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Human Resource
Q:
The creation of autonomous work teams has paralleled labor unions, so they are treated the same for legal purposes.
Q:
According to your text, the most common training method used today is:a. videotapes b. Instructor-led classroom programs c. case studiesd. outdoor-experiential programs
Q:
The critical incidents method relies on important behaviors that distinguish effective from ineffective performers.
Q:
In a training program objective, the level at which behavior is determined to be acceptable is called the:a. conditions b. performance c. criteriad. deficiency
Q:
For planning purposes, organizations often try to form job centers -groups of jobs that have task and KSA requirements that are quite similar.
Q:
Which of the following is not a key activity in designing an HRD program?a. Setting objectives b. Developing a lesson plan c. Selecting the trainerd. Buying donuts for the breaks
Q:
Job specification is the process of gathering and organizing detailed information about various jobs within the organization so that managers can better understand the processes through which the jobs are performed most effectively.
Q:
It is expected that e-learning use will increase in coming years.
Q:
The differences in salaries and wage rates around the country is partly the result of differences in the cost of living, but they also are caused by different levels of competitiveness for talent in the market.
Q:
In online programs a variety of activities should not be used because they tend to confuse the students.
Q:
When employment rates are quite high, there can be a general shortage of workers available for hire. This situation tends to be short-lived.
Q:
According to Bill West "˜Online is all about design"
Q:
The reduction strategy essentially maintains the status quo with regard to the number of individuals employed by a company.
Q:
Having employees attend training after their normal work day is a very good idea.
Q:
A popular alternative to terminations and layoffs, especially for managers, is firing.
Q:
According to the text training programs are best conducted on either Monday or Friday.
Q:
Executive succession involves systematically planning for future promotions into top management positions. This process is simplified by the fact that there are so few managers eligible for the positions.
Q:
Forecasting the future supply of human resources does not require an analysis of internal company records.
Q:
Scheduling an HRD program when employees are busy with their jobs is the best way to do it.
Q:
Scenario 5.1CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it.Refer to Scenario 5.1. The two top executives feel that newly hired astrophysicists will work independently, with little oversight or control by top management. The information would likely appear in thea. job description.b. job specification.c. job request.d. personnel file.e. none of these.
Q:
Trainers should be very careful when copying material from others so they do not violate copyright laws.
Q:
Scenario 5.1CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it.Refer to Scenario 5.1. The job analysis information about what the new workers must be able to do, rather than about what the job entails, is likely to provide more information for joba. descriptions.b. specifications.c. evaluations.d. analyses.e. duties.
Q:
A program announcement should include the purpose of the program.
Q:
Scenario 5.1CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it.Refer to Scenario 5.1. Which job analysis method BEST suits CyberRocket's needs?a. Fleishman job analysis systemb. Critical incidents approachc. Task analysis inventoryd. Position Analysis Questionnairee. Narrative job analysis
Q:
Scenario 5.1CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it.Refer to Scenario 5.1. In this situation, who will be the BEST source of information for job analysis?a. Current job incumbentsb. Line managersc. The top management teamd. The SMEse. Online sources such as O*NET
Q:
Alexander consulting group found that an Instructor guide was used by only a small percentage of SME's.
Q:
Trainers who lack subject matter expertise may rely too heavily on books and other training materials.
Q:
Scenario 5.1CyberRocket is a high-tech manufacturer with an exciting new product, the Astro-Cruiser, a virtual Ethernet connector for shuttles orbiting the Earth. This product will allow astronauts to cruise the Web while cruising in space. The product depends on vastly new technology requiring a technical knowledge of astrophysics. CyberRocket is planning to rapidly expand this business, but it first must analyze the jobs needed to produce the Astro-Cruiser. The job analysis should contain information about what the workers will do, rather than what is involved in the job. The company would like to identify only the essential functions of the jobs, leaving them more flexibility. Two top executives, the head of research and development and the head of production, are the only two individuals within the company who really understand the new product and what new knowledge, skills, and abilities of employees will be necessary to produce it.Refer to Scenario 5.1. The definition of the essential functions of the new jobs will be particularly helpful with which other aspect of human resource management?a. The turnover reduction programb. Compliance with the ADAc. Early retirement incentivesd. Increased productivitye. Motivation of existing employees
Q:
After the Obama administration reduced NASA's budget, many highly trained scientists were unemployed in Florida. A business that relocated to Florida did so because of the availability ofa. cheap wages.b. good retirement.c. tax benefits.d. good weather.e. human capital.
Q:
Subject matter expertise refers to mastery of the subject and of training.
Q:
______ are believed to be justified by the fact that the best employees are assumed to be more productive and that the added benefit will bind the employee more tightly to the firm, thus reducing turnover.
a. Cafeteria benefits
b. Efficiency wages
c. Extra vacation days
d. Fitness centers
e. Day care centers
Q:
Training competency involves the knowledge and skills needed to design and implement training programs.
Q:
The first step in job analysis involves
a. determining who is responsible for collecting data.
b. determining information needs.
c. determining data collection methods.
d. identifying the work to be assessed.
e. defining the work itself.
Q:
The prevailing wage rate for a given job in a given labor market is called the:
a. component wage rate.
b. indicator wage rate.
c. vector wage rate.
d. industry wage rate.
e. market wage rate.
Q:
Over half of trainers report saving a lot of money by outsourcing their programs.
Q:
The percentage of individuals looking for and available for work who are not currently employed is called the:
a. job description
b. rate of unemployment
c. advanced rate of employment
d. job specification
e. prevailing rate of employment.
Q:
It is easy to write specific behavioral objectives for programs dealing with attitudes and emotions.
Q:
Which of the following is NOT a common legal issue in job analysis and design?
a. The failure to perform a job analysis
b. Using job analysis to discriminate by gender
c. Discrimination against disabled applicants because of an inaccurate job analysis
d. The use of the job characteristics model of job design
e. Job analysis that includes factors that are not job related
Q:
According to Mager and the text the objective "˜Discuss and illustrate principles and techniques of computer programming" is not a good objective.
Q:
The ____ approach to job analysis requires the specification of effective and ineffective performance.
a. skill variety
b. Fleischman
c. PAQ
d. MPDQ
e. critical incidents
Q:
HRD objectives describe the intent and desired result of an HRD program.
Q:
The third step in job analysis involves
a. determining who is responsible for collecting data.
b. getting feedback from customers.
c. tracking productivity.
d. identifying the work to be assessed.
e. defining the work itself.
Q:
According to the text it is a good idea to decide whether to design or purchase the HRD program before setting the program objectives?
Q:
Organizations try to develop job ____ when planning for human resources, which are groups of jobs that are similar.
a. components
b. indicators
c. vectors
d. industries
e. families
Q:
What day of the week a training program is scheduled to be offered is not a factor in training employees.
Q:
Which of the following is an accurate statement?
a. Job descriptions focus on succession planning
b. Job specifications indicate the knowledge and skills needed to perform work
c. Job descriptions focus on the individual
d. Job specifications focus on the work
e. None of these.
Q:
Executive development programs is the most frequent type of training offered by organizations.
Q:
A ____ provides an overview of the duties and tasks required to effectively perform a particular job or line of work.
a. job specification
b. job description
c. benchmark
d. personnel file
e. work permit
Q:
The most commonly used method of training is still the old instructor-led classroom program.
Q:
Which of the following would be a competency, as described in the text?
a. Adaptability
b. Keyboarding speed
c. IQ of 100
d. Clean driving record
e. Degree in computer science
Q:
On the FBI's employment Page, you read: "To qualify as an FBI Special Agent, you must be a U.S. citizen, at least 23 and not more than 37 years old, have vision not worse than 20/40, pass a color vision and hearing test, have a valid driver's license, be in excellent physical condition, and possess a four-year college degree." What are you reading?
a. A job description
b. A job specification
c. A job SME
d. A job analysis
e. A job family
Q:
People who really know a subject always make great trainers.
Q:
Which of the following would be included in a job specification for an administrative assistant?
a. Keeping minutes of meetings
b. Answering phones
c. Typing correspondence
d. Maintaining the boss's calendar
e. Ability to use spreadsheets.
Q:
A lesson plan is a good idea to use when developing a training program.
Q:
Which of the following would be included in a job description for a computer programmer?
a. Bachelor's degree in computer science
b. Knowledge of COBOL
c. Writing programs to run network processes on the mainframe
d. Proficiency in computer languages
e. Keyboarding skills
Q:
A train the trainer program is cheap and easy to do.
Q:
When Hank needed to write a job analysis for a court reporter, he used the O*NET online database. One section of the information stated, "Court reporters ask speakers to clarify statements, file a legible transcript of records, verify accurate transcripts, and record depositions." This information is part of the job's
a. KSAs.
b. tasks.
c. working conditions.
d. critical incidents.
e. SMEs.
Q:
A needs assessment if usually very useful in defining an HRD programs objectives.
Q:
Anuj looks at a job analysis that reports scores on various items, organized into areas called "Information inputs," "Mental processes," "Relationships with other people," and so on. The scales tell how frequently those areas are used in the job, how important they are to the job, and other measures. Anuj is looking at a job analysis that was based on
a. a narrative.
b. critical incidents.
c. a position analysis questionnaire.
d. the Fleishman job analysis system.
e. the O*NET.
Q:
What is involved in the task analysis inventory method?
a. A taxonomy of fifty-two abilities rated on a seven-point scale
b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions
c. Analyzing the job in terms of involvement with people, data, and things
d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics
e. Generating examples of effective and ineffective performance
Q:
What is involved in the Fleischman job analysis system of conducting work assessments?
a. A taxonomy of fifty-two abilities that effectively captures variations in job performance, which are rated by job incumbents
b. SMEs generating a list of tasks, and job incumbents evaluating each task on several dimensions
c. Analyzing the job in terms of involvement with people, data, and things
d. Completing a 194-item instrument reflecting work behavior, working conditions, and job characteristics
e. Generating examples of effective and ineffective performance
Q:
When designing an HRD program it is often more effective to use objectives developed by an outside vendor rather than developing your own objectives.
Q:
An organization will naturally experience a certain amount of attrition in its employee ranks each year. Some people will leave for each of the following reasons EXCEPT
a. too much job security.
b. better jobs.
c. retirement.
d. poor performance.
e. a career relocation on the part of a spouse or significant.
Q:
The most common source of information for person analysis is:a. critical incidents b. the performance appraisal c. diariesd. assessment centers
Q:
When an individual seeks additional training and education to improve her or his ability to find work, this is called:
a. human capital investment.
b. market waging.
c. functional job analysis.
d. rate of unemployment.
e. task analysis inventory.
Q:
The instrument developed by the Center for Creative Leadership to identify the developmental needs of managers is called:a. Strategic Analysis b. Benchmarks c. Ballparksd. Human Resource Information System
Q:
Which of the following is not a method of task identification?a. Simultaneous repository file b. Time sampling c. Critical incident techniqued. Job inventory
Q:
A small management-consulting firm experiences a tremendous boost in business in one year and must hire many new professional employees to provide services to its new customers. This business is likely following a ____ strategy.
a. growth
b. stability
c. reduction
d. multinational
e. none of these
Q:
A ______ strategy may be the easiest for the HR manager to implement because the organization presumably must do what it has been doing all along.
a. growth
b. reduction
c. stability
d. multinational
e. global
Q:
When an effort is made to discover the reasons for an employee's work performance, this is referred to as:a. psychoanalysis b. card sort analysis c. summary person analysisd. diagnostic person analysis
Q:
Which of the following is not a source of data for a task needs analysis?
a. Job descriptions
b. Job specifications
c. Corporate Mission statement
d. Observing people actually performing the job
Q:
When being interviewed during the gathering of job analysis data, which type of individual may provide exaggerated information about a job's complexity or importance?
a. The job incumbent
b. The immediate supervisor
c. A higher-level supervisor
d. An industrial engineer
e. A human resource manager
Q:
Which of the following could be used to conduct an organizational needs analysis?a. Exit interviews b. Customer complaints c. Data such as turnover and absenteeismd. All of the above could be used
Q:
A national hotel chain established a plan that describes how top managers will be promoted throughout the organization over time. This is called
a. demand forecasting.
b. the social context.
c. empowerment.
d. executive succession.
e. human resource control.
Q:
The knowledge, skills, abilities, and other requirements (KSAOs) needed to perform a task or job are spelled out in the:a. job specification b. job design c. skills inventoryd. organizational climate index
Q:
A ____ can often facilitate the forecasting of the supply of human resources.
a. human resource information system
b. focus group
c. quality circle
d. think tank
e. quality team
Q:
In needs assessment, a focus on environmental constraints would occur as part of which analysisa. person b. strategic/organizational c. taskd. ergonomic
Q:
John, a job analyst, was asked to prepare an analysis of the KSAs necessary to be a waiter at a local restaurant. Which of the following would NOT appear in his analysis?
a. The waiter must be able to lift and carry trays.
b. The waiter will have a comprehensive health coverage plan.
c. The waiter must communicate effectively with customers.
d. The waiter will have to stand for most of the workday.
e. The waiter needs to have a good short-term memory.
Q:
Compliance needs are those:a. Mandated by law b. Focused on what prevents performance c. That identify new ways to perform tasksd. None of the above are correct
Q:
When an organization attempts to forecast the supply of and demand for human resources, this is calleda. empowerment.b. job enrichment.c. outsourcing.d. human resource planning.e. job analysis.