Reference no: EM131567959

Assignment

1. _____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs.
a. Organizational restructuring
b. Redesigning work
c. Aligning human resource activity
d. Outsourcing

2. Which of the following is a part of the strategy and planning function of human resource management?
a. Diversity
b. Human resource retention
c. Job analysis
d. Compensation

3. Which of the following has traditionally been the dominant role for human resources?
a. Operational role
b. Employee advocate role
c. Administrative role
d. Strategic role

4. A(n) _____ is a citizen of one country working in a second country and employed by an organization headquartered in the first country.
a. host-country national
b. expatriate
c. third-country national
d. independent contractor

5. Which of the following is a disadvantage of an aging workforce in economically developed countries?
a. Having to provide retirement benefits
b. Having to decrease the span of control
c. Having to provide flexible work arrangements
d. Having to replace experience and talent

6. Which of the following is typically the first step in the strategic planning process for organizations?
a. Organizational mission
b. SWOT analysis
c. Formulating organizational strategy
d. Establishing goals and objectives

7. Which of the following best defines multinational corporations?
a. An organization that has facilities and other assets in at least one country other than its home country
b. An organization that imports goods from other countries to its home country
c. An organization that exports goods from its home country to other countries
d. An organization that has facilities and other assets only in its home country

8. Which of the following is typically the last step in the HR planning process?
a. Review organization's environmental analysis/strategic plans
b. Develop HR staffing plans and actions
c. Compile HR planning forecasts
d. Assess external and internal workforce

9. Which of the following is a mathematical method of HR forecasting?
a. The rule of thumb
b. Estimates
c. Staffing ratios
d. Nominal groups

10. Which of the following is an effective method for managing a talent shortage?
a. Reducing employee work hours
b. Encouraging attrition
c. Implementing voluntary separation programs
d. Outsourcing to a third party

11. Which of the following is an illegal criterion for rejecting job applicants?
a. Education
b. Work experience
c. Skill sets
d. Religion

12. ____ occurs when an employment practice that does not appear to be discriminatory has a disproportionately adverse effect on individuals with a particular characteristic.
a. Disparate treatment
b. Disparate impact
c. Isonomy
d. Consociationalism

13. Under which of the following circumstances is a difference in pay between men and women permitted by the Equal Pay Act of 1963?
a. Difference in performance
b. Difference in life stage
c. Difference in ethnicity
d. Difference in religious beliefs

14. The _____ requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.
a. Civil Rights Act
b. Rehabilitation Act
c. Immigration Reform and Control Act
d. Older Workers Benefit Protection Act

15. Which of the following best describes nepotism?
a. It is the practice of prohibiting relatives from working for the same employer.
b. It is the practice of allowing relatives to work for the same employer.
c. It is the practice of allowing friends to work for the same employer.
d. It is the practice of prohibiting friends from working for the same employer.

16. Which of the following groups of workers are classified as prime-work-age workers?
a. Workers of ages 20-40
b. Workers of ages 25-54
c. Workers of ages 20-60
d. Workers of ages 22-58

17. Which of the following is typically the responsibility of managers in job analysis?
a. To periodically review job descriptions and specifications
b. To coordinate job analysis
c. To help complete job analysis information
d. To write job descriptions and specifications

18. The _____ is based on American college testing (ACT) work keys system, and gives scores for "reading for information, locating information, and applied math."
a. Federal Work Readiness Credential
b. Federal Career Readiness Certificate
c. National Work Readiness Credential
d. National Career Readiness Certificate

19. Which of the following parts of the typical job description lists the necessary roles and duties, generally in order of importance, and contains clear, precise statements on the major tasks, duties, and responsibilities performed?
a. Job specifications
b. Essential job functions
c. General summary
d. Identification

20. Part-time jobs are used when less than _____ hours per week are required to do a job.
a.40
b.50
c.60
d.70

21. Which of the following is considered to be a motivator by the motivator/hygiene theory?
a. Company policy
b. Administration
c. Advancement
d. Salary

22. According to Maslow's need theory, which of the following needs will a person strive to fulfill first?
a. Physiological needs
b. Safety and security needs
c. Actualization needs
d. Belonging and love needs

23. According to Herzberg's motivation/hygiene theory _____ is a hygiene factor.
a. Advancement
b. Recognition
c. Responsibility
d. Working condition

24. _____ is an intangible reward for performance.
a. Promotion to a new position
b. Verbal praise from one's supervisor
c. A performance bonus
d. An opportunity for training

25. _____ is defined as the percentage of employees at the beginning of a period who remain at the end.
a. Retention rate
b. Turnover rate
c. Absenteeism ratio
d. Productivity rate

26. The process of generating a pool of qualified applicants for organizational jobs is called:
a. requisitioning.
b. pre-screening.
c. recruiting.
d. summoning.

27. Job fairs are primarily useful for:
a. rapid hiring of large numbers of people.
b. maintaining a continuous presence in a local labor market.
c. passive recruiting.
d. keeping out unemployable applicants.

28. Which of the following would be the least important topic of training for a recruiter who will conduct interviews in a university campus?
a. EEO regulations
b. Details of the jobs and job specifications
c. The company's desired image and "brand"
d. The company's job posting software

29. A(n) ____ typically takes over the staff of a small business and writes the paychecks, pays the taxes, prepares and implements HR policies, and keeps all the required records for a fee.
a. employment agency
b. payroll vendor
c. professional employer organization
d. third-party employer

30. A _____ is a comparison of the number of applicants at one stage of the recruiting process to the number at the next stage.
a. progression rate
b. yield ratio
c. hit rate
d. success base rate

31. The process of choosing individuals with correct qualifications to fill jobs in an organization is called _____.
a. recruitment
b. selection
c. job matching
d. attrition

32. HR professionals are least likely to make the final hiring decisions when _____ positions are filled.
a. clerical
b. contract
c. entry-level
d. middle-management

33. The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.
a. personality test
b. application form
c. selection interview
d. polygraph

34. _____ means that the employer or applicant has the right to terminate employment at any time with or without notice or cause (where applicable by state law).
a. Employment-at-will
b. Right-to-work
c. Free agency
d. Contingency employment

35. The purpose of a _____ is to give applicants an accurate idea of the positive and negative aspects of a job so that they can more accurately evaluate the employment situation.
a. job specification
b. realistic job preview
c. truth-in-hiring approach
d. job analysis.