Managing Human Resources Chapter 1-2 Multiple Choice



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Managing Human Resources -- Chapter 1-2
Multiple Choice

Identify the choice that best completes the statement or answers the question.
____ 1. Historically, which of the following workers have been hit the hardest by layoffs?

a.

line workers

b.

secretarial and clerical workers

c.

white-collar and managerial workers

d.

service workers

____ 2. To build human capital in organizations, training programs should focus on those skills that:



a.

cannot be transferred to another company if an employee should leave

b.

require minimal levels of training effort

c.

are widely applicable to many different firms within the organization's industry

d.

can be taught in classroom settings

____ 3. The value, skills, and capabilities that have a tremendous impact on an organization's performance but does not show up on its balance sheet are known as:



a.

intellectual capital.

b.

human capital.

c.

core competencies.

d.

employee capital.

____ 4. Which of the following is one of the largest expenditures of service companies?



a.

production costs.

b.

marketing costs.

c.

labor costs.

d.

distribution costs.

____ 5. Employee rights include all of the following except:



a.

company funded pension plan.

b.

equal employment opportunity.

c.

union representation.

d.

equal pay for equal work.

____ 6. Family friendly work options include all of the following except:



a.

day care.

b.

spousal benefits

c.

parental leave.

d.

job sharing.

____ 7. The examination of the attitudes and activities of a company's workforce refers to:



a.

environmental scanning.

b.

a trend analysis.

c.

a cultural audit.

d.

behavioral modeling.

____ 8. Managers are expected to find ways to encourage employee participation and involvement because:



a.

They are figured as part of training costs.

b.

Firms are moving away from team-based structures.

c.

Employee skills often go unused.

d.

Knowledge exchange is the best method of human capital development.

____ 9. The first step in strategic planning is:

a.

analyze the competition.

b.

interview potential employees.

c.

review failed plans from the past.

d.

establish a mission, vision, and values for the organization.

____ 10. Which of the following is not a primary impact that technology has had on HRM?



a.

It has altered the methods of collecting employment information.

b.

It has speeded up the processing of employment data.

c.

It has diminished the role of supervisors in managing employees.

d.

It has improved the processes of internal and external communications.

____ 11. Measures of human capital include:



a.

separation costs

b.

return on assets

c.

earnings per share

d.

training program costs

____ 12. Multiple predictive techniques used to predict employment needs could include all of the following factors except:



a.

interest rates

b.

gross national product

c.

disposable income

d.

hiring costs

____ 13. Which of the following is not an approach used by organizations to try to lower labor costs?



a.

productivity enhancements

b.

outsourcing

c.

employee leasing

d.

employee development

____ 14. Which of the following is not a key element of an organization’s successful change management planning?



a.

change is linked to business strategy.

b.

they lead clearly and consistently.

c.

they sell communication about the change.

d.

they engage key employees early.

____ 15. The capacity of an organization to continuously act and change in pursuit of competitive advantage is:



a.

coordination flexibility.

b.

predicted focus.

c.

organizational capability.

d.

replacement selection.

____ 16. Reengineering often requires that managers start from scratch in rethinking all of the following except:



a.

how work should be done.

b.

how technology and people should interact.

c.

how the entire organization should be structured.

d.

how organizations should compete.

____ 17. Managers are concerned that the expertise of employees will be rapidly drained from their companies because:



a.

recruitment of minorities is increasing

b.

large portions of some workforces are nearing retirement

c.

older workers' skills and performance decline

d.

older workers have higher absentee and accident rates

_____ 18. The systematic, regular monitoring of major external forces influencing the organization is called:

a.

demand forecasting.

b.

environmental scanning.

c.

exception reporting.

d.

influence analysis.

____ 19. In highly competitive environments, managing organizational change has become:



a.

a proactive method of downsizing.

b.

the preferred method of reacting to a decrease in organizational performance.

c.

a core competency of the organization.

d.

a product of globalization.

____ 20. Globalization is really of interest to_________ companies.



a.

service

b.

consumer product

c.

large

d.

all of the above

____ 21. The most obvious impact of technology on HRM has been in_____________.



a.

the area of HR research

b.

the operations of the organization

c.

applying the latest government regulations

d.

outsourcing jobs

____ 22. Older workers:



a.

perform better on the average than younger workers

b.

perform worse on the average than younger workers

c.

have lower training costs than younger workers

d.

learn new behaviors more quickly because of their experience

____ 23. The consequences of inadequate HR planning may include all of the following except:



a.

vacancies that remain unstaffed.

b.

overhiring followed by unnecessary layoffs.

c.

the departure of key employees who are seeking better career opportunities.

d.

a reduction in the lead time required to hire replacements.

____ 24. ____ helps executives summarize the major facts and forecasts derived from external and internal analyses.



a.

target forecasting.

b.

predicted change.

c.

SWOT analysis.

d.

replacement selection.

____ 25. It is common for labor agreements to preserve the reemployment rights of employees laid off for up to ____ year(s).



a.

one

b.

two

c.

three

d.

four

____ 26. The operational impact of information technology on HRM includes all of the following except:



a.

administering benefits programs.

b.

improving productivity internal to the HR function.

c.

providing a direct connection to recruitment sources such as Monster.com.

d.

automating routine tasks.

____ 27. The Delphi technique



a.

attempts to decrease subjectivity of forecasts

b.

is a quantitative methods

c.

uses sophisticated statistical tools for forecasting

d.

is a method of reducing hiring costs

____ 28. Organizational changes are said to be ____ when external forces have already affected an organization's performance.



a.

proactive

b.

intentional

c.

reactive

d.

negative

____ 29. Core knowledge workers:



a.

have unique skills not directly related to company strategy

b.

have firm-specific skills directly related to company strategy

c.

have skills that are valuable but not unique

d.

have skills available to all firms

____ 30. Layoffs can incur all of the following hidden costs except:



a.

pension and benefit payoffs

b.

increased training expenses

c.

loss of institutional memory and human capital

d.

a paranoid, political workforce

____ 31. The mastery of HRP is a competency that enables the HR professionals to



a.

forecast, analyze, and balance the demand for labor

b.

build a HR strategy

c.

analyze the competitive environment

d.

initiate a computerized HR system

____ 32. Today about _____ % of women in the U.S. 16 years of age and older participate in the work force.



a.

40

b.

80

c.

30

d.

60

____ 33. Much of the U.S. trade deficit is with:



a.

Canada.

b.

India.

c.

Japan.

d.

China.

____ 34. Which of the following is the largest employment agency in the United States?



a.

Snelling Personnel Services

b.

Kelly Services

c.

Manpower Inc.

d.

Labor Ready

____ 35. An HRIS extends information technology beyond storing and retrieving information to:



a.

overseeing production planning.

b.

providing current and accurate data for purposes of control and decision making.

c.

providing managers easy access to personnel records.

d.

serving as an intranet communication system.

____ 36. The ____ has provided the impetus for both large and small companies to rethink their approach to HRM.



a.

Malcolm Baldrige National Quality Award

b.

Peter F. Drucker Quality Initiative Award

c.

Deming Award for Quality

d.

Presidential Quality Initiative Award

____ 37. Six Sigma is a systematic approach to quality that:



a.

Focuses on understanding customer needs, doing things right the first time, and striving for continuous improvement.

b.

Uses statistical methods to translate customer needs into separate tasks and defining the best way to perform them.

c.

Fundamentally redesigns business processes to achieve improvements in cost, quality, service, and speed.

d.

Focuses on improving the HR function through six principles.

____ 38. Reengineering:



a.

Focuses on understanding customer needs, doing things right the first time, and striving for continuous improvement.

b.

Uses statistical methods to translate customer needs into separate tasks and defining the best way to perform them.

c.

Fundamentally redesigns business processes to achieve improvements in cost, quality, service, and speed.

d.

Changes the purpose and function of the HR group.

____ 39. Which strategy is the planned elimination of jobs?



a.

downsizing.

b.

outsourcing

c.

TQM

d.

reengineering

____ 40. The practice of moving jobs overseas is known as:



a.

outplacement.

b.

offshoring.

c.

outsourcing.

d.

employee leasing.

____ 41. In an attitude survey of 3000 workers, 86 percent of workers said that ____ were their top priorities.



a.

work-life balance and being successful at work

b.

work fulfillment and work-life balance

c.

work fulfillment and being successful at work

d.

being successful at work and high pay

____ 42. As an employee advocate, HR managers:



a.

formulate and issue policy revisions

b.

listen to employees and represent their needs to management.

c.

provide individual orientation and training to every employee.

d.

assist employees with labor negotiations.

____ 43. Globalization has led to a new focus on________________.



a.

corporate social responsibility

b.

media

c.

recruiting

d.

employee performance evaluation

____ 44. What makes Six Sigma different from other quality efforts?



a.

So few people understand it

b.

Its relatively high cost

c.

It catches mistakes before they happen

d.

Even very small organizations benefit the most from it

____ 45. In absolute terms, which country in the world is most productive?



a.

Japan

b.

United States

c.

Germany

d.

Sweden



True/False

Indicate whether the statement is true or false.
____ 46. Reengineering is a statistical method of translating customer needs into separate tasks and defining the best way to perform each task.
____ 47. “Downsizing” is the term for the planned elimination of jobs.
____ 48. Methods of reducing labor costs include outsourcing and employee leasing.
____ 49. The framework for Balanced Scorecard establishes financial, customer, process and learning measurements.
____ 50. In the long run, firms must approach outsourcing decisions based on cost alone.
____ 51. Half of all high school graduates are unable to handle basic math involving fractions, decimals, and simple algebra.
____ 52. Knowledge workers are employees whose responsibilities focus on problem solving.
____ 53. Six Sigma is a set of principles and practices whose core ideas include doing things right the first time and striving for continuous improvement.
____ 54. To build human capital in organizations, managers should focus on training programs in areas that cannot be transferred to competitors.
____ 55. The order of employee layoffs is usually based on a combination of seniority and ability.
____ 56. An HR manager is typically expected to function as an in-house consultant to supervisors, managers, and executives.
____ 57. Managing diversity means taking efforts to encourage minority recruitment, selection, and training.
____ 58. Younger employees are less likely to define success in terms of financial gain.
____ 59. Historically, layoffs affected line workers in manufacturing firms, but since the 1990’s white collar and managerial jobs are the hardest hit.
____ 60. To proactively manage change, organizations should wait to see how external forces impact an organization's performance, and then develop a plan to address those changes.
____ 61. A cultural audit asks questions such as, "How do employees spend their time?"
____ 62. A Human Resource Information System (HRIS) provides current and accurate data for control and decision-making by managers.
____ 63. Benchmarking identifies the best practices in a given area and establishes them as performance standards.
____ 64. Offshoring greatly improves key competencies of a firm.
____ 65. Total-quality management is a set of principles and practices whose core ideas include doing things right the first time and striving for continuous improvement.
____ 66. Human capital is owned by the organization and is part of the company's core competencies.
____ 67. Organizations with "no layoff" policies preserve have higher levels of worker productivity.
____ 68. SWOT analysis helps executives summarize the major facts and forecasts derived from the external analysis.
____ 69. One of the main reasons change efforts fail is that organizations do not create a sense of urgency.
____ 70. Teamwork is often a valuable way of facilitating knowledge exchange and mutual learning.
____ 71. Development of human capital is the responsibility of the HR group.
____ 72. Labor costs are one of the largest expenditures of any organization.
____ 73. The large majority of major corporations have undergone some cycle of downsizing.
Essay
74. Employee Turnover
a. What factors are used by HR to measure the cost of Employee Turnover?

b. What is the formula used to calculate organizational turnover costs?



.
75. Absenteeism
a. What are the costs associated with employee absenteeism?
b. What HR policies can help reduce absenteeism?


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