Deck 12: Managing Human Resourcess

Question 1

A human resource information system is an integrated computer system designed to provide data and information used in human resource planning and decision making.

Answer 1

True

Question 2

A wage and salary survey indicates the relationship between current pay and previous pay for the individual employee.

Answer 2

False

Question 3

A job description is basically a list of tasks and duties that need to be performed by the incumbent.

Answer 3

True

Question 4

Human capital refers to the social value of combined knowledge,experience,skills and capabilities of employees.

Question 5

The process by which the value of jobs within an organisation is gauged is known as a job evaluation.

Question 6

Using computers and telecommunications equipment to perform work tasks from home,or any other remote location,is known as 'virtual team building'.

Question 7

People who work for an organisation,but not on a permanent full-time basis,are known as contingent workers.

Question 8

Contingent workers are people who work for an organisation in many different capacities,depending on the context and business cycle.

Question 9

A concise summary of the specific task and responsibility of a particular job is known as a job specification.

Question 10

Job analysis is a systematic process of gathering and interpreting information about the essential duties,tasks and responsibilities of a job,as well as about the context within which the job is performed.

Question 11

HR planning,choosing recruiting sources and selecting the candidate are the first three steps involved in attracting an effective workforce.

Question 12

Recruiting activities can be divided into (1)internal recruiting including 'promote from within' policies and (2)external recruiting including the use of headhunters.

Question 13

A recruiting approach whereby potential employees are exposed to extreme examples of job requirements is known as a realistic job preview.

Question 14

A subfield of human resource management that addresses the complexity that results from recruiting,selecting,developing and maintaining a diverse workforce on a global scale is known as international human resource management.

Question 15

The set of activities that are undertaken to attract,develop and maintain an effective workforce is referred to as human resource management.

Question 16

BARS stands for behaviourally administered rating scale and is used to measure performance evaluation errors.

Question 17

The objective of human resource planning is to ensure the best fit between employees and jobs,while avoiding manpower shortages or surpluses.

Question 18

The relationship between an applicant's score on a selection device and his or her future job performance is called validity.

Question 19

An employee selection approach in which the organisation and the applicant attempt to match each other's needs,interests and values is known as an interview.

Question 20

The concept of employer branding aims to make an organisation a more desirable place to work for highly sought after employees.

Question 21

An exit interview is conducted with departing employees to determine the reasons for their termination.

Question 22

The interview serves as a one-way communication channel that allows both the organisation and the applicant to collect information that would otherwise be difficult to obtain.

Question 23

The halo effect is a type of rating error that occurs when an employee receives the same rating on all dimensions of a selection of assessments regardless of their performance on individual ones.

Question 24

A situation where a potential employee is 'adopted' by an experienced employee so that they can see how a particular job is performed is known as 'on-the-job training'.

Question 25

The matching model refers to a recruitment approach in which the organisation and the applicant attempt to match each other's needs,interest and values.

Question 26

Assessment centres present a series of managerial situations to groups of applicants over,say,a two- or three-day period.

Question 27

Employment tests present a series of managerial situations to groups of applicants over,say,a two- or three-day period.

Question 28

Mentoring refers to any type of instruction in which an experienced employee 'adopts' a new employee to teach him or her how to perform job duties.

Question 29

A structured interview occurs when a candidate meets with several interviewers who take turns in asking a range of questions suited to that specific candidate.

Question 30

Performance appraisal refers to any effort at placing the right people in the right jobs,making the best use of employee talent and skills,and developing human capital for the future.

Question 31

_______________ refers to the economic value of the combined knowledge,experience,skills and capabilities of employees.

A) Social capital
B) The new social contract
C) Human capital
D) Outsourcing
E) Realistic job preview

Question 32

When a manager prepares a written job specification what they provide is a clear and concise summary of the specific tasks,duties and responsibilities.

Question 33

Implementing strategies to put the right people in the right jobs,make the best use of employee talent and skills,and develop human capital for the future is known as workforce optimisation.

Question 34

Coaching is a process that uses multiple raters,including self-rating,to appraise employee performance and guide development.

Question 35

On-the-job training refers to any type of instruction in which an experienced employee 'adopts' a new employee to teach him or her how to perform job duties.

Question 36

Coaching refers to any method of directing,instructing and training a person with the goal of developing specific management skills.

Question 37

Incentive pay the ties at least part of a person's compensation to their effort and performance is known as rightsizing.

Question 38

A performance appraisal refers to any process whereby an employee's performance is observed,analysed and fed back to the employee.

Question 39

The process of determining the skills,abilities and other attributes a person needs to perform a particular job is known as the selection process.

Question 40

The goals of human resource management include:

A) attracting an effective workforce
B) developing an effective workforce
C) maintaining an effective workforce
D) All of these choices.

Question 41

An outline of the knowledge,skills,education and physical abilities needed to adequately perform a job is known as a:

A) job analysis
B) job specification
C) job requirement
D) job description
E) realistic job preview

Question 42

An integrated computer system designed to provide data and information used in human resource planning and decision making is known as a(n):

A) electronic human resource management
B) strategic human resource management
C) international human resource management
D) human resource information system
E) None of these choices.

Question 43

The forecasting of human resource needs and the projected matching of individuals with expected job vacancies is referred to as human resource:

A) development
B) organising
C) planning
D) selection
E) downsizing.

Question 44

Sydney Sauna Corporation (SSC)has a relatively high turnover rate among its new employees.Recently,the human resource department conducted a series of interviews with employees who were choosing to leave SSC after a short period of time.It was concluded that unmet expectations were the primary reason these people were leaving so soon.SSC can begin to solve this problem by emphasising:

A) external recruiting
B) affirmative action
C) better training and development
D) the use of realistic job previews
E) employment at will.

Question 45

In utilising the matching model of employee selection,the organisation offers __________ and the employee offers __________.

A) contributions; inducements
B) inducements; contributions
C) contributions; pay and benefits
D) ability; training
E) skills; rewards

Question 46

Which of the following tests provides the most valid measure of interpersonal skills?

A) Assessment centres
B) Paper-and-pencil tests
C) Interviews
D) Centrelink referral
E) The application form

Question 47

Each of the following is considered an innovation in human resource management,except:

A) becoming an employer of choice
B) teams and projects
C) temporary and part-time employees
D) technology
E) All of these choices are considered innovations in human resource management.

Question 48

All of the following are elements of strategic human resource management,except:

A) finding the right people
B) social managing talent
C) maintaining an effective workforce
D) a link the company strategy
E) All of these choices.

Question 49

While interviews are __________,they are generally __________ predictors of subsequent job performance.

A) rarely used; not valid
B) widely used; not valid
C) rarely used; excellent
D) widely used; valid
E) painful; excellent

Question 50

An employee selection approach in which the organisation and the applicant attempt to match each other's needs,interests and values is known as:

A) a job analysis
B) a job listing
C) the matching model
D) a job description
E) a realistic job preview.

Question 51

Which of these means using computers and telecommunications equipment to do work without going to an office?

A) Telecommuting
B) Social networking
C) New social contract
D) Outsourcing
E) Realistic job preview

Question 52

__________ generates higher employee commitment,development and satisfaction than does __________.

A) External recruiting; internal recruiting
B) External selection; internal selection
C) Internal recruiting; external recruiting
D) Internal recruiting; internal selection
E) Downsizing; monetary rewards

Question 53

Each of the following is considered an element of the new social contract,except:

A) employability, personal responsibility
B) employee is a partner in business improvement
C) continuous learning
D) standard training programs
E) None of these choices.

Question 54

______________________ include all people that work for an organisation,but not on a permanent or full-time basis.

A) Part-time workers
B) Contingent workers
C) Casual workers
D) Outsourced workers
E) None of these choices.

Question 55

Which of these is a listing of job duties and desirable qualifications for a particular job?

A) A job analysis
B) A job listing
C) A job requirement
D) A job description
E) A realistic job preview

Question 56

The subfield of human resource Management addresses the complexity of results from recruiting,selecting,developing and maintaining a diverse workforce on a global scale is known as:

A) international management
B) strategic human resource management
C) human resource development
D) international human resource management
E) None of these choices.

Question 57

A team made up of members who are geographically dispersed,rarely meet face-to-face,and do their work using advanced information technologies is known as:

A) contingent workers
B) virtual teams
C) telecommuting
D) downsizing
E) rightsizing.

Question 58

The process of determining the skills,abilities and other attributes a person needs to perform a particular job is referred to as:

A) recruiting
B) training
C) selection
D) development
E) orientation.

Question 59

Intentional,planned reductions in the size of a company's workforce is known as:

A) contingent workers
B) virtual teams
C) telecommuting
D) downsizing
E) rightsizing.

Question 60

An organisation's efforts to position itself as an 'employer of choice' in a competitive labour market is known as:

A)employer branding
B)organisational positioning
C)strategic human resource management
D)Both A and C.
E)None of these choices.

Question 61

Processor uses multiple raters,including self rating,to appraise employee performance and guide development is known as:

A) stereotyping
B) the halo effect
C) the realities of management
D) 360 degree feedback
E) the point system.

Question 62

In __________,an experienced manager shows a new employee how to perform job duties.

A) realistic job previews
B) classroom training
C) orientation training
D) computer-assisted instruction
E) on-the-job training

Question 63

The process of determining the skills,abilities and other attributes a person needs to perform a particular job is known as:

A) selection
B) job analysis
C) orientation training
D) computer-assisted instruction
E) realistic job previews.

Question 64

The process of observing and evaluating an employee's performance,recording the assessment and providing feedback to the employee is referred to as:

A) orientation training
B) classroom training
C) a paper-and-pencil test
D) performance appraisal
E) control maintenance.

Question 65

Which of these are used to help determine why employees are leaving their jobs?

A) Termination interviews
B) Exit interviews
C) Pen-and-paper tests
D) Focus groups
E) Centrelink applications for financial assistance

Question 66

The monetary payments (such as wages and salaries)and not monetary goods and commodities (such as childcare and gymnasia)that are used to reward employees for their work efforts are referred to as:

A) stereotyping
B) mentoring
C) coaching
D) compensation and benefits
E) exit interview.

Question 67

Which of the following is developed from critical incidents relating to job performance?

A) Performance appraisal interview
B) Semantic differential rating scale
C) Behaviourally anchored rating scale
D) Unidimensional rating scale
E) None of these choices.

Question 68

With ______________,compensation is linked to the specific tasks that an employee performs.

A) skill-based pay
B) incentive pay
C) job-based pay
D) gender-based pay
E) competency-based pay

Question 69

A process that uses multiple raters,including self-rating,to appraise employee performance and guide development is generally known as:

A) performance appraisal interview
B) upward management
C) 360 degree feedback
D) unidimensional rating scale
E) None of these choices.

Question 70

A(n)______________________ assesses candidates on various factors considered important to the job to be performed,and includes cognitive ability tests,physical ability tests and personality tests.

A) assessment centre
B) structured interview
C) work sample tests
D) employment test
E) realistic job previews

Question 71

Compensation refers to:

A) the total monetary and non-monetary goods or commodities used to reward employees
B) the total cash and superannuation provided to employees for their efforts
C) the total cash less taxation paid to an employee on a regular basis
D) two of these choices
E) None of these choices.

Question 72

Implementing strategies to put the right people in the right jobs,make the best use of employee talent and skills,and develop human capital for the future is known as:

A) rightsizing
B) workforce optimisation
C) strategic human resource management
D) performance management
E) None of these choices.

Question 73

__________ may include intelligence tests,aptitude and ability tests and personality inventories,particularly those shown to be valid predictors.

A) Assessment centres
B) Paper-and-pencil tests
C) Employment tests
D) On the job training
E) The application form

Question 74

The strategic role of human resource management is to:

A) attract, maintain and motivate an effective workforce
B) attract, maintain and compensate and effective workforce
C) attract, maintain and develop an ineffective workforce
D) attract, maintain and develop an effective workforce
E) None of these choices.

Question 75

___________________ refers to a process or method of directing,instructing and training a person with the goal of developing specific management skills.

A) A realistic job preview
B) Mentoring
C) Social learning
D) On-the-job training
E) Coaching

Question 76

When an experienced employee guides and supports a less experienced employee,it is known as:

A) stereotyping
B) mentoring
C) coaching
D) compensation and benefits
E) exit interview.

Question 77

In a__________,an organisation systematically gathers and interprets information about the essential duties,tasks and responsibilities of a job.

A) job specification
B) orientation training
C) job analysis
D) computer-assisted instruction
E) realistic job preview

Question 78

A(n)______________________ uses a set of standardised questions that are asked in every applicant so that comparisons can be more readily made during the selection process .

A) non-directive interview
B) structured interview
C) panel interview
D) employment test
E) realistic job previews

Question 79

In a__________,an organisation outlines the skills,knowledge,education and physical abilities needed to adequately perform a given job.

A) job specification
B) job analysis
C) orientation training
D) computer-assisted instruction
E) realistic job previews

Question 80

The __________ is used to collect information about the applicant's education,previous job experience and other background characteristics.

A) job analysis
B) job listing
C) application form
D) job description
E) realistic job preview