individual performance measurements and not try to measure aggregate performance
D) Management should implement a forced distribution performance appraisal system.
E) Management should understand that performance levels move up and down in cycles and they need to simply wait until the next cycle of increased performance begins.
Q:
Which of the following is not a major factor causing inaccurate and unfair performance appraisal?
A) Lack of sufficient observation of employees work
B) Multiple sources of information related to performance
C) Raters who have not been trained despite demonstrated bias
D) Failing to consider situational constraints
E) Concern over the negative reaction of the individual being rated
Q:
A high-performance work system is most likely to place employees in work teams where:
A. employee empowerment is considerably low.
B. employees primarily work as individual contributors.
C. employees collaborate to make decisions and solve problems.
D. the affective job satisfaction among employees is low.
E. Technology is used to the minimum.
Q:
Job design aimed at empowerment:
A. is complex.
B. limits flexibility.
C. includes access to resources.
D. increases employee turnover.
E. includes a rigid pay structure.
Q:
To ensure a supportive and creative atmosphere for the feedback session, the rater should:
A) Have one-way conversation with the ratee
B) Include several employees at once to brainstorm
C) Allow the employee to discuss their concerns in a two-way conversation
D) Keep the duration of the performance meeting as short as possible
E) Continue to take phone calls and accept interruptions from your staff during the meeting.
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:
Which one of the following is an HRM practice that helps organizations achieve high performance?
A. Work is performed by individuals.
B. Organization discourages continuous learning.
C. Performance management system measures customer satisfaction and quality.
D. Pay systems primarily reward loyalty to the company.
E. Technology increases costs.
Q:
Which of the following is an appraisal method that makes comparisons between ratees performance?
A) check list
B) forced choice
C) management by objectives (MBO)
D) straight ranking
E) performance distribution assessment (PDA)
Q:
_____ is the process of ensuring that HR policies, practices, and programs support or are congruent with an organizations overall culture or brand, including its products and services.
A. Brand reinforcement
B. Brand alignment
C. Crowdsourcing
D. Brand dilution
E. Corporate social responsibility