1. The process of helping redundant employees to find other work or start new careers is______.
A.replacement
B.outplacement
C.release
D.downsizing
A B C D
B
2. As an appraiser,you should try to do all of the following except______.
A.minimize criticism
B.change the person, not the behavior
C.focus on solving problems
D.be supportive
A B C D
B
3. The______plan should include plans for attracting good candidates by ensuring that the organization will become an“employer of choice”.
A.outplacement
B.evaluation
C.recruitment
D.training
A B C D
C
4. Questions contained in structured job interviews should be based on______.
A.job analysis
B.job design
C.job specialization
D.job utilization
A B C D
A
5. ______aims to broaden experience by moving people from job to job or department to department.
A.Job analysis
B.Job rotation
C.Job satisfaction
D.Job involvement
A B C D
B
6. ______is not a core skill that is critical for success abroad.
A.Physical fitness and mental maturity
B.Effective delegate skills
C.Prudent decision-making skills
D.Cultural adaptability
A B C D
B
7. Career development programs benefit organizations in all of the following ways except______.
A.giving managers more control over their subordinates
B.giving managers increased skill in managing their own careers
C.providing greater retention of valued employees
D.giving an increased understanding of the organization
A B C D
A
8. Compensation programs that compensate employees for the knowledge they possess are known as______.
A.skill-based pay plans
B.performance-based pay plans
C.merit-based pay plans
D.seniority-based pay plans
A B C D
A
9. A set of standards of acceptable conduct and moral judgment is known as______.
A.morales
B.ethics
C.rules
D.legislation
A B C D
B
10. The statement______is not true of self-ratings of performance.
A.they are beneficial when managers seek to increase the employee's involvement in the review process
B.critics argue that self-ratings are more lenient
C.research has shown that self-ratings are as valid as, if not more valid than, test scores
D.they are free of most biases that other rating sources may have
A B C D
D
11. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a______.
A.job enlargement
B.transfer
C.promotion
D.job rotation
A B C D
C
12. The area from which employers obtain certain types of workers from within the organization is known as the______.
A.internal labor market
B.regional labor market
C.recruiting area
D.external labor market
A B C D
A
13. A process that goes beyond TQM programs to a more comprehensive approach to process redesign is known as______.
A.job redesign
B.process redesign
C.reengineering
D.rightsizing
A B C D
C
14. The primary reason why organizations train new employees is to______.
A.increase their knowledge, skill, and ability level
B.help trainees achieve personal career goals
C.comply with government regulations
D.improve the work environment
A B C D
A
15. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as______.
A.task analysis
B.organization analysis
C.resource analysis
D.skills analysis
A B C D
B
16. ______is not a primary impact that technology has had on HRM.
A.It has altered the methods of collecting employment information
B.It has sped up the processing of employment data
C.It has diminished the role of supervisors in managing employees
D.It has improved the processes of internal and external communications
A B C D
C
17. The final decision to hire an applicant usually belongs to______.
A.the HR recruiter
B.the HR manager
C.the line management
D.the co-workers
A B C D
C
18. To create a more flexible pool of employees, managers might most likely______.
A.rely on job-based pay structures
B.rely on skill-based pay structures
C.implement a gainsharing incentive system
D.implement an employee stock ownership plan
A B C D
B
19. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as______.
A.downsizing programs
B."headhunting" assistance programs
C.outplacement assistance
D.employee assistance programs (EAPs)
A B C D
C
20. Wage survey data will normally be collected with the use of______.
A.low-rated jobs
B.key jobs
C.high-rated jobs
D.strategic jobs
A B C D
B
21. The tendency for an evaluator to let the assessment of an individual on one trait influence his or her evaluation of that person on other traits is known as______.
A.similarity error
B.halo effect or error
C.leniency error
D.single criterion
A B C D
B
22. To facilitate an egalitarian environment, managers should implement HR prac tices______.
A.team-based training
B.HRIS technologies
C.profit sharing
D.team-based selection
A B C D
C
23. Determining whether or not task performance is acceptable and studying the char acteristics of individuals and groups that will be placed in the training environment are known as______.
A.person analysis
B.demographic analysis
C.individual analysis
D.group and individual analysis
A B C D
A
24. Reasons for not hiring from within include all of the following except______.
A.motivational concerns
B.lack of qualified internal candidates
C.a need for new ideas
D.the risk of "employee cloning"
A B C D
A
25. Freedom from criterion deficiency of performance appraisals refers to the extent to which______.
A.standards relate to the overall objectives of the organization
B.standards capture the entire range of an employee's responsibilities
C.individuals tend to maintain a certain level of performance over time
D.factors outside the employee's control can influence performance
A B C D
B
26. ______is an example of a well-written performance standard.
A.Desk clerks are expected to check out approximately fifteen customers every half-hour
B.Customer service representatives should be energetic and pleasant to customers
C.Resident dorm advisers should be easily accessible to students
D.Police should respond to a call within a short period of time
A B C D
A
27. ______is not an important component of a meaningful gainsharing plan.
A.Establishing fair and precise measurement standards
B.Ensuring that bonus payout formulas are easy to calculate
C.Ensuring that bonus payouts are large enough to encourage future employee effort
D.Depending on top management to develop the gainsharing program
A B C D
D
28. An incentive plan is more likely to succeed in an organization when all of the fol lowing are true except______.
A.employees' morale is high
B.employees believe they are being treated fairly
C.there is harmony between employees and management
D.employees believe that incentive payment are deferred
A B C D
D
29. ______is a technique used to elicit employee views in order to make decisions and initiate change.
A.Suggestion system
B.Downward communication
C.Attitude survey
D.Empowerment
A B C D
C
30. Human capital of a firm include the following except______.
A.the knowledge of a firm's workers
B.skills of a firm's workers
C.the expertise of a firm's workers
D.the behavior of a firm's workers
A B C D
D
31. Eliminating what are deemed to be unnecessary layers of management and supervi sion is known as______.
A.delayering
B.downsizing
C.right-sizing
D.benchmarking
A B C D
A
32. Objectives accomplished through job analysis include all of the following except______.
A.establishing the job-relatedness of selection requirements
B.determining the relative worth of a job
C.eliminating discrepancies between internal wage rates and market rates
D.proving criteria for evaluating the performance of an employee
A B C D
C
33. The aims of human resource planning in any organization might be the following except______.
A.attract and retain the number of people required with the appropriate skills, expertise and competences
B.reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies
C.neglect the problems of potential surpluses or deficits of people
D.develop a well-trained and flexible workforce, thus contributing to the organization's ability to adapt to an uncertain and changing environment
A B C D
C
34. Employees who are coached, advised, and encouraged by employers of greater rank are known as______.
A.fast-trackers
B.organizational students
C.mentors
D.proteges
A B C D
D
35. The costs of labor turnover in clude the following except______.
A.direct cost of recruiting replacements
B.opportunity cost of time spent by HR and line managers in recruitment
C.loss arising from reduced input from new starters until they are fully trained
D.indirect cost of training replacements in the unnecessary skills
A B C D
D
36. Advantage of employee stock ownership plans (ESOPs) include all of the follow ing except______.
A.employers are able to provide retirement benefits to empIoyees at a relatively low cost
B.the employees' pensions are less vulnerable due to diversification
C.ESOPs can increase employees' pride of ownership
D.ESOPs can provide an incentive for employees' to increase productivity
A B C D
B
37. ______system of job evaluation is being used when jobs are classified according to a series of predetermined wage grades.
A.Hay profile method
B.Job ranking
C.Factor comparison method
D.Job classification system
A B C D
D
38. All of the following benefits are realized by aligning employee rewards with per formance except______.
A.employees will share the gains that result from any performance improvement
B.employees will pursue outcomes that beneficial to themselves
C.employees will perceive a greater degree of fairness
D.employees may go out of their way to help the organization
A B C D
B
39. One of the primary benefits of cross-training employees is that______.
A.cross-training enables individuals to exert more effort on their job
B.cross-training helps employees identify trouble spots that cut across several jobs
C.cross-training enables managers to spend less time supervising individual performance
D.cross-training enables managers to save more money in labor costs
A B C D
B
40. Job analysis is called the cornerstone of HRM because______.
A.the information obtained is proactive
B.it is the first job given to new HRM employees
C.the information it collects serve so many HRM functions
D.it is required by law
A B C D
C
41. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a______.
A.computer interview
B.panel interview
C.situational interview
D.nondireetive interview
A B C D
C
42. ______allows students to get real-world experience in organizations while still receiving college credit.
A.Vestibule training
B.Apprenticeship training
C.Internships
D.College training
A B C D
C
43. Career counseling involves talking with employees about all of the following except______.
A.their current job activities and performance
B.their past career decisions
C.their personal and career interests and goals
D.their personal skills
A B C D
B
44. An employer wishing to set up the job classification system of job evaluation would have to______.
A.establish a point plan to evaluate all jobs
B.rank jobs according to the beliefs of committee members
C.describe job grades with increasing amount of responsibility, skill, knowledge, or ability
D.evaluate jobs with the use of a job evaluation scale
A B C D
C
45. The process of determining the relative worth of jobs in order to determine pay rates for different jobs is known as______.
A.job determination
B.job diagnosis
C.job analysis
D.job evaluation
A B C D
D
46. To enhance the degree of rareness in employee skill and abilities, organizations should develop competencies in their employees that______.
A.can be transferred to other organizations
B.can be duplicated
C.provide generic skills that are widely valued
D.are not equally available in the labor market
A B C D
D
47. All of the following are prevalent reasons for failure among expatriates except______.
A.a spouse's inability to adapt
B.a manager's personality
C.inability to cope with larger responsibilities
D.distaste for travel
A B C D
D
48. Organizations like to hire older workers because______.
A.they have proven employment experience
B.they learn faster
C.they have better safety records
D.they do not require medical benefits
A B C D
A
49. Reengineering often requires that managers start from scratch in rethinking all of the following except______.
A.how work should be done
B.how technology and people should interact
C.how the entire organization should be structured
D.how organizations should compete
A B C D
D
50. While a career development program requires special processes and techniques, a basic requirement is______.