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Human Resource
Q:
Assessment Centers use a very narrow range of testing methods to determine a candidates likelihood of success in entry-level positions.
Q:
The labor supply of _____ is useful when needed skills are scarce in a particular location, but the ability to tap it is limited by government paperwork and delays, as well as by expanding opportunities in fast-developing nations.
A. host-country nationals
B. immigrant workers
C. parent-company nationals
D. local contract workers
E. local temporary workers
Q:
Which of the following is true of selecting employees in a global labor market?
A. A host-country national can more easily understand the local values and customs.
B. Employees are usually very eager to take a foreign assignment.
C. Host-country nationals are usually more skilled than expatriates.
D. Training for and transporting families to foreign assignments is less expensive than hiring people in the foreign country.
E. Organizations generally fill all key foreign positions with host-country nationals.
Q:
Drug use has not been linked to employee productivity measures; however, it is linked to increased medical costs and that is the reason that a high percentage of U.S. companies use drug testing.
Q:
Which of the following is a benefit of having a wide latitude in reducing workforce?
A. It gives the option of hiring for peak needs and laying off employees if needs decline.
B. It helps in protecting workers jobs.
C. It helps employees to adjust to a new culture.
D. It allows workers to keep more of their earnings regardless of the taxes they pay.
E. It gives employers the advantage to choose from local workers or immigrant workers according to the work requirement.
Q:
Job Compatibility Questionnaire (JCQ) is an example of disguised-purpose dispositional measure.
Q:
In which country would one experience the greatest latitude in reducing one's company's workforce in response to a forecasted oversupply of workers?
A. The United States
B. Germany
C. The United Kingdom
D. France
E. Sweden
Q:
If a company conducts background checks on applicants, they reduce the potential to be sued for negligent hiring.
Q:
There is no way that a hiring manager can predict that one candidate will remain in the job any longer than the other candidates.
Q:
Which of the following is true of countries with small power distance?
A. People address one another with titles
B. People try to eliminate inequalities
C. People tend to rely heavily on religion
D. People seem to take each day as it comes
E. People value money making more than relationships
Q:
Achievement, dependability, order, and cautiousness, as subfactors of conscientiousness (C) help improve the prediction of job performance.
Q:
Which of the following is true about the influence of economic systems on human resource practices in international markets?
A. Socialist economic systems provide ample opportunities for educational development.
B. In developed countries with great wealth, labor costs are relatively low.
C. In capitalist economic systems, education is free for students.
D. Capitalism may not provide economic rewards for increasing one's education.
E. In socialist systems, students bear more of the cost of their education.
Q:
The NEO personality inventory is one of the most reliable and valid measures of the five-factor model.
Q:
Which of the following is true of pay structures in collectivist cultures?
A. They appreciate great differences in pay between the organizations highest- and lowest-paid employees.
B. They see compensation tied to individual performance as fair.
C. They tend to have much flatter pay structures.
D. They get motivated with individual performance awards.
E. They value person-job fit more than person-organization fit.
Q:
Introversion is a positive personality characteristic to look for in candidates for managerial positions.
Q:
How does a collectivist culture influence the HRM decisions related to job design?
A. It gives more importance to skills, resources, and personality to succeed on the job.
B. It encourages employees to make their own decisions.
C. It gives emphasis to personorganization fit.
D. It focuses on long-term rewards.
E. It relies heavily on personjob fit.
Q:
Individualistic cultures often exhibit:
A. flatter pay structures.
B. greater differences between the highest and lowest pay in the organization.
C. emphasis on organizational rather than individual performance.
D. collective decision making.
E. compensation systems based on fixed pay according to seniority.
Q:
One of the concerns with projective personality tests is that applicants can determine the purpose of the test, and fake their results to match the desired outcome.
Q:
According to Hofstede's dimensions of culture, which of the following is true of cultures with a short-term orientation?
A. They value saving and persistence.
B. They protect people in a particular group.
C. They maintain large differences in power.
D. They have a preference for structured situations.
E. They promote respect for fulfilling social obligations in the present.
Q:
The majority of personality tests have been developed around five personality factors.
Q:
In the context of Hofstede's dimensions of culture, which of the following is a characteristic of cultures with a long-term orientation?
A. They value achievement, money making, and assertiveness more than anything else.
B. They value saving and persistence.
C. They expect people to think and act as members of a group..
D. They maintain large differences in power.
E. They have a preference for structured situations.
Q:
You have a high degree of turnover and theft at your company. It would be wise to incorporate a personality test into the selection process.
Q:
A linear relationship between test scores and job performance indicates that there is no relationship between higher test scores prediction of higher performance on the job.
Q:
Values such as success, achievement, assertiveness, and competition are associated with:
A. short-term oriented cultures.
B. masculine cultures.
C. high-power-distance cultures.
D. low uncertainty avoidance cultures.
E. collectivist cultures.
Q:
A company that provides a three-week management-training program for its new hires would benefit from administering the Wonderlic Personnel Test.
Q:
According to Hofstede's dimensions of culture, _____ refers to a strong cultural preference for structured situations.
A. low power distance
B. individualism
C. masculinity
D. high uncertainty avoidance
E. long-term orientation
Q:
Cognitive ability tests enable the hiring manager to directly measure an applicants ability to perform the physical tasks of a job.
Q:
Mark, an American national, is visiting Mexico for a business meeting. Since he is used to addressing people by their first name, he calls his host, the Chairman of the company, by his first name rather than his title. The Chairman and the other Mexican board members get offended. This reveals differences in the cultural dimension of _____ between Mark and his Mexican hosts.
A. individualism/collectivism
B. uncertainty avoidance
C. power distance
D. long-term/short-term orientation
E. masculinity/femininity
Q:
Weighted application blanks use qualitative data to help make decisions regarding the likelihood that an applicants response will be significantly related to higher performance on the job.
Q:
According to Hofstede's dimensions of culture, _____ defines the amount of inequality that is normal.
A. individualism
B. uncertainty avoidance
C. power distance
D. collectivism
E. masculinity
Q:
A selection method that has low cost per hire and results in hiring employees who have significantly higher productivity rates, has high utility and validity.
Q:
In cultures high in _____, people think of themselves mainly as group members.
A. power distance
B. individualism
C. masculinity
D. short-term orientation
E. collectivism
Q:
Lower correlations indicate stronger validity.
Q:
According to Hofstede's cultural dimensions, a culture in which people are expected to look after their own interests is high in:
A. power distance.
B. femininity.
C. individualism.
D. uncertainty avoidance.
E. long-term orientation.
Q:
The level of reliability can be represented by a consistency of measurement.
Q:
The most important criterion for a selection method is reliability.
Q:
Which one of the following statements is true of transnational HRM systems?
A. To ensure fairness, they make decisions that are uniform and rigid.
B. The participants from various countries and cultures contribute ideas from a position of equality.
C. They emphasize the use of managers from the parent country.
D. They feature decision making from a parent-country perspective.
E. The host-country culture dominates the decision making process.
Q:
Personnel selection applies only for promotions.
Q:
Which of the following terms refers to a type of HRM system that makes decisions from a global perspective, includes managers from many countries, and is based on ideas contributed by people representing a variety of cultures?
A. Host country-based HRM system
B. Parent country-based HRM system
C. Transnational HRM system
D. International HRM system
E. Multinational HRM system
Q:
A large food services company determines that it needs to recruit externally for a comptroller. This job has been identified as a key position within the organization. The need for external recruitment would :
A) be an indication that the company did not use regression analysis
B) be a sign that the company will be going out of business
C) result in the recruitment costs being lower than internal recruiting
D) be an indication that there was not an effective succession planning
E) be a result of a highly detailed internal training and development program
Q:
Which one of the following is true of global organizations?
A. All of their managers come from the host country.
B. They increasingly emphasize standardization of products across market segments.
C. They tend to have centralized, parent-country decision-making structures.
D. HRM practices at such companies tend to be uniform across cultures.
E. Managers at such companies must be able to get results across national boundaries.
Q:
When a manager uses the number of calls a phone operator can manage per hour to make decisions on staffing levels, which forecasting method are they using?
A) Linear programming
B) Trend analysis
C) Delphi technique
D) Multiple regression analysis
E) Nominal group technique
Q:
Which of the following is a characteristic of global organizations?
A. They are rigid.
B. They keep costs of products as high as possible.
C. They use cultural differences as a challenge.
D. Their decisions are decentralized.
E. Their HRM practices do not treat different cultures as equals.
Q:
As a part of Environmental scanning HR planners should:
A) Use data to determine if there are threats to the organization, such as political changes that will impact the demand for highly trained personnel within the company.
B) Interview managers to gain a better understanding of the specific department in which HR decisions are or will be made.
C) Develop a process and forms that will predict the availability of human resources through succession planning.
D) Ensure that final interviews of qualified applicants provide more realistic job previews.
E) Use regression analysis in order to quantifiably project resource availability from internal and external sources.
Q:
At the highest level of involvement in the worldwide marketplace are organizations that choose to locate a facility based on the ability to effectively, efficiently, and flexibly produce a product or service, using cultural differences as an advantage. Such organizations are referred to as:
A. foreign subsidiaries.
B. international organizations.
C. multinational organizations.
D. global organizations.
E. universal organizations.
Q:
All of the following are examples of internal factors that can influence HR planning EXCEPT:
A) strategic business planning
B) diversification
C) legal environment
D) projected staff availability
E) recruitment planning
Q:
Which of the following reconciles the forecast of labor supply and demand?
A) Action programming
B) Gap analysis
C) Control and evaluation
D) Environmental scanning
E) Labor demand forecast
Q:
An organization that builds facilities in a number of different countries in an effort to minimize production and distribution costs is a(n):
A. international organization.
B. multinational company.
C. foreign subsidiary.
D. global organization.
E. outsourcing partner.
Q:
An organization that has just started setting up one or a few facilities in one or a few foreign countries is a(n):
A. global organization.
B. international organization.
C. multinational organization.
D. foreign subsidiary.
E. expatriate.
Q:
The six sequential steps in the Human Resource Planning (HRP) process are:
A) labor analysis, supply analysis, environmental scanning, gap analysis, action programming, evaluation
B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis, action programming
C) environmental scanning, labor analysis, supply analysis, gap analysis, action programming, evaluation
D) environmental scanning, supply analysis, labor analysis, gap analysis, action programming, evaluation
E) gap analysis, supply analysis, labor analysis, action programming, environmental scanning, evaluation
Q:
A firm that is currently shipping domestically produced items to other countries to be sold there is engaging in:
A. exporting.
B. offshoring.
C. importing.
D. outsourcing.
E. relocating.
Q:
Yield ratios provide a methodology to help make more effective decisions regarding what recruitment method to use.
Q:
The usual way that a company begins to enter foreign markets is by:
A. importing.
B. offshoring.
C. exporting.
D. outsourcing.
E. relocating.
Q:
Downsizing should be an organizations first response when supply is greater than demand.
Q:
If the result of your GAP analysis indicates that demand is greater than supply, a solution could be increasing the use of overtime and temporary employees.
Q:
A company is headquartered in Germany, has offices in the U.S., and has a Vietnamese manager working in a facility in the U.S. In this case, Germany is the _____ country, the U.S. is the _____ country, and Vietnam is the _____ country.
A. parent, host, third
B. expatriate, inpatriate, repatriate
C. host, guest, third
D. third, first, host
E. parent, guest, second
Q:
While IRCA outlines a process and provides an organization with forms to use to verify an applicants authorization to work in the U.S., there is no actual penalty for employers who fail to have employees complete an I-9 form.
Q:
John, an American who works for a U.S.-based company, has been assigned to work in Japan. He is known as a(n):
A. expatriate.
B. inpatriate.
C. host-country national.
D. third-country national.
E. guest-country national.
Q:
An individual who was born in the United States and is currently working in Spain for a company headquartered in Japan is a _____ in Spain.
A. parent-country national
B. host-country national
C. third-country national
D. home-country national
E. guest-country national
Q:
The Immigration Reform & Control Act is a means for the U.S. to control the supply of labor.
Q:
A visit to a college campus is a major source of recruiting for professional and managerial positions.
Q:
A country that is neither the parent country nor the host country for a company is referred to as a:
A. first country.
B. facilitating country.
C. governing country.
D. third country.
E. guest country.
Q:
A TexasCorp (an American company) employee, who was born in India and is working at the company's facilities in India, is a:
A. host-country national.
B. parent-country national.
C. first-country national.
D. third-country national.
E. guest-country national.
Q:
The geocentric policy of hiring the best person regardless of nationality is the formal policy of choice for most large U.S. corporations.
Q:
A _____ is a country (other than the country in which the organizations headquarters is located) in which an organization operates a facility.
A. host country
B. parent country
C. first country
D. third country
E. guest country
Q:
One of the advantages of using employment process outsourcing (EPO) and recruitment process outsourcing (RPO) is that you are leveraging a specialized firm focused on specific occupations.
Q:
Maria Celio, who was born in Spain, works at the headquarters of a Spanish company. She is a:
A. host-country national.
B. expatriate.
C. governing-country national.
D. third-country national.
E. parent-country national.
Q:
Job candidates who have been referred, particularly those who are family and friends of current employees, typically receive a RJP and therefore have longer tenure if hired.
Q:
A lower selection ratio is generally more desirable as it enables the organization to choose job candidates from a larger pool of qualified candidates, thus increasing selectivity.
Q:
The _____ of a company is the country in which the organization's headquarters is located.
A. host country
B. parent country
C. governing country
D. third country
E. second country
Q:
Diversity is an issue to consider relative to HR selection, however, not at the HR planning stage.
Q:
Canada, Mexico, and the United States have encouraged trade among themselves with the:
A. CSN.
B. NAFTA.
C. PICTA.
D. APEC.
E. TAFTA.
Q:
Internal recruitment stifles upward movement of personnel.
Q:
The balance sheet approach for determining expatriate compensation adjusts a manager's compensation so that it equals the host country's standard of living, further ensuring assimilation into the local culture.
Q:
Because the cost of labor is so high relative to other operating expenses, containing this cost can have a large impact on a companys ability to compete on price.
Q:
Apart from developing an appreciation of the host-country's culture, cross-cultural training requires developing a greater awareness of one's own culture too.
Q:
The good news about the off shoring of jobs is that the jobs in question are increasingly low skilled jobs.
Q:
In comparison with European organizations, U.S. organizations exert more centralized control over labor relations in the various countries where they operate.
Q:
Turnover is costly for an organization, and one of the hidden costs is the loss of top talent and their knowledge and ideas.
Q:
U.S. companies usually link stock options to specific performance goals, such as the increase in a company's share price compared with that of its competitors.