You are given a choice of taking the simple interest on 100,000 invested for 2 years

1. 
   The process of setting major
   organization objectives and developing plans to achieve them is called:
   1. strategic planning.
   2. 
      HR planning.
   3. 
      job analysis.
   4. 
      environmental scanning.

1. 
   Human resources planning is:
   1. 
      a technique that identifies the
      critical aspects of a job.
   2. the process of
      anticipating and making provision for movement of people into, within, and out
      of an organization.
   3. 
      the process of setting major
      organizational objectives and developing comprehensive plans to achieve these
      objectives.
   4. 
      the process of determining the
      primary direction of the firm.

1. 
   The consequences of inadequate
   HR planning may include all of the following except:
   1. 
      vacancies that remain
      unstaffed.
   2. 
      overhiring followed by
      unnecessary layoffs.
   3. 
      the departure of key employees
      who are seeking better career opportunities.
   4. a reduction in the
      lead time required to hire replacements.

1. 
   HR managers must be concerned
   with meshing HR planning and the:
   1. organization's
      strategic plan.
   2. 
      organization's marketing
      position.
   3. 
      organization's return on its
      human assets.
   4. 
      competitive environment.

1. 
   Human Resources Planning (HRP)
   involves all of the following except:
   1. 
      Anticipation of labor shortages
      and surpluses
   2. 
      Providing more employment
      opportunities for women, minorities and the disabled
   3. Calculating the
      estimated cost of human capital for the fiscal year
   4. 
      Mapping out employee training
      programs

1. 
   The term human resource
   implies that ____ have the capabilities that drive human performance.
   1. 
      money
   2. 
      materials
   3. people
   4. 
      information

1. 
   Which of the following is not a
   typical HRM issues?
   1. 
      staffing
   2. marketing.
   3. 
      training.
   4. 
      compensation.

1. 
   To work with people
   effectively, we have to understand
   1. 
      legal issues.
   2. 
      economic constraints.
   3. 
      technological developments.
   4. human behavior.

1. 
   Which of the following is not
   among the most distinctive and renewable resources of a company?
   1. 
      employee skill.
   2. 
      employee motivation.
   3. 
      employee knowledge.
   4. 
      employee abilities.

1. 
   HRM plays an important role in
   organizations by balancing the sometimes competing demands of:
   1. 
      competitive challenges and
      international challenges.
   2. 
      international challenges and
      employee concerns.
   3. 
      employee concerns and HRM
      challenges.
   4. 
      competitive challenges and
      employee concerns.

1. 
   Which of the following groups
   would not fall under the broad definition of protected classes?
   1. 
      African Americans
   2. 
      women
   3. 
      people above 55
   4. 
      white men

1. 
   Individuals protected by
   federal equal employment opportunity laws include all of the following except:
   1. 
      minorities.
   2. 
      women.
   3. 
      people over age 39.
   4. 
      homosexuals.

1. 
   Major federal equal employment
   opportunity laws attempt to correct social problems of interest to particular
   groups of workers called:
   1. 
      significant worker classes.
   2. 
      privileged classes.
   3. 
      protected classes.
   4. 
      equal employment classes.

1. 
   The Equal Pay Act of 1963
   prohibits employers from discrimination in pay based on:
   1. 
      race.
   2. 
      gender.
   3. 
      religion.
   4. 
      age.

1. 
   Employers that pay men and
   women a different salary are violating the Equal Pay Act only if the pay
   difference is a result of:
   1. 
      seniority.
   2. 
      merit.
   3. 
      performing work of similar
      skill effort and responsibility under similar conditions.
   4. 
      incentive plans.

1. 
   Discrepancies between the
   knowledge, skills, and abilities of the jobholder and the KSA required for the
   job can be remedied by:
   1. training.
   2. 
      discipline.
   3. 
      cooperation.
   4. 
      corporate leadership.

1. 
   11.        Job analysis is called the cornerstone of HRM because:
   1. 
      the information obtained is
      proactive.
   2. 
      it is the first job given to
      new HRM employees.
   3. the information it
      collects serves so many HRM functions.
   4. 
      it is required by law.

1. 
   ____ is the process of
   attempting to locate and encourage potential applicants to apply for existing
   or anticipated job openings.
   1. Recruitment
   2. 
      Selection
   3. 
      Compensation
   4. 
      Placement

1. 
   In many cases, hiring someone
   from outside the organization:
   1. is seen as essential
      for revitalization
   2. 
      increases morale among
      executives
   3. 
      is the only way to gain
      information about a rival's competitive advantage
   4. 
      limits your labor market

1. 
   Using selection tests to
   measure applicant KSAOs against competencies for the job is called:
   1. 
      EEO compliance
   2. person-job fit
   3. 
      person-organization fit
   4. 
      indirect expense
2. 
   The extent to which a selection
   tool measures a psychological trait is known as ____
   1. 
      Criterion Validity
   2. 
      Content Validity
   3. Construct Validity
   4. 
      Cross-sectional Validity

1. 
   The terms "training"
   and "development":
   1. 
      mean the same thing
   2. 
      both refer to short term skill
      development efforts
   3. refer to a short term
      performance orientation vs. a longer term skill development, respectively
   4. 
      refer to skills development in
      low level vs. managerial employees, respectively

1. 
   Many organizations never make
   the connection between their ____ and their training programs.
   1. 
      technology
   2. 
      competition
   3. strategic objectives
   4. 
      functional requirements

1. 
   The four phases of a systems
   approach to training are:
   1. needs assessment,
      program design, program implementation, and evaluation.
   2. 
      organization analysis, task
      analysis, person analysis, and performance analysis.
   3. 
      needs assessment, person
      assessment, program implementation, and evaluation.
   4. 
      organization assessment, KSA
      assessment, person assessment, and evaluation.

1. 
   The strategic relevance of
   performance appraisals refers to:
   1. 
      the extent to which standards
      relate to the overall objectives of the organization.
   2. 
      the extent to which standards capture the entire range of
      an employee's responsibilities.
   3. 
      the extent to which individuals
      tend to maintain a certain level of performance over time.
   4. 
      the extent to which factors
      outside the employee's control can influence performance.

1. 
   TQM and team appraisal are
   complementary because:
   1. 
      each focuses on individual
      achievement
   2. 
      of the customer focus of TQM
   3. both focus on
      performance as a whole, rather than on the individual
   4. 
      both focus on identifying
      strengths and weaknesses

1. 
   A strategic compensation system
   is essential for:
   1. 
      job evaluation
   2. 
      human resource planning
   3. motivating employees
      and containing labor costs
   4. 
      Fair Labor Standards Act
      compliance

1. 
   Which of the following
   statements captures the fundamental logic of high-performance work systems?
   1. All the HR practices
      work in complementary fashion to create synergy.
   2. 
      Each of the HR practices
      creates high-performance employees in isolation.
   3. 
      These are work systems that are
      prominent in high-performance organizations.
   4. 
      These are HR practices used to
      manage higher-performing employees.

1. 
   In addition to addressing
   competitive challenges, it is important that organizations address all of the
   following employee concerns except:
   1. 
      managing a diverse workforce.
   2. 
      recognizing employee rights.
   3. developing high
      technologies and processes.
   4. 
      balancing work-family demands.

1. 
   Which of the following is not
   a primary principle for support of high-performance work systems?
   1. 
      shared information
   2. 
      knowledge development
   3. totalitarianism
   4. 
      linking rewards with
      performance

1. 
   High-performance work systems
   frequently begin with:
   1. 
      selecting employees.
   2. 
      writing a mission statement.
   3. 
      employee training.
   4. looking at how work
      is designed.

1. 
   All of the following benefits
   are realized by redesigning work around key business processes except:
   1. 
      it establishes a work
      environment that facilitates teamwork.
   2. it standardizes
      employees' skills
   3. 
      it takes advantage of
      employees' skills and knowledge.
   4. 
      it empowers employees to make
      decisions.

1. 
   Efforts to design
   high-performance work systems in line with external fit issues such as
   competitive challenges and company values:
   1. 
      create empowerment in workers
   2. focus the design on
      strategic priorities
   3. 
      improve internal fit
      accordingly
   4. 
      make the implementation stage
      easier

1. 
   The HR scorecard is used to
   diagnose:
   1. 
      short-term organizational
      efficiency
   2. 
      long-term organizational
      efficiency
   3. competitive strategic
      alignment
   4. 
      internal and external fit

1. 
   Employment stability,
   team-based behaviors, and strategy-focused behaviors are used as part of an HR
   scorecard to assess:
   1. workforce
      deliverables
   2. 
      HR deliverables
   3. 
      External objectives
   4. 
      Top management support

1. 
   A domestic firm that has
   leveraged its existing capabilities to penetrate overseas markets is a/an ____
   corporation.
   1. 
      transnational
   2. international
   3. 
      multinational
   4. 
      global

1. 
   An organizational form that has
   fully autonomous units operating in multiple countries is:
   1. 
      an international corporation
   2. 
      a multinational corporation
   3. 
      a transnational corporation
   4. 
      a global enterprise

1. 
   A multinational firm that has
   pulled control of operations back into the home office is a/an ____
   corporation.
   1. 
      transnational
   2. 
      international
   3. 
      multinational
   4. global

1. 
   A corporation that treats the
   world market as a whole and tries to combine activities in countries to
   maximize efficiency is a/an ____ corporation.
   1. transnational
   2. 
      international
   3. 
      multinational

global

1. 
   Cultural environment includes
   all of the following components except:
   1. 
      education/human capital.
   2. 
      values/ideologies.
   3. corporate structure.
   4. 
      religious beliefs.

1. 
   The term used to refer to the
   language, religion, values and attitudes, politics, technology, education, and
   social organization of a nation is:
   1. 
      ritual environment
   2. 
      general environment
   3. cultural environment
   4. 
      task environment

                      84. Affirmative action requires employers
to:

a.            fill
minority quotas.

b.            avoid
disparate treatment of protected classes.

c.             avoid
disparate impact on protected classes.

d.            analyze their workforce and
develop a plan of action to correct areas of past discrimination.

                85.          Basic
steps in developing an effective affirmative action plan include all of the
following except:

a.            issue
a written EEO policy and affirmative action statement.

b.            survey
present minority and female employment by department and job classification.

c.             establish
an internal audit and reporting program to evaluate progress.

d.            establish a quota system and
timetable for hiring.

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