Question 1

Which of the following is NOT one of the five steps in the training process?

Accepted Answer

A) attendance 
B) assessment 
C) objectives 
D) selection 
E) implementation 
A) attendance 
B) assessment 
C) objectives 
D) selection 
E) implementation

Question 2

________________ is the purpose of the strategic human resource process.

Accepted Answer

A) Maintaining a stable workforce for minimum expense 
B) Informing the grand strategy 
C) Formulating human resource-sensitive strategic plans 
D) Getting optimal work performance to help realize the company's mission and vision 
E) Finding the human resources needed in a timely fashion 
A) Maintaining a stable workforce for minimum expense 
B) Informing the grand strategy 
C) Formulating human resource-sensitive strategic plans 
D) Getting optimal work performance to help realize the company's mission and vision 
E) Finding the human resources needed in a timely fashion

Question 3

This question has two parts;be sure to answer both.First,suppose you are recruiting for an executive assistant.The HR department has scheduled an appointment with a qualified candidate.Describe the right way to prepare for the interview and the three-step process for conducting an interview with the candidate.Next,give three examples of specific questions you might legally ask.

Accepted Answer

Before the interview,define your needs a

Question 4

Which of the following statements about sexual harassment is true?

Accepted Answer

A) A hostile work environment is characterized by a tangible economic harm. 
B) A person who feels he or she must acquiesce to a sexual proposition to keep his or her job is facing quid pro quo harassment. 
C) The organization cannot be sued for sexual harassment as long as its managers did not know about the situation. 
D) Uninvited hugging or patting someone is not considered sexual harassment. 
E) Sexual harassment is defined as occurring between members of the opposite sex. 
A) A hostile work environment is characterized by a tangible economic harm. 
B) A person who feels he or she must acquiesce to a sexual proposition to keep his or her job is facing quid pro quo harassment. 
C) The organization cannot be sued for sexual harassment as long as its managers did not know about the situation. 
D) Uninvited hugging or patting someone is not considered sexual harassment. 
E) Sexual harassment is defined as occurring between members of the opposite sex.

Question 5

Describe the two different types of performance appraisals-objective appraisals and subjective appraisals-explaining the benefits and drawbacks of each.

Accepted Answer

Objective appraisals,also called results

Question 6

Define forced ranking.What are its benefits and drawbacks?

Accepted Answer

In a forced ranking performance review s

Question 7

Which of the following helps guarantee nonhazardous working conditions for employees?

Accepted Answer

A) Civil Rights Act 
B) Fair Labor Standards Act 
C) Occupational Safety and Health Act 
D) National Labor Relations Board 
E) Sarbanes-Oxley Act 
A) Civil Rights Act 
B) Fair Labor Standards Act 
C) Occupational Safety and Health Act 
D) National Labor Relations Board 
E) Sarbanes-Oxley Act

Question 8

List and explain the four major areas of human resource law and give an example of legislation pertaining to each.Briefly explain each piece of legislation that you list.

Accepted Answer

Human resource laws

Question 9

A(n)___________ is a report listing your organization's employees by name,education,training,languages,and other important information.

Accepted Answer

A) performance appraisal 
B) skills record 
C) human resource inventory 
D) job analysis 
E) employee database 
A) performance appraisal 
B) skills record 
C) human resource inventory 
D) job analysis 
E) employee database

Question 10

According to the law,which of the following is considered an employment test?

Accepted Answer

A) only personality tests 
B) only interviews and personality tests 
C) small talk before and after the interview 
D) only application forms 
E) any procedure used in the employment selection decision process 
A) only personality tests 
B) only interviews and personality tests 
C) small talk before and after the interview 
D) only application forms 
E) any procedure used in the employment selection decision process

Question 11

MBO is consistent with a(n)______ performance appraisal.

Accepted Answer

A) 360-degree 
B) subjective 
C) objective 
D) BARS 
E) traits or behaviors 
A) 360-degree 
B) subjective 
C) objective 
D) BARS 
E) traits or behaviors

Question 12

Which of the following is NOT a principal reason for transferring an employee?

Accepted Answer

A) The employee's skills are needed in another part of the organization. 
B) The employee is suspected of illegal behavior. 
C) Giving employees a new challenge can help to maintain their interest and motivation. 
D) The employee has personal differences with his or her present boss. 
E) The transfer offers an opportunity to broaden employee experience. 
A) The employee's skills are needed in another part of the organization. 
B) The employee is suspected of illegal behavior. 
C) Giving employees a new challenge can help to maintain their interest and motivation. 
D) The employee has personal differences with his or her present boss. 
E) The transfer offers an opportunity to broaden employee experience.

Question 13

In considering the staffing an organization might need in the future,human resource managers should

Accepted Answer

A) focus efforts on replacing those who retire or resign. 
B) assume that the organization will not change much. 
C) assume that there will be radical changes in the supply of labor and the nature of the organization's jobs,and therefore defer planning. 
D) hire 10% more people than were needed last year to cover possible growth. 
E) understand the organization's vision and strategy in order to hire personnel to support them. 
A) focus efforts on replacing those who retire or resign. 
B) assume that the organization will not change much. 
C) assume that there will be radical changes in the supply of labor and the nature of the organization's jobs,and therefore defer planning. 
D) hire 10% more people than were needed last year to cover possible growth. 
E) understand the organization's vision and strategy in order to hire personnel to support them.

Question 14

Cody was surprised to learn that not everyone would receive a bonus this year.Instead,management planned to rank all of the employees in Cody's division and award bonuses only to the top 20% in terms of sales.Cody's company is using a(n)______ performance review system.

Accepted Answer

A) unit grading 
B) forced ranking 
C) functional positioning 
D) normal distribution 
E) standard curve 
A) unit grading 
B) forced ranking 
C) functional positioning 
D) normal distribution 
E) standard curve

Question 15

Which of the following is NOT a characteristic of a successful incentive pay plan?

Accepted Answer

A) clear and realistic goals 
B) regular communication with employees about the incentive plan 
C) complex and comprehensive rules 
D) simplicity 
E) consistency with the organization's existing goals 
A) clear and realistic goals 
B) regular communication with employees about the incentive plan 
C) complex and comprehensive rules 
D) simplicity 
E) consistency with the organization's existing goals

Which of the following is NOT one of the five steps in the training process?

________________ is the purpose of the strategic human resource process.

Which of the following statements about sexual harassment is true?

Describe the two different types of performance appraisals-objective appraisals and subjective appraisals-explaining the benefits and drawbacks of each.

Define forced ranking.What are its benefits and drawbacks?

Which of the following helps guarantee nonhazardous working conditions for employees?

List and explain the four major areas of human resource law and give an example of legislation pertaining to each.Briefly explain each piece of legislation that you list.

A(n)___________ is a report listing your organization's employees by name,education,training,languages,and other important information.

According to the law,which of the following is considered an employment test?

MBO is consistent with a(n)______ performance appraisal.

Which of the following is NOT a principal reason for transferring an employee?

In considering the staffing an organization might need in the future,human resource managers should

Cody was surprised to learn that not everyone would receive a bonus this year.Instead,management planned to rank all of the employees in Cody's division and award bonuses only to the top 20% in terms of sales.Cody's company is using a(n)______ performance review system.

Which of the following is NOT a characteristic of a successful incentive pay plan?

The Exceptional Manager: What You Do How You Do It

Management Theory: Essential Background for the Successful Manager

The Managers Changing Work Environment and Ethical Responsibilities: Doing the Right Thing

Global Management: Managing Across Borders

Planning: the Foundation of Successful Management

Strategic Management: How Exceptional Managers Realize a Grand Design

Individual and Group Decision Making: How Managers Make Things Happen

Organizational Culture, Structure, and Design: Building Blocks of the Organization

Organizational Change and Innovation: Lifelong Challenges for the Exceptional Manager

Managing Individual Differences and Behavior: Supervising People As People

Motivating Employees: Achieving Superior Performance in the Workplace

Groups and Teams: Increasing Cooperation, Reducing Conflict

Power, Influence, and Leadership: From Becoming a Manager to Becoming a Leader

Interpersonal Organizational Communication: Mastering the Exchange of Information

Control Systems and Quality Management: Techniques for Enhancing Organizational Effectiveness

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Exam 9: Human Resource Management: Getting the Right People for Managerial Success

Which of the following is NOT one of the five steps in the training process?

________________ is the purpose of the strategic human resource process.

Which of the following statements about sexual harassment is true?

Describe the two different types of performance appraisals-objective appraisals and subjective appraisals-explaining the benefits and drawbacks of each.

Define forced ranking.What are its benefits and drawbacks?

Which of the following helps guarantee nonhazardous working conditions for employees?

List and explain the four major areas of human resource law and give an example of legislation pertaining to each.Briefly explain each piece of legislation that you list.

A(n)___________ is a report listing your organization's employees by name,education,training,languages,and other important information.

According to the law,which of the following is considered an employment test?

MBO is consistent with a(n)______ performance appraisal.

Which of the following is NOT a principal reason for transferring an employee?

In considering the staffing an organization might need in the future,human resource managers should

Cody was surprised to learn that not everyone would receive a bonus this year.Instead,management planned to rank all of the employees in Cody's division and award bonuses only to the top 20% in terms of sales.Cody's company is using a(n)______ performance review system.

Which of the following is NOT a characteristic of a successful incentive pay plan?

The Exceptional Manager: What You Do How You Do It

Management Theory: Essential Background for the Successful Manager

The Managers Changing Work Environment and Ethical Responsibilities: Doing the Right Thing

Global Management: Managing Across Borders

Planning: the Foundation of Successful Management

Strategic Management: How Exceptional Managers Realize a Grand Design

Individual and Group Decision Making: How Managers Make Things Happen

Organizational Culture, Structure, and Design: Building Blocks of the Organization

Organizational Change and Innovation: Lifelong Challenges for the Exceptional Manager

Managing Individual Differences and Behavior: Supervising People As People

Motivating Employees: Achieving Superior Performance in the Workplace

Groups and Teams: Increasing Cooperation, Reducing Conflict

Power, Influence, and Leadership: From Becoming a Manager to Becoming a Leader

Interpersonal Organizational Communication: Mastering the Exchange of Information

Control Systems and Quality Management: Techniques for Enhancing Organizational Effectiveness

Filters