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1 | |
Competitiveness refers to the company's ability to maintain and gain market share in its industry. |
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| | A) | True |
| | B) | False |
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2 | |
Responsibilities that the HR department is solely responsible for include all of these except |
|
| | A) | testing. |
| | B) | labor law compliance. |
| | C) | outplacement. |
| | D) | employment interviewing. |
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3 | |
Given the importance of outsourcing, one of the least important roles that HRM can play today is that of a strategic partner. |
|
| | A) | True |
| | B) | False |
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4 | |
Which of these roles require that HRM help transform organizations to meet the new competitive conditions? |
|
| | A) | Strategic partner |
| | B) | Employee advocate |
| | C) | Change agent |
| | D) | Administrative expert |
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5 | |
Which of these refers to the practice of providing employees on-line access to information about HR issues and choices? |
|
| | A) | Strategic design |
| | B) | Self-service |
| | C) | Outsourcing |
| | D) | Personnel administration |
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6 | |
Which of these is the competitive challenge that companies will face in the next decade that will increase the importance of HR management practices? |
|
| | A) | The challenge of low performance work system |
| | B) | The challenge of the old economy |
| | C) | The challenge of sustainability |
| | D) | The lack of competitive environment challenge |
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7 | |
SHRM, the world's largest human resource management association, provides education and information services, conferences and seminars, government and media representation, and online services. |
|
| | A) | True |
| | B) | False |
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8 | |
Unfortunately, competition for labor is not influenced by the number and skill of persons available for full-time work. |
|
| | A) | True |
| | B) | False |
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9 | |
_______ refers to the creativity, productivity, and service provided by the employees. |
|
| | A) | Empowering |
| | B) | Intellectual capital |
| | C) | E-business |
| | D) | Psychological contract |
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10 | |
Occupations with largest job growth include all of these except |
|
| | A) | registered nurses. |
| | B) | waiters and waitresses. |
| | C) | food preparation and service workers. |
| | D) | computer operators. |
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11 | |
A learning organization embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge. |
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| | A) | True |
| | B) | False |
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12 | |
Downturns in the USA economy changes expectations for psychological contracts of employment by: |
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| | A) | increasing employees' demand for lifetime job security |
| | B) | decreasing employers' demand for excellence in customer service |
| | C) | increasing employees' responsibilities to self-manage their own work careers |
| | D) | decreasing the use of alternative work arrangements and non-traditional workers |
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13 | |
Physiological contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions. |
|
| | A) | True |
| | B) | False |
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14 | |
________ and _______ has made the notion of a forty-hour work week obsolete. |
|
| | A) | The service economy; the domestic competitive environment |
| | B) | The service economy; the low performance work system |
| | C) | The low performance work system; the team work environment |
| | D) | The globalization of the world economy; the development of e-commerce |
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15 | |
The balance scorecard differs from traditional measures of company performance by emphasizing that the critical indicators chosen are based on the company's business strategy and competitive demands. |
|
| | A) | True |
| | B) | False |
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16 | |
Which of these gives managers an indication of the performance of a company based on the degree to which stakeholder needs are satisfied? |
|
| | A) | The balanced scorecard |
| | B) | The high-performance work system challenge |
| | C) | Outsourcing |
| | D) | A Human Resource Information System |
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17 | |
___________ is a companywide effort to continuously improve the ways people, machine, and systems accomplish work. |
|
| | A) | Alternative work arrangement |
| | B) | Job design |
| | C) | TQM |
| | D) | Managing diversity |
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18 | |
Core values of TQM include: |
|
| | A) | every employee in the company receives training in quality |
| | B) | managers measure progress with feedback based on data |
| | C) | methods and process are designed to meet the needs of internal and external customers |
| | D) | all of above |
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19 | |
The ISO 9000:2000 standards were developed by the International organization for standardization in Geneva, Switzerland. |
|
| | A) | True |
| | B) | False |
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20 | |
Which of these includes persons actively seeking employment? |
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| | A) | Distributed work force |
| | B) | External labor market |
| | C) | High-performance work systems |
| | D) | Internal labor force |
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21 | |
The labor force of current employees and persons actively seeking employment is referred to as the external labor force. |
|
| | A) | True |
| | B) | False |
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22 | |
It is projected that by 2012 the workforce will be 80 percent _______. |
|
| | A) | black |
| | B) | Asian |
| | C) | Hispanic |
| | D) | white |
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23 | |
"Traditionalists" employees born between 1925 and 1945, tend to be comfortable challenging the status quo and authority. |
|
| | A) | True |
| | B) | False |
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24 | |
The effective management of a culturally diverse work environment yields competitive advantage to a company because: |
|
| | A) | of cost differences in doing a good versus poor job of integrating unique people into the organizational family. |
| | B) | those companies having the best reputations for managing diversity will also attract the premium female and minority talent. |
| | C) | heterogeneous problem-solving groups generate better decisions and superior analyses of critical business issues. |
| | D) | all of these |
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25 | |
Over the past 25 years, all of these areas of legal environment have influenced HRM except: |
|
| | A) | equal employment opportunity legislation. |
| | B) | employees pay and benefits. |
| | C) | employee competition legislation. |
| | D) | job security |
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26 | |
Ethical, successful companies can be characterized by all but which of these principles? |
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| | A) | In their relationships with customers, vendors, and clients, these companies emphasize their own benefits. |
| | B) | Employees assume responsibility for the actions of the company |
| | C) | They have a sense of purpose the employee's value and use in their day-to-day work |
| | D) | They emphasize fairness. |
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27 | |
Which of these maximizes the fit between the company's social and technical systems? |
|
| | A) | Contingency work system |
| | B) | High-performance work system |
| | C) | Internal and External labor force systems |
| | D) | Progressive discipline system |
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28 | |
Use of new technology needs to be supported by specific human resource practices which includes; |
|
| | A) | employees receive formal performance feedback. |
| | B) | rewards and compensation and linked to company performance. |
| | C) | employees choose or select new employees or team members. |
| | D) | all of these |
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29 | |
A system used to acquire, store, manipulate, analyze, retrieve, and distributed information related to the company's human resources is called a(n): |
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| | A) | HRIS. |
| | B) | progressive discipline system. |
| | C) | IRS. |
| | D) | contingent workforce system. |
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30 | |
Which of these is a major dimension of HRM practices contributing to company competitiveness? |
|
| | A) | Compensating human resources |
| | B) | Acquiring and preparing human resources |
| | C) | Managing the human resource environment |
| | D) | All of these. |