1) Advantages of internal recruitment sources include all of the following EXCEPT: a) Applicants are knowledgeable about the expectations of the job B) NO ADDITIONAL TRAINING WILL BE NEEDED c) Applicants are well known to the firm d) It is a cheaper and faster method to fiill vacancies
2) Firms engage in downsizing for the following reasons: a) Way to reduce cost b) New technologies reduced labor needs c) mergers and acquisitions create redundancies d) firms change geographic locations E) ALL OF THE ABOVE
Ch 6
1) A test where an applicant for a construction job must enter a shed and identify 25 common and expensive errors would require what type of validation? a) validity coefficient b) concurrent vaidation C) CONTENT VALIDATION d) predictive validation
2) What conditions should be satisfied prior to administering a physical ability test? a) Physical abiity is essential to performing the job b) Physical abiity is a BFOQ c) Physical abiity is mentioned in the job description d) Failure to perform this ability poses a safety or health risk E) A,C & D are ALL TRUE
Ch7
1) A list of skills and behaviors that should be incuded in training can be obtained from: a) Organizational analysis b) Person Analysis C) TASK ANALYSIS d) Job Analysis
2) Receiving language training and an orientation to the new country's culture for a cross-cultural assignment should occur at what phase? A) PRE-DEPARTURE b) On-sit c) Repatriation d) None of the above
Ch8
1) Performance management should always link employee activities to: a) Money b) Praise C) ORGANIZATIONAL GOALS d) Happiness
2) The approach that minimizes subjectivity by relying on objective quantifiable indicators of performance: a) comparative approach b) attribute approach c) behavioral approach D) RESULTS APPROACH
Ch 11
1) Problems with job-based pay structures include: a) bureaucracy b) lack of flexibility c) lack of lateral employee movement D) ALL OF THE ABOVE
These are Jack's & Ashley's questions, but some of them are very good.
Chapter 5.
1. All of the following are options for reducing an expected labor surplus, except:
a. Downsizing b. Pay Reductions c. Hiring Freeze d. Temporary Employees
Answer. d
2. Of the following options for reducing an expected labor surplus, which has a high amount on human suffering:
a. early retirement b. transfers c. demotions d. retraining
Answer: C
3. All of the following are options for avoiding expected labor shortage, except:
a. overtime b. outsourcing c. work sharing d. temporary employees
Answer: c
4. It is estimated that recruitments costs account for what fraction of a new hire's annual salary:
a. 1/3 b. 1/2 c. 1/4 d. 1/6
Answer: a
Chapter 6:
5. All of the following are generic standards that should be met within the selection process except:
a. validity b. utility c. reliability d. functionality
Answer: d
6. Which type of validity seeks to establish an empirical relationship between applicants' test scores and their eventual performance on the job?
a. concurrent validation b. predictive validation c. criterion-related validation d. content validations
Answer: b
7. The required level of correlation to reach statistical significane of a sample size _______as the sample size grows.
a. increases b. decreases c. remains the same no mater what the sample size is.
Answer: b
8. All of the following are dimensions of cognitive ability tests, except:
a. qualitative ability b. quantitative ability c. reasoning ability d. verbal comprehension
Answer: A
Chapter 7:
9. Which of the following is a training practice that links training to strategic business goals, has top management support, relies on instructional design model, and is benchmarked to programs in other organizations?
a. continuous learning b. high-leverage training c. strategic training d. web-based training
Answer: b
10. What type of analysis is a process for determining the business appropriateness of training?
a. task analysis b. person analysis c. organizational analysis d. strategic analysis
answer: c
11. The following is an employee's belief that they can successfully learn the content of a training program:
a. motivation to learn b. self-efficacy c. cognitive ability
Answer: b
12. Which presentation delivery method allows the trainer the ability to review, slow down, or speed up the lesson, which permits flexibiity in customizing the session depending on trainees' expertise?
a. instructor-led classroom technique. b. on-the-job training c. simulations d. audiovisual technique
Chapter 8
13. The process of providing employees information regarding their performance effectiveness is called:
a. performance management b. performance feedback c. performance appraisal d. performance planning
answer: b
14. All of the following are purposes of performance management, except:
a. strategic purpose b. administrative purpose c. developmental purpose d. organizational purpose
answer: d
15. The performance measure which tells the employees what is expected of them and how they can meet expectations is?
a. validity b. reliability c. specificity d. acceptability
answer: c
16. The following are categories of perceived fairness and implications for performance management systems except:
a. employee fairness b. interpersonal fairness c. outcome fairness d. procedural fairness
answer: A CHAPTER 11
17. The relative pay of jobs in an organization is?
a. pay structure b. job structure c. pay level
answer: b
18. The fair labor standards act (FLSA) which established a minimum wage and overtime pay, was created in which year?
a. 1945 b. 1960 c. 1938 d. 1921
answer: C
19. The three factor job evaluation system includes the following measures, except?
a. experience b. complexity c. education d. training
answer: d
20. Reducing the # of job levels to achieve more flexibility in job assignments and in assigning merit increases is known as?
1. A example of a societal trend that affects employers is 1. the labor market shifting the supply of available employees 2. increasing experience with technology among young people 3. extended periods of living alone 4. shifts in consumer preferences 5. 1 and 5 are correct Answer 5
2. Advantages gained by utilizing temporary workers include 1. Reduced tension in the workplace due to workload sharing 2. Flexibility to react to quickly changing demand for labor 3. An improved sense of job security for current employees 4. Reduction in administrative workload Answer 2
Chapter 6
1. The extent to which a performance metric measures the relevant aspects of a job is referred to as; 1. Correlation 2. Axial alignment 3. Validity 4. The Ross method Answer 3
2. Reference checks are 1. One of the best methods to assess candidates for employment 2. Normally easy to obtain because people want to share their experiences working with former employees 3. A weak predictor of future success on the job Answer 3
Chapter 7
1. Self efficacy in employee training refers to the employees’ 1. ability to learn and apply the training being provided 2. belief that they can learn the content of the training program 3. ability to show marked improvement in job performance after training Answer 2
2. Elements important to a learning environment include all of the following except 1. Increased compensation for skills learned 2. Opportunities to practice new skills 3. Feedback 4. Understand of training content Answer 1
Chapter 8
1. The purpose of a Performance Management System is to 1. link employee activities with organizational goals. 2. facilitate administrative decisions regarding employees 3. develop employees so they are more effective in their jobs 4. all of the above Answer 4
2. Interpersonal fairness includes 1. Ensuring consistent standards when evaluating different employees 2. Allowing employees to challenge their evaluations 3. Communicating expectations regarding rewards 4. Minimizing rating errors and bias Answer 2
Chapter 11
1. Benchmarking is the practice of 1. Optimizing the physical layout of the work area to be sure that each worker has adequate space and freedom of movement 2. Comparing an organizations practices against those of the competition 3. Placing workers in close proximity so that skills and information can be freely shared Answer 2
2. Skill based pay systems are best used in 1. environments with closely defined job functions 2. environments with broad job categories 3. companies where highly skilled workers are required 4. companies that employ low wage workers and pay them according to basic skills learned 5. 2 and 3 Answer 5
Question #1: _______ is defined as the planned elimination of large numbers of personnel designed to enhance organizational effectiveness?
a. Outsourcing b. Early Retirement c. Downsizing (p. 184) d. Off-Shoring
Question #2: The most effective source of recruits comes by way of _______.
a. Local newspapers b. Job Fairs c. Electronic job boards (p. 200) d. Referrals
Chapter 6: Selection and Placement
Question #1: _______ is defined as the extent to which performance on the measure is related to performance on the job?
a. Reliability b. Validity (p. 223) c. Correlation d. Predictability
Question #2: A criterion-related validity study that seeks to establish an empirical relationship between applicants’ test scores taken prior to being hired and eventual performance on the job is known as a ________ validation.
a. Concurrent b. Predictive (p. 224) c. Content d. Empirical
Chapter 7: Training
Question #1: ________ is defined as the employee’s belief that they can successfully learn the content of the training program.
a. Cognitive ability b. Self-efficacy (p. 270) c. Task Analysis d. Readability
Question #2: _______ refers to new or inexperienced employees learning through observing peers or managers perform the job and trying to imitate their behavior.
a. Transfer of training b. Person Analysis c. On-the-job training (p. 284) d. Action learning
Chapter 8: Performance Management
Question #1: Distributional errors include which of the following:
a. “Halo” and “Horns” errors b. Contrast error c. Leniency and Strictness errors (p. 365) d. “Similar to me” error
Question #2: ________ is defined as the process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are.
a. Productivity Measurement and Evaluation System b. Management by Objectives (p. 351) c. Evaluation of the results approach d. The Quality approach
Chapter 11: Pay Structure Decisions
Question #1: Jobs that are unique to organizations and that cannot be directly valued or compared through the use of market surveys are referred to as ___________.
a. Nonkey jobs (p. 468) b. Key jobs c. Low-skill jobs d. Nonroutine jobs
Question #2: The term _______refers to the goal of reducing the number of layers in an organization, allowing for a less bureaucratic, more responsive and efficient organization while achieving cost savings.
a. Outsourcing b. Delayering (p. 479) c. Downsizing d. Off shoring
CH 5 Human Resource Planning & Recruitment 1. What is not a reason organizations engage in downsizing? a) Reduce Costs b) Technological improvements c) Mergers & Acquisitions d) Decline in influence of Labor Unions **
2. Why would an organization want to employ temporary workers? a) Reduce administrative tasks ** b) Create diversity c) Increase the knowledge base of the company d) Create a competitive work environment
CH 6 Selection & Placement 1. What is criterion-related validity? a) Looking at job criteria and assessing important tasks in evaluations b) Showing a substantial correlation between test scores and job performance scores ** c) Establishing that job performance is related to work environment d) Creating a set of standards to rate validity in performance evaluations
2. What is a major drawback to cognitive ability tests? a) They are costly b) The possibility of adverse impact ** c) Highly trained psychologists are required to administer the test d) They are time consuming
CH 7 Training 1. What is not a work environment characteristic that would influence transfer of training? a) Technological support b) Manager support c) Clerical support ** d) Peer support
2. What are the three dimensions associated with cognitive ability? a) Verbal, Quantitative, Reasoning ** b) Reasoning, Logic, Writing c) Quantitative, Logic, Creativity d) Verbal, Reading, Writing
CH 8 Performance Management
1. What is a problem associated with performance measurement using the comparative approach? a) They often have problems with leniency b) They are relatively difficult to develop c) They are complicated to use d) They sometimes fail to link to the firm’s strategic goals **
2. What are some ways that a manager might create an effective performance feedback process? a) Feedback should be given annually b) Minimize criticism and agree to specific goals and reviews ** c) Recognize ineffective performance and emphasize errors for learning d) Create a progressive discipline program for poor performance
CH 11 Pay Structure Decisions
1. What is meant by labor market competition? a) The measure of the total amount of available labor in an industry b) The total labor costs of an industry over time c) The amount an organization must pay to compete against other companies that hire similar employees ** d) The degree to which employees can negotiate increased wages
2. According to the efficiency wage theory, when do the benefits of higher pay outweigh the higher costs? a) When organizations have technologies or structures that require skilled workers ** b) When employee morale is low c) When the labor market has a glut of highly skilled workers d) When the turnover rate is greater than 7.5%
5-1. What steps are there in the HR planning process? a. Forecasting b. Goal Setting and Strategic Planning c. Program Implementation and Evaluation D. STEPS A, B, AND C. e. HR is much too difficult to plan in simple terms
5-2. When a company faces labor shortages, they will preferably: a. hire additional workers at full-time b. hire temporary workers part-time c. contract with a temporary agency for additional labor D. PAY WORKERS FOR OVERTIME e. fire the lazy workers and get more efficient ones instead
6-1. Which of the following are situational interview-type questions? a. Experienced-Based b. Future-Oriented c. Resolving Conflict d. Motivating Employees E. PARTS A AND B.
6-2. Which of the following are measured by a cognitive ability test? a. verbal comprehension b. quantitative ability c. reasoning ability d. inquisitiveness E. PARTS A, B, AND C
7-1. Needs assessment consists of: a. organizational analysis b. person analysis c. task analysis d. group analysis E. PARTS A, B, AND C.
7-2. An employee’s motivation to learn is affected by? a. self-efficacy and understanding the benefits of training b. being aware of training needs, career interests and goals c. understanding work environment characteristics d. ensuring employees’ basic skill levels E. ALL OF THE ABOVE
8-1. What are the purposes of performance management? a. strategic b. administrative c. developmental d. cost control E. PARTS A, B, AND C.
8-2. Name some of the criteria for evaluating performance management systems: a. strategic congruence b. validity c. reliability d. acceptability e. specificity F. ALL OF THE ABOVE
11-1. What are some personal characteristics which should be considered for compensation? a. skill b. knowledge c. competency d. intelligence quotient E. PARTS A, B, AND C.
11-2. What is an example of an exempt employee not covered under the Fair Labor Standards Act (FLSA)? a. police b. firefighters c. paramedics d. first responders E. ALL OF THE ABOVE
A. turnover b. industry growth c. general economy d. company location
2. Which of the following is a good source of candidates?
a. trade journals b. colleges and universities c. temp agencies D. all the above
Ch 6 – Selection and Placement
3. Statistically speaking, the best indicator of future job performance is
a. biographical data b. unstructured interviews C. mental ability tests d. MySpace page
4. An interview can be improved by
a. training interviewers b. taking notes c. using a structured interview guide D. all the above
Ch 7 – Training
5. Employee training can improve an employee’s
a. attitude b. visual acuity c. skills D. a and c
6. Which step should come first in a training program?
a. creating a learning environment b. selecting training methods C. needs assessment d. ensuring transfer of training
Ch 8 – Performance Management
7. Which is not a motivation for giving a lenient appraisal
a. wants to avoid an unpleasant employee reaction B. wants to be accurate c. doesn’t want to have to hire a replacement d. doesn’t want to harm the employee
8. A good appraisal should
a. make the employee feel good about herself B. provide constructive feedback for the employee c. take as little time as possible d. b and c
Ch 11 – Pay Structure
9. Fair or not, there is a wage gap. On average, who gets paid the most?
a. White women b. Latino women c. Black men D. White men
10. An example of a pay structure is
a. wage curves b. pay grades c. market survey D. a and b
I WOULD bold the answers, but I can't remember what they are. Probably pretty straightforward though. I put a * by the ones I remembered.
Tasha Smith November 10, 2007 BA 623 Human Resources Management
Sample Multiple Choice Questions
Ch. 5: Human Resource Planning and Recruitment
1. Which of the following is an effective method of college recruiting: a. Signing prospective graduates up for interview slots b. Establishing a college internship program c. Participating in University job fairs *d. All of the above
2.What is the function of forecasting in Human Resources: a. Attempts to determine costs associated with compensation packages, including salaries, 401(k) contributions, medical/dental benefits, etc. for budgeting purposes b. Attempts to predict the proportion of employees that must be members of protected groups in order to avoid potential litigation *c. Attempts to determine supply and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses. d. Attempts to determine the most common prospective features contributing to workforce turnover within particular departments and reduce the future expense of recruiting employees who aren’t likely to stay with the company
CH. 6: Selection and Placement
1. In a sample of 100 applicants, a selection measure and a measure of job performance need to have what level of correlation in order to be considered statistically significant? a. .05 *b. .19 c. .36 d. .81
2. Situational Interviews: *a. Have high predictive validity due to the fact that they can be effectively employed, even by those with little training in psychological assessment training b. Have high predictive validity for new employees, but validity is not valid for predicting future behavior c. Have low predictive validity due to the fact that most responses given are intended to impress the interviewer and are rarely representative of actual behavior d. Have no predictive validity at all and should be avoided in any and all interview situations
CH 7: Training
1. Employees’ perception of which characteristics of the work environment are critical determinants of motivation to learn? a. Management style and organizational structure b. Compensation and benefit packages *c. Situational constraints and social support d. Training and advancement techniques
2. On the job training (OJT) is most beneficial for: a. Training newly hired employees b. Upgrading experienced employees’ skills when new technology is introduced c. Cross-training employees within a departments d. All of the above
CH. 8: Performance Management
1. What is the concept behind Forced Distribution? *a. Annually identifying and eliminating the bottom 10% of the workforce b. Regulating the size of departments within a company so as to control workforce budgeting c. Requiring employees to score within a certain range on performance evaluations in order to retain their positions d. Cross training employees in an effort to distribute knowledge within each department
2. Performance Planning and Evaluation (PPE) Systems are an effective method for tying formal performance appraisal processes to a company’s strategies. Why, then, do they often yield inaccurate results? a. Employees with the necessary skills may not be exhibiting necessary behaviors b. Some organizational cultures discourage employees from exhibiting effective behaviors c. Employees may not be motivated to exhibit the right behaviors *d. All of the above
CH. 11: Pay Structure Decisions
1. Which of the following are NOT potential problems with job-based pay structures? a. They may encourage bureaucracy in that they dictate what tasks employees are and are not required or expected to perform b. The skills and knowledge of those closest to production may not be fully taken advantage of given the top-down decision making and information flow created by these types of structures c. They create dissension among employees due to the internal perceived value of certain positions within companies d. They may discourage lateral movement within organizations because employees are reluctant to accept positions that are not perceived as a promotion.
2. What is a potential disadvantage of a skill-based pay structure? a. It creates a hierarchical decision making structure, and decreases worker flexibility b. It ignores the importance of the actual job employees are performing, placing importance on potentially irrelevant measures c. It discourages employees collaborating with one another due to increased competition d. It allows the possibility of employees “topping out” and acquiring all of the necessary skills right away and having no room for future growth
8 comments:
Ch5
1) Advantages of internal recruitment sources include all of the following EXCEPT:
a) Applicants are knowledgeable about the expectations of the job
B) NO ADDITIONAL TRAINING WILL BE NEEDED
c) Applicants are well known to the firm
d) It is a cheaper and faster method to fiill vacancies
2) Firms engage in downsizing for the following reasons:
a) Way to reduce cost
b) New technologies reduced labor needs
c) mergers and acquisitions create redundancies
d) firms change geographic locations
E) ALL OF THE ABOVE
Ch 6
1) A test where an applicant for a construction job must enter a shed and identify 25 common and expensive errors would require what type of validation?
a) validity coefficient
b) concurrent vaidation
C) CONTENT VALIDATION
d) predictive validation
2) What conditions should be satisfied prior to administering a physical ability test?
a) Physical abiity is essential to performing the job
b) Physical abiity is a BFOQ
c) Physical abiity is mentioned in the job description
d) Failure to perform this ability poses a safety or health risk
E) A,C & D are ALL TRUE
Ch7
1) A list of skills and behaviors that should be incuded in training can be obtained from:
a) Organizational analysis
b) Person Analysis
C) TASK ANALYSIS
d) Job Analysis
2) Receiving language training and an orientation to the new country's culture for a cross-cultural assignment should occur at what phase?
A) PRE-DEPARTURE
b) On-sit
c) Repatriation
d) None of the above
Ch8
1) Performance management should always link employee activities to:
a) Money
b) Praise
C) ORGANIZATIONAL GOALS
d) Happiness
2) The approach that minimizes subjectivity by relying on objective quantifiable indicators of performance:
a) comparative approach
b) attribute approach
c) behavioral approach
D) RESULTS APPROACH
Ch 11
1) Problems with job-based pay structures include:
a) bureaucracy
b) lack of flexibility
c) lack of lateral employee movement
D) ALL OF THE ABOVE
These are Jack's & Ashley's questions, but some of them are very good.
Chapter 5.
1. All of the following are options for reducing an expected labor surplus, except:
a. Downsizing
b. Pay Reductions
c. Hiring Freeze
d. Temporary Employees
Answer. d
2. Of the following options for reducing an expected labor surplus, which has a high amount on human suffering:
a. early retirement
b. transfers
c. demotions
d. retraining
Answer: C
3. All of the following are options for avoiding expected labor shortage, except:
a. overtime
b. outsourcing
c. work sharing
d. temporary employees
Answer: c
4. It is estimated that recruitments costs account for what fraction of a new hire's annual salary:
a. 1/3
b. 1/2
c. 1/4
d. 1/6
Answer: a
Chapter 6:
5. All of the following are generic standards that should be met within the selection process except:
a. validity
b. utility
c. reliability
d. functionality
Answer: d
6. Which type of validity seeks to establish an empirical relationship between applicants' test scores and their eventual performance on the job?
a. concurrent validation
b. predictive validation
c. criterion-related validation
d. content validations
Answer: b
7. The required level of correlation to reach statistical significane of a sample size _______as the sample size grows.
a. increases
b. decreases
c. remains the same no mater what the sample size is.
Answer: b
8. All of the following are dimensions of cognitive ability tests, except:
a. qualitative ability
b. quantitative ability
c. reasoning ability
d. verbal comprehension
Answer: A
Chapter 7:
9. Which of the following is a training practice that links training to strategic business goals, has top management support, relies on instructional design model, and is benchmarked to programs in other organizations?
a. continuous learning
b. high-leverage training
c. strategic training
d. web-based training
Answer: b
10. What type of analysis is a process for determining the business appropriateness of training?
a. task analysis
b. person analysis
c. organizational analysis
d. strategic analysis
answer: c
11. The following is an employee's belief that they can successfully learn the content of a training program:
a. motivation to learn
b. self-efficacy
c. cognitive ability
Answer: b
12. Which presentation delivery method allows the trainer the ability to review, slow down, or speed up the lesson, which permits flexibiity in customizing the session depending on trainees' expertise?
a. instructor-led classroom technique.
b. on-the-job training
c. simulations
d. audiovisual technique
Chapter 8
13. The process of providing employees information regarding their performance effectiveness is called:
a. performance management
b. performance feedback
c. performance appraisal
d. performance planning
answer: b
14. All of the following are purposes of performance management, except:
a. strategic purpose
b. administrative purpose
c. developmental purpose
d. organizational purpose
answer: d
15. The performance measure which tells the employees what is expected of them and how they can meet expectations is?
a. validity
b. reliability
c. specificity
d. acceptability
answer: c
16. The following are categories of perceived fairness and implications for performance management systems except:
a. employee fairness
b. interpersonal fairness
c. outcome fairness
d. procedural fairness
answer: A
CHAPTER 11
17. The relative pay of jobs in an organization is?
a. pay structure
b. job structure
c. pay level
answer: b
18. The fair labor standards act (FLSA) which established a minimum wage and overtime pay, was created in which year?
a. 1945
b. 1960
c. 1938
d. 1921
answer: C
19. The three factor job evaluation system includes the following measures, except?
a. experience
b. complexity
c. education
d. training
answer: d
20. Reducing the # of job levels to achieve more flexibility in job assignments and in assigning merit increases is known as?
a. delayering
b. banding
c. job restructuring
answer: a
Chapter 5
1. A example of a societal trend that affects employers is
1. the labor market shifting the supply of available employees
2. increasing experience with technology among young people
3. extended periods of living alone
4. shifts in consumer preferences
5. 1 and 5 are correct
Answer 5
2. Advantages gained by utilizing temporary workers include
1. Reduced tension in the workplace due to workload sharing
2. Flexibility to react to quickly changing demand for labor
3. An improved sense of job security for current employees
4. Reduction in administrative workload
Answer 2
Chapter 6
1. The extent to which a performance metric measures the relevant aspects of a job is referred to as;
1. Correlation
2. Axial alignment
3. Validity
4. The Ross method
Answer 3
2. Reference checks are
1. One of the best methods to assess candidates for employment
2. Normally easy to obtain because people want to share their experiences working with former employees
3. A weak predictor of future success on the job
Answer 3
Chapter 7
1. Self efficacy in employee training refers to the employees’
1. ability to learn and apply the training being provided
2. belief that they can learn the content of the training program
3. ability to show marked improvement in job performance after training
Answer 2
2. Elements important to a learning environment include all of the following except
1. Increased compensation for skills learned
2. Opportunities to practice new skills
3. Feedback
4. Understand of training content
Answer 1
Chapter 8
1. The purpose of a Performance Management System is to
1. link employee activities with organizational goals.
2. facilitate administrative decisions regarding employees
3. develop employees so they are more effective in their jobs
4. all of the above
Answer 4
2. Interpersonal fairness includes
1. Ensuring consistent standards when evaluating different employees
2. Allowing employees to challenge their evaluations
3. Communicating expectations regarding rewards
4. Minimizing rating errors and bias
Answer 2
Chapter 11
1. Benchmarking is the practice of
1. Optimizing the physical layout of the work area to be sure that each worker has adequate space and freedom of movement
2. Comparing an organizations practices against those of the competition
3. Placing workers in close proximity so that skills and information can be freely shared
Answer 2
2. Skill based pay systems are best used in
1. environments with closely defined job functions
2. environments with broad job categories
3. companies where highly skilled workers are required
4. companies that employ low wage workers and pay them according to basic skills learned
5. 2 and 3
Answer 5
Chapter 5: Planning and Recruitment
Question #1: _______ is defined as the planned elimination of large numbers of personnel designed to enhance organizational effectiveness?
a. Outsourcing
b. Early Retirement
c. Downsizing (p. 184)
d. Off-Shoring
Question #2: The most effective source of recruits comes by way of _______.
a. Local newspapers
b. Job Fairs
c. Electronic job boards (p. 200)
d. Referrals
Chapter 6: Selection and Placement
Question #1: _______ is defined as the extent to which performance on the measure is related to performance on the job?
a. Reliability
b. Validity (p. 223)
c. Correlation
d. Predictability
Question #2: A criterion-related validity study that seeks to establish an empirical relationship between applicants’ test scores taken prior to being hired and eventual performance on the job is known as a ________ validation.
a. Concurrent
b. Predictive (p. 224)
c. Content
d. Empirical
Chapter 7: Training
Question #1: ________ is defined as the employee’s belief that they can successfully learn the content of the training program.
a. Cognitive ability
b. Self-efficacy (p. 270)
c. Task Analysis
d. Readability
Question #2: _______ refers to new or inexperienced employees learning through observing peers or managers perform the job and trying to imitate their behavior.
a. Transfer of training
b. Person Analysis
c. On-the-job training (p. 284)
d. Action learning
Chapter 8: Performance Management
Question #1: Distributional errors include which of the following:
a. “Halo” and “Horns” errors
b. Contrast error
c. Leniency and Strictness errors (p. 365)
d. “Similar to me” error
Question #2: ________ is defined as the process of agreeing upon objectives within an organization so that management and employees agree to the objectives and understand what they are.
a. Productivity Measurement and Evaluation System
b. Management by Objectives (p. 351)
c. Evaluation of the results approach
d. The Quality approach
Chapter 11: Pay Structure Decisions
Question #1: Jobs that are unique to organizations and that cannot be directly valued or compared through the use of market surveys are referred to as ___________.
a. Nonkey jobs (p. 468)
b. Key jobs
c. Low-skill jobs
d. Nonroutine jobs
Question #2: The term _______refers to the goal of reducing the number of layers in an organization, allowing for a less bureaucratic, more responsive and efficient organization while achieving cost savings.
a. Outsourcing
b. Delayering (p. 479)
c. Downsizing
d. Off shoring
CH 5 Human Resource Planning & Recruitment
1. What is not a reason organizations engage in downsizing?
a) Reduce Costs
b) Technological improvements
c) Mergers & Acquisitions
d) Decline in influence of Labor Unions **
2. Why would an organization want to employ temporary workers?
a) Reduce administrative tasks **
b) Create diversity
c) Increase the knowledge base of the company
d) Create a competitive work environment
CH 6 Selection & Placement
1. What is criterion-related validity?
a) Looking at job criteria and assessing important tasks in evaluations
b) Showing a substantial correlation between test scores and job performance scores **
c) Establishing that job performance is related to work environment
d) Creating a set of standards to rate validity in performance evaluations
2. What is a major drawback to cognitive ability tests?
a) They are costly
b) The possibility of adverse impact **
c) Highly trained psychologists are required to administer the test
d) They are time consuming
CH 7 Training
1. What is not a work environment characteristic that would influence transfer of training?
a) Technological support
b) Manager support
c) Clerical support **
d) Peer support
2. What are the three dimensions associated with cognitive ability?
a) Verbal, Quantitative, Reasoning **
b) Reasoning, Logic, Writing
c) Quantitative, Logic, Creativity
d) Verbal, Reading, Writing
CH 8 Performance Management
1. What is a problem associated with performance measurement using the comparative approach?
a) They often have problems with leniency
b) They are relatively difficult to develop
c) They are complicated to use
d) They sometimes fail to link to the firm’s strategic goals **
2. What are some ways that a manager might create an effective performance feedback process?
a) Feedback should be given annually
b) Minimize criticism and agree to specific goals and reviews **
c) Recognize ineffective performance and emphasize errors for learning
d) Create a progressive discipline program for poor performance
CH 11 Pay Structure Decisions
1. What is meant by labor market competition?
a) The measure of the total amount of available labor in an industry
b) The total labor costs of an industry over time
c) The amount an organization must pay to compete against other companies that hire similar employees **
d) The degree to which employees can negotiate increased wages
2. According to the efficiency wage theory, when do the benefits of higher pay outweigh the higher costs?
a) When organizations have technologies or structures that require skilled workers **
b) When employee morale is low
c) When the labor market has a glut of highly skilled workers
d) When the turnover rate is greater than 7.5%
Thanks for the reminder, Mark.
5-1. What steps are there in the HR planning process?
a. Forecasting
b. Goal Setting and Strategic Planning
c. Program Implementation and Evaluation
D. STEPS A, B, AND C.
e. HR is much too difficult to plan in simple terms
5-2. When a company faces labor shortages, they will preferably:
a. hire additional workers at full-time
b. hire temporary workers part-time
c. contract with a temporary agency for additional labor
D. PAY WORKERS FOR OVERTIME
e. fire the lazy workers and get more efficient ones instead
6-1. Which of the following are situational interview-type questions?
a. Experienced-Based
b. Future-Oriented
c. Resolving Conflict
d. Motivating Employees
E. PARTS A AND B.
6-2. Which of the following are measured by a cognitive ability test?
a. verbal comprehension
b. quantitative ability
c. reasoning ability
d. inquisitiveness
E. PARTS A, B, AND C
7-1. Needs assessment consists of:
a. organizational analysis
b. person analysis
c. task analysis
d. group analysis
E. PARTS A, B, AND C.
7-2. An employee’s motivation to learn is affected by?
a. self-efficacy and understanding the benefits of training
b. being aware of training needs, career interests and goals
c. understanding work environment characteristics
d. ensuring employees’ basic skill levels
E. ALL OF THE ABOVE
8-1. What are the purposes of performance management?
a. strategic
b. administrative
c. developmental
d. cost control
E. PARTS A, B, AND C.
8-2. Name some of the criteria for evaluating performance management systems:
a. strategic congruence
b. validity
c. reliability
d. acceptability
e. specificity
F. ALL OF THE ABOVE
11-1. What are some personal characteristics which should be considered for compensation?
a. skill
b. knowledge
c. competency
d. intelligence quotient
E. PARTS A, B, AND C.
11-2. What is an example of an exempt employee not covered under the Fair Labor Standards Act (FLSA)?
a. police
b. firefighters
c. paramedics
d. first responders
E. ALL OF THE ABOVE
1. An internal factor affecting HR demand are:
A. turnover
b. industry growth
c. general economy
d. company location
2. Which of the following is a good source of candidates?
a. trade journals
b. colleges and universities
c. temp agencies
D. all the above
Ch 6 – Selection and Placement
3. Statistically speaking, the best indicator of future job performance is
a. biographical data
b. unstructured interviews
C. mental ability tests
d. MySpace page
4. An interview can be improved by
a. training interviewers
b. taking notes
c. using a structured interview guide
D. all the above
Ch 7 – Training
5. Employee training can improve an employee’s
a. attitude
b. visual acuity
c. skills
D. a and c
6. Which step should come first in a training program?
a. creating a learning environment
b. selecting training methods
C. needs assessment
d. ensuring transfer of training
Ch 8 – Performance Management
7. Which is not a motivation for giving a lenient appraisal
a. wants to avoid an unpleasant employee reaction
B. wants to be accurate
c. doesn’t want to have to hire a replacement
d. doesn’t want to harm the employee
8. A good appraisal should
a. make the employee feel good about herself
B. provide constructive feedback for the employee
c. take as little time as possible
d. b and c
Ch 11 – Pay Structure
9. Fair or not, there is a wage gap. On average, who gets paid the most?
a. White women
b. Latino women
c. Black men
D. White men
10. An example of a pay structure is
a. wage curves
b. pay grades
c. market survey
D. a and b
I WOULD bold the answers, but I can't remember what they are. Probably pretty straightforward though. I put a * by the ones I remembered.
Tasha Smith
November 10, 2007
BA 623 Human Resources Management
Sample Multiple Choice Questions
Ch. 5: Human Resource Planning and Recruitment
1. Which of the following is an effective method of college recruiting:
a. Signing prospective graduates up for interview slots
b. Establishing a college internship program
c. Participating in University job fairs
*d. All of the above
2.What is the function of forecasting in Human Resources:
a. Attempts to determine costs associated with compensation packages, including salaries, 401(k) contributions, medical/dental benefits, etc. for budgeting purposes
b. Attempts to predict the proportion of employees that must be members of protected groups in order to avoid potential litigation
*c. Attempts to determine supply and demand for various types of human resources to predict areas within the organization where there will be future labor shortages or surpluses.
d. Attempts to determine the most common prospective features contributing to workforce turnover within particular departments and reduce the future expense of recruiting employees who aren’t likely to stay with the company
CH. 6: Selection and Placement
1. In a sample of 100 applicants, a selection measure and a measure of job performance need to have what level of correlation in order to be considered statistically significant?
a. .05
*b. .19
c. .36
d. .81
2. Situational Interviews:
*a. Have high predictive validity due to the fact that they can be effectively employed, even by those with little training in psychological assessment training
b. Have high predictive validity for new employees, but validity is not valid for predicting future behavior
c. Have low predictive validity due to the fact that most responses given are intended to impress the interviewer and are rarely representative of actual behavior
d. Have no predictive validity at all and should be avoided in any and all interview situations
CH 7: Training
1. Employees’ perception of which characteristics of the work environment are critical determinants of motivation to learn?
a. Management style and organizational structure
b. Compensation and benefit packages
*c. Situational constraints and social support
d. Training and advancement techniques
2. On the job training (OJT) is most beneficial for:
a. Training newly hired employees
b. Upgrading experienced employees’ skills when new technology is introduced
c. Cross-training employees within a departments
d. All of the above
CH. 8: Performance Management
1. What is the concept behind Forced Distribution?
*a. Annually identifying and eliminating the bottom 10% of the workforce
b. Regulating the size of departments within a company so as to control workforce budgeting
c. Requiring employees to score within a certain range on performance evaluations in order to retain their positions
d. Cross training employees in an effort to distribute knowledge within each department
2. Performance Planning and Evaluation (PPE) Systems are an effective method for tying formal performance appraisal processes to a company’s strategies. Why, then, do they often yield inaccurate results?
a. Employees with the necessary skills may not be exhibiting necessary behaviors
b. Some organizational cultures discourage employees from exhibiting effective behaviors
c. Employees may not be motivated to exhibit the right behaviors
*d. All of the above
CH. 11: Pay Structure Decisions
1. Which of the following are NOT potential problems with job-based pay structures?
a. They may encourage bureaucracy in that they dictate what tasks employees are and are not required or expected to perform
b. The skills and knowledge of those closest to production may not be fully taken advantage of given the top-down decision making and information flow created by these types of structures
c. They create dissension among employees due to the internal perceived value of certain positions within companies
d. They may discourage lateral movement within organizations because employees are reluctant to accept positions that are not perceived as a promotion.
2. What is a potential disadvantage of a skill-based pay structure?
a. It creates a hierarchical decision making structure, and decreases worker flexibility
b. It ignores the importance of the actual job employees are performing, placing importance on potentially irrelevant measures
c. It discourages employees collaborating with one another due to increased competition
d. It allows the possibility of employees “topping out” and acquiring all of the necessary skills right away and having no room for future growth
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