Exam 10: Human Resource Management

A forestry services firm tested Gerald on his emotional quotient which included questions evaluating his honesty and other personal traits. Gerald just took a(n) ________.

What should evaluators do to avoid the potential weaknesses of performance appraisals?

________ attempt to measure an individual's interest in performing various kinds of jobs.

The technique commonly used to gain an understanding of a position to be filled so that the broad range of potential employees can be narrowed intelligently is known as ________.

Which of the following statements is true about performance appraisals?

________ for developing skills reflect a blend of job-related knowledge and experience.

Although conceptually separate, performance and objectives should be distinct and independent topics of discussion during performance appraisals.

The ________ seeks to uphold the equal opportunity legislation which protects the right of a citizen to work and obtain a fair wage based primarily on merit and performance.

Margie has applied for a job with the Lumineer Company. She was asked "how would you handle an angry customer?" and "If you caught a coworker lying, what would you do?" These are examples of questions you would hear in ________.

________ is a performance appraisal method in which appraisers rank employees according to factors such as job performance and value to organization, where an employee can occupy only a particular ranking.

The activities that a job entails are collectively referred to as the ________.

Which of the following statements best defines measurements gained from the use of aptitude tests?

________ involves examining human resources for qualities relevant to performing available jobs.

As Michael prepares to hire a replacement tool cutter for his production unit, he realizes the best way to be prepared to begin the hiring process is to have a ________ in front of him.

Which of the following human resource inventory records proposed by Walter S. Wikstrom contains an organizational history of an individual and an indication of how he or she might be used in the future?

Recruitment is the process of developing qualities in human resources that will enable them to be more productive and thus contribute more to organizational goal attainment.

________ are training vehicles for assigning a particular task to an individual to furnish him or her with experience in a designated area.

________ is an on-the-job training technique that involves moving an individual from job to job to enable the person to gain an understanding of the organization as a whole.

The ________ is a human resource inventory record that presents a composite view of the individuals management considers significant for human resource planning.

________ is the initial attraction and screening of the supply of prospective human resources available to fill a position.