For on-the-job training (OJT) programs to be effective, an organization should review
OJT practices at companies in similar industries.
The upper limit that product markets place on the pay offered by an organization is
significant when the organization’s total costs are mainly comprised of labor costs and
when price is a significant factor for the organization’s consumers.
Downsizing disrupts the social networks through which people are creative and
flexible.
In organizations with sustainable strategies, the HR departments focus on employee
development and empowerment rather than short-term costs.
Readiness for training is a combination of employee characteristics and positive work
environment that permit training.
When large U.S. software companies open facilities in developing countries to take
advantage of the highly skilled labor available there at lower pay rates, they are
engaging in:
A. consolidation.
B. nationalization.
C. crowdsourcing.
D. codetermining.
E. offshoring.
Helen is a marketing manager at a local equipment manufacturer. She and her husband
know that saving for college for their 4-year-old twin boys is a challenge. Her employer
recently implemented a college tuition plan that lets parents and other family members
defer taxes on their contributions to the plan. What is the type of plan recently
implemented?
A. 529 savings plan
B. 401k savings plan
C. 2015 college tuition plan
D. U.S. saving bonds plan
E. TD Ameritrade college tuition plan
The employees of Neronsen Inc. decide to form a union. Although most members of
management are ready to support their decision, the CEO wishes to maintain nonunion
operations. In an attempt to persuade the CEO to change his mind, a union official
claims that labor-management cooperation can help improve the company’s revenues.
The CEO, however, disagrees. Who is right in this scenario?
A. The union official is right because studies show unionized workers are more
productive than nonunionized workers.
B. The CEO is right because union workers are less committed to quality work.
C. The union official is right because union formation tends to reduce the overall cost of
labor.
D. The CEO is right because unionized workers find it more difficult to form
self-managing teams.
E. The CEO is right because the introduction of unions may cause managers to
disregard employee ideas and pay less attention to management practices.
The policies, practices, and systems that influence employees’ behavior, attitudes, and
performance are important dimensions of:
A. supply chain management.
B. materials management.
C. human resource management.
D. labor laws.
E. employment laws.
ALTS Infosystems is a software consulting firm based in Redmond. The firm uses a
standardized job analysis questionnaire containing 194 questions about work behaviors,
work conditions, and job characteristics that apply to a wide variety of jobs. In this
scenario, ALTS Infosystems is using _____.
A. a utilization analysis
B. the Fleishman Job Analysis System
C. a work flow design
D. a conjoint analysis
E. the Position Analysis Questionnaire
_____ helps employees select development activities that prepare them to meet their
career goals.
A. Career path
B. Training
C. Policy analysis
D. Job sharing
E. Career management
Ionia Inc. uses simulations during training and as a method of evaluation, post training.
When Christine does not pass the simulation at the end of her internship, she is not
extended a job offer. Christine poses an argument that causes Ionia to reconsider her
results and extend her a job offer. Which of the following was most likely the basis of
Christine’s argument?
A. The simulation contained elements that were unlike those found in a work
environment.
B. Simulations are neither a reliable method of training nor a reliable method of
evaluation.
C. No other intern failed the simulation; hence the simulation was rigged for her test.
D. The simulation was developed by an internal team of developers; hence subject to
bias.
E. Christine did not face the same scenario in training simulations.
Companies that develop software are increasingly using an approach they call _____,
which involves weaving the development process more tightly into the organization’s
activities and strategies.
A. just in time
B. total quality management
C. agile
D. lean manufacturing
E. reengineering
Which of the following statements is true about task design?
A. It determines what type of information to gather to reduce errors in planning.
B. It empowers people to perform better and create goals that match an organization’s
goals.
C. It allows the recruitment of prospective candidates to occur in an easier manner.
D. It involves dividing a task or assignment into smaller tasks or assignments so that
short-term goals can be met.
E. It involves the clustering of details pertaining to an organization’s required activities.
Julie works at Matrix Inc. Her primary role in the company is to create self-rating,
job-related questionnaires for the employees. Which of the following human resource
management (HRM) practices is being performed by Julie?
A. Performance management
B. Employee relations
C. Selection
D. Training
E. Compensation
_____ refers to a process of systematically developing training to meet specified needs.
A. Role-play
B. Recruitment
C. Simulation
D. Instructional design
E. Organization analysis
Tiffany, the marketing manager of a mobile phone company, is achievement oriented
and exhibits high levels of assertiveness. She prefers to plan extensively for the future,
treats everyone equally regardless of age or seniority, and doesn’t expect groups to stand
up for an individual’s rights. Tiffany is most likely to be an individual whose culture
reflects:
A. masculine traits.
B. a short-term orientation.
C. high power distance.
D. low uncertainty avoidance.
E. collectivist views.
The National Labor Relations Board (NLRB) consists of two major functions: one is to
prevent unfair labor practices and the other one is to:
A. conduct periodic onsite inspections of union and company financial records.
B. conduct and certify representation elections.
C. make rules and regulations for union-management relations.
D. levy punitive charges on violators.
E. monitor and regulate labor relations in small, local businesses.
Numex, an equities firm, requires its employees to be highly analytical. The company’s
HR department develops a series of tests to be used in the preliminary rounds of
interviews to gauge the candidates’ analytical skills. Before using it in the selection
process, the HR department got some of the best analysts in the firm to take the test on
different days of the week. Surprisingly, each of their scores was highly inconsistent on
different days. After an evaluation, the test was found to be unreliable. Which of the
following assumptions would lead to such a conclusion?
A. The analysts were randomly chosen.
B. The intelligence quotient levels of the different analysts are on par with each other.
C. The analysts have similar amounts of experience.
D. The on-job performance levels of the analysts decreased over the week.
E. The skills of the analysts remain constant over a week.
Which of the following HR functions includes preparing and distributing employee
handbooks that detail company policies?
A. Recruitment and selection
B. Maintaining positive employee relations
C. Ensuring compliance with labor laws
D. Performance management
E. Planning and administering pay and benefits
Which of the following questions can be answered by performing a person analysis?
A. What are the tasks that require more training?
B. How will the training be carried out?
C. Are employees ready for training?
D. Does the organization have the infrastructure to support training?
E. Are there any impediments to implementing a training program?
Identify the advantage of a relational database.
A. It facilitates the storage of employee information in a single, large file.
B. It replicates the traditional method of filing employee data by name, a system that is
strongly preferred by organizations worldwide.
C. It helps HR staff in retrieving information about specific applicants.
D. It helps people arrive at decisions that reflect expert knowledge.
E. It is designed to exclusively meet the needs of the HR department.
The decision-making dimension of the Myers-Briggs Type Indicator relates to the:
A. steps or actions individuals take when making decisions.
B. amount of consideration given to others’ feelings when making a decision.
C. individuals’ tendency to be flexible and adaptable.
D. confidence and speed with which decisions are reached.
E. individuals’ interpersonal strength and vitality.