Reference no: EM131280503
Human resource management HRM HR
1. Adam, a team leader at a business process firm, believes that new employees should have a training session on time management to help them plan their time more efficiently. This scenario indicates that Adam has conducted a(n) ________.
person analysis
task analysis
instructional analysis
institutional analysis
organization analysis
2. A customer at Danielle, a French restaurant, complains to Jason, the manager, about a dessert being unacceptable. Jason inspects the dessert and finds that brie, a type of cheese, is overripe and has an ammonia-like taste. When Jason questions the pastry chef, Mario, he acknowledges that he knew the brie was bad. Jason analyzes the situation and concludes that Mario should be put through additional training to avoid such mistakes in the future. Which of the following, if true, would strengthen Jason's decision?
Mario is only one of two pastry chefs working at the restaurant.
Mario was unaware that the overripe brie could have been substituted with camembert, another type of cheese.
Mario was overworked and underestimated the overall effect that the overripe brie would have on the dessert.
Mario contemplated resigning because of his mistake, but Jason did not want to let go of his experienced pastry chef.
Mario had ill feelings toward Jason because of a recent personal altercation.
3. Which of the following distinguishes an apprenticeship from an internship?
An apprenticeship is an on-the-job training method, whereas an internship is a classroom-based training method.
An apprenticeship does not provide an income, whereas an internship provides an income while learning a trade.
An apprenticeship is an unstructured training method, whereas an internship is a structured training method.
An apprenticeship is sponsored by employee unions, whereas an internship is sponsored by educational institutions.
Most apprenticeship programs take place in white-color professions, whereas most internship programs occur in blue-collar jobs.
4. Marika is a senior journalist at a news agency. She goes on a temporary leave for six months and travels around different parts of South Asia during her leave. She records her travel experiences in a book and shares it with her colleagues upon her return. During her leave, she was also being paid by the organization. This is an example of a(n) ________.
externship
transfer
expatriate assignment
downward move
sabbatical
5. Job rotation involves:
moving an employee through a series of job assignments in one or more functional areas of the company.
adding challenges or new responsibilities to an employee's current job.
allowing an employee to switch between two different jobs within the company on a daily or weekly basis.
allowing an employee to work full-time in a temporary position at another company.
assigning an employee to a position with less responsibility and authority.
6. Salt Crumbs general manager, Ricardo, believes that the best way to recruit managers for vacant, top-level positions in the organization is through internal assessment. The positions available include senior project manager, executive project director, and chief executive officer. He feels that an assessment can help him identify potential high performers for these positions from within the organization, without having to consult resources from outside the organization. His supervisor, Meghan, argues that it would be good to have fresh faces in the company, who may suggest new ways to perform old functions. Which of the following can weaken Meghan's argument?
Ricardo believes that hiring from outside the organization will be beneficial in the long run.
Hiring internal resources will decrease unemployment in the region.
Highly efficient workers who are already familiar with a company and its policies are better suited for executive positions than new employees.
Supervisors find it monotonous socializing with the same crowd every day.
New recruits will bring in fresh ideas and will creatively perform a job that was considered monotonous earlier.
7. In the case of succession planning, job assignments for high-potential employees are based on:
the willingness of departments to accommodate these employees.
the availability of special assignments such as serving on committees and task forces.
the personal preferences of these employees.
the successful career paths of the managers whom these employees are preparing to replace.
the immediate needs of an organization.
8. Hollander McKenzie, an employee of Baha Enterprises, is having trouble in his current job. His manager's constant feedback is that he does not maintain consistency in his work. In a meeting with Hollander's manager, the HR team decides to shift him to a department that would not require as much as his current position requires. In this scenario, which of the following approaches to employee development is Hollander experiencing?
Sabbatical
Job enlargement
Promotion
Downward move
Transfer
9. An organization may demote an employee to a lower-level position: to increase the employee’s visibility.
so that the employee can get more authority.
to give him more responsibility.
to provide greater challenges to him or her.
so that the employee can learn different skills.
10. ITI Inc., a software company, is currently looking for employees to fill vacant positions. It is looking for prospective candidates who are enthusiastic about work and willing to share their knowledge with their colleagues on various topics related to their field. The HR department is responsible for finding the right type of candidate to fit the roles in the organization. In this scenario, the HR department at ITI Inc. is engaged in ________.
training
job search
recruitment and selection
job design
performance management