Question 1

A career path designed to retain employees must map out steady upward progression through the organization.

Accepted Answer

A) True 
 B)False

Question 2

The glass ceiling

Accepted Answer

A)  was pronounced among the Baby Boom generation, but is no longer a major factor in women's careers. 
B)  traps women in "female ghettoes" in organizations. 
C)  is not an issue that can be addressed by HR policy because it results from the reality of women's family responsibilities early in their careers. 
D)  has resulted in only 10-15% of corporate office positions being held by women.. 
A)  was pronounced among the Baby Boom generation, but is no longer a major factor in women's careers. 
B)  traps women in "female ghettoes" in organizations. 
C)  is not an issue that can be addressed by HR policy because it results from the reality of women's family responsibilities early in their careers. 
D)  has resulted in only 10-15% of corporate office positions being held by women..

Question 3

Most job seekers value career development over work/life balance or compensation.

Accepted Answer

A) True 
 B)False

Question 4

A favored way organizations develop sustained competitive advantages through human resources is to hire outside talent into the firm rather than to take years to develop the talent internally.

Accepted Answer

A) True 
 B)False

Question 5

____ is the daily training and feedback given to employees by immediate supervisors.

Accepted Answer

A)  Coaching 
B)  Modeling 
C)  Mentoring 
D)  Apprenticeship 
A)  Coaching 
B)  Modeling 
C)  Mentoring 
D)  Apprenticeship

Question 6

Which of the following is FALSE concerning the use of coaching as a developmental tool?

Accepted Answer

A)  A good performer may not be a good teacher. 
B)  The coach's work demands take precedence over training 
C)  Coaching is a continual process of learning by doing. 
D)  Coaching is best done spontaneously without extensive planning. 
A)  A good performer may not be a good teacher. 
B)  The coach's work demands take precedence over training 
C)  Coaching is a continual process of learning by doing. 
D)  Coaching is best done spontaneously without extensive planning.

Question 7

Managers learn by behavior modeling,which is

Accepted Answer

A)  reinforcement of the desirable behaviors spontaneously exhibited. 
B)  imitating the behavior of their own managers. 
C)  developing a personal model of ideal managerial behavior. 
D)  matching junior managers with senior managers in assistant-to positions. 
A)  reinforcement of the desirable behaviors spontaneously exhibited. 
B)  imitating the behavior of their own managers. 
C)  developing a personal model of ideal managerial behavior. 
D)  matching junior managers with senior managers in assistant-to positions.

Question 8

A pre-supervisor training program should include all of the following topics EXCEPT

Accepted Answer

A)  basic management responsibilities. 
B)  time management. 
C)  technical job skills. 
D)  human relations. 
A)  basic management responsibilities. 
B)  time management. 
C)  technical job skills. 
D)  human relations.

Question 9

Turnover of nursing staff is a major concern at Briar Mountain Regional Medical Center.Many experienced nurses resist moving into management,but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization.As director of HR,you suggest

Accepted Answer

A)  hiring nurses who are later in their careers where advancement is less of a concern to them 
B)  offering to pay tuition for nurses who wish to enroll in MBA programs so they are more qualified to take managerial positions. 
C)  implementing a dual-career ladder for nurses. 
D)  retention bonuses and significant pay raises tied to seniority.. 
A)  hiring nurses who are later in their careers where advancement is less of a concern to them 
B)  offering to pay tuition for nurses who wish to enroll in MBA programs so they are more qualified to take managerial positions. 
C)  implementing a dual-career ladder for nurses. 
D)  retention bonuses and significant pay raises tied to seniority..

Question 10

Joelle worked for fifteen years for a pharmaceutical company that emphasized promotion from within and continuing employee training and development.The company has had financial reverses and Joelle was terminated in a mass layoff.Now,Joelle is facing moving from an organization-centered career planning model to an individual-centered career planning process.

Accepted Answer

A) True 
 B)False

Question 11

The three key activities in individual career management include all of the following EXCEPT

Accepted Answer

A)  building a political network in the organization and profession. 
B)  gaining accurate information about personal performance level. 
C)  placing personal deadlines on the achievement of career goals. 
D)  understanding personal strengths and weaknesses. 
A)  building a political network in the organization and profession. 
B)  gaining accurate information about personal performance level. 
C)  placing personal deadlines on the achievement of career goals. 
D)  understanding personal strengths and weaknesses.

Question 12

A good automated talent management system could be expected to answer the question

Accepted Answer

A)  Is the compensation for senior safety managers within 10 percent of the market mean? 
B)  Has the incidence of discrimination complaints per employee declined over the last 10 years? 
C)  How many of the nursing staff are licensed nurse practitioners? 
D)  Which vendor's proposed training program will be most effective for teaching budgeting skills to newly-promoted line managers? 
A)  Is the compensation for senior safety managers within 10 percent of the market mean? 
B)  Has the incidence of discrimination complaints per employee declined over the last 10 years? 
C)  How many of the nursing staff are licensed nurse practitioners? 
D)  Which vendor's proposed training program will be most effective for teaching budgeting skills to newly-promoted line managers?

Question 13

The major problem with job-site development approaches is that they

Accepted Answer

A)  are expensive. 
B)  use internal training resources. 
C)  are often inadequately planned. 
D)  focus excessively on job skills rather than on intellectual aspects of the job. 
A)  are expensive. 
B)  use internal training resources. 
C)  are often inadequately planned. 
D)  focus excessively on job skills rather than on intellectual aspects of the job.

Question 14

Which of the following has been identified as a problem with mentoring?

Accepted Answer

A)  Women executives are reluctant to serve as mentors either to other women or to men because they themselves received little help.. 
B)  Young minority managers frequently report difficulty finding mentors. 
C)  The relationship between mentor and protégé is frequently marked by a "break-up" when the protege advances in the hierarchy. 
D)  The most successful managers are too busy to be effective mentors, so junior managers are often mentored by less-talented senior managers. 
A)  Women executives are reluctant to serve as mentors either to other women or to men because they themselves received little help.. 
B)  Young minority managers frequently report difficulty finding mentors. 
C)  The relationship between mentor and protégé is frequently marked by a "break-up" when the protege advances in the hierarchy. 
D)  The most successful managers are too busy to be effective mentors, so junior managers are often mentored by less-talented senior managers.

Question 15

Giselle has earned a master's degree in biology specializing in wetlands revitalization.She is committed working to restore endangered wetlands,and has been searching almost a year for openings that would allow her to do this work.In order to pay bills,Giselle is tending bar at a high-end restaurant in New Orleans.Giselle is

Accepted Answer

A)  embarking on a "portfolio" career. 
B)  hoping to have an "authentic" career. 
C)  has a "career without boundaries." 
D)  at the "protean" stage of her career path. 
A)  embarking on a "portfolio" career. 
B)  hoping to have an "authentic" career. 
C)  has a "career without boundaries." 
D)  at the "protean" stage of her career path.

Question 16

For the less-experienced manager,the last stage in a successful mentoring relationship is ____ the mentor.

Accepted Answer

A)  disengagement from 
B)  reversal of roles with 
C)  friendship with 
D)  replacement of 
A)  disengagement from 
B)  reversal of roles with 
C)  friendship with 
D)  replacement of

Question 17

Which of the following statements is FALSE?

Accepted Answer

A)  Typically, the level of unemployment in Europe is lower than that of the U.S. 
B)  In the U.S., the sense of job insecurity is highest among older male workers. 
C)  In Europe, laws that make it difficult for employers to lay off employees are sacrosanct and go unchallenged. 
D)  Even in Japan, where lifetime employment has been the norm, employees are experiencing job insecurity. 
A)  Typically, the level of unemployment in Europe is lower than that of the U.S. 
B)  In the U.S., the sense of job insecurity is highest among older male workers. 
C)  In Europe, laws that make it difficult for employers to lay off employees are sacrosanct and go unchallenged. 
D)  Even in Japan, where lifetime employment has been the norm, employees are experiencing job insecurity.

Question 18

Assessment centers involve teams of assessors who evaluate each candidate over multiple tests.

Accepted Answer

A) True 
 B)False

Question 19

Encapsulated development occurs when a single work unit in an organization is used to pilot test new training programs.

Accepted Answer

A) True 
 B)False

Question 20

A common problem with talent management information systems is that

Accepted Answer

A)  they are often purchased "off-the-shelf" from vendors and so are not useful for the firm. 
B)  they mainly provide the same information as an HR planning system so that the extra expense brings little additional benefit. 
C)  few human resources professionals are qualified to use them effectively. 
D)  employees and managers do not like to use them. 
A)  they are often purchased "off-the-shelf" from vendors and so are not useful for the firm. 
B)  they mainly provide the same information as an HR planning system so that the extra expense brings little additional benefit. 
C)  few human resources professionals are qualified to use them effectively. 
D)  employees and managers do not like to use them.

A career path designed to retain employees must map out steady upward progression through the organization.

The glass ceiling

Most job seekers value career development over work/life balance or compensation.

A favored way organizations develop sustained competitive advantages through human resources is to hire outside talent into the firm rather than to take years to develop the talent internally.

____ is the daily training and feedback given to employees by immediate supervisors.

Which of the following is FALSE concerning the use of coaching as a developmental tool?

Managers learn by behavior modeling,which is

A pre-supervisor training program should include all of the following topics EXCEPT

The three key activities in individual career management include all of the following EXCEPT

A good automated talent management system could be expected to answer the question

The major problem with job-site development approaches is that they

Which of the following has been identified as a problem with mentoring?

For the less-experienced manager,the last stage in a successful mentoring relationship is ____ the mentor.

Which of the following statements is FALSE?

Assessment centers involve teams of assessors who evaluate each candidate over multiple tests.

Encapsulated development occurs when a single work unit in an organization is used to pilot test new training programs.

A common problem with talent management information systems is that

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 9: Talent Management

A career path designed to retain employees must map out steady upward progression through the organization.

The glass ceiling

Most job seekers value career development over work/life balance or compensation.

A favored way organizations develop sustained competitive advantages through human resources is to hire outside talent into the firm rather than to take years to develop the talent internally.

____ is the daily training and feedback given to employees by immediate supervisors.

Which of the following is FALSE concerning the use of coaching as a developmental tool?

Managers learn by behavior modeling,which is

A pre-supervisor training program should include all of the following topics EXCEPT

The three key activities in individual career management include all of the following EXCEPT

A good automated talent management system could be expected to answer the question

The major problem with job-site development approaches is that they

Which of the following has been identified as a problem with mentoring?

For the less-experienced manager,the last stage in a successful mentoring relationship is ____ the mentor.

Which of the following statements is FALSE?

Assessment centers involve teams of assessors who evaluate each candidate over multiple tests.

Encapsulated development occurs when a single work unit in an organization is used to pilot test new training programs.

A common problem with talent management information systems is that

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters