人力資源管理英文版選擇題題庫1

Chapter1ExamQuestionsThehumanresourcemanagementfunction(56)isconcernedwithensuringthatafirm'shumanresourceshavetheland,capital,andequipmentneededtoperformtheirjobseffectively.helpsanorganizationdealeffectivelywithits peopleduringthevariousphases theemploymentcycle--pre-selection,selection,andpost-selection.isnecessaryonlyinthoseorganizationswherelabor-managementrelationsarestrained.isirrelevantinanageofrapidlychangingworkprocesses.Answer:BThedominantactivityinthepre-selectionphaseoftheemploymentcycleisplanning.performancemanagement.selection.Answer:A(38)Developinghumanresourcepracticesforeffectivelymanagingpeopleismostcloselyassociatedwithwhichphaseoftheemploymentcycle?(38)pre-selectionselectionpost-selectionmanagementAnswer:CHumanresourceplanninghasasitsprimarygoal(39)gathering,analyzing,anddocumentinginformationaboutjobs.locatingandattractingjobapplicants.helpingmanagersanticipateandmeetthechangingneedforhumanresources.measuringtheadequacyofanemployee'sjobperformance.Answer:CThedecisiontouseapersonalityinventoryintheemployeeselectionprocesswouldbemadebasedon(43)jobanalysisinformation.humanresourceplanninginformation.performanceappraisalinformation.recruitmentinformation.Answer:AWhichofthefollowing isnotamongtheexternalfactorsinfluencinghumanresourcemanagement?rapidadvancesintechnologyahighrateofilliteracyamongtheworkforcecompanypolicyregardingflexibleworkarrangementsemphasisonqualityimprovementAnswer:C(59)Unionsaremostlikelytoinfluencecompanypoliciesregarding(59)humanresourceplanning,jobanalysis,andrecruitment.Chapter1:HumanResourceManagementandCompetitiveAdvantage,Chapter1:HumanResourceManagementandCompetitiveAdvantage,PAGE58.9.1011.12.13.

discipline,promotions,ernationalhumanresourcemanagement.strategicplanningandresourceallocation.Answer:BWhichofthefollowingisnotoneoftheissuesthatneedstobeaddressedwhenestablishingoperationsinothercountries?settingperformancestandardsuseofexpatriatesculturaldifferencesAnswer:AWhichstatementbelowbestdescribestherelationshipbetweenlinemanagementandHRprofessionals? (58)HRprofessionalsfocusmoreondevelopinghumanresourceprograms,whilelinemanagersaremoreinvolvedinimplementingthoseprograms.HRprofessionalsaresolelyresponsibleforevaluatingprogramsdesignedtomanagehumanresources.LinemanagementrequirestheservicesoftheHRprofessionalonlyinfrequently.Linemanagementfocusesmoreondevelopinghumanresourceprograms,whiletheHRprofessionalismoreinvolvedinimplementingprograms.Answer:AWhichofthefollowingactivitiesismostconsistentwiththeHRprofessional ’sroledeveloping/choosingHRMmethods?(31)determiningtheorderinwhichjobapplicantsshouldcompleteselectionmeasures.determiningthatatestofcognitiveabilityshouldbeusedaspartofaselectionprocess.determiningthatapersonalitytesthasbeenineffectiveinscreeningjobapplicants.offeringamanagerinstructiononhowtoappraiseemployeeperformance.Answer:BWhichofthefollowingactivitiesisnotpartofthelinemanager'sroleintheHRMprocess?(32)interviewjobapplicantssettlegrievanceissuesprovideandcommunicatejobperformanceratingsdevelopanevaluationstrategyfortrainingprogramsAnswer:DAcompetitiveadvantageisdefinedinthetextas(33)ademonstratedwillingnesstotakeonallcompetitorsinthemarketplace.hiringaworkforcethathasahighneedforachievement.achievingasuperiormarketplacepositionrelativetoone’anizationalself-confidence.Answer:CAcostleadershipstrategyforgainingcompetitiveadvantagecanbeproducedby(34)reducingthecostofproduction,regardlessofthenumberofunitsproduced.increasingthenumberofunitsproduced,regardlessofthecostperunit.cutting overhead costs while maintaining or increasing the number of produced.performingregularlyscheduledmaintenanceonproductionequipment.Answer:CProductdifferentiationcanofferafirmacompetitiveadvantagebecause(35)itallowsafirmtoofferauniqueproductnotbeingofferedbycompetitors.itcanreduceaproduct’scostperunit.itreducesafirm’sdependenceononesupplierforrawmaterials.imitatingacompetitor’sstrategyisthesurestwaytobecompetitive.Answer:AWhichofthefollowingstatementsbestcharacterizestherelationshipbetweenafirm’sHRMpracticesandimportantoutcomemeasuressuchasproductivity,profits,andoverallorganizationalperformance?(36)HRMpracticeshavelittleimpactonsuch“hardmeasures”oforganizationalperformance.FirmswithprogressiveHRMpracticestendtoperformbetteronsuchhardmeasuresoforganizationalperformancethanthoseusinglesssoundpractices.ThosefirmsthatusesophisticatedHRMpracticestendtobeonlyslightlylesssuccessfulthanotherfirms.ThemoremoneyafirmsspendsonsalariesforHRMpersonnel,themoresuccessfulitwillbe.Answer:BAccordingtoJeffreyPfeffer,afirmthatadoptsaprogramofemployeeparticipationandempowermentismostlikelytogenerate(37)uncertaintyamongtheworkforceregardingjobresponsibilities.supportfromunionleadership.adeclineinshort-termprofitsuntiltheorganizationadaptstothechange.acompetitiveadvantagebyincreasingemployeesatisfactionandproductivity.Answer:DAccordingtothemodellinkingHRMpracticestocompetitiveadvantagediscussedinchapter1,whichofthefollowingHRMpracticescanhaveadirecteffectonachievingcompetitiveadvantage?performanceappraisalHRplanningunionsworkplacejusticeprogramsAnswer:AAccordingtothemodellinkingHRMpracticestocompetitiveadvantagediscussedinchapter1,whichofthefollowingemployee-centeredoutcomesisadirectresultofimplementingprogressiveHRMpractices?employeeretentionlegalcomplianceemployeecompetencecompanyimageAnswer:COrganizationalcitizenshipconcerns(40)anemployee’swillingnesstoengageinworkbehaviorsthatarenotusuallyspecifiedinajobdescription.therelativestrengthofanemployee’sidentificationwithandinvolvementinaparticularorganization.thefavorablenessofanemployee’sattitudetowardhisorherjob.thetendencyofanorganizationtobeinvolvedinthecivicaffairsofthecommunityinwhichitresides.Answer:A(41)Anemployeeisoverheardsaying“Ithinkthecompanyisdoingtherightthingbyintroducingthisnewproductline.IhopeIgetthechancetoworkonit.”Thisstatementmostlikelyreflectstheemployee’s(41)atisfaction.Answer:AWhichofthefollowingpairsofHRMpracticesismostlikelytoinfluenceemployeemotivation?(42)jobanalysisandHRplanningselectionandproductivityimprovementprogramstrainingandsafetyandhealthprogramsmotivationisoneofthefewvariablesthatcannotbeimprovedusingHRpractices.Answer:BAccordingtothemodellinkingHRMpracticestocompetitiveadvantagediscussedinChapter 1, how can one describe the relationship between outcomesandemployee-centeredoutcomes?organization-centered outcomes are believed to “cause” outcomes.employee-centered outcomes are believed to “cause” anization-centeredoutcomesaredirectlyinfluencedbycertainHRMpractices,whileemployee-centeredoutcomesarenot.Answer:BWhichofthefollowingstrategiesisnotusedbyHRprofessionalstoachievecostleadership?(44)motivating workers to be more productive b