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Human Resource
Q:
A needs assessment is often not conducted for which of the following reasons?
a. It can be difficult and time consuming to do
b. Line managers prefer action to research
c. There is lack of support from management for this step
d. All of the above are true
Q:
All of the following are reasons the average age of the U.S. workforce is gradually increasing EXCEPT
a. Retirees are going back to work because of the new healthcare program.
b. The baby boom generation continues to age.
c. Declining birthrates for the post "baby boom generation are simultaneously accounting for a smaller percentage of new entrants into the labor force.
d. Improved health and medical care also contribute to an aging workforce. People are now simply able to be productive at work for longer periods of their lives.
e. Mandatory retirement ages have been increased or dropped altogether, allowing people to remain in the labor force for longer periods.
Q:
The percentage of ______ in the workforce is dropping.
a. African Americans
b. Hispanics
c. Asians
d. whites
e. Native Americans
Q:
The need for E-learning is always carefully analyzed.
Q:
How would an organization conduct an evaluation of its human resource function?
Q:
The main advantage of a 360 degree format is that employees are observed from people with different perspectives on the employee's performance.
Q:
Compare and contrast related and unrelated diversification.
Q:
When using multiple rater sources it is important that all raters agree on their rating.
Q:
Describe the factors that affect human resource strategy formulation.
Q:
Performance appraisal information can always be considered to be accurate.
Q:
Boeing was recognized by the ASTD as part of its benchmarking forum.
Q:
Describe interpersonal processes in organizations.
Q:
Describe the relationship among an organization's purpose, mission, and top management team and how this relationship affects its human resource practices.
Q:
An ability is a general or enduring trait that a person possesses.
Q:
The stimulus-response-feedback method of task identification breaks each task into four components.
Q:
It is be better to have some formal appraisal rather than none at all, but it is also true that different types of appraisal systems will lead to different outcomes.
Q:
Whether or not to outsource a function depends on the actual cost of keeping the function in-house.
Q:
"Found data" is data that comes from new surveys conducted by the HRD department.
Q:
The organizational climate has little to do with the success of an HRD program.
Q:
Leadership is the process by which two or more parties exchange information and share meaning.
Q:
Attitude is the relatively stable set of psychological attributes or traits that distinguish one person from another.
Q:
A task analysis asks the question: What must be done to perform the job effectively.
Q:
Hiringrefers to the set of activities used by the organization to determine its future human resource needs, recruit qualified applicants interested in working for the organization, and select the best of those applicants as new employees.
Q:
The three levels of needs analysis are: Strategic/organizational, task and team.
Q:
Union membership in the United States has been growing gradually for the last few decades.
Q:
The gap a TNA identifies is the difference between what an organization expects to happen and what actually takes place.
Q:
The stability strategy essentially maintains the status quo.
Q:
The ISD approach stands for Institutional Systems Design.
Q:
The ultimate goal of HRD is to improve an organization's effectiveness.
Q:
The functional strategies help determine what businesses the firm will operate.
Q:
A diagnostic person analysis involves determining the overall success of individual employee performance.
Q:
An agency problem occurs when there is a conflict between the interests of managers and the interests of shareholders.
Q:
The top management team in a company usually includes all the shareholders.
Q:
Immediate supervisors should not be involved in a person analysis.
Q:
In general it is preferable to use more than one method of task identification when studying a job.
Q:
Scenario 4.1LMNO Corporation is a U.S.-based company with four distinct businesses, including a national music and video store chain, a rap music production company, a talent agency that represents several famous rap stars, and a digital video disc (DVD) production facility that makes and records music videos on DVDs. LMNO is in the process of acquiring another company, its major music store rival BeBop Records. Because its rap stars are so famous, LMNO charges crazed fans a higher price for its music compact discs and DVD videos. The fans don't mind, as they often have the opportunity to meet the rap stars in person at various LMNO music stores throughout the year. LMNO has a policy of promotion from within as well as a no-layoff policy, and all managers are required to rotate through each business before they can be promoted.Refer to Scenario 4.1. LMNO's policies of no layoffs and promotion from within are likely to have the MOST positive effect ona. production efficiency.b. leadership within the company.c. excessive absenteeism, due to the threat of being fired.d. employees' motivation.e. employee attrition.
Q:
A job analysis is the systematic study of the environment job is performed within.
Q:
Scenario 4.1LMNO Corporation is a U.S.-based company with four distinct businesses, including a national music and video store chain, a rap music production company, a talent agency that represents several famous rap stars, and a digital video disc (DVD) production facility that makes and records music videos on DVDs. LMNO is in the process of acquiring another company, its major music store rival BeBop Records. Because its rap stars are so famous, LMNO charges crazed fans a higher price for its music compact discs and DVD videos. The fans don't mind, as they often have the opportunity to meet the rap stars in person at various LMNO music stores throughout the year. LMNO has a policy of promotion from within as well as a no-layoff policy, and all managers are required to rotate through each business before they can be promoted.Refer to Scenario 4.1. Which organizational form or design is LMNO likely to have adopted?a. Functional, or U-formb. Conglomerate, or H-formc. Divisional, or M-formd. Horizontale. Vertical
Q:
Scenario 4.1LMNO Corporation is a U.S.-based company with four distinct businesses, including a national music and video store chain, a rap music production company, a talent agency that represents several famous rap stars, and a digital video disc (DVD) production facility that makes and records music videos on DVDs. LMNO is in the process of acquiring another company, its major music store rival BeBop Records. Because its rap stars are so famous, LMNO charges crazed fans a higher price for its music compact discs and DVD videos. The fans don't mind, as they often have the opportunity to meet the rap stars in person at various LMNO music stores throughout the year. LMNO has a policy of promotion from within as well as a no-layoff policy, and all managers are required to rotate through each business before they can be promoted.Refer to Scenario 4.1. Which competitive strategy does LMNO's music and video store chain appear to have adopted?a. Focusb. Growthc. Stabilityd. Cost leadershipe. Differentiation
Q:
A job description is a narrative statement of the major activities involved in performing a job and conditions under which these duties are performed.
Q:
A needs assessment should be the starting point for all HRD programs and is critical to program success.
Q:
Scenario 4.1LMNO Corporation is a U.S.-based company with four distinct businesses, including a national music and video store chain, a rap music production company, a talent agency that represents several famous rap stars, and a digital video disc (DVD) production facility that makes and records music videos on DVDs. LMNO is in the process of acquiring another company, its major music store rival BeBop Records. Because its rap stars are so famous, LMNO charges crazed fans a higher price for its music compact discs and DVD videos. The fans don't mind, as they often have the opportunity to meet the rap stars in person at various LMNO music stores throughout the year. LMNO has a policy of promotion from within as well as a no-layoff policy, and all managers are required to rotate through each business before they can be promoted.Refer to Scenario 4.1. Which corporate-level strategy does LMNO appear to follow?a. Related diversificationb. Unrelated diversificationc. Retrenchmentd. Differentiatione. Cost leadership
Q:
The HRD Advisory committee:a. Should only contain members from the HR department b. Should contain members from a cross-section of the organization c. Meets only occasionallyd. Should never be used in analyzing training needs
Q:
Scenario 4.1LMNO Corporation is a U.S.-based company with four distinct businesses, including a national music and video store chain, a rap music production company, a talent agency that represents several famous rap stars, and a digital video disc (DVD) production facility that makes and records music videos on DVDs. LMNO is in the process of acquiring another company, its major music store rival BeBop Records. Because its rap stars are so famous, LMNO charges crazed fans a higher price for its music compact discs and DVD videos. The fans don't mind, as they often have the opportunity to meet the rap stars in person at various LMNO music stores throughout the year. LMNO has a policy of promotion from within as well as a no-layoff policy, and all managers are required to rotate through each business before they can be promoted.Refer to Scenario 4.1. Which grand strategy does LMNO appear to have chosen at this time?a. Cost leadershipb. Stabilityc. Growthd. Analyzere. Prospector
Q:
Self-ratings of training needs:a. Are useful when combined with multiple sources b. No information is available on their value c. Are never usefuld. Are proven to be totally accurate
Q:
Tax payers have a psychological contract with the governments they pay taxes to. When the General Services Administration spent hundreds of thousands of tax payer dollars on extravagant trips to Hawaii and Las Vegas, individuals were outrages. The outrage involves which part of the psychological contract?a. The attitudeb. The organizational inducementsc. The personalityd. The individual contributionse. The motivation
Q:
A diagnostic person analysis looks at:a. A classification of an employee as a successful or unsuccessful employee b. A global analysis of employee performancec. An overall evaluation of an employee d. Why an employee behaves the way they do
Q:
All of the following are part of a high-performance work system EXCEPT
a. self-directed work teams.
b. contingent pay.
c. attitude surveys.
d. no formal performance appraisals.
e. continuous training.
Q:
Functions that add little value are likely to be _______, even if they are not terribly ________, and functions that add competitive advantage are likely to be _______, even if they are relatively _______.
a. retained, expensive, retained, expensive
b. outsourced, inexpensive, outsourced, inexpensive
c. outsourced, expensive, retained, expensive
d. retained, inexpensive, outsourced, expensive
e. retained, inexpensive, retained, expensive
Q:
Which of the following is not a component in the stimulus-response-feedback method of task identification?a. The ego identifier b. The response or behavior c. The stimulus or cued. Feedback
Q:
The top management team includes the:
a. CEO.
b. COO.
c. chairperson of the board of directors.
d. president.
e. all of these.
Q:
MBO or work planning and review systems are useful tools for assessing needs because:a. They provide performance review data b. They provide baseline performance data c. They provide long-term business objectivesd. All the above are true
Q:
Linking the organizations strategic plan to HRD activities for operating managers:a. May increase support for HRD programs b. Will lower motivation of trainees c. Should not be doned. Does not matter
Q:
The organization's ____ is the basic reason for existence.
a. contract
b. inducement
c. personality
d. purpose
e. mission
Q:
In 1998 the US Supreme Court decided that supervisory training for sexual harassment was:a. Unimportant b. Adequate in both cases c. Important but not necessaryd. Inadequate in both cases
Q:
Pierre would like to increase the effectiveness of human resources at his firm. What advice would you give him?
a. Don't have formal performance appraisals because workers are upset by criticism.
b. Carefully control the behavior of teams and don't let them make their own decisions.
c. Don't pay everyone the same. Pay high-performing workers more in order to increase motivation.
d. Don't annoy workers by constantly requiring them to go through a lot of training.
e. Assume that quiet workers are happy; there's no reason to bother them with attitude surveys.
Q:
When assessing needs using organizational goals:a. Focus on individual performance first b. Examine areas where goals are not being met c. Look only at goals that are metd. Goals only matter if they are accomplished each year
Q:
Companies that view their human resource function as a strategic asset should NOT evaluate HR effectiveness by investigating
a. costs and benefits.
b. organizational outcomes such as productivity.
c. profitability.
d. costs as the only factor.
e. utility analysis.
Q:
In the past, evaluations of the effectiveness of the human resource function concentrated mainly on
a. worker satisfaction.
b. turnover.
c. person-job fit.
d. psychological contracts.
e. cost.
Q:
A trap to avoid when doing needs assessments is:a. Focusing on organizational performance b. Use both hard and soft data c. Doing multiple methods in addition to questionnairesd. Use hard data only
Q:
When the Hershey family financial advisors recommended selling Hershey Foods stock in 2001, employees were outraged. They felt betrayed and were angry and pessimistic. Which individual or interpersonal process was interfering with implementation of Hershey's strategy?
a. Worker personalities
b. Worker attitudes
c. Motivation
d. Team processes
e. Communication
Q:
Which of the following is correct?a. Compliance needs are mandated by law b. Diagnostic needs focus on better ways to do a job c. Analytic needs focus on preventing problemsd. None of the above are correct
Q:
A needs assessment can identify:a. Gaps between employees current skills and those skills needed for the current job b. The conditions under which the HRD activity will occur c. Gaps between employees current skills and those skills needed for the future jobd. All the above are things that a needs assessment can identify
Q:
Adam believes that it is fine to spend his lunch time playing games on the company computer. This involves which part of the psychological contract?
a. The attitude
b. The organizational inducements
c. The personality
d. The individual contributions
e. The motivation
Q:
What is a psychological contract?
a. The extent to which people perceive they are being treated equitably by their organization
b. The set of expectations held by an individual as to what he or she will contribute to the organization and what the organization will provide in return
c. The set of psychological attributes or traits that distinguish one individual from another
d. The attitudes an individual holds toward an organization
e. A contract for psychological counseling provided by the organization
Q:
All of the following are ways HRD seeks to improve organizational effectiveness except:a. Preventing anticipated problems b. Including those groups and individual that can benefit the most c. Hiring better peopled. Solving current problems
Q:
Which of the following is true about a 360 degree performance appraisal?
a. Only the employee's supervisor rates the employee's performance
b. Multiple people will rate each employee's performance
c. Very few companies currently use this method of evaluation
d. It focuses on only one or two perspectives of an employee's job
Q:
Amazon is a highly successful online retailer that continues to expand its product selection. Which of the following actions is Amazon NOT likely to use as it implements its strategy?
a. It will hire employees in the near future.
b. It will increase its recruiting efforts.
c. It will offer early retirement to workers.
d. It will try to ensure that its current workers stay with the firm.
e. It will offer extensive training to its staff.
Q:
An individual's reactions to environmental factors that present excessive demands is called
a. motivation.
b. stress.
c. interpersonal conflict.
d. attitude.
e. micromanaging.
Q:
Supervisors and job incumbents evaluate a task list in terms of its importance and time spent performing it in which method of task identification?
a. Critical incident
b. Time sampling
c. Job inventory questionnaire
d. Stimulus-response-feedback
Q:
The set of factors that prompt people to perform work at high levels is called
a. motivation.
b. stress.
c. interpersonal conflict.
d. negative attitudes.
e. executive succession.
Q:
People familiar with a job record incidents of particularly effective and ineffective behavior in which method of task identification?
a. Critical incident
b. Time sampling
c. Job inventory questionnaire
d. Stimulus-response-feedback
Q:
Having a trained observer watch an employee perform a task and note the nature and frequency of activities is an example of which method of task identification?
a. Critical incident
b. Time sampling
c. Job inventory questionnaire
d. Stimulus-response-feedback
Q:
The principles and beliefs that shape what employees think about a company is called
a. unionization.
b. planning.
c. organizational culture.
d. focus grouping.
e. empowerment.
Q:
A task analysis is best defined as:
a. A systematic collection of data about every jobs in the company
b. A systematic collection of data about specific jobs or groups of job
c. Asking the people who do the job to describe what they do all day long to justify their pay checks
d. A systematic collection of information on how people think their jobs should be performed
Q:
The process of handling union issues and challenges is called
a. labor relations.
b. downsizing.
c. outsourcing.
d. rightsizing.
e. collective bargaining.
Q:
A gap can be identified by:a. Subtracting what is known from what should be knownb. Adding what is known to what should be knownc. Subtracting what is should be known from what is knownd. Subtracting what is known from what we already do know
Q:
Which of the following was NOT identified as an organizational component affecting the formulation and implementation of human resource strategy?
a. Organizational development
b. Organization culture
c. The labor force
d. Organization design
e. Unionization
Q:
Yum Brands began with three businesses: Pizza Hut, Taco Bell, and Kentucky Fried Chicken. Since its founding, the company has acquired other fast-food firms, including Long John Silver's and A&W. Which type of organization design would be most appropriate for Yum's strategy?
a. A functional design
b. A unitary design
c. A multidivisional design
d. A holding company
e. A horizontal corporation design
Q:
The process of identifying personal development needs that involves the feedback of peers, subordinates and superiors is known as:a. performance appraisal b. 360 degree feedback c. peer reviewd. progressive action feedback