Question 1. 1. Which of the following is the difference between training and education?
Training occurs on the job, while education is a more formal process that usually takes place offsite.
Training is shorter and usually provided in the form of computerized lessons or day-long seminars. Education occurs over the period of weeks or months and often in the form of weekly classes.
Training is provided mainly to employees who have received poor evaluations in an area, while education is available to anyone who wants to learn a new skill.
Training emphasizes current job requirements, while education focuses on requirements for positions an employee may hold in the future.
Question 2. 2. Jacqueline just began her new position as an HR manager at a company that wishes to improve its poor record of job-related injuries. Which of the following techniques should she NOT implement?
Rewarding employees when they follow procedures for safe behavior
Designing and conducting workplace safety trainings
Distributing the safety policies and guidelines to all employees in a handbook
Regularly observing employees considered high-risk for safety violation and reporting any issues to their supervisors
Question 3. 3. Which process has the goal of identifying applicants who fit the organizational culture and possess the most influential qualities required by the job?
HR planning
Recruitment
Job analysis
Selection
Question 4. 4. Which of the following is NOT one of the sources of information that help an organization determine the type of training it needs?
Individual analysis
Competitor analysis
Job analysis or task analysis
Organizational analysis
Question 5. 5. What are the two main types of employment testing?
Achievement and technology
Aptitude and achievement
Aptitude and comprehension
Achievement and knowledge and skills
Question 6. 6. Which of the following would NOT necessitate job redesign?
Mergers and acquisitions
Enhancing the motivational potential of a job
Business growth
High unemployment rates
Question 7. 7. Based on Pfeffer's work, which of the following is one of the seven practices that are most effective for gaining competitive advantage?
Company performance-based pay
Skill-based pay
Knowledge-based pay
Job-based pay
Question 8. 8. In which of the following are employees most likely to become fatigued because of the longer workdays?
Telecommuting
Compressed work weeks
Flextime
Job sharing
Question 9. 9. Which of the following does NOT represent a current sociocultural challenge to HR planning?
Rising number of dual career couples.
Changing nature of employee expectations.
Age distribution of the workforce.
Decrease in the percentage of women in the workplace.
Question 10. 10. What type of pay does a commission-based compensation for sales jobs represent?
Competency-based pay
Piece-rate pay
Skill-based pay
Independent contractors pay
Question 11. 11. Which of the following is NOT an interview type commonly used by organizations?
Unstructured interview
Reference interview
Situational interview
Panel interview
Question 12. 12. Which of the following are issues an organization must keep in mind when developing a recruitment strategy?
Centralized or decentralized recruitment, technological considerations, and the labor market.
Recruiting alliances, compensation and benefits, and recruiters.
Technological considerations, the labor market, and compensation.
Recruiters, the labor market, and centralized or decentralized recruitment.
Question 13. 13. Which of the following is NOT one of the HR activities that use the standard or benchmark created by job analysis?
Performance evaluation
Compensation
Downsizing
Recruiting
Question 14. 14. __________ refers to the degree to which an organization is able to meet its goals and objectives.
Organizational efficiency
Organizational productivity
Organizational management
Organizational effectiveness
Question 15. 15. The __________ stage of the training process involves assessment through evaluating performance at the individual and organizational levels, and identifying any gaps between the required and the current competencies that might hinder the organization's progress.
Training needs assessment
Training evaluation
Performance appraisal
Job analysis
Question 16. 16. How does training create value for an organization?
By investing in the employees who comprise its intellectual capital
By quickly weeding out employees who do not successfully complete the training program
By reducing the need for costly employee development programs
By allowing immediate supervisors to focus on their own duties, rather than teaching subordinates
Question 17. 17. __________ focuses on structuring jobs to attract talent and enhance satisfaction, which in turn improves organizational efficiency and effectiveness, and therefore the job's success.
Job design
Job analysis
HR planning
Recruitment
Question 18. 18. The Equal Employment Opportunities Commission was established to enforce:
Title II of the Civil Rights Act of 1964.
The Age Discrimination in Employment Act (ADEA).
Title VII of the Civil Rights Act of 1964.
The Americans with Disabilities Act (ADA).
Question 19. 19. The illegal practice of hiring less qualified employees because they belong to a group that is underrepresented is often called:
affirmative action.
reverse discrimination.
disaffirmative action.
hiring quota.
Question 20. 20. Which of the following is NOT a data source for job analysis?
Observation
Interviews
U.S. Department of Defense
Computerized systems
Question 21. 21. Considering the changes impacting many different industries, some companies are forced or eager to operate at a global level. Please discuss some implications and challenges globalization presents to HR professionals within a particular industry of your choice. Provide industry-specific examples portraying your understanding of global challenges HR teams may face within that particular arena.
Question 22. 22. As a small business employer, explain how nontraditional (e.g. flex time, telecommuting) work schedules might make it easier for you to recruit employees.
Question 23. 23. The University of Michigan and the Society for Human Resource Management (SHRM) identify a critical set of competencies that enable HR professionals to carry out their duties successfully: Strategic contribution, HR mastery, HR technology, HR personal credibility, and business mastery (Chapter 1). Discuss 2-3 additional competencies that are needed for an HR professional in today's dynamic organizational environment.