MCQ's-A strategic view of HR considers employees as....
Question # 00051819
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Updated on: 03/03/2015 05:48 AM Due on: 07/28/2015
MULTIPLE CHOICE – 3 points each (60 total points)
1. A strategic view of HR considers employees as:
a. costly
b. liabilities
c. assets
d. replaceable
2. Failure to invest in employees causes which of the following:
a. Inefficiency
b. Weakening of organization’s competitive position
c. Increased absenteeism
d. A and B
3. ____ is a competency of the HR manager that entails knowing the business of their organization thoroughly. One must understand its economic and financial capabilities as well as develop external relations skills focused on their customers.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
4. ____ is a competency of the HR manager that involves innovativeness, creativity, interpersonal skills and problem-solving skills. These skills enable the HR professionals to manage the change process within the organization.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
5. ____ is a competency of the HR manager earned by developing personal relationships with internal customers, by demonstrating the values of the firm, by standing up for one's own beliefs, and by being fair-minded in dealing with others.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
6. The process of setting major organization objectives and developing plans to achieve them is called:
a. strategic planning.
b. HR planning.
c. job analysis.
d. environmental scanning.
7. HR managers must be concerned with meshing HR planning and the:
a. organization's strategic plan.
b. organization's marketing position.
c. organization's return on its human assets.
d. competitive environment.
8. Social concerns include:
a. new processes
b. innovations
c. demographic trends
d. elder care
9. All of the following statements are true except:
a. The fastest-growing segment of the workforce will be Asian Americans and Hispanics.
b. Today, nearly 25% of the workforce is composed of part-timers
c. High-tech job openings will continue to rise.
d. Due to increased education levels, fewer functionally illiterate employees will enter the workforce each year.
10. A pictorial representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called:
a. a staffing table.
b. an organization chart.
c. a skills inventory.
d. career planning.
11. ____ are one of the natural outcomes of poor workplace design.
a. improved morale
b. improved productivity
c. reduced absenteeism
d. increased injuries
12. Employee involvement groups (EIs) are a means of
a. allowing the organization to monitor each employee's contribution to projects
b. allowing employees to control the flow and nature of work
c. enhancing the efficiency of the firm and maximizing employee contributions to managerial decision making.
d. ensuring that work conditions meet federal regulations.
13. Employee teams are an outgrowth of:
a. the job characteristics model
b. employee involvement and the philosophy of empowerment
c. employee involvement groups
d. quality circles
14. A group of employees formed my management to immediately resolve a major problem and develop a long-term plan for problem resolution is called a/an:
a. self-directed team
b. task force team
c. cross-functional team.
d. employee rotation unit.
15. Which of the following has not been identified with team success?
a. commitment to shared goals and objectives
b. consensus decision making
c. valuing individuals for their diversity
d. top down communication
16. Nearly ____ percent of board of director’s seats in Fortune 500 companies are held by women.
a. 3 percent
b. 13 percent
c. 23 percent
d. 33 percent
1. A strategic view of HR considers employees as:
a. costly
b. liabilities
c. assets
d. replaceable
2. Failure to invest in employees causes which of the following:
a. Inefficiency
b. Weakening of organization’s competitive position
c. Increased absenteeism
d. A and B
3. ____ is a competency of the HR manager that entails knowing the business of their organization thoroughly. One must understand its economic and financial capabilities as well as develop external relations skills focused on their customers.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
4. ____ is a competency of the HR manager that involves innovativeness, creativity, interpersonal skills and problem-solving skills. These skills enable the HR professionals to manage the change process within the organization.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
5. ____ is a competency of the HR manager earned by developing personal relationships with internal customers, by demonstrating the values of the firm, by standing up for one's own beliefs, and by being fair-minded in dealing with others.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
6. The process of setting major organization objectives and developing plans to achieve them is called:
a. strategic planning.
b. HR planning.
c. job analysis.
d. environmental scanning.
7. HR managers must be concerned with meshing HR planning and the:
a. organization's strategic plan.
b. organization's marketing position.
c. organization's return on its human assets.
d. competitive environment.
8. Social concerns include:
a. new processes
b. innovations
c. demographic trends
d. elder care
9. All of the following statements are true except:
a. The fastest-growing segment of the workforce will be Asian Americans and Hispanics.
b. Today, nearly 25% of the workforce is composed of part-timers
c. High-tech job openings will continue to rise.
d. Due to increased education levels, fewer functionally illiterate employees will enter the workforce each year.
10. A pictorial representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements is called:
a. a staffing table.
b. an organization chart.
c. a skills inventory.
d. career planning.
11. ____ are one of the natural outcomes of poor workplace design.
a. improved morale
b. improved productivity
c. reduced absenteeism
d. increased injuries
12. Employee involvement groups (EIs) are a means of
a. allowing the organization to monitor each employee's contribution to projects
b. allowing employees to control the flow and nature of work
c. enhancing the efficiency of the firm and maximizing employee contributions to managerial decision making.
d. ensuring that work conditions meet federal regulations.
13. Employee teams are an outgrowth of:
a. the job characteristics model
b. employee involvement and the philosophy of empowerment
c. employee involvement groups
d. quality circles
14. A group of employees formed my management to immediately resolve a major problem and develop a long-term plan for problem resolution is called a/an:
a. self-directed team
b. task force team
c. cross-functional team.
d. employee rotation unit.
15. Which of the following has not been identified with team success?
a. commitment to shared goals and objectives
b. consensus decision making
c. valuing individuals for their diversity
d. top down communication
16. Nearly ____ percent of board of director’s seats in Fortune 500 companies are held by women.
a. 3 percent
b. 13 percent
c. 23 percent
d. 33 percent
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Rating:
/5
Solution: MCQ's-A strategic view of HR considers employees as....