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Human Resource Quiz
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Preguntas del test (25)
1As a type of resource, human capital refers to the:
- Awages, benefits, and other costs incurred in support of HR functions in an organization
- Bcash, equipment, technology, and facilities that the organization uses
- Ctax-deferred value of an employee’s 401(k) plan
- Demployee characteristics that add economic value to the organization
- Etotal budget allocated to the HR department in an organization
2One of the qualities of human resources is that _____.
- Ait is highly substitutable and interchangeable
- Bit is easily available for all companies to utilize
- Cit is easily imitated by rivals
- Dit is negligible in terms of value
- Eit is indispensable for building a competitive advantage
3Job design is the process of:
- Adefining the way work will be performed and the tasks that a given job requires
- Bgenerating a pool of potential candidates for a job
- Cidentifying suitable candidates for jobs
- Denabling employees to learn job-related knowledge, skills, and behavior
- Epresenting candidates with positive and negative information about a job
4Which of the following is responsible for the shift in the job trend, from the use of narrowly defined jobs to the use of broadly defined jobs in organizations?
- AEmphasis on innovation and quality
- BIncreased demand for low skilled workers
- CIncreased focus on simplifying jobs
- DLack of competition
- EReduced use of team-based project
5Which of the following refers to the process through which an organization seeks applicants for potential employment?
- AOrientation
- BTraining
- CRecruitment
- DWork analysis
- EJob design
6The HR function of _____ involves acquiring knowledge, skills, and behavior that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs.
- Arecruitment
- Bpersonnel policy
- Cdevelopment
- Demployee relations
- Eselection
7The process of ensuring that employees’ activities and outputs match the organization’s goals is called _____.
- Ajob analysis
- Bsupply chain management
- Cemployee development
- Dperformance management
- Ecareer planning
8Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a Web site on the organization’s intranet?
- ARecruitment and selection
- BMaintaining positive employee relations
- CEnsuring compliance with labor laws
- DPerformance management
- EPlanning and administering pay and benefits
9When employees of an organization feel they have been discriminated against, see safety hazards, or have other problems and are dissatisfied with their supervisor’s response, they may turn to the HR department for help. Addressing such problems suitably is part of the HR function of:
- Arecruitment and selection
- Bmaintaining positive employee relations
- Ctraining and developing employees
- Dperformance management
- Eplanning and administering pay and benefits
10How does establishing and administering policies help organizations?
- AIt allows companies to handle situations fairly and objectively
- BIt allows companies to address issues on a case-by-case basis
- CIt eliminates the need for documentation and record-keeping
- DIt encourages employees to defend themselves by claiming ignorance of disciplinary norms
- EIt leaves a lot of room for subjective decision-making
11_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.
- AConjoint analysis
- BPerformance management
- CWorkforce analytics
- DCareer development
- ETask analysis
12The process of identifying the numbers and types of employees the organization will require in order to meet its objectives is known as:
- Asupply chain management
- Bperformance management
- Chuman resource planning
- Dutilization analysis
- Eperformance planning
13The process that helps the human resource department to forecast the organization’s needs for hiring, training, reassigning employees along with handling or avoiding layoffs is known as _____.
- Asupply chain management
- Bjob development
- Chuman resource planning
- Devidence-based HR
- Ecorporate social responsibility
14The parties with an interest in the company’s success—typically, shareholders, the community, customers, and employees—constitute the _____ of a company
- Amarket
- Bstakeholders
- Cmanagement
- Dpersonnel
- Estrategic partners
15Which of the following is true of sustainable organizations?
- AThey primarily focus on maximizing profits and delivering high returns to investors
- BThey focus on smooth turnover and outsourcing rather than long-term planning
- CThey are more concerned about justice and fairness rather than short-term profits
- DThey are less concerned about employee development and empowerment
- EThey are more concerned with the quantum of output than quality standards
16In the role of a cultural steward, an HR manager primarily:
- Aadministers day-to-day work of managing people
- Bfacilitates change and helps to build and strengthen the culture
- Cdevelops people strategies to control attrition rates
- Dunderstands how the business makes money
- Erecognizes business trends and their impact on the business
17As a _____, the HR manager should know the ways that people join the organization and move to different positions within it.
- Astrategy architect
- Bcultural steward
- Ctalent manager
- Dbusiness ally
- Ecredible activist
18At the most basic level, HR managers fulfilling the role of _____, carry out particular HR functions such as handling the selection, training, or compensation of employees.
- Abusiness allies
- Bcultural stewards
- Ctalent managers/organizational designers
- Doperational executors
- Ecredible activists
19The organizations try to address the right of _____ by offering hot lines and policies and procedures designed to handle complaints from employees.
- Aprivacy
- Bfreedom of speech
- Cdue process
- Dfreedom of conscience
- Efree consent
20Which one of Kant’s basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order?
- ARight of freedom of speech
- BRight of equal opportunity employment
- CRight to due process
- DRight of freedom of conscience
- ERight of privacy
21People’s right of privacy is the right to:
- Aknow the nature of the job they are being hired for
- Bautonomy in how they carry out their work
- Ccontrol what they reveal about their private life
- Da fair and impartial hearing
- Efight against a wrongful discharge
22People's right to freedom of speech is the right to:
- Acriticize an organization's ethics if they do so in good conscience
- Brefuse to do something that is environmentally unsafe
- Cdo as they wish in their private life
- Dbe treated only as they knowingly and willingly consent to be treated
- Eprohibit criticism of the organization
23If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to:
- Alifetime employment
- Bprivacy
- Cdue process
- Dfree consent
- Efreedom of conscience
24Evidence-based HR is defined as the:
- Aexclusive use of statistical models for planning, forecasting, and other related HR activities
- Bestablishment of overlapping performance goals and desired outcomes during performance management
- Cdemonstrating that human resource practices have a positive influence on the company's profits or key stakeholders
- Dprocess of ensuring that employees’ activities and outputs match the organization's goals
- Eorganization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills
25Which of the following is true of companies that are ethical and successful?
- AThey are solely concerned about the benefits of the company while making business decisions
- BThe owners most often assume responsibility for the actions of the company rather than the employees
- CThey are less concerned about the interests of the people involved in the business
- DTheir main aim is to maximize profits in all their transactions
- EThey have a sense of purpose and vision that the employees value, and use in their day-to-day work
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- El usuario ha eliminado su información de asignaturas Test sobre Human Resource Quiz, creado por Usuario eliminado el 05/10/2016.
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- Creado el 5 oct 2016 · actualizado el 5 sep 2017
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