Test
PHR/SPHR REVIEW EXAM 1
Este test tiene tipos de pregunta que se abren en el reproductor de siempre.
Preguntas del test (24)
1The text defines [blank_start]human resource management[blank_end] as "the design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish the organization goals."
- Ahuman resource management
- Bpersonnel administration
- Cstrategic management
- Dhuman capital
2Percentage wise, the fastest growing occupations are related to
- Aeducation and skills training
- Bthe financial industry
- Cinformation technology and healthcare
- Dlegal or regulatory compliance
3Temporary workers, independent contractors, and leased employees are collectively referred to as
- Apart-time workers
- Bvirtual employees
- Cnon-organizational employees
- Dcontingent workers
4Why are companies increasing their use of contingent workers?
- Ato reduce legal liability for employees
- Bto avoid minimum wage payments
- Cto replace employees taking voluntary early retirement
- Dto meet affirmative action goals
5It is anticipated that the white labor force will [blank_start]decline to about 73%[blank_end] of the workforce by 2006.
- Adecline to about 73%
- Bincrease to over 80%
- Cbe less than 50%
- Dtotal approximately 60%
6Under the FMLA of 1993, employees are required to provide up to [blank_start]12[blank_end] weeks of unpaid parental/family leave.
- A12
- B26
- C18
- D36
7A common transformation during organizational reconstructing has been to
- Aincrease managerial control of the workforce
- Bmake organizations flatter by removing several layers of management
- Crefocus the organization's attention on one overriding goal
- Dchange from a bureaucratic structure to one that is less formal
8The central focus for HRM must be on
- Acost efficiency and the design of staffing strategies
- Bensuring employee satisfaction and personal well being
- Cpersonnel policies
- Dcontributing to organizational success
9[blank_start]Productivity[blank_end] can be measured as the amount of output per employee.
- AProductivity
- BProfitability
- CEffectiveness
- DEfficiency
10Through [blank_start]HR planning[blank_end], managers attempt to anticipate forces that will influence the future supply of and demand for employees.
- AHR planning
- BHR analysis
- Cstaffing
- DHR development
11The aim of [blank_start]staffing[blank_end] is to provide an adequate supply of qualified individuals to fill jobs in the organization.
- Astaffing
- BHR planning and analysis
- Chuman resource development
- Ddiversity assessment and training
12HR development includes which of the following activities?
- Aperformance management
- Bwage and salary administration
- Cenvironmental scanning
- Ddiversity assessment and analysis
13Workplace [blank_start]security[blank_end] has grown in importance in response to the increasing number of acts or workplace violence.
- Asecurity
- Bsafety
- Cmonitoring
- Demployee assistance programs
14As the unemployment rate declines,
- Athe need for overtime also declines
- Bpeople available for work may be less educated, less skilled, or unwilling to work
- Cit becomes easier to fill jobs
- Dearly retirement plans become more attractive
15External environmental factors that affect the labor supply include
- Alife-style choices of employees
- Bcorporate philosophy and mission
- Cgovernment influence
- Denvironmental scanning
16A business that fails to offer competitive pay scales will often
- Ahave a generous benefits package
- Battract a committed workforce
- Chave a much lower-quality workforce
- Demploy "protected class" workers
17In which of the following scheduling arrangements do employees work a set number of hours per day but vary starting and ending times?
- Avirtual office
- Bwork sharing
- Cflextime
- Dcompressed workday
18In which of the following work arrangements do workers check in with an office concierge, carry their own nameplates with them, and are assigned to work cubicles or small offices?
- Atelecommuting
- Bhoteling
- Cvirtual office
- Dcontingent workplace
19A comprehensive analysis of all current jobs provides a basis for
- Aauditing jobs
- Ban internal analysis of jobs and people
- Chuman asset accounting
- Dforecasting what jobs will need to be done in the future
20What is the basic source of data on employees and their skills?
- Aemployee evaluations
- Bsupervisory files
- Cpersonnel update forms completed by employees
- DHR records of the organization
21A(n) [blank_start]HR information system[blank_end] is an integrated system designed to provide information used in HR decision-making.
- AHR information system
- Bhuman capital operation system
- Cstrategic personnel management system
- Dmgmt tracking and evaluation system
22Which of the following is the most basic use of an HRIS in an organization?
- Acentralization of all job postings
- BEEO and AA tracking
- Cmaintaining job description and job specification information
- Dautomation of payroll ad benefits activities
23Controls must be built into the HRIS to
- Aenable employees to readily access their personal files
- Brestrict indiscriminate access to HRIS data on employees
- Cpermit supervisors to access and update the files of their subordinates
- Dprovide access to the system by "computer illiterates"
24The internal supply of HR is influenced by
- Aactions of competing employers
- Bgovernment regulations and pressures
- Ctraining and development programs
- Dchanging workforce composition and patterns
Información
- Descripción
- AOL HR Test sobre PHR/SPHR REVIEW EXAM 1, creado por Miranda Martin el 10/09/2016.
- Autor
- Miranda Martin
- Idioma
- English
- Visitas
- 156
- Etiquetas
- Valoración
- 4,0 de 5 · 1 valoración Valora este test