APU HRM200 midterm exam 100% correct

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Question 1 of 25

4.0/ 4.0 Points

Downsizing:

A.can be used to strengthen the social networks in the organization.

B.refers to the planned elimination of personnel.

C.is useful in improving long-term organizational effectiveness.

D.would reduce an organization's short-term competitiveness.

Question 2 of 25

0.0/ 4.0 Points

The primary reason organizations engage in downsizing is to:

A.strengthen the social networks in the organization.

B.thwart unionizing efforts within a given facility.

C.attain larger profit margins.

D.promote future competitiveness.

Question 3 of 25

0.0/ 4.0 Points

Which of the following is a major disadvantage of allowing workers to choose a buyout package in exchange for leaving?

A.Most of the workers will be reluctant to accept such an offer.

B.Workers with the most experience are most likely to leave.

C.It might attract governmental actions.

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D.It would result in competition among employees to take up the offer.

Question 4 of 25

4.0/ 4.0 Points

Early-retirement programs:

A.cause more human suffering than the other methods of labor reduction.

B.are not a popular way to reduce labor surplus.

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C.will encourage lower-performing older workers to retire.

D.work well for knowledge based jobs and services.

Question 5 of 25

4.0/ 4.0 Points

The most widespread methods for eliminating labor shortages are:

A.outsourcing work and work sharing.

B.hiring temporary workers and outsourcing work.

C.retrained transfers and turnover reduction.

D.overtime and new external hires.

Question 6 of 25

0.0/ 4.0 Points

Temporary employment is popular with employers because:

A.it gives them flexibility in operations.

B.it gives them more control over the workforce.

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C.it is most effective for key customer service jobs.

D.the workers will be committed to the organization.

Question 7 of 25

4.0/ 4.0 Points

Which of the following observations is true of taking the services of independent contractors?

A.Core competencies can be effectively outsourced to contractors.

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B.The company is not supposed to directly supervise the contractors.

C.It is a relatively slow process with low revocability.

D.The organization can achieve increased quality though the costs are more.

Question 8 of 25

0.0/ 4.0 Points

A reliable test would be one for which scores by people with _____ attributes have a correlation close to ___.

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A.different; 1.0

B.similar; 0

C.similar; 1.0

D.different; -1.0

Question 9 of 25

0.0/ 4.0 Points

The _____ of an employment test is indicated by the extent to which test scores relate to actual job performance.

A.reliability

B.validity

C.generalizability

D.utility

Question 10 of 25

0.0/ 4.0 Points

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.

A.Criterion-related

B.Discriminant

C.Content

D.Convergent

Question 11 of 25

0.0/ 4.0 Points

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of validation have you used?

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A.Predictive

B.Concurrent

C.Construct

D.Content

Question 12 of 25

4.0/ 4.0 Points

You, as HR manager of a company, want to know if a certain test of cognitive ability in use in the industry can be successfully used in your organization. In other words, you want to know if this test is a _____ method of personnel selection.

A.reliable

B.dependable

C.practical

D.generalizable

Question 13 of 25

4.0/ 4.0 Points

Which of the following is a permissible question for job applications and interviews?

A.Will you need any reasonable accommodation for this hiring process?

B.How would you feel about working for someone younger than you?

C.Are you a citizen of the United States?

D.What religious holidays do you observe?

Question 14 of 25

0.0/ 4.0 Points

Which of the following may an application form include to gather information about suitable candidates?

A.Marital status

B.History of disabilities

C.Number of children

D.Educational background

Question 15 of 25

4.0/ 4.0 Points

Computer-based training:

A.is generally more expensive than classroom instruction.

B.is not easy to customize for specific training needs.

C.is low on interactivity.

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D.gives the company flexibility in scheduling training.

Question 16 of 25

4.0/ 4.0 Points

Which of the following is a work-study training method that teaches job skills, usually a trade, through a combination of on-the-job training and classroom training?

A.Internship

B.Coordination training

C.Apprenticeship

D.Job shadowing

Question 17 of 25

4.0/ 4.0 Points

Which of the following is an on-the-job training program that is generally sponsored by an educational institution as a component of its academic program and generally prepares students for professional careers?

A. Internship

B.Coordination training

C.Apprenticeship

D.Experiential training

Question 18 of 25

4.0/ 4.0 Points

When simulations are conducted online, trainees often participate by creating _____ computer depictions of themselves—which they manipulate onscreen to play roles as workers or other participants in a job-related situation.

A.cookies

B.griefers

C.trolls

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D.avatars

Question 19 of 25

0.0/ 4.0 Points

Which of the following statements is true of simulations as a training technique?

A.Simulations are inexpensive to develop and maintain.

B.Simulators need to have elements identical to those found in the work environment.

C.Trainees tend to be unenthusiastic about this type of learning.

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D.Simulations are a form of on-the-job training.

Question 20 of 25

4.0/ 4.0 Points

_____ reality is a computer-based technology that provides an interactive, three-dimensional learning experience.

A.Mediated

B.Augmented

C.Diminished

D.Virtual

Question 21 of 25

0.0/ 4.0 Points

The relevant aspects of employee performance are based on:

A.the outcomes of a job analysis.

B.the nature of the company's products and services.

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C.management's beliefs and values.

D.aspects of the employee's personality.

Question 22 of 25

4.0/ 4.0 Points

Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employees' knowledge and skills.

A.systematic

B.tactical

C.administrative

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D. developmental

Question 23 of 25

0.0/ 4.0 Points

The performance measurement method that assigns a certain percentage of employees to each category in a set of categories is called:

A.forced distribution.

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B.alternation ranking.

C.paired comparison.

D.optional ranking.

Question 24 of 25

0.0/ 4.0 Points

Which one of the following is NOT a problem associated with the comparative approaches to performance management?

A.A simple ranking system leaves the basis for the ranking open to interpretation.

B.Managers can give high ratings to all employees to avoid controversy.

C.The rankings are not helpful for employee development.

D.The rankings may hurt morale or result in legal challenges.

Question 25 of 25

0.0/ 4.0 Points

Which of the following is true of the attribute approaches to performance management?

A.They result in high strategic congruence.

B.They are difficult to develop.

C.They can be applied to a wide variety of jobs and organizations.

D.They provide specific guidance and feedback to employees.

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