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Human Resource
Q:
External forces impacting employee behavior include all of the following except?
a. KSA's
b. Technology developments
c. Government laws
d. Economic conditions
Q:
The PHR certification is similar to passing the CPA exam.
Q:
Line managers are those responsible for an indirect or support function that have costs but whose bottom-line contributions are less direct.
Q:
The employee work outcomes in the Wagner-Hollenbeck model of motivation and performance are: Desire to perform, effort, performance and motivation.
Q:
Productivity is the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs.
Q:
In equity theory employees compare themselves to their goals.
Q:
Scientific management focused on increasing efficiency and productivity.
Q:
Outcomes can be either personal to the employee or organizationally focused.
Q:
A major focus of most HRD interventions is to change employee behavior.
Q:
Historically, personnel managers developed and promoted executives.
Q:
Goals do not need to be agreed to by employees to be effective.
Q:
The human resource function in organizations today is viewed as a key activity that can enhance the bottom line.
Q:
KSA stands for knowledge, skills and attitudes.
Q:
The realization that human resource management was an important field was spearheaded by the passing of the Rollins-Robinson Act.
Q:
Attitudes can easily be used to explain all behaviors.
Q:
Scenario 1.1A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.Refer to Scenario 1.1. Should Mr. See be worried about the ability of his human resource staff to effectively cope with the changes that are needed in that function?a. Yes. Without a specialized degree and foundation of experience, HR staffs are likely to violate legal requirements of human resource management.b. Yes. No staff could cope with all of the changes that Mr. See envisions in the immediate future for his HR function.c. Yes. Without many years of experience in HR exclusively, Mr. See's staff will be out of touch with the needs of his workers.d. No. These changes will be made quite easily and simply, and do not need much attention to planning or expert knowledge.e. No. Job experience is a good preparation for much HR work.
Q:
Specific and difficult goals lead to higher performance than do vague and easy goals.
Q:
Scenario 1.1A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.Refer to Scenario 1.1. Who is likely to be responsible for the human resource management function in an organization of this size?a. A full-time human resource managerb. Mr. Seec. The sales managerd. The operations managere. An administrative assistant
Q:
In general need theories of motivation focus on a deficiency that energizes one's behavior.
Q:
Scenario 1.1A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.Refer to Scenario 1.1. The career planning and fitness programs provided to A-OK employees help fulfill which fundamental goal of human resource management?a. Complying with legal obligationsb. Complying with social obligationsc. Enhancing productivity and qualityd. Promoting individual growth and developmente. Facilitating organizational competitiveness
Q:
Cohesiveness means that group members are willing to remain a part of the group?
Q:
Scenario 1.1A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.Refer to Scenario 1.1. In recognizing that training, selection, and compensation procedures are all interrelated, Mr. See recognizes human resource management as aa. system.b. strategic resource.c. center of expertise.d. core decision process.e. network.
Q:
According to Wagner & Hollenbeck 5 employee outcomes are of particular interest.
Q:
Scenario 1.1A-OK Company, an insurance company of 200 employees, provides life and automobile insurance to clients throughout the southwestern United States. The company's owner, Paul E. See, believes that happy employees are productive employees, so Mr. See provides employees services such as career planning and an on-site fitness center. Due to recent legislation making the insurance business more complex, A-OK is in the process of redesigning its training program for its sales agents. Mr. See also realizes that A-OK needs to examine its selection criteria for new agents joining the company and may need to increase salaries to attract needed talent. Mr. See is worried about this, because he knows that none of his managers has a human resource management degree. In fact, they were operating employees who were moved into the human resource function.Refer to Scenario 1.1. Mr. See appears to be influenced by which era of management?a. the Hawthorne erab. Theory X/Y erac. human relations erad. scientific management erae. production era
Q:
Following the requirements of the Americans with Disabilities Act falls under which particular goals of HR?a. facilitating organizational competitiveness.b. enhancing productivity and quality.c. complying with legal and social obligations.d. promoting individual growth and development.e. none of these
Q:
The behavioral intentions model is based on a combination of attitudes and perceived social pressures to behave in a given way.
Q:
Leadership is the coercive influence used to direct and coordinate the activities of a group toward accomplishing a goal.
Q:
The widespread use of ____ has affected how HR systems are delivered.
a. line managers
b. staff managers
c. executive teams
d. electronic technology
e. person-job fit principles
Q:
The HRCI offers several certifications, including all of the following EXCEPT the
a. PHR
b. SPHR
c. GPHR
d. UPHR
e. all of these are certifications offered by the HRCI
Q:
According to the self-fulfilling prophecy a supervisors expectations of behavior can impact the employee's behavior
Q:
Groupthink means that a group is 'smarter' than the individuals in the group.
Q:
Both the military and its suppliers became more interested in person-job matching during
a. the Civil War.
b. World War I.
c. World War II
d. the Vietnam War.
e. the Korean War.
Q:
The self-fulfilling prophecy is also called the Pygmalion effect
Q:
The modern term used to describe the management of people is
a. administrative synthesis.
b. compliance management.
c. strategic formulation.
d. personnel management.
e. human resource management.
Q:
As the human resource field becomes more professional, more HR managers are acquiring the Human Resource Certification Institute (HRCI) credential. Which organization was instrumental in establishing that credential?
a. The U.S. Department of Labor
b. Certified Public Accountant (CPA)
c. The Society for Human Resource Management (SHRM)
d. The National Labor Relations Board
e. No single organization was instrumental. Colleges and universities established the HRCI.
Q:
According to social learning theory, self-efficacy is defined as a person's beliefs about their ability to perform a job.
Q:
A sporting goods retail company hires another firm to manage all of its payroll functions. This process is known as:
a. HRIS.
b. Theory X.
c. Theory Y.
d. professional accreditation.
e. outsourcing.
Q:
In expectancy theory, the importance that an individual places upon a particular outcome is called instrumentality.
Q:
A ____ involves the set of expectations about the exchanges that occur between employees and employers.
a. knowledge worker
b. cost-benefit analysis
c. human relations movement
d. downsizing
e. psychological contract
Q:
The motivational theories by Maslow and Alderfer are examples of cognitive theories of motivation.
Q:
Which of the following is NOT a requirement for being a successful human resource manager?
a. An understanding of the legal environment
b. An understanding of labor relations
c. An understanding of the process of change management
d. A degree in human resource management
e. Knowledge of business and corporate strategy
Q:
Downsizing is the voluntary reduction in the size of the workforce
Q:
Who would typically have responsibility for carrying out human resource activities in a small, independent business?
a. The human resource manager
b. The owner or general manager
c. A human resource specialist
d. An operating manager
e. A secretary or an administrative assistant
Q:
Evaluation allows managers to make better decisions about?a. Continuing to use a method of training b. Continuing to offer a program c. How to allocate scarce resourcesd. All of the above are factors for managers
Q:
Scheduling a training program is:a. Not as easy as it appears b. Always easy to do c. Not very important to think aboutd. Important only if you use an external trainer
Q:
The managers who are directly involved in creating goods and service are known as
a. HR managers.
b. staff managers.
c. line managers.
d. chief executive managers.
e. executive team managers.
Q:
Identifying training needs involves all of the following except?a. Examine the organization b. Looking at educational standards in the local area c. Looking at job tasksd. Looking at individual employee performance
Q:
The goals of human resource management typically include all of the following activities EXCEPT
a. facilitating organizational competitiveness.
b. enhancing productivity and quality.
c. complying with legal and social obligations.
d. promoting individual growth and development.
e. overseeing financial reporting as part of the Sarbanes-Oxley Act.
Q:
Lifelong learning means:a. The same learning for all employees b. Continuing education for all employees c. Skills training for all employeesd. Different things for different employees
Q:
HR activities are typically carried out by
a. line managers.
b. staff managers.
c. neither line nor staff managers.
d. both line and staff managers.
e. executive team members only.
Q:
Which of the following would typically be considered a staff, rather than a line, manager?
a. Human resource manager
b. Operations manager
c. Financial manager
d. Marketing manager
e. Sales manager
Q:
What is true about the skills gap?a. Both Germany and Japan have done a better job of teaching basic skills than has the U.S. b. The U.S. has done a better job of teaching basic skills than has the Japan. c. The U.S. has done a better job of teaching basic skills than has the Germany.d. There is no skills gap for basic knowledge in the U.S.
Q:
Shihan is a project manager in the human resources department of Intel, the U.S. semiconductor manufacturer. Shihan says, "I work on issues ranging from dependent care to work/life benefits. I work with employees to better understand their needs and to help design programs for them." Which of the fundamental goals of HR management is Shihan working on?
a. Complying with legal and social obligations
b. Controlling costs
c. Facilitating organizational competitiveness
d. Enhancing productivity and quality
e. Promoting individual growth and development
Q:
The purpose of the Benchmarking forum is toa. Share ideas, both good and bad b. Compare wages for HRD executives c. Share all HRD researchd. Learn about "˜best practices'
Q:
The Link of ASTD to the academic community includes:a. Offering University courses b. Offering more academic courses to membersc. Allowing academics to be certified d. A research journal - the HRD Quarterly
Q:
Genevieve, a human resource staff member, has the task of investigating employee complaints about civil rights violations at work. Which of the goals of HR management is Genevieve working on?
a. Facilitating organizational competitiveness
b. Complying with legal and social obligations
c. Promoting individual growth and development
d. Enhancing productivity and quality
e. Recruiting sufficient workers to meet demand
Q:
Improving quality ______ productivity.
a. always increases
b. almost always increases
c. has no effect on
d. always decreases
e. almost always decreases
Q:
The Human Resource Certificate Institute offers all of the following except:a. Professional in Human Resources b. Master Professional in Human Resources c. Senior Professional in Human Resourcesd. Global Professional in Human Resources
Q:
Certification for HRD professionals isa. Offered by SHRM b. Scheduled to begin in 2010 c. The certified professional in Learning and performanced. Offered by the US Government
Q:
Which of the following is NOT one of the four basic goals of the human resource management function as discussed in the text?
a. Helping the global economy
b. Promoting individual growth and development
c. Complying with legal and social obligations
d. Enhancing productivity and quality
e. Facilitating organizational competitiveness
Q:
All of the following researchers contributed to the early growth of the scientific management EXCEPT:
a. Elton Mayo
b. Lillian Gilbreth
c. Thomas Edison
d. Frederick Taylor
e. Frank Gilbreth
Q:
The Organization design consultant produces which of the following outputs?a. Alternative work designs b. Lesson plans c. Education and training programsd. Quality management programs
Q:
A primary role of the HRD Executive/Manager is toa. Stay within the budgetb. Offer only programs that trainees really like going to c. Plan lots of programs each yeard. Promote the value of HRD programs to senior managers
Q:
A human resource management system integrates which of the following functions?
a. finance function
b. operations function
c. marketing function
d. other fundamental organizational functions
e. all of these
Q:
The 3 areas of foundation competencies needed by HRD professionals include all of the following except:a. Personal skills b. Team skills c. Interpersonal skillsd. Business/management skills
Q:
____ include all individuals who gain knowledge and utilize the information effectively to enhance the organization.
a. Group members
b. Recruiting teams
c. Selection specialists
d. Knowledge workers
e. Training networks
Q:
The 1964 Civil Rights Act made it illegal for corporate managers to make decisions based on all of the following EXCEPT
a. gender.
b. age.
c. religion.
d. race.
e. national origin.
Q:
For HRD to play a more important role in the strategic plan of an organization all of the following are necessary except:a. The must contribute ideas and information to strategy formulation b. Education & training must support strategic management c. Training must be budget consciousd. Training must be linked to the organizations goals and strategies
Q:
Which of the following is true about organizational development?a. It emphasizes macro changes b. It emphasizes micro changes c. In OD the HRD professional functions as a change agentd. They are all true
Q:
During the 1950s and 1960s, all of the following developed within the field of human resource management EXCEPT
a. selection tests from World War II were adapted for use in private industry.
b. reward and incentive systems became more sophisticated.
c. government legislation expanded, adding more complexity to human resource management.
d. unions became more powerful and demanded more benefits for their members.
e. the human resource management function was recognized as being critically important to organizational success.
Q:
In the 1930s and 1940s, units within a company that dealt with employees' behavioral challenges and issues were called
a. legal departments.
b. scientific administration.
c. finance departments.
d. personnel departments.
e. human science administration.
Q:
When comparing Training to Developmenta. Development has a longer term focus than training b. Training has a longer term focus than development c. Training involves only skills, development involves everything elsed. Development focuses mostly on upper level managers
Q:
The basic notion of the human relations movement was that
a. employees had to be intimidated to be motivated.
b. technology was in decline.
c. satisfied employees would work harder for the company.
d. unions were a waste of time.
e. group work must be avoided in companies.
Q:
Which of the following is not a primary HRD function as identified in McLagan's original HR wheel?a. Training and developmentb. Organizational development c. Career Developmentd. On the job training
Q:
Early research that determined the importance of individual and group behavior to organizations involved the
a. Hawthorne Studies.
b. scientific management groups.
c. total quality management investigations.
d. use of employee testing.
e. outsourcing studies.
Q:
In the 1980's ASTD's focus looked strongly ata. The strategic role of HRD b. Performance Improvement programsc. High performing work systems d. All of the above
Q:
In Chester Barnard's book "˜The functions of the executive" he emphasized the integration ofa. Machines and efficiency b. Traditional management & behavioral science c. Efficiency and employee trainingd. Training & development
Q:
Since September 11th, 2001 and Hurricanes Katrina and Rita, companies have become more concerned about
a. downsizing.
b. outsourcing.
c. security.
d. quality.
e. productivity.
Q:
The Human Relations movement highlighteda. The need for more factory schools b. The importance of machine efficiency c. The importance of well trained managersd. The importance of human behavior on the job
Q:
The Civil Rights Act of 1964 prohibits discrimination based on all of the following EXCEPT
a. race.
b. religion.
c. astrological sign.
d. gender.
e. national origin.