Q: The following are all examples of performance based philosophy in compensation except:
A: Cost of living expenses only
Q: The advantages of recruiting from external sources are expressed by all of?the following, except:
A: There may not be a good fit
Q: Job and technical training may include all the following, except:
A: Performance management
Q: Which of the following is not one of the challenges facing HRM:
I. The outsourcing of non-core activities to external suppliers
II. Racial and ethnic diversity in the workforce
III. The need to provide more family friendly facilities near work places
IV. HR playing the role of an employee advocate in organizations
A: All the listed choices
Q: In a hotel, training to excel in service delivery is an example of:
A: Technical training
Q: Managing diversity and the regulations on the hiring of foreign workers is part of which HRM activities?
A: Legal framework and practices
Q: As you explain concepts of training and developement, you would say that an effective measure of development in organizations is that:
A: There is a strong possibility of promotion from within the organization
Q: The following are all HR selection responsibilities except:
A: Make a final selection decision
Q: The quality of applicants recruited can be evaluated by all of the following measures except:
A: The cost of testing and background checks
Q: The "Big Five" personality framework of agreeableness includes all of the following traits except:
A: Sociable - SEE PAGE 301 FIGURE 8-7
Q: One limitation of using the Internet for recruiting is:
A: some applicants are concerned with privacy issues
Q: When managing employee relations which of the following is false?
A: Employees' statutory rights are based on a specific contract with an employer
Q: Preparing a defense against wrongful dismissal charges brought by employees include all the following except:
A: Informing top management - SEE PAGE 346 FIGURE 16-2
Q: The following statements are all true about the development of employees except:
I. It builds employee capabilities and competencies
II. It covers areas such as leadership and decision making
III. Employees are prepared for bigger challenges
IV. Employees are able to apply specific techniques and processes in their jobs
V. It enables employees to see the big picture in organizations
A: IV only
Q: Which of the following are the strategic recruiting decisions in an organization:
I. Recruiting presence and image
II. Recruiter training
III. Flexible vs. regular staffing
IV. Fair employment considerations
V. Recruiting source choices
A: All the listed choices
Q: A case study interview is an example of a:
A: Structured interview
Q: The following are all part of the performance and talent management component of total rewards except:
A: Educational assistance - SEE PAGE 330 FIGURE 12-1
Q: Creating an intolerable working condition for employees in order to get them to resign is known as:
A: Constructive discharge
Q: Testing the selection criteria to predict future performance of new candidates is known as:
A: Predictive validity
Q: Which of the following is not a characteristic of a performance compensation philosophy?
A: Compensation based only on industry comparisons
RESULTS: 90/100
A: Cost of living expenses only
Q: The advantages of recruiting from external sources are expressed by all of?the following, except:
A: There may not be a good fit
Q: Job and technical training may include all the following, except:
A: Performance management
Q: Which of the following is not one of the challenges facing HRM:
I. The outsourcing of non-core activities to external suppliers
II. Racial and ethnic diversity in the workforce
III. The need to provide more family friendly facilities near work places
IV. HR playing the role of an employee advocate in organizations
A: All the listed choices
Q: In a hotel, training to excel in service delivery is an example of:
A: Technical training
Q: Managing diversity and the regulations on the hiring of foreign workers is part of which HRM activities?
A: Legal framework and practices
Q: As you explain concepts of training and developement, you would say that an effective measure of development in organizations is that:
A: There is a strong possibility of promotion from within the organization
Q: The following are all HR selection responsibilities except:
A: Make a final selection decision
Q: The quality of applicants recruited can be evaluated by all of the following measures except:
A: The cost of testing and background checks
Q: The "Big Five" personality framework of agreeableness includes all of the following traits except:
A: Sociable - SEE PAGE 301 FIGURE 8-7
Q: One limitation of using the Internet for recruiting is:
A: some applicants are concerned with privacy issues
Q: When managing employee relations which of the following is false?
A: Employees' statutory rights are based on a specific contract with an employer
Q: Preparing a defense against wrongful dismissal charges brought by employees include all the following except:
A: Informing top management - SEE PAGE 346 FIGURE 16-2
Q: The following statements are all true about the development of employees except:
I. It builds employee capabilities and competencies
II. It covers areas such as leadership and decision making
III. Employees are prepared for bigger challenges
IV. Employees are able to apply specific techniques and processes in their jobs
V. It enables employees to see the big picture in organizations
A: IV only
Q: Which of the following are the strategic recruiting decisions in an organization:
I. Recruiting presence and image
II. Recruiter training
III. Flexible vs. regular staffing
IV. Fair employment considerations
V. Recruiting source choices
A: All the listed choices
Q: A case study interview is an example of a:
A: Structured interview
Q: The following are all part of the performance and talent management component of total rewards except:
A: Educational assistance - SEE PAGE 330 FIGURE 12-1
Q: Creating an intolerable working condition for employees in order to get them to resign is known as:
A: Constructive discharge
Q: Testing the selection criteria to predict future performance of new candidates is known as:
A: Predictive validity
Q: Which of the following is not a characteristic of a performance compensation philosophy?
A: Compensation based only on industry comparisons
RESULTS: 90/100
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