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Human Resource
Q:
The following is not a characteristic of a HPWP:
A) Large number of highly qualified applicants for each strategic position
B) Extensive training and development of new employees
C) Low differential in pay between high and low performers
D) Low percentage of employees covered by union contract
E) Above market compensation for key positions
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:
It is necessary to use quantitative analysis to determine the ______ of HRM methodology. This allows managers to know if a methodology is predicting something important.
A) validity,
B) efficiencies
C) scorecard
D) global reach
E) expectations
Q:
Outsourcing poses many challenges. Provide suggestions for employers to overcome these challenges.
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 two major principles describe the extent to which a business has a competitive advantage?
A) Strategic goals and sound measurement
B) Strategic goals and workforce
C) Quantity and quality of products/services
D) Sound measurement and uniqueness
E) Perceived customer value and uniqueness
Q:
If a company is able to offer a higher quality product at a lower price than its competition because of a well designed employee selection process and incentive system, their
A) competitive advantage will decrease
B) customer value will increase
C) corporate sustainability will decrease
D) vulnerability to lawsuits will increase
E) financial performance will decrease
Q:
Mergers and acquisitions: When organizations combine, they often need less bureaucratic overhead, so they lay off managers and some professional staff members. 4. Moving to more economical locations: Some organizations move from one area of the United States to another, while others move operations out of the country to lower the cost of production.
Q:
______ is measured by, the level of employee satisfaction regarding working conditions, recognition and encouragement for good work, opportunities to perform well, and commitment to quality.
A) Validity
B) 360 degree feedback
C) Meta-analysis
D) Engagement
E) Social responsibility
Q:
The __________ challenge ascertains if the managers have identified and collected the right measures of success.
A) metrics
B) perspective
C) execution
D) validation
E) Globalization
Q:
The __________ challenge ascertains whether management fully understands how workforce behaviors affect strategy execution.
A) metrics
B) perspective
C) execution
D) validation
E) globalization
Q:
The Valley National Bank exercise demonstrated that
A) An employees length of service should not be considered when making employment decisions.
B) Issues such as discrimination suits should never be talked about directly with the employee making the claim.
C) Understanding an organizations goals, strengths and weaknesses is critical to managing human resources in order to gain a competitive advantage.
D) Compensation issues have no impact on employee morale.
E) Career planning is the sole responsibility of the employee, managers should never interfere.
Q:
Sharon wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information to Sharon about the positive and negative qualities of the job. Which of the following terms refers to the job information given by the recruiter?
A. Vacancy Analysis
B. Substantive Job Criticism
C. Pragmatic job survey
D. Realistic Job Preview
E. Role Examination
Q:
Which act prohibits job discrimination on the basis of race, sex, color, religion, or national origin?
A) Civil Rights Act of 1964
B) Americans with Disabilities Act of 1990
C) Fair Labor Standards Act
D) National Labor Relations Act
E) Employee Retirement Income Security Act
Q:
Realistic job previews:
A. are proven to "inoculate" employees against the negative features of a job.
B. have a weak and inconsistent effect on turnover.
C. exaggerate the positive qualities of vacancies and downplay their negative qualities.
D. lead to unmet job expectations and high employee turnover.
E. are the most effective at helping organizations minimize turnover among new employees.
Q:
To compute _____, find the cost of using a particular recruitment source for a particular type of vacancy. Then divide that cost by the number of people hired to fill that type of vacancy.
A. cost per hire
B. yield ratio
C. return on investment
D. total cost of hiring
E. hiring conversion rate
Q:
Which domain would include assessment of an individual, or a departments, degree of success in meeting or exceeding predetermined levels of productivity and/or quality.
A) Organizational design
B) Staffing
C) Performance management
D) Employee training and organizational development
E) Reward systems, benefits, and compliance
Q:
In the context of evaluating the quality of a recruitment source, yield ratios express the:
A. output yielded by a new hire in relation to the cost of recruiting the new hire.
B. the dollar costs incurred per hire.
C. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.
D. quality of new hires by comparing the cost of training the new recruits to the cost of hiring them.
E. the percentage of applicants who complete one year in the organization after recruitment.
Q:
Which HRM domain includes affirmative action/diversity, promotion/separation, and orientation?
A) Organizational design
B) Performance management and appraisal
C) Staffing
D) Reward systems and compliance
E) Employee training and organizational development
Q:
The most important source of recruits for entry-level professional and managerial vacancies is:
A. on-campus interviewing.
B. public employment agencies.
C. advertisements in newspapers and magazines.
D. private employment agencies.
E. employee referrals.
Q:
HPWP stands for:
A) high-performance work practices
B) high-productivity work practices
C) high-profit work practices
D) high-paying work practices
E) high-product work practices
Q:
Executive search firms:
A. find new jobs almost exclusively for high-level, unemployed executives.
B. help organizations in on-campus recruiting.
C. help only entry-level and inexperienced employees to find jobs.
D. are agencies administered by the federal government or governmental organizations.
E. serve as a buffer, providing confidentiality between the employer and the recruit.
Q:
Which of the following is one of the six general steps that an organization must take to develop a workforce scorecard:
A) View a workforce in terms of cost rather than contribution.
B) Establish a uniform incentive system.
C) Identify low performers to reduce variance in the system.
D) Translate measures into specific actions and accountabilities
E) Provide employees with brief descriptions of what is expected
Q:
Which of the following challenge for successful workforce measurement and management asks whether managers have the access, capability, and motivation to use measurement data to communicate strategy and monitor progress?
A) Metrics
B) Perspective
C) Execution
D) Validation
E) Quality workforce
Q:
_____ is the practice of hiring relatives.
A. Localism
B. Nepotism
C. Structuralism
D. Voluntarism
E. Abstractionism
Q:
Graphology is associated with:
A) quality analysis.
B) behavioral analysis.
C) appraisal process analysis.
D) handwriting analysis.
E) actuarial model analysis.
Q:
Most direct applicants to an organization have done some research and concluded there is enough fit between themselves and the vacant position to warrant submitting an application. This process is termed:
A. nepotism.
B. employee referral.
C. self-selection.
D. internal recruitment.
E. employment at will.
Q:
In their research, Huselid, Becker and Beatty found that traditional financial performance measures such as return on equity, and ROI are ________ and can be predicted by the way a company conducts its HR practices which are ___________.
A) Opportunities, strengths
B) Lagging indicators, leading indicators
C) Qualitative, subjective
D) Measures of marginal productivity, lagging indicators
E) Leading indicators, lagging indicators
Q:
Which of the following statements is true regarding referrals?
A. Referrals fall under the category of internal source of recruitment.
B. The use of referrals tends to increase the likelihood of exposing the organization to fresh viewpoints.
C. The use of referrals tends to promote nepotism.
D. Referrals cost much more than other formal recruiting efforts.
E. Referrals are the least preferred sources of new hires.
Q:
The major domains of HRM are:
A) selection, training, performance management, and compensation.
B) human resources planning, job and work analysis, organizational restructuring, job design, team building, computerization, and worker-machine interfaces.
C) organizational design, staffing, performance management and appraisal, employee training and organizational development, and reward systems, benefits, ad compliance.
D) HR design, planning, downsizing, and restructuring.
E) recruitment, employee orientation, selection, promotion, and termination.
Q:
_____ are people who apply for a vacancy because someone in the organization prompted them to do so.
A. Direct applicants
B. Natural applicants
C. Neutral applicants
D. Referrals
E. Internal applicants
Q:
An applicant who applies for a vacancy without prompting from the organization is referred to as a(n):
A. direct applicant.
B. natural applicant.
C. internal applicant.
D. neutral applicant.
E. referred applicant.
Q:
Measurement and ________ are key to achieving organizational effectiveness and gaining and maintaining a competitive advantage.
A) intuitive decision making
B) subjective decision making
C) a focus on short term consequences
D) Data-driven decision making
E) a focus on organizational strengths
Q:
__________ involves the arrangement of work tasks based on the interaction of people, technology, and the tasks to be performed in the context of the mission, goals, and the strategic plan of the organization.
A) Employee and organizational development
B) Organizational design
C) Staffing
D) Performance management
E) Organizational development
Q:
Which of the following types of jobs would most likely force an organization to use external recruitment methods?
A. Technical positions
B. Business analyst positions
C. Supervisory positions
D. Entry-level positions
E. Middle-management positions
Q:
Which of the following does not offer sources of uniqueness?
A) Financial or economic capability
B) Product capability
C) Technical capability
D) Equal employment capability
E) Organizational capability
Q:
Which of the following is true of internal recruitment sources?
A. Research indicates that most organizational positions are filled internally.
B. Internal recruitment sources expose the organization to new ideas or new ways of doing business.
C. Internal recruiting minimizes the possibility of unrealistic employee expectations.
D. Employee referrals are the most common source for internal recruitment.
E. Internal sources are most appropriate for specialized upper-level positions.
Q:
The products or services of HRM include all of the following EXCEPT:
A) organizational restructuring
B) job design
C) personnel planning
D) evaluating
E) manufacturing
Q:
Which of the following is most likely to be an advantage of relying on internal recruitment sources?
A. They are likely to promote diversity in terms of race and sex.
B. They minimize the impact of political considerations in the hiring decision.
C. They are generally cheaper and faster than other means.
D. They expose the organization to new ideas or new ways of doing business.
E. They are well-suited to recruit specialized upper-level positions.
Q:
The following are examples of current HR trends. T F Increased globalization of the economy Answer: T F Technological changes Answer: T F Decreased litigation Answer: T F Stagnation in the labor force Answer:
Q:
The process of communicating information about a job vacancy on company bulletin boards, in employee publications, on corporate intranets, and anywhere else the organization communicates with employees is referred to as:
A. job postings.
B. external hiring.
C. employment referral.
D. a workforce utilization review.
E. direct sourcing.
Q:
Fair treatment of workers results in lower performance and increased costs.
Q:
Which of the following is an internal source of recruitment?
A. Employee Referrals
B. Direct Applicants
C. Employment Agencies
D. Job Postings
E. Personal Interviews
Q:
HPWP includes HRM practices that motivate employees to put forth discretionary effort.
Q:
The U.S. Armys Army Strong campaign, designed to create a generally favorable impression of the Army as a good place to work in, is an example of:
A. general advertising.
B. image advertising.
C. saturation advertising.
D. proactive advertising.
E. adventure advertising.
Q:
HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.
Q:
Organizational recruitment materials that emphasize due-process policies, rights of appeal, and grievance mechanisms send a message that:
A. the organization has many problems.
B. employee morale is low in the organization.
C. job security is high in the organization.
D. the organization has a vertical decision-making structure.
E. the organization does not value the employees in the organization.
Q:
Strategic capability represents the businesss ability to manage organizational systems and people in order to match customer and strategic needs.
Q:
_____ formally lay out the steps an employee may take to appeal an employers decision to terminate that employee.
A. Leading indicators
B. Psychological contracts
C. Implicit contracts
D. Due-process policies
E. Employment-at-will contracts
Q:
Financial or economic capability is derived from an advantage related to costs, when a business is able to produce or provide a good or service more cheaply than competitors.
Q:
Which of the following is an employment principle which states that if there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of cause?
A. Due-process
B. Employment flexibility
C. Rule of fair treatment
D. Psychological contract
E. Employment at will
Q:
Companies that use lead-the-market pay strategy:
A. would pay more than the current market wages for a job.
B. have a recruiting disadvantage.
C. would recruit lesser number of employees than needed and depend on overtime.
D. provide relatively better working conditions to employees compared to competitors.
E. usually have low pay, coupled with overtime and flex-time.
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:
When a change is made in one functional area of HRM, such as a change in the skills needed to perform a job, there is no need for management to consider the impact on another HRM functional area.
Q:
Which of the following aspects of recruitment is most likely to affect the nature of the positions that are vacant?
A. Recruitment sources
B. Personnel policies
C. Recruiter traits
D. Recruiter behavior
E. Applicant characteristics
Q:
A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.
Q:
_____ influence the kinds of job applicants an organization reaches.
A. Personnel policies
B. Recruitment sources
C. Characteristics of the recruiter
D. Financial sources
E. Operational policies
Q:
Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors.
Q:
The process of _____ creates a buffer between planning and the actual selection of new employees.
A. recruiting
B. HR plan evaluation
C. induction
D. outsourcing
E. training
Q:
A validated method of selection is a method that is shown to predict applicant success on the job
Q:
Recruitment is defined as:
A. the process of screening a pool of applicants who have applied for a specific position.
B. the process of evaluating the performance of an employee.
C. the activities carried out to identify and attract potential employees.
D. the process of identifying the skills required for successfully performing an organizational role.
E. the process of determining the labor supply and labor demand in an organization.
Q:
The metrics challenge ascertains whether managers have the access, capability, and motivation to use the measurement data to communicate strategy and monitor progress.
Q:
Which of the following methods is best suited to diagnose the underutilization of a certain minority group in an organization?
A. Workforce Utilization Review
B. Trend Analysis
C. Transitional Matrix
D. Yield Ratio
E. Capacity Utilization Analysis
Q:
One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems.
Q:
Which of the following is a process used to determine whether there are any subgroups whose proportion in a given job category within a company is substantially different from their proportion in the relevant labor market?
A. Adverse Treatment Analysis
B. Workforce Utilization Review
C. Subgroup Reconciliation
D. Discrimination Analysis
E. Disparity Analysis
Q:
Outplacement and promotional decisions are common activities under the HRM domain of Organization Design.
Q:
In the context of HR planning, implementation that ties planning and recruiting to the organizations strategy and to its efforts to develop employees becomes a complete program of:
A. reengineering.
B. total quality management.
C. benchmarking.
D. talent management.
E. workforce utilization.
Q:
Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM.
Q:
Which of the following is an element in the final stage of human resources planning?
A. Estimating labor demand
B. Estimating labor supply
C. Estimating labor surplus/shortage
D. Strategic planning
E. Evaluating outcomes
Q:
Organizational design is concerned with establishing, fostering, and maintaining employee skills based on organizational and employee needs.
Q:
A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hours-a-week schedule for the past two years. The company just received the largest contract in its history from a Saudi Arabian company, opening offices in the area. The company does not expect repeat business. In order to complete the contract in the required one month, additional skilled labor is needed at short notice. Which of the following strategies is best suited to avoid this short-term labor shortage?
A. Retrained transfers
B. Overtime
C. Technological innovation
D. New external hires
E. Turnover reductions
Q:
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.
Q:
Which of the following guidelines should companies follow to achieve success with outsourcing agencies?
A. Concentrate mainly on the cost-savings, and not on the internal environment at the agency.
B. Primarily outsource work that is proprietary in nature.
C. Start by outsourcing a significant chunk of work with minimal monitoring.
D. Outsource work in areas that will promote growth.
E. Do not enter into an outsourcing agreement with a partner located in the same country.
Q:
Quantitative reviews, also known as meta-analyses are used to evaluate the effectiveness of HRM methodology.
Q:
Hugh & Co., a manufacturer of widgets, has entered into a contract with a third party to perform a few functions of its supply chain management. Hugh & Co. can be said to be engaged in:
A. offshoring.
B. consolidation.
C. licensing.
D. merger.
E. outsourcing.
Q:
360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.
Q:
Which of the following is a challenge associated with outsourcing strategy?
A. Labor shortage
B. Increased cost
C. Quality-control problems
D. Lack of necessary technology
E. Diseconomies of scale
Q:
Validated selection and promotion systems are related to lower productivity and high costs.
Q:
Outsourcing refers to:
A. contracting with another organization to perform a broad set of services.
B. licensing another organization to perform an organization's business in a different country.
C. using a temporary or contract employee to fill a single job vacancy.
D. buying the necessary raw materials needed to perform a business from external agencies.
E. moving operations away from the home location to bring about cost savings.
Q:
The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.