Question 1

Which of the following would NOT be a typical activity provided by a partner-assistance program for the tag-along partner when relocating one partner in a dual-career couple?

Accepted Answer

A)  paying employment agency fees for the tag-along partner. 
B)  pay the relocated employee a salary high enough to compensate for the partner's loss of income. 
C)  cooperating with other companies in the new area to find a position for the tag-along partner. 
D)  helping the tag-along partner find a job within the same company or in another division of the company. 
A)  paying employment agency fees for the tag-along partner. 
B)  pay the relocated employee a salary high enough to compensate for the partner's loss of income. 
C)  cooperating with other companies in the new area to find a position for the tag-along partner. 
D)  helping the tag-along partner find a job within the same company or in another division of the company.

Question 2

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

Accepted Answer

The organization determines the developm

Question 3

If an organization limits its intensive talent management efforts to its high-potential employees,employees not selected may be resentful that their career opportunities have been limited.

Accepted Answer

A) True 
 B)False

Question 4

For the organization,unless a plateaued employee is a poorly-used,valuable resource,plateaued employees may be a problem because

Accepted Answer

A)  plateaued employees are typically poor performers. Otherwise, they would have been promoted. 
B)  their presence discourages younger, ambitious employees. 
C)  plateaued employees tend to have higher compensation than is justified by their contribution to the organization. 
D)  if they develop negative attitudes, the plateaued employees may affect co-worker morale. 
A)  plateaued employees are typically poor performers. Otherwise, they would have been promoted. 
B)  their presence discourages younger, ambitious employees. 
C)  plateaued employees tend to have higher compensation than is justified by their contribution to the organization. 
D)  if they develop negative attitudes, the plateaued employees may affect co-worker morale.

Question 5

Most global firms find it is better to have expatriates rather than locals staff the management positions of their foreign operations because expatriates require less training and development than do the locals.

Accepted Answer

A) True 
 B)False

Question 6

When faced with the need for employees with scarce skills,employers tend to

Accepted Answer

A)  focus on training and developing high-potential employees to fill these positions. 
B)  outsource those jobs to specialty firms. 
C)  send promising internal candidates to external training programs to learn these skills. 
D)  hire these employees from outside the firm. 
A)  focus on training and developing high-potential employees to fill these positions. 
B)  outsource those jobs to specialty firms. 
C)  send promising internal candidates to external training programs to learn these skills. 
D)  hire these employees from outside the firm.

Question 7

You are preparing to offer one of your best managers a position with the overseas branch of your firm.Which of the following is NOT a concern the manager will be likely to raise with you?

Accepted Answer

A)  Will you help my wife find a job? 
B)  Will this international experience contribute toward my advancement in this firm? 
C)  Will my compensation package be permanently increased if I take this assignment? 
D)  Will I have a job with this company when I return? 
A)  Will you help my wife find a job? 
B)  Will this international experience contribute toward my advancement in this firm? 
C)  Will my compensation package be permanently increased if I take this assignment? 
D)  Will I have a job with this company when I return?

Question 8

A career plateau occurs when a/an

Accepted Answer

A)  employee stops gaining new skills. 
B)  parent takes job sequencing within the organization. 
C)  employee becomes burned out and unmotivated. 
D)  employee cannot advance within the organization 
A)  employee stops gaining new skills. 
B)  parent takes job sequencing within the organization. 
C)  employee becomes burned out and unmotivated. 
D)  employee cannot advance within the organization

Question 9

John's employer has a tuition reimbursement program,but only for degrees directly applicable to the position the employee currently holds.John is a manufacturing supervisor,but he wishes to earn a degree in employee safety and health and move into an HR position at the company.His boss will only pay for John to get advanced training in statistical quality control.Which of the following statements is TRUE?

Accepted Answer

A)  John is confusing organizational development with the pursuit of personal goals. 
B)  An employee's lifelong development must be channeled along prescribed career paths tied to the organization's strategy. 
C)  In blocking John's re-development, John's boss may be interfering with the organization's overall need for talent because John may leave. 
D)  John is an opportunist hoping that his current employer will pay for the training he needs to enhance his personal marketability and ambitions. 
A)  John is confusing organizational development with the pursuit of personal goals. 
B)  An employee's lifelong development must be channeled along prescribed career paths tied to the organization's strategy. 
C)  In blocking John's re-development, John's boss may be interfering with the organization's overall need for talent because John may leave. 
D)  John is an opportunist hoping that his current employer will pay for the training he needs to enhance his personal marketability and ambitions.

Question 10

A company which consistently goes outside to fill its technical and professional openings probably

Accepted Answer

A)  has a strong and unique corporate culture. 
B)  does not have the time or ability to grow its own leaders. 
C)  is concerned about minimizing salary expense. 
D)  has a high "churn" rate. 
A)  has a strong and unique corporate culture. 
B)  does not have the time or ability to grow its own leaders. 
C)  is concerned about minimizing salary expense. 
D)  has a high "churn" rate.

Question 11

Organizations that have extensive employee development programs run the risk of being "training programs" for other firms that hire away their employees.Consequently,organizational development efforts need to be closely tied to current and immediate organizational needs.

Accepted Answer

A) True 
 B)False

Question 12

____ allow(s)employees to participate in courses which would otherwise be unattainable due to geographic,travel,or cost considerations.

Accepted Answer

A)  Job rotation 
B)  Career development centers 
C)  On-line development 
D)  Corporate universities 
A)  Job rotation 
B)  Career development centers 
C)  On-line development 
D)  Corporate universities

Question 13

A California-based manufacturer of high-performance bicycles has a permanent training facility in Idaho at which all members of the organization learn about the product lines,how to ride them,perform repairs,understand the technology behind their construction and materials,and their uses for recreational riding,as well as for amateur and professional racing.This employee development approach would best be described as a/an

Accepted Answer

A)  coaching and team building approach. 
B)  job-site training. 
C)  outdoor training program. 
D)  corporate university. 
A)  coaching and team building approach. 
B)  job-site training. 
C)  outdoor training program. 
D)  corporate university.

Question 14

A sequence of jobs in which an individual joins a national news magazine as a staff reporter,then is promoted to technology reporter,then to editor of the business department,then to deputy managing editor,would be

Accepted Answer

A)  an example of a non-traditional career path. 
B)  the result of organization-centered career planning. 
C)  a demonstration of the cyclical nature of careers. 
D)  a series of career transitions. 
A)  an example of a non-traditional career path. 
B)  the result of organization-centered career planning. 
C)  a demonstration of the cyclical nature of careers. 
D)  a series of career transitions.

Question 15

If talent management is effective in a firm

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 the lowest of 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 the lowest of its direct competitors. 
D)  the firm has a succession plan in place for all holders of critical jobs.

Question 16

What is the difference between organization-centered and individual-centered career planning? Why should HR departments facilitate individual-centered career planning if these individuals might not stay with the organization for their entire career?

Accepted Answer

Organization-centered career planning fo

Question 17

Talent management includes all of the following HR activities EXCEPT

Accepted Answer

A)  training. 
B)  job design. 
C)  career planning. 
D)  performance management. 
A)  training. 
B)  job design. 
C)  career planning. 
D)  performance management.

Question 18

____ involves the planning,training,and reassignment involved with returning global employees to their home countries.

Accepted Answer

A)  Relocation 
B)  Reorientation 
C)  Debriefing 
D)  Repatriation 
A)  Relocation 
B)  Reorientation 
C)  Debriefing 
D)  Repatriation

Question 19

In part,people choose their careers based on their interests.____ is/are tools to help people identify their interests,what they do well,what they like,and their strengths and weaknesses.

Accepted Answer

A)  Feedback on reality through performance appraisals. 
B)  Intelligence tests 
C)  Career goal-setting 
D)  Self-assessment tests 
A)  Feedback on reality through performance appraisals. 
B)  Intelligence tests 
C)  Career goal-setting 
D)  Self-assessment tests

Question 20

Which of the following components of individual career choice is MOST likely to change as a person matures? This means that the career the individual first selected may not be appropriate as time passes.

Accepted Answer

A)  interests 
B)  self-image 
C)  socioeconomic background 
D)  personality 
A)  interests 
B)  self-image 
C)  socioeconomic background 
D)  personality

Which of the following would NOT be a typical activity provided by a partner-assistance program for the tag-along partner when relocating one partner in a dual-career couple?

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

If an organization limits its intensive talent management efforts to its high-potential employees,employees not selected may be resentful that their career opportunities have been limited.

For the organization,unless a plateaued employee is a poorly-used,valuable resource,plateaued employees may be a problem because

Most global firms find it is better to have expatriates rather than locals staff the management positions of their foreign operations because expatriates require less training and development than do the locals.

When faced with the need for employees with scarce skills,employers tend to

You are preparing to offer one of your best managers a position with the overseas branch of your firm.Which of the following is NOT a concern the manager will be likely to raise with you?

A career plateau occurs when a/an

A company which consistently goes outside to fill its technical and professional openings probably

Organizations that have extensive employee development programs run the risk of being "training programs" for other firms that hire away their employees.Consequently,organizational development efforts need to be closely tied to current and immediate organizational needs.

____ allow(s)employees to participate in courses which would otherwise be unattainable due to geographic,travel,or cost considerations.

A sequence of jobs in which an individual joins a national news magazine as a staff reporter,then is promoted to technology reporter,then to editor of the business department,then to deputy managing editor,would be

If talent management is effective in a firm

What is the difference between organization-centered and individual-centered career planning? Why should HR departments facilitate individual-centered career planning if these individuals might not stay with the organization for their entire career?

Talent management includes all of the following HR activities EXCEPT

____ involves the planning,training,and reassignment involved with returning global employees to their home countries.

In part,people choose their careers based on their interests.____ is/are tools to help people identify their interests,what they do well,what they like,and their strengths and weaknesses.

Which of the following components of individual career choice is MOST likely to change as a person matures? This means that the career the individual first selected may not be appropriate as time passes.

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

Which of the following would NOT be a typical activity provided by a partner-assistance program for the tag-along partner when relocating one partner in a dual-career couple?

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

If an organization limits its intensive talent management efforts to its high-potential employees,employees not selected may be resentful that their career opportunities have been limited.

For the organization,unless a plateaued employee is a poorly-used,valuable resource,plateaued employees may be a problem because

Most global firms find it is better to have expatriates rather than locals staff the management positions of their foreign operations because expatriates require less training and development than do the locals.

When faced with the need for employees with scarce skills,employers tend to

You are preparing to offer one of your best managers a position with the overseas branch of your firm.Which of the following is NOT a concern the manager will be likely to raise with you?

A career plateau occurs when a/an

A company which consistently goes outside to fill its technical and professional openings probably

Organizations that have extensive employee development programs run the risk of being "training programs" for other firms that hire away their employees.Consequently,organizational development efforts need to be closely tied to current and immediate organizational needs.

____ allow(s)employees to participate in courses which would otherwise be unattainable due to geographic,travel,or cost considerations.

A sequence of jobs in which an individual joins a national news magazine as a staff reporter,then is promoted to technology reporter,then to editor of the business department,then to deputy managing editor,would be

If talent management is effective in a firm

What is the difference between organization-centered and individual-centered career planning? Why should HR departments facilitate individual-centered career planning if these individuals might not stay with the organization for their entire career?

Talent management includes all of the following HR activities EXCEPT

____ involves the planning,training,and reassignment involved with returning global employees to their home countries.

In part,people choose their careers based on their interests.____ is/are tools to help people identify their interests,what they do well,what they like,and their strengths and weaknesses.

Which of the following components of individual career choice is MOST likely to change as a person matures? This means that the career the individual first selected may not be appropriate as time passes.

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