Question 1

The modeling process involves only straightforward imitation and copying.

Accepted Answer

A) True 
 B)False

Question 2

Job rotation tends to be an expensive form of employee development because it takes time for employees to become familiar with their new units.

Accepted Answer

A) True 
 B)False

Question 3

If talent management is effective in a firm, it is most likely that_____.

Accepted Answer

A)  the voluntary turnover among the high potential employees will be essentially zero 
B)  the organization will not have to use the external labor market except in emergencies 
C)  the cost of labor in the firm will be lower than its direct competitors 
D)  the firm has a succession plan in place for all holders of critical jobs 
A)  the voluntary turnover among the high potential employees will be essentially zero 
B)  the organization will not have to use the external labor market except in emergencies 
C)  the cost of labor in the firm will be lower than its direct competitors 
D)  the firm has a succession plan in place for all holders of critical jobs

Question 4

Which of the following is true of lecture-style classroom instruction?

Accepted Answer

A)  The technique is generally ineffective regardless of the instructor's capabilities. 
B)  Employees typically resist classroom instruction. 
C)  Employees have fewer opportunities to participate than in other types of instruction. 
D)  Its effectiveness is independent of the size of the group. 
A)  The technique is generally ineffective regardless of the instructor's capabilities. 
B)  Employees typically resist classroom instruction. 
C)  Employees have fewer opportunities to participate than in other types of instruction. 
D)  Its effectiveness is independent of the size of the group.

Question 5

The HR department at Total Utilities is planning an internal career day which will feature workshops on various careers at Total Utilities, opportunities for work in the overseas locations of Total Utilities, and presentations by HR staff on training and development opportunities available at Total Utilities. This is an example of_____.

Accepted Answer

A)  individual-based career development 
B)  organization-centered career planning 
C)  career mapping 
D)  training and development outsourcing 
A)  individual-based career development 
B)  organization-centered career planning 
C)  career mapping 
D)  training and development outsourcing

Question 6

Discuss the importance of and problems associated with management development.

Accepted Answer

Although development is important for al

Question 7

Senior managers and executives are often hired from outside a firm because_____.

Accepted Answer

A)  it takes time to develop senior-level managers in-house 
B)  promoting from middle management ranks causes extreme political jockeying 
C)  the organization cannot control managers' experiences, so it cannot develop the managers it needs 
D)  in order for useful learning to occur, managers must have positive and challenging experiences, and these are absent in-house 
A)  it takes time to develop senior-level managers in-house 
B)  promoting from middle management ranks causes extreme political jockeying 
C)  the organization cannot control managers' experiences, so it cannot develop the managers it needs 
D)  in order for useful learning to occur, managers must have positive and challenging experiences, and these are absent in-house

Question 8

Why do companies want to use automated talent management?

Accepted Answer

The drive to automate talent management

Question 9

An automated talent management system helps in avoiding the termination of talented employees.

Accepted Answer

A) True 
 B)False

Question 10

At present, employees are less mobile and organizations are more stable as long-term employers.

Accepted Answer

A) True 
 B)False

Question 11

Gerald is confused as to why his 28-year-old daughter is changing jobs for the third time since she graduated from college. His daughter tells him that she has learned everything she could from her current job and that it is time to move on. Gerald's daughter is in the stage of her career where most people's needs and concerns are_____.

Accepted Answer

A)  to identify interests and acquire capabilities 
B)  to focus on making as high a salary as possible because this affects their earning potential for the rest of their lives 
C)  to achieve personal integrity and incorporate their values into their work life 
D)  to establish their political power base within their organization 
A)  to identify interests and acquire capabilities 
B)  to focus on making as high a salary as possible because this affects their earning potential for the rest of their lives 
C)  to achieve personal integrity and incorporate their values into their work life 
D)  to establish their political power base within their organization

Question 12

Which of the following statements is true of training and development?

Accepted Answer

A)  Training is for hourly employees; development is for managers and professionals. 
B)  Training focuses on the long-run performance of an employee. 
C)  Development is typically assessed with a cost-benefit analysis. 
D)  Capabilities learned in development may not apply to the employee's current job. 
A)  Training is for hourly employees; development is for managers and professionals. 
B)  Training focuses on the long-run performance of an employee. 
C)  Development is typically assessed with a cost-benefit analysis. 
D)  Capabilities learned in development may not apply to the employee's current job.

Question 13

Although most career paths are thought of as leading upward, good opportunities also exist in cross-functional or horizontal directions.

Accepted Answer

A) True 
 B)False

Question 14

Describe some methods of assessing the development needs of employees and their advantages and disadvantages.

Accepted Answer

Methods that organizations use to assess

Question 15

How does succession planning differ from replacement planning?

Accepted Answer

Succession planning is the process of pr

Question 16

When an organization ties formal succession plans to career paths for employees, it_____.

Accepted Answer

A)  discourages the practice of making status-blind employment decisions 
B)  runs the risk that the chosen successors will feel they have a legal or moral right to the job when it becomes available 
C)  discourages employees who have not been selected to succeed key managers which reduces overall morale 
D)  improves employee retention and performance motivation 
A)  discourages the practice of making status-blind employment decisions 
B)  runs the risk that the chosen successors will feel they have a legal or moral right to the job when it becomes available 
C)  discourages employees who have not been selected to succeed key managers which reduces overall morale 
D)  improves employee retention and performance motivation

Question 17

Ambrose is discussing his college major with his best friend. Ambrose says that his parents want him to be a Certified Public Accountant (CPA) just like them when he graduates. However, Ambrose says, "I just don't see myself as an accountant!" Which of the following can be concluded from the information given in this scenario?

Accepted Answer

A)  Ambrose's self-image is not congruent with his parent's image of him. 
B)  Ambrose belongs to a personality type that is not likely to go for a practical job. 
C)  Ambrose's choice is conflicting with that of his peers. 
D)  Ambrose's interest is clashing with his self-image. 
A)  Ambrose's self-image is not congruent with his parent's image of him. 
B)  Ambrose belongs to a personality type that is not likely to go for a practical job. 
C)  Ambrose's choice is conflicting with that of his peers. 
D)  Ambrose's interest is clashing with his self-image.

Question 18

Succession planning is not important in countries like China and India, which have growing native workforces.

Accepted Answer

A) True 
 B)False

Question 19

During the late career phase, an employee is typically concerned with external rewards and acquiring capabilities.

Accepted Answer

A) True 
 B)False

Question 20

Anne's supervisor is enthusiastic about introducing outdoor training into their organization. Anne is concerned that it may not be appropriate because of the physical nature of the training and the hazards involved. A number of Anne's subordinates are over 50 and some are physically challenged. Anne's concerns are realistic.

Accepted Answer

A) True 
 B)False

The modeling process involves only straightforward imitation and copying.

Job rotation tends to be an expensive form of employee development because it takes time for employees to become familiar with their new units.

If talent management is effective in a firm, it is most likely that_____.

Which of the following is true of lecture-style classroom instruction?

Discuss the importance of and problems associated with management development.

Senior managers and executives are often hired from outside a firm because_____.

Why do companies want to use automated talent management?

An automated talent management system helps in avoiding the termination of talented employees.

At present, employees are less mobile and organizations are more stable as long-term employers.

Which of the following statements is true of training and development?

Although most career paths are thought of as leading upward, good opportunities also exist in cross-functional or horizontal directions.

Describe some methods of assessing the development needs of employees and their advantages and disadvantages.

How does succession planning differ from replacement planning?

When an organization ties formal succession plans to career paths for employees, it_____.

Succession planning is not important in countries like China and India, which have growing native workforces.

During the late career phase, an employee is typically concerned with external rewards and acquiring capabilities.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 9: Talent, Careers, and Development

The modeling process involves only straightforward imitation and copying.

Job rotation tends to be an expensive form of employee development because it takes time for employees to become familiar with their new units.

If talent management is effective in a firm, it is most likely that_____.

Which of the following is true of lecture-style classroom instruction?

Discuss the importance of and problems associated with management development.

Senior managers and executives are often hired from outside a firm because_____.

Why do companies want to use automated talent management?

An automated talent management system helps in avoiding the termination of talented employees.

At present, employees are less mobile and organizations are more stable as long-term employers.

Which of the following statements is true of training and development?

Although most career paths are thought of as leading upward, good opportunities also exist in cross-functional or horizontal directions.

Describe some methods of assessing the development needs of employees and their advantages and disadvantages.

How does succession planning differ from replacement planning?

When an organization ties formal succession plans to career paths for employees, it_____.

Succession planning is not important in countries like China and India, which have growing native workforces.

During the late career phase, an employee is typically concerned with external rewards and acquiring capabilities.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters