《Review Exercises.docx》由会员分享，可在线阅读，更多相关《Review Exercises.docx（18页珍藏版）》请在三一办公上搜索。
1、Review ExercisesReview Exercises 1. 2. 3. 4. True/False Questions.(101.5=15 points) Multiple Choice Questions (101.5=15 points) Essay Questions (510=50 points) Case Analysis (120=20 points) Essay Questions: 1. Describe the roles played by line managers and human resource professionals with respect t
2、o HRM. 2. What are the 16 HRM practices that enhance a firms competitive advantage suggested by Professor Jeffrey Pfeffer ? 3. Understand how a firms human resource management practices can help it gain a competitive advantage. 4. What is job analysis? How can you make use of the information it prov
3、ides? 5. What items are typically included in the job description? 6. Describe the types of information typically found in a job specification. 7. Explain how you would conduct a job analysis. 8. Explain why and how HRP activities are conducted? 9. What are the comparative advantages and disadvantag
4、es of filling openings from internal sources? 10. Under what circumstances is it best to use an RJP? Explain. 11. What are the pros and cons of recruiting applicants internally and externally? 12. “A well-thought-out orientation program is essential for all new employees, whether they have experienc
5、e or not.” Explain why you agree or disagree with this statement. 13. Do you think job rotation is a good method to use for developing management trainees? Why or why not? 14. What is meant by “transfer of training?” What can be done to help ensure transfer? 15. What advantages and disadvantages are
6、 associated with on-the-job training? 16. Describe how training evaluations should be conducted. 17. Why and how should organizations conduct career planning and career management? 18. Give some reasons for the trend toward increased emphasis on career development programs. 19. What is the employees
7、 role in the career development process? The managers role? The employers role? The HR departments role? 20. Explain how effective performance appraisal systems enhance competitive advantage? 21. Explain the problems to be avoided in appraising performance. 22. Discuss the pros and cons of using dif
8、ferent potential raters to appraise a persons performance. 23. Explain how a firm should develop its performance appraisal system. 24. How organizations can build an equitable pay system? 25. Explain why an organization may choose to develop a cafeteria benefits plan for its employees? True/False Qu
9、estions： 1 .The division of human resource responsibilities for line managers and staff managers varies from organization to organization. T 2. Conducting the job analysis is the sole responsibility of the HR specialist. 3. Effective recruiting results in a large number of applicants. F 4. Job enlar
10、gement refers to redesigning jobs in a way that increases responsibility and achievement. F 5. Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs . F 6. Central tendency is defined as the influence of a raters general impression on rati
11、ngs of specific ratee qualities. F 7. The HR department conducts performance appraisals, develops the appraisal tools, and monitors the appraisal system. F 8. Sensitivity training seeks to increase participants insight into their own behavior and the behavior of others by encouraging an open express
12、ion of feelings in a trainer guided t-group. T 9. External equity refers to how fair the jobs pay rate is, when compared to other jobs within the same company. F 10. The forced distribution method is similar to grading on a curve meaning that predetermined percentages of those being rated are placed
13、 into performance categories. T 11. Human resource management creates value for an organization by engaging in activities that produce the employee behaviors the company needs to achieve its strategic goals. T 12. Lines of advancement within an organization are commonly referred to as career paths.T
14、 13. Managers who receive feedback from subordinates who identify themselves view the upward appraisal process more negatively than do managers who receive anonymous feedback. F 14. Like any other component of the human resources program, an employee benefits program should be based on specific obje
15、ctives. T 15. Employee orientation programs range from brief, informal introductions to lengthy, formal courses. T 16. Interviewers tend to be more influenced by unfavorable than favorable information about a candidate. T 17. For technical and managerial positions, public employment agencies are gen
16、erally the primary source.F 18. Self-appraisals should be used primarily for administrative purposes. F 19. The primary advantage of broadbanding is that it provides greater flexibility into employee assignments. T 20. The forced distribution method is similar to grading on a curve meaning that pred
17、etermined percentages of those being rated are placed into performance categories. T 21. Broadbanding refers to collapsing many traditional salary grades into a few wide salary bands. T 22. Traditionally, job analysis has assumed that jobs remain relatively stable except for minor changes in the inc
18、umbents who might hold these jobs. T 23. Human resources management practices and issues are primarily a concern for the human resources department. F 24. Selection tests should be used as supplements to other tools like interviews and background checks. T 25. The Delphi technique work best in organ
19、izations where dynamic technological changes affect staffing levels. T 26. Most human resources practices have little relevance for line managers.F 27. Contingent workers are primarily clerical positions filled with temps. F 28. The basic problem with rankings is that while it is not difficult to id
20、entify the extreme good and bad performers, it is difficult to differentiate meaningfully between the others. T 29. Apprenticeship training combines the practical and theoretical aspects of the work both on and off the job. T 30. 360-degree feedback is generally used for development purposes, rather
21、 than for pay increases. T 31. A job specification is a statement of the tasks, duties, and responsibilities of a job.F 32. There is no standard format for writing a job description.T 33. Trend analysis assumes the productivity increases over time.F 34. A structured interview increases the possibili
22、ty of legal charges of unfair discrimination.F 35. The four categories of training outcomes are reactions, learning, behavior, and results.T 36. Matching individual strengths and weaknesses with occupational opportunities and threats is the key to the career planning process.T 37. Appraisal discussi
23、ons should focus on the employee rather than on his or her behaviors.F 38. Competency-based pay plans tie pay to seniority as well as to competence.F 39. Performance appraisal ratings tend to be more positive when the purpose is to award promotions and/or pay raises than when the purpose is to deter
24、mine employee development needs.T 40. Empowerment encourages employees to become innovators and managers of their own work.T Multiple Choice Questions： When Amanda interviewed for a job with the employment commission, the interviewer warned her that the job could be very stressful with long hours an
25、d a lot of bureaucracy. The interviewer was trying to provide _B_. A. reality shock B. a realistic job preview C. a disincentive D. a challenge E. culture shock _A_ are authorized to direct the work of subordinates. A. Line managers B. Staff managers C. Leaders D. Advisory board members E. All of th
26、e above Graphic rating scales are subject to all of the following problems except _C_. A. unclear standards B. halo effects C. complexity D. central tendency E. leniency Which of the following is not a role played by the HR department regarding performance appraisals? C A. training of supervisors B.
27、 monitoring the appraisal system C. appraising of employees D. ensuring compliance with EEO laws E. advising regarding appraisal tools and procedures Providing training and development opportunities, and career information and programs are all part of the _D_s role in career development. A. individu
28、al B. manager C. employee D. employer E. human resource specialist Which of the following is an advantage of college recruiting?A A. access to a source of management trainees B. schedules for recruitment visits set far ahead of time C. access to candidates who are not looking for jobs D. ability to
29、keep identity of company confidential E. all of the above _C_ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. A. Job description B. Job specification C. Job analysis D. Job context E. None of the above
30、 All of the following occupations except _E use apprenticeship training to prepare trainees. A. cook B. electrician C. millwright D. operating engineer E. banker The best way of reducing the problem of central tendency in performance appraisals is to _A_. A. rank employees B. be aware of the problem
31、 C. train supervisors to avoid it D. impose a distribution for performance E. consider the purpose of the appraisal Sources of performance deficiencies in an employee may develop from a lack of _E_. A. training B. supplies C. support systems D. rewards E. all of the above Human resource management i
32、s _D_. A. the concepts and techniques used to control people at work B. the process of organizing work activities C. the process of identifying countries with cheaper labor costs and relocating jobs to those countries D. the process of acquiring, training, appraising, and compensating employees, and
33、 attending to their labor relations, health and safety, and fairness concerns E. all of the above Providing timely performance feedback, development assignments, and support are all part of the _B_s role in career development. A. individual B. manager C. company D. employee E. human resource special
34、ist When designing an actual appraisal method, the two basic considerations are _D_. A. who should measure and when to measure B. when to measure and what to measure C. what to measure and who should measure D. what to measure and how to measure E. when to measure and how to measure All of the follo
35、wing are examples of human resource job duties except _C_. A. recruiter B. equal employment opportunity coordinator C. financial advisor D. compensation manager E. labor relations specialist When _D_ are measured to assess the effectiveness of a training program, variables such as liking of the prog
36、ram, satisfaction with the program, and attitude toward the program are assessed. A. learning outcomes B. behavioral outcomes C. results D. reactions E. productivity levels John is a sales representative in a jewelry store. He typically works 40 hours per week and his pay is completely based on his
37、sales. He earns a commission on every sale he makes. Johns pay is based on _B_. A. time B. sales performance C. incentives D. bonuses E. seniority For which of the following jobs is direct observation not recommended to collect data used in a job analysis? C A. assembly-line worker B. accounting cle
38、rk C. engineer D. receptionist E. salesperson Jill is interviewing six candidates for a position as an entry-level management trainee. The first two candidates were judged unfavorable. The third candidate was just average, but Jill was so pleased to find an acceptable candidate after the first two i
39、nterviews that she assigned a better rating to candidate 3. This is an example of a _E_. A. context error B. contrast error C. order effect D. recency error E. primacy effect Job posting refers to all of the following except _E_. A. publicizing the open job to employees B. listing the jobs attribute
40、s C. listing the jobs pay rate D. listing the jobs required qualifications E. listing the number of desired applicants Suppose a salesperson traditionally generates $500,000 in sales and the company wishes to increase sales by $4 million dollars per year. Using ratio analysis, how many new salespeop
41、le are required? E A. 4 B. 5 C. 6 D. 7 E. 8 The basic aim of _A_ is to increase the participants insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group. A. sensitivity training B. action research C. group therapy D. div
42、ersity training E. coaching In a stress interview, the interviewer _C_. A. tries to deduce what the applicants on-the-job performance will be based on his or her answers to questions about past experiences B. tries to make the applicant uncomfortable in order to spot sensitivity C. gives a word prob
43、lem to see how the candidates think under pressure D. gives hypothetical situations for the applicant to respond to E. tries to assess the strength of the applicants desire for success What type of interview might include the statement, “It must be difficult to leave a company after such accusations
44、 of unethical behavior. Tell me about that”? C A. situational B. behavioral C. stress D. puzzle E. directive College recruiters typically seek to _A_. A. determine whether a candidate is worthy of further consideration B. fill the position C. cut costs for the firm by reducing the need to for on-sit
45、e interviews D. develop a pool of applicants for future screening E. all of the above _B_ means that the order in which an interviewer sees applicants affects how the candidates are rated. A. Context error B. Contrast error C. Order effect D. Recency error E. Primacy effect An advantage of conventio
46、nal lecturing over the use of audiovisual-based training is that _B_. A. audiovisuals are more boring B. audiovisuals are more expensive C. audiovisuals allow for instant replay and stop-action D. audiovisuals can show events that are not easily demonstrated in live lectures E. audiovisuals can be e
47、asily sent to all locations Which of the following statements is representative of what might be asked in a situational interview? C A. “Tell me about a time you showed leadership in a difficult situation.” B. “How have you handled ethical dilemmas in the past?” C. “Suppose you were confronted with
48、an angry customer who threatened to sue the company. What would you do?” D. “Can you think of a time when you were especially proud of your management skills? Tell me about that.” E. “In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Tell me how you handled the situation.” When conducting an appraisal interview, supervisors should do all of the following except _E_. A
