Which of the following is NOT one of the landmark changes
Question # 00425364
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Updated on: 11/17/2016 03:12 AM Due on: 11/17/2016
QUESTION 1
- Which of the following is NOT one of the landmark changes in the last 50 years which have helped increase the role of the HR professional in strategic management? (Competency 1)
Increased health care costs Increased homogeneity of the workforce in terms of values and skills Increased fear of terrorism Increased technology and new tools
2 points
- Which of the following factors requires more involvement by the HR professional in the strategic management process? (Competency 1)
More specialized product lines. Legislative and cultural differences in international work locations Increased need for routine paperwork and documentation Outsourcing of recruitment and selection.
2 points
- The process that involves allocating resources, developing structures, hiring skilled employees, and developing appropriate reward systems is known as: (Competency 1)
strategy formulation. strategy implementation. strategic planning. strategic management.
2 points
- HRM is primarily responsible for three of the following variables in the strategy implementation process. Identify the exception. (Competency 1)
Selection, training, and development of people Task design Reward systems Customer awareness
2 points
- Recruiting advertisements in newspapers and periodicals: (Competency 2)
are exempt from the requirements of Title VII. are most effective in attracting applicants who are currently employed. are generally not needed. typically generate less desirable recruits than direct applications or referrals.
2 points
- The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method's: (Competency 2)
reliability. validity. generalizability. utility.
2 points
- Which of the following is NOT a common topic of diversity training? (Competency 2)
Age Physical disabilities Educational differences Speech patterns
2 points
- Giving teams or work groups an actual problem, having them work on solving it and commit to an action plan, and holding them accountable for carrying out the plan describes: (Competency 2)
adventure learning. self-directed learning. action learning. team training.
2 points
- Job analysis information usually is obtained from: (Competency 4)
co-workers and customers. job incumbents and co-workers. customers and supervisors. job incumbents and supervisors
2 points
- Within the Job Characteristics Model, the degree to which the job allows an individual to make decisions about the way the work is carried out is called: (Competency 4)
task identity. task discretion. skill variety. autonomy.
2 points
- Which performance management technique involves the identification of a large number of critical incidents, the classification of these incidents into performance dimensions, and the rank ordering of these incidents into levels of performance? (Competency 4)
Behaviorally anchored rating scales Graphic rating scales Comparative rating scales Organizational behavior modification
2 points
- In what type of system are annual goals established and passed down through the organization? (Competency 4)
Productivity measurement and evaluation system Management by objectives Assessment centers Organizational behavior modification
Part II. Questions 13-50 required for all Lead Professor classes
2 points
Which of the following is NOT an important change projected in the demographics and diversity of the workforce?
Average age of the workforce will increase.
Less diversity in terms of generations
More diversity in germs of gender and race
Immigration affects the size and diversity of the workforce
2 points
- All but one of the following is true of the Position Analysis Questionnaire (PAQ). Name the exception.
It requires trained job analysts to complete it. It is a standardized, off-the-shelf instrument. It describes specific task activities that comprise the actual job. It is a well-researched and widely used instrument
2 points
- The balanced scorecard presents a view of company performance from the perspective of:
its customers only. its employees only. its employees and customers only. its employees, customers, and shareholders.
2 points
- Strategic HR management includes all but one of the following. Name the exception.
Financial planning Training and development Performance management Recruiting talent
2 points
- Which one of the following statements about the HR profession is false?
A college degree is required of HR specialists, but not of generalists. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations. Professional certification in HRM is less common than membership in professional associations. The primary professional organization for HRM is the Society for Human Resource Management.
2 points
- Managing cultural diversity involves:
enforcing EEO rules. creating separate career tracks for employees with families. establishing a strong affirmative action policy. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.
2 points
Which of the following is NOT true about generational value differences?
There are values that converge across generations.
There are values that diverge across generations
Regardless of generation, most employees value work-life balance.
All members of the same generation have the same basic values.
2 points
- At which level of integration is HR's attention and time focused solely on day-to-day activities?
Administrative linkage One-way linkage Two-way linkage Integrative linkage
2 points
Which is NOT a common component of effectively managing diversity?
Top management support
Holding managers accountable
Lack of qualified trainers
Ensuring fair treatment
2 points
- The process that allows employees to improve their ability to meet the challenges of a variety of existing or new jobs is:
training. development. learning. acquisition.
2 points
- Which of the following occurs when a facially neutral employment practice disproportionately excludes a protected group from employment opportunities?
Disparate impact Disparate treatment Undue hardship Reasonable accommodation
2 points
- Which of the following is not a critical issue in a sexual harassment case?
Was the behavior unwelcome? Were other employees within the work unit equally offended by the behavior as the plaintiff? Was the behavior severe enough to alter the terms, conditions, and privileges of employment? Did the employer know about, or should he/she have known about, the harassment?
2 points
- Rather than simply requiring an employer to refrain from some action, _____ places a special obligation on an employer to affirmatively do something to accommodate an individual's disability or religion.
disparate treatment disparate impact discrimination reasonable accommodation
2 points
- A woman and a man are both performing the job of executive assistant and both have similar seniority and performance. However, the woman is paid $2,000 less than the man. Which act would she be most likely to sue under?
Reconstruction Civil Rights Act Equal Pay Act Title VII of Civil Rights Act Vocational Rehabilitation Act
2 points
- One of the major changes in EEO law under the Civil Rights Act of 1991 is:
the limitation of damage awards to lost pay and benefits. the inclusion of women as a protected group. the addition of compensatory and punitive damage awards. the inclusion of foreign companies operating in the United States.
2 points
- Which of the following is not a responsibility of the EEOC?
Writing new EEO laws Information gathering Investigation and resolution Issuance of guidelines
2 points
- An individual who feels that he/she has been discriminated against is required to file a complaint with a governmental agency within how many days of the alleged discriminatory act?
60 days 90 days 180 days 220 days
2 points
- Which of the following options for reducing an expected labor surplus is a relatively slow solution, but offers the benefit of being low in human suffering?
Work sharing Demotion Retirement Transfers
2 points
- Identify the incorrect statement about temporary workers.
Firms are more likely to derive performance benefits from temporary employees when the current set of workers perceive their job security is low relative to when they feel threatened. There is often tension between a firm's temporary employees and its full-time employees. Some full-time employees perceive the temporary help as a threat to their own job security. Instead of replacing long-term employees with temporary employees, many organizations supplement their core staff with a small set of temporary workers who act more like assistants to the core staff than potential replacements.
2 points
- Identify the correct statement about furloughs.
They hit lower-paid employees harder than higher-paid employees. The work of most blue-collar professionals simply piles up when they leave the office for even short periods of time. If pay differences are a result of some type of pay-for performance system, then the best employees take the biggest hit. They are a long-term elimination of paid workdays applied to salaried workers.
2 points
Which of the following is NOT a true effect of downsizing
Initial cost savings are a short term plus
Downsizing makes it easier to recruit new employees later
Long term effects are often negative.
The people let go are often recognized to be irreplaceable assets later.
2 points
- Correlation coefficient reflects a(n) ______ coefficient when we are attempting to relate one characteristic to performance on some task.
reliability validity utility generalizability
2 points
- Which of the following is true about the global economy as it affects HR? (Competency 1
Off-shoring of white-collar jobs is expected to increase. Higher trade barriers and decreased employee mobility. Greater ethnocentrism because of fewer global competitors. All of the above.
2 points
- During an interview for a sales position, you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?" What type of interview question is this?
Job-skill Job knowledge Situational experience-based Situational future-oriented
2 points
- Qualities like being sociable, gregarious, assertive, talkative, and expressive are examples of this personality dimension.
Extroversion Agreeableness Conscientiousness Inquisitiveness
2 points
- _____ is the ability to keep disruptive emotions in check.
Self-motivation Self-esteem Self-awareness Self-regulation
2 points
- This is the fourth step in the training process and includes self-management strategies and peer and management support.
Ensuring employees' readiness for training Creating a learning environment Ensuring transfer of training Evaluating training programs
2 points
- Which of the following statements about cognitive ability is false?
Cognitive ability includes four dimensions: verbal comprehension, quantitative ability, interpersonal relationships, and reasoning ability. Research shows that cognitive ability is related to successful performance in all jobs. The importance of cognitive ability for job success increases as the job becomes more complex. Research shows that cognitive ability influences learning.
2 points
- _____ refers to on-the-job use of knowledge, skills, and behaviors learned in training.
Information absorption Transfer of training Cognitive adoption Rationalizing
2 points
- _____ refers to the degree to which work units are grouped based on functional similarity or similarity of work flow.
Departmentalization Centralization Decentralization Work-flow analysis
2 points
- One approach to managing _____ is through affirmative action policies.
conflict diversity repatriation turnover
2 points
- _____ training programs assess the benefits for a small group of trainees before a company commits more resources.
Cost-assessment Collaborative Pilot Team leader
2 points
- Which of the following is not a recommendation for developing an effective performance management system?
Mirror the corporate culture and values Differentiate performance subjectively and effectively Adjust the system as required Communicate the total rewards system
2 points
- A measure that results in dramatically different ratings over time lacks:
internal consistency reliability. interrater reliability. intrarater reliability. test-retest reliability.
2 points
- Companies that have clear goals and management criteria, train evaluators, use the rankings along with other HR metrics, and reward good performance find the following ranking technique useful.
Paired comparison High/low ranking system Forced distribution Strictness
2 points
- Which attribute approach to performance management is the most frequently used?
Behaviorally anchored rating scales Mixed standard scales Behavior observation scales Graphic rating scales
2 points
- Job analysis provides all but one of the following managerial benefits. Identify the exception.
It provides managers with an understanding of the work-flow process. It enables managers to make more accurate hiring decisions. It provides an avenue for communicating policy information to employees. It enables managers to more accurately evaluate subordinates' performance
2 points
- Which of the following is true about diversity training?
Only large companies are doing it today. Prior to the 1980s, there was little of none being done in Corporate America. By 2010, less than 25% of large companies were doing it. The majority of Fortune 500 companies are not doing it.
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Rating:
/5
Solution: Which of the following is NOT one of the landmark changes