SHRM-CP - HRD TEST
94) The "emotional" component of international competence is the person's A. ability to handle the emotional stress of an overseas assignment. B. level of sensitivity to cultural issues. C. ability to connect with foreigners on an emotional level. D. ability to take on the emotional characteristics of the culture to which he/she is assigned.
B. level of sensitivity to cultural issues.
24) Clarence is the assistant vice president of quality control for a medical equipment manufacturing firm. However, Clarence is currently teaching science in a high school in Haiti. At the end of the school semester, Clarence will resume his job duties with his employer. Clarence is A. in phased retirement. B. on a sabbatical leave. C. an executive educator. D. rotating through a non-core function.
B. on a sabbatical leave.
59) Attitude survey data are used in _________ analysis of training needs. A. individual B. organizational C. group D. job/task
B. organizational
77) Every new hire for every job at a design firm specializing in construction of residences for seniors and individuals with disabilities is required to spend one week at work entirely in a wheelchair. This training is most likely to be directed toward A. meeting Americans with Disabilities training requirements since this firm designs federallyfunded facilities for disabled veterans. B. emphasizing to employees their good fortune in being able-bodied resulting in an increase in employee morale. C. creating sensitivity in employees to the mobility challenges of the firm's clients. D. developing skills in the use of wheelchairs
. C. creating sensitivity in employees to the mobility challenges of the firm's clients.
118) The sponsors the most well-known certification program for HR generalists. A. Human Resource Certification Institute B. American Society for Training and Development C. World at Work Association D. International Personnel Management Association
A. Human Resource Certification Institute
103) Giles, a sales representative for a pipeline components manufacturer in the U.S., will be spending a month traveling in Eastern and Western Europe to develop potential buyers for his company's product. Which of the following statements is TRUE? A. The firm will benefit if Giles is trained in customs and business practices in the countries he will visit, making misunderstanding and lost sales less likely. B. Since Giles will not be living overseas, and the business language of Europe is English, there would not be a positive cost-benefit result in Giles receiving cross-cultural training. C. It would be more important for Giles to receive language training, probably in German, before his trip overseas than training in customs and business practices. D. The most beneficial pre-assignment training Giles could receive would be in legal practices in Eastern and Western Europe since he will have to negotiate contracts with foreign firms.
A. The firm will benefit if Giles is trained in customs and business practices in the countries he will visit, making misunderstanding and lost sales less likely.
124) Of the following steps in the development of an MBO performance appraisal system, _____________ falls earliest in the process. A. developing accurate job descriptions B. devising performance standards C. setting objectives for individual employees based on organizational objectives. D. continuous performance discussions between the subordinate and the supervisor.
A. developing accurate job descriptions
125) A company which consistently goes outside to fill its technical and professional openings probably A. does not have the time or ability to grow its own leaders. B. has a high "churn" rate. C. is concerned about minimizing salary expense. D. has a strong and unique corporate culture
A. does not have the time or ability to grow its own leaders.
143) Unions view cross-training unfavorably because it A. threatens job jurisdiction. B. adds supervisory roles to hourly employees' duties. C. reduces effective wages per hour. D. increases worker productivity, and thus threatens job security
A. threatens job jurisdiction.
120) Susan, the new director of training, has noticed that the orientation program for new employees is quite abbreviated Basically, the employees are directed to the organization handbook on the organization's Web site and told to read it. Susan wants to design and implement a more thorough and well-designed orientation program, because the company hires about 100 new employees per year at all levels. In listing her arguments in favor of spending money on this new program, Susan lists all of the following positive points EXCEPT A. effective orientation will reduce the number of discrimination lawsuits by employees. B. effective orientation will improve employee retention rates. C. effective orientation will establish a favorable employee impression of the organization. D. effective orientation will ensure employee performance and productivity begin more quickly.
A. effective orientation will reduce the number of discrimination lawsuits by employees.
138) You are the director of HR for a medium-sized regional utility company. Your CEO attended a speech by Jack Welch, and now she wants to implement his "differentiation" performance appraisal system in the company. This system is similar to ranking and forced distribution. You have some concerns about the appropriateness this system because A. forced distribution systems have been subjects of discrimination lawsuits. B. this system works best in unionized workplaces and your company is nonunion. C. the performance measures in this system tend to be both contaminated and deficient. D. this system can be applied to managerial jobs, but not to non-managerial jobs.
A. forced distribution systems have been subjects of discrimination lawsuits.
140) For the organization, unless a plateaued employee is a poorly-used, valuable resource, plateaued employees may be a problem because A. if they develop negative attitudes, the plateaued employees may affect co-worker morale. B. plateaued employees tend to have higher compensation than is justified by their contribution to the organization. C. plateaued employees are typically poor performers. Otherwise, they would have been promoted D. their presence discourages younger, ambitious employees.
A. if they develop negative attitudes, the plateaued employees may affect co-worker morale.
110) From an HR perspective, the most compelling reason given below for an organization to have a reputation for social responsibility is to A. increase the ability to attract and retain employees. B. improve the ability to succeed in bids for governmental contracts. C. increase quarterly profits. D. heighten the HR director's reputation.
A. increase the ability to attract and retain employees.
116) What is the most common reason managers fail after being promoted to management? A. poor teamwork with subordinates and peers B. poor time management C. lack of organizational political savvy D. inability to balance work and family demands
A. poor teamwork with subordinates and peers
102) The director of training at the headquarters of a large insurance company is considering various methods of gathering information on the training needs of specific individuals in the organization. Which of the following is NOT a source of information the director would consider? A. records of critical incidents B. departmental budget over-runs C. assessment center exercises D. skill tests
A. records of critical incidents
137) The textbook's example of management training at Graybar Electric discussed a training technique where a team of trainees listened to a presentation by an international advertising agency CEO about the creation of customer loyalty. The trainee team then drafted an article for the Graybar newsletter on how to strengthen Graybar's brand with its customers. This is an example of A. using real business problems for training practice. B. the use of reinforcement and immediate confirmation. C. how poorly planned training results in timewasting exercises. D. using performance consultants such as the ad agency CEO.
A. using real business problems for training practice.
108) Long-term succession planning should go beyond just high-level executives and A. target jobs for which it is most difficult to find qualified external candidates. B. include middle and lower-level managers and key non-management employees. C. focus on high-turnover jobs in the organization. D. every job in the organization's core functions.
B. include middle and lower-level managers and key non-management employees.
121) Which of the following is characteristic of graphic rating scales? A. Raters can use these scales without training because they are self-explanatory. B. Descriptive words used may have different meanings to different raters. C. Graphic rating scales are difficult to develop. D. Raters typically try to place the same number of employees at each level of scale.
B. Descriptive words used may have different meanings to different raters.
113) Which of the following statements is TRUE? A. The HR department is largely responsible for the unethical behaviors of employees in the organization. B. HR management is the voice of organizational ethics. C. HR management must focus on clearly illegal behaviors within the firm and leave ethics up to the conscience of each individual manager. D. The HR function in the organization is largely insulated from unethical behaviors.
B. HR management is the voice of organizational ethics.
19) _______ define the level of performance that is expected by an employee. A. Job expectations B. Performance standards C. Job criteria D. Essential elements
B. Performance standards
23) Charlotte is describing her new HR position to a friend. She says that she handles most of the clerical duties involved in running the HR department, including such tasks as maintaining employee files and submitting governmental reports. Charlotte's job would fall into the __________ HR role. A. secretarial B. administrative C. strategic D. operational and employee advocate
B. administrative
38) The HR management role that is most influential in reducing the number of employee lawsuits against the company is the ________ role. A. strategic B. advocate C. operational D. administrative
B. advocate
130) EarthShapers, Inc., a U.S. manufacturer of heavy construction equipment, maintains large sales and support operations overseas. When sending new employees to its operations in Japan, the employees take courses in Japanese history and culture so that the Americans can adjust more easily to living in Japan. This training would apply to the component of international competence training. A. conceptual B. cognitive C. behavioral D. emotiona
B. cognitive
131) Training must comply with employment laws and regulations. A primary discrimination concern centers on A. the amount of expenditures on training of minority and disabled employees versus training of majority and able-bodied employees. B. criteria used to select individuals for inclusion in training programs. C. methods by which mentors are selected and allocated D. whether the trainers are representative, as a group, of the diversity of the workforce.
B. criteria used to select individuals for inclusion in training programs.
127) In order to reward talented technical people who do not want to move into management, many companies have established A. portable career paths. B. dual career ladders. C. job rotation programs. D. corporate universities for technical development.
B. dual career ladders.
101) The performance committee of Everyoung Physical Therapy Associates has identified: (1) the progress of the patient according to medical guidelines, (2) patient satisfaction, (3) meeting treatment deadlines, and (4) therapist presence at work as _________ upon which the committee will base the measure of physical therapist performance. A. job duties B. performance measures C. critical incidents D. subjective criteria
B. performance measures
105) In order to comply with OSHA regulations, Henry is scheduling a program on handling hazardous materials for production employees at the chemical plant. This type of program is classified as _____ training. A. problem-solving B. required and regular C. developmental D. job/technical
B. required and regular
128) The most difficult level of training evaluation, but the one that has the most value to the organization is the level. A. learning B. results C. behavior D. reaction
B. results
129) When opportunities for promotion are scarce, a good way to keep employees motivated and develop their talents within the organization is A. sending them to a corporate university. B. rotating them through lateral assignments. C. a sabbatical or leave of absence. D. assigning them to important committees.
B. rotating them through lateral assignments.
104) Individual-centered career planning focuses on A. succession planning for key positions. B. the employee's personal characteristics and his/her life and work goals. C. the organization's long-term staffing needs. D. the logical progression of people through jobs in an organization
B. the employee's personal characteristics and his/her life and work goals.
142) One way to aid transfer of training to job situations is to ensure that A. the specific details of the training tasks are addressed early in the process. B. the training mirrors the job context as much as possible. C. immediate confirmation is provided. D. trainers have high levels of self-efficacy.
B. the training mirrors the job context as much as possible.
115) The New Heights Public School system has purchased an HR management software system from a major software vendor, EduMation. As part of the sale, EduMation has included training for the school system's HR staff. The vendor is doing this to help retain New Heights as a customer, making future sales to New Heights more likely, and to A. to ensure that critical skills are not transferred to the school system's HR staff, but kept exclusively with EduMation. B. turn training into a revenue source for EduMation. C. eliminate New Heights as a competitor for training other schools in use of this software. D. allow New Heights staff to become certified trainers for EduMation's software, thus giving the school a new source of revenue.
B. turn training into a revenue source for EduMation.
44) The most common area for HR specialization is A. labor/management relations. B. EEO compliance. C. benefits. D. HR information systems.
C. benefits.
68) A/an __________ is a sequence of work-related positions a person occupies throughout life. A. occupation B. profession C. career D. job ladder
C. career
133) A California-based manufacturer of highperformance bicycles has a permanent training facility in Idaho at which all members of the organization learn about the product lines, how to ride them, perform repairs, understand the technology behind their construction and materials, and their uses for recreational riding, as well as for amateur and professional racing. This employee development approach would best be described as a/an _______ A. job-site training. B. coaching and team building approach. C. corporate university. D. outdoor training program
C. corporate university.
31) Which of the following HR activities is MOST likely to be outsourced successfully? A. union contract negotiations B. performance management C. 401k administration D. risk management
C. 401k administration
117) Amanda has just completed her MBA for which her company paid all tuition and book expenses. Amanda signed a training contract with her employer that runs for four years. A headhunter has contacted Amanda with an offer of a position that would be a significant promotion. Which of the following statements is TRUE? A. The headhunter is legally responsible for buying out Amanda's contract with her original employer. B. If Amanda took the job offer from the other company, Worldwide Food Services could sue the new employer for the cost of Amanda's educational expenses under the non-piracy law. C. Amanda could ask the offering company for a signing bonus that would cover her financial obligation to her employer for her MBA expenses. D. Amanda cannot legally leave to go to another firm for four years because of this contract.
C. Amanda could ask the offering company for a signing bonus that would cover her financial obligation to her employer for her MBA expenses.
15) _______ identifies paths and activities for individual employees as they develop within the organization. A. Staffing B. Equal Employment Opportunity C. Career planning D. HR development
C. Career planning
78) Which of the following is FALSE about lifelong learning? A. Lifelong learning can be voluntary or mandatory. B. Lifelong learning can be formal or informal. C. Lifelong learning contributes to employee dissatisfaction if it is not applicable to the job. D. Lifelong learning may not be relevant to the individual's current job.
C. Lifelong learning contributes to employee dissatisfaction if it is not applicable to the job.
119) A large Japanese semiconductor manufacturer is building a manufacturing plant in rural Texas. The Japanese firm has developed a highly-effective system of motivating employees which results in high productivity and high worker satisfaction. As an HR consultant to the Japanese firm, what should your advice be? A. The rural Texas and Japanese cultures are so different, that there is little likelihood that a Japanese-operated plant in Texas could be successful. B. As long as the Japanese company's motivation system is based on pay-for-performance, the Texas employees will be as productive and satisfied as their Japanese counterparts. C. The Japanese firm should study the local Texas culture and redesign its motivation system for the U.S. plant. D. The Japanese firm can implement the same motivation system in Texas and expect high productivity and high employee satisfaction.
C. The Japanese firm should study the local Texas culture and redesign its motivation system for the U.S. plant.
36) International firms that move manufacturing operations to low-wage countries overseas are sometimes criticized for being "sweatshop employers." Which of the following is NOT a defense for an international firm that is taking advantage of the wage disparity between the U.S. and less-developed countries? A. The jobs provided by the U.S. company reduce unemployment in the host country. B. The working conditions in the U.S- run manufacturing plant may not adhere to U.S. standards, but those standards may be better than those typical in the host country. C. The host country employees receive specialized training that will enable them to emigrate to the U.S. for a better life. D. Even though the wages are lower in the lessdeveloped host country than in the U.S., the host country employees are receiving higher wages than they would otherwise.
C. The host country employees receive specialized training that will enable them to emigrate to the U.S. for a better life.
126) _______ provides employees with specific, identifiable knowledge and skills for use in their present jobs. A. Organizational learning B. Employee development C. Training D. Executive education
C. Training
106) Which of the following statements about transfer of training is TRUE? A. If employees make the initial transfer of their new skills to the workplace; they will retain these skills for the long term. B. The main influence on whether training transfers to the workplace is the age of the trainee. Older learners are less likely to change existing behavior patterns than younger learners. C. Training typically has a relatively low level of transfer to the workplace. D. On the whole and in most circumstances, training results in learning and has a long-term effect on employee behavior.
C. Training typically has a relatively low level of transfer to the workplace.
148) At Plantsman's Eden nursery, new greenhouse workers are trained in proper techniques for transplanting rooted cuttings. As part of the training, the workers are given 10 seedlings of different kinds of plants to transplant. These efforts will be checked by the trainer. This is an example of A. on-the-job training. B. behavior modeling. C. active practice. D. cooperative training.
C. active practice.
149) Management-by-objectives is best for A. minimizing instrument development time. B. evaluating non-exempt employees. C. linking individual performance to organizational goals. D. reducing iterrater reliability problems.
C. linking individual performance to organizational goals.
139) Counting the number of items a clerk scans per hour is be an example of a/an _______ measure of performance. A. quality B. behavior-based C. objective D. subjective
C. objective
112) Direct cost of training include all of the following EXCEPT A. trainer salaries and fees. B. training facilities costs. C. opportunity costs. D. design costs.
C. opportunity costs.
123) The planned introduction of new employees to their jobs, coworkers, and the organization is a definition of A. indoctrination. B. organizational entry. C. orientation. D. socialization
C. orientation.
150) Every Thursday afternoon a group of oil refinery supervisors meets for a class called "Spanish on the Job" so that they can more easily communicate with their subordinates and contractors whose primary language is Spanish. This would be called _________ practice. A. cognitive B. repetitive C. massed D. spaced
D. spaced
13) "Multisource" rating, also called ____, recognizes that employee performance crosses departmental, organizational and, in some cases, global boundaries. A. global rating B. field review C. team appraisal D. 360) feedback
D. 360) feedback
141) Which of the following is true about using behavior-based information for evaluating job performance? A. The aim is to identify the one critical employee behavior which will lead to job success. B. Behavior-based performance appraisal systems are the easiest to develop. C. Behavior-based information looks at what the outcomes the employee has achieved. D. In effect, behavior-based performance appraisal systems penalize employees who use unusual approaches to gain successful results.
D. In effect, behavior-based performance appraisal systems penalize employees who use unusual approaches to gain successful results.
96) Which of the following is TRUE about on-thejob training (OJT)? A. OJT is most effective when it arises spontaneously out of job activities. B. It is more expensive than classroom training. C. It is less disruptive to the work flow than other types of training. D. It is flexible and relevant to what employees do.
D. It is flexible and relevant to what employees do.
107) _____________is a process that moves people from recruiting and selection through the organization to meet the employer's need for talent. A. The HR flow process B. Training and development C. HR planning D. Talent management
D. Talent management
145) The customer service department of the cell phone company serving a 10-state region in the Southwest, has a reputation of being unhelpful to customers and sometimes customer service representatives are considered surly and rude to customers, especially to technologically- challenged callers. The cause of this behavior by the customerrelations is most likely to be A. the customer service department being located in New York City. B. low pay in the customer service positions. C. dissatisfied and difficult customers. D. a lack of focus on the customer by managers and employees.
D. a lack of focus on the customer by managers and employees.
147) Gloria recently earned her bachelor's in HR. She has just started her first exempt-level HR job. What is the earliest time that Gloria can be certified as a PHR (assuming she has passed the PHR exam)? A. after one year of exempt-level experience B. after four years of exempt-level HR experience C. after seven years of exempt-level HR experience D. after two years of exempt-level experience
D. after two years of exempt-level experience
144) Wilderness excursions as a development tool A. are losing popularity because of the inherent risk of the activities. B. are enjoyable but have less impact than more structured learning experiences. C. act as an outdoor version of an assessment center. D. can create a sense of teamwork via the sharedrisks and challenges.
D. can create a sense of teamwork via the sharedrisks and challenges
132) All of the following are principles for designing training for adults EXCEPT A. showing how they will be rewarded for learning the new skill. B. centering the training around problems. C. clarifying why the training is needed. D. closely monitoring their progress
D. closely monitoring their progress
109) Lifelong Learning Accounts A. are similar to medical flexible spending accounts where the employee sets aside tax-sheltered funds which must be used for education within one year. B. are government-sponsored job training programs. C. are an employee retention tool because the employee cannot transfer them to another employer. D. combine employer and employee deposits to be used for the employee's education.
D. combine employer and employee deposits to be used for the employee's education.
135) The training of raters should center on minimizing rater errors and A. identifying essential performance criteria. B. communicating ratings to subordinates. C. counseling subordinates to improve performance. D. documenting performance information.
D. documenting performance information.
111) Beverly, a child care supervisor at a children's hospital in a large urban area, communicates on a daily basis with other employees and community contacts through tweets, texts and blogs. She sends positive news and updates about the activities of the hospital. This social networking is not part of her formal job responsibilities. We can say that Beverly is probably A. looking for excuses to avoid working. B. a contingent employee trying to impress her boss so that she will be moved to regular employee status. C. exposing the hospital to violation of privacy lawsuits and should be prohibited from this networking. D. highly engaged with the organization.
D. highly engaged with the organization.
122) A centralized Web site for news, information, course listings, business games, simulations and other training materials is called a/an _______ A. online corporate university. B. e-assessment center. C. interactive training and development program. D. learning portal.
D. learning portal.
114) Which of the following is an example of the administrative role of performance appraisal? A. communicating feedback to the employee B. identifying the organization's training needs C. identifying individual subordinate's weaknesses to determine coaching needs D. measuring subordinate's performance for making retention decisions during a layoff
D. measuring subordinate's performance for making retention decisions during a layoff
134) All of the following are useful metrics for evaluating an organization's succession planning EXCEPT A. turnover rate of high-potential employees. B. percentage of key vacancies filled internally. C. job performance of successors promoted to open key jobs. D. reduction in development cost per employee.
D. reduction in development cost per employee.
146) Benjamin is an American engineer who is a consultant with a German engineering consulting firm. Currently, Benjamin is assigned to a project in South Korea where he will live for the next year. Benjamin is a/an _______ A. emigrant worker. B. expatriate. C. host-country national. D. third-country national.
D. third-country national.
4) When HR is viewed negatively in an organization, the complaints are typically expressed as A. HR managers being excessively focused on their gatekeeping roles. B. HR managers viewing themselves as organizational change agents. C. High-level HR managers being overly focused on results rather than activities. D. the HR function being too heavily involved in forming organizational competitive strategy.
A. HR managers being excessively focused on their gatekeeping roles.
28) ________ is a relationship in which experienced managers aid individuals in the earlier stages of their careers. A. Mentoring B. Management coaching C. Modeling D. Sponsorship
A. Mentoring
87) Which of the following is TRUE? A. Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition. B. The democratic traditions of the U.S. result in the fact that the socioeconomic status of one's family has no impact on one's career choices. C. Interest inventories are important because interests are stable over a person's lifetime. D. A person's early career is marked by stability as he/she learns new skills, but a person's later career tends to be turbulent as he/she moves from organization to organization.
A. Modern careers are cyclical in that individuals will have periods of stability interrupted by periods of transition.
97) The 360° rating method appears to be less threatening to employee when it is used for purposes. A. benchmarking B. development C. customer relations D. administrative
A. benchmarking
18) Of the types of employees listed below, the management by objective process would work best for A. commercial loan officers in a national bank. B. assembly line employees at a commercial bakery. C. emergency room physicians. D. police dispatchers at in an urban police department.
A. commercial loan officers in a national bank.
43) Temporary workers, independent contractors, part-timers and leased employees are collectively referred to as A. contingent workers. B. pseudo-employees. C. virtual employees. D. full-time-equivalent employees.
A. contingent workers.
20) Performance measures are said to be __________ if they leave out some important job duties. A. deficient B. subjective C. contaminated D. biased
A. deficient
56) Ensuring fair and equitable treatment for employees regardless of their personal background or circumstances is associated with the _______ role of HR. A. employee advocate B. strategic C. operational D. administrative
A. employee advocate
10) The extent to which employees feel linked to organizational success and how the organization performs positively is termed A. employee engagement. B. employee organizational commitment. C. employee morale. D. employee performance motivation.
A. employee engagement.
57) Compensation and benefits managers in almost all organizations face a major and growing concern regarding the cost of A. health-care benefits. B. equalization of pay between men and women. C. outsourcing to lower-wage countries. D. incentive pay for hourly employees.
A. health-care benefits.
63) When faced with the need for employees with scarce skills, employers tend to A. hire these employees from outside the firm. B. focus on training and developing high-potential employees to fill these positions. C. outsource those jobs to specialty firms. D. send promising internal candidates to external training programs to learn these skills.
A. hire these employees from outside the firm.
40) Gerald is confused as to why his 28-year-old daughter is changing jobs for the third time since she graduated from college. His daughter told Gerald that she's learned everything she could from her current job and that it's time to move on. Gerald's daughter is in the stage of her career where most people need to A. identify interests and acquire capabilities. B. focus on making as high a salary as possible because this affects their earning potential for the rest of their lives. C. achieve personal integrity and incorporate their values into their work life. D. establish their political power base within their organization.
A. identify interests and acquire capabilities.
64) Soltura Products, Inc. has a training program for customer service representatives that tests trainees on their knowledge of company products. Every time the trainee answers a question, he/she learns whether the answer is right or wrong. This is called A. immediate confirmation. B. using error-based examples. C. behavior modeling. D. active practice.
A. immediate confirmation.
83) Lyle has been hired as the first director of training at SISI, Inc. Lyle has been spending his first few weeks meeting with operating managers and learning the business at SISI. Lyle has told the managers he wants to partner with them to help solve their problems. Lyle A. is displaying a strategic training mindset. B. is focusing on knowledge management. C. is taking a tactical approach to training. D. probably believes that training can solve most organizational problems
A. is displaying a strategic training mindset.
49) Talent management includes all of the following HR activities EXCEPT A. job design. B. training. C. career planning. D. performance management.
A. job design.
93) Alex wishes to increase the behavioral competence of the company's expatriates, most of whom are sent to Nigeria and Kenya. He should investigate ________ for expatriates. A. social skills training focusing on Nigerian and Kenyan cultures. B. communication training, especially in non-verbal cues, C. courses on the history of the African cultures D. sensitivity training
A. social skills training focusing on Nigerian and Kenyan cultures.
27) As Director of HR, you are designing an ethics program for your organization. You plan to develop a written code of ethics, training for all organizational members, and means for organizational members to obtain advice on ethical situations. What critical element is missing from your plan? A. systems for confidential reporting of misconduct. B. a discipline system for offenders against the code of ethics. C. ensuring that the organization's code of ethics is not more restrictive than the relevant laws. D. designating a high-level staff position as an ethics officer.
A. systems for confidential reporting of misconduct.
74) A law that has impacted succession planning for CEOs is A. the Sarbanes-Oxley Act. B. HIPAA. C. the Congressional Accountability Act. D. ERISA.
A. the Sarbanes-Oxley Act.
35) During the performance appraisal process, employees tend to focus on A. whether they will get a raise or not. B. the emotional content of their supervisor's communications. C. the suggestions for future development contained in the performance appraisal. D. their areas of weaknesses as shown by the performance appraisal.
A. whether they will get a raise or not.
48) Considering the trends in HR, current HR departments compared to departments of twenty years ago would A. tend to have larger staffs. B. be more tightly linked with vendors of HR specialty services. C. have more clerks than professional staff. D. be less likely to be strategic partners with top management.
B. be more tightly linked with vendors of HR specialty services.
33) When HR professionals from different organizations work together to solve shared business problems they are engaging in A. operational HR. B. collaborative HR. C. professional HR. D. collusive HR.
B. collaborative HR.
52) The first step in the succession planning process is to A. identify key employees and their anticipated retirement dates. B. define the positions that are critical to the organization's strategy. C. decide whether to "make" or to "buy" talent. D. assess the capabilities of current employees.
B. define the positions that are critical to the organization's strategy.
32) Luis, the director of training for Helotes International, wishes to increase employee support for new training programs. The best way to build this support is for Luis to A. write a monthly training newsletter that describes the training opportunities provided by Helotes. B. distribute a web-based survey of employees asking them to describe their training needs. C. work with supervisors and managers to design a development-focused performance appraisal for subordinates. D. send lower-level employees who might have management potential to an assessment center.
B. distribute a web-based survey of employees asking them to describe their training needs.
62) Top executives of an organization truly view the top HR executive as contributing to the strategic success of the firm when they request the HR manager to A. improve the implementation of performance appraisals for supervisors. B. evaluate potential merger candidates for organizational compatibility. C. select a vendor for outsourcing benefits administration. D. streamline the employee selection process.
B. evaluate potential merger candidates for organizational compatibility.
76) If a person has internalized the training, he/she A. has integrated the training into his/her basic personality. B. has truly learned and is able to use the training. C. will be able to transfer the training to the job if he/she receives consistent reinforcement from his/her supervisor. D. has only absorbed the training in a superficial way.
B. has truly learned and is able to use the training.
73) The collective value of the capabilities, knowledge, skills, life experiences and motivation of an organizational workforce is called A. the organization's talent inventory. B. human capital. C. total human resources. D. the organization's intellectual assets
B. human capital.
95) Managers learn by behavior modeling, which is A. matching junior managers with senior managers in assistant-to positions. B. imitating the behavior of their own managers. C. reinforcement of the desirable behaviors spontaneously exhibited D. developing a personal model of ideal managerial behavior
B. imitating the behavior of their own managers.
90) When the organization ties formal succession plans to career paths for employees it A. discourages political maneuvering by potential successors to key employees. B. improves employee retention and performance motivation. C. runs the risk that the chosen successors will feel they have a legal or moral right to the job when it becomes available. D. discourages employees who have not been selected to succeed key managers which reduces overall morale.
B. improves employee retention and performance motivation.
41) Talent management includes which of the following activities? A. diversity assessment and analysis B. job-skill training C. wage and salary administration D. environmental scanning
B. job-skill training
86) Which of the following would NOT be a typical activity provided by a partner-assistance program for the tag-along partner when relocating one partner in a dual-career couple? A. paying employment agency fees for the tagalong partner. B. pay the relocated employee a salary high enough to compensate for the partner's loss of income. C. helping the tag-along partner find a job within the same company or in another division of the company. D. cooperating with other companies in the new area to find a position for the tag-along partner.
B. pay the relocated employee a salary high enough to compensate for the partner's loss of income.
99) Theresa, a company trainer, is reading the results of her customer-service training program evaluations. She has very high ratings in the areas of class enjoyability and trainee willingness to take the program again. This evaluation of Theresa's training is on the ______ level. A. learning B. reaction C. behavior D. results
B. reaction
70) The U.S. economy can be characterized as a/an _______ economy. A. manufacturing B. service C. knowledge-based D. industrial
B. service
55) An artificial surgical environment in which a surgeon could practice a new type of operation without harming a human being or sacrificing a laboratory animal would be called A. blended learning. B. simulation. C. self-guided training. D. cross-training
B. simulation.
80) Infusion Enterprises suffered a shock when its president and its CEO, were both killed by an avalanche while skiing in Chile. But because of the __________ organization was able to continue operations smoothly. A. deep talent pool in the board of directors B. succession plan C. key-employee life insurance policy D. delegation strategy
B. succession plan
71) The main succession problem in closely-held family firms is that A. multiple family members compete for just a few top management spots in the organization. B. succession plans are not formalized. C. outsiders tend to push out family members when top management openings occur. D. it is difficult to evaluate the development needs of successors because they are usually not employees of the firm
B. succession plans are not formalized.
72) If talent management is effective in a firm A. the organization will not have to use the external labor market except in emergencies. B. the firm has a succession plan in place for all holders of critical jobs. C. the cost of labor in the firm will be the lowest of its direct competitors. D. the voluntary turnover among the high potential employees will be essentially zero
B. the firm has a succession plan in place for all holders of critical jobs.
11) Of the following performance appraisal systems, the ones most likely to be the subject of a discrimination lawsuit is/are A. systems based on critical incidents. B. the forced distribution system. C. systems using numerical measures of performance. D. systems using behaviorally-anchored rating scales.
B. the forced distribution system.
22) The roles played by HR management in the firm are being affected by all of the following EXCEPT A. the globalization of business. B. the shift from a service economy to a manufacturing economy. C. cost reduction pressures. D. an aging workforce.
B. the shift from a service economy to a manufacturing economy.
65) Apprenticeships are used most often to train people for jobs in A. supervision of hourly workers. B. traditional skilled crafts and trades. C. technical areas such as veterinary technicians and x-ray technicians. D. assembly line work.
B. traditional skilled crafts and trades.
34) Clark has wanted to be a broadcast reporter since he was a kid watching Wolf Blitzer's war reporting. He got a degree in broadcast journalism and has been working three years as a reporter for local TV news in a medium-sized Western city. Clark's boss has given him discouraging performance appraisals at the last two evaluation periods. In addition, surveys show that the news show's audience gives Clark a mediocre rating. Which of the following statements is TRUE? A. Clark's self-assessment may have been lacking, because his interest in broadcast journalism may not be genuine. B. If Clark has set clear career goals with timetables and plans for getting the training and experience he needed, he should not be discouraged by the negative feedback. C. The feedback on reality from his manager and the audience is information Clark should seriously take into account in his future career plans. 86 D. Clark's academic advisors should have steered him away from broadcast journalism because of Clark's lower socioeconomic background.
C. The feedback on reality from his manager and the audience is information Clark should seriously take into account in his future career plans. 86
100) You are the recruiter for an ophthalmologic products company. Your firm needs a scientist with a highly-specialized background. You have been unable to lure any scientist with the needed qualifications to your firm, even though you have offered a very high salary. After intensive searching, you have found a Canadian-educated, Peruvian scientist with impeccable credentials who is interested in moving to the U.S. Which problem are you most likely to encounter? A. The difficulty in meeting the salary expectations of the Peruvian scientist. B. The inability of the scientist to adapt to the U.S. work culture. C. Tight immigration quotas for highly skilled workers. D. Your current scientific employees fearing that their work will be outsourced overseas.
C. Tight immigration quotas for highly skilled workers.
75) Which of the following statements is TRUE regarding performance management in a global setting? A. U.S.-style performance management systems are becoming more widely used overseas because of their effectiveness in increasing employee performance. B. Because human psychology is the same worldwide, a well-designed performance management system will work in any cultural setting. C. U.S. companies may need to eliminate their performance management processes in certain countries. D. Business organizations in every culture include some type of formal performance feedback for employees
C. U.S. companies may need to eliminate their performance management processes in certain countries.
8) Taking a "green" approach with HR policies can result in all of the following, EXCEPT A. reduced operational costs. B. a positive effect on attracting, retaining and motivating employees. C. a reduction in the need for safety and health professionals in the organization. D. a more strategic emphasis in the organization.
C. a reduction in the need for safety and health professionals in the organization.
82) Woodmere Production Company employees over 2,000 hourly workers. The HR department is debating the introduction of web-based technology to handle employment applications, employee benefit enrollments and other related functions. The move to this technology will most affect the HR department's role. A. strategic B. operational C. administrative D. employee advocate
C. administrative
84) A difficult boss, a bad job situation, and negative economic circumstances A. negatively affect a manager's interpersonal relations skills through the modeling process. B. are the main reasons for managerial failure. C. are obstacles that can promote managers' learning. D. are easily simulated in management training programs
C. are obstacles that can promote managers' learning.
88) The most elementary way in which people learn is ____, or copying someone else's behavior. A. behavior modification B. cognitive practice C. behavior modeling D. positive reinforcement
C. behavior modeling
9) Development is distinguished from training, in that A. development provides people with specific, identifiable knowledge and skills for use on their present jobs. B. training is usually provided internally whereas development takes place in external learning environments. C. development is broader in scope, focusing on individuals gaining new capabilities useful for both present and future jobs. D. EEO laws and regulations apply primarily to training not development.
C. development is broader in scope, focusing on individuals gaining new capabilities useful for both present and future jobs.
91) A career plateau occurs when a/an _______ A. employee becomes burned out and unmotivated B. employee stops gaining new skills. C. employee cannot advance within the organization D. parent takes job sequencing within the organization.
C. employee cannot advance within the organization
47) The assumption that the performance of employees in a department correspond to the classic "bell shaped curve" is essential to the _________ method of performance appraisal. A. critical incident B. ranking C. forced distribution D. statistical
C. forced distribution
14) The main pressure behind U.S. firms resulting in facility closings, international outsourcing, and decreasing their labor costs is from A. the growth in information technology. B. obsolescence of plant and equipment in the U.S. manufacturing sector. C. global competition. D. intense domestic competition.
C. global competition.
42) Eclipse Executive Services offers ransom insurance policies for companies up to $10 million per kidnapping. This is an example of a business opportunity generated by which one of the following HR management challenges? A. workforce demographics and diversity B. economic and technological changes C. globalization of business D. ethical challenges
C. globalization of business
39) A/an __________ appraisal is conducted as part of the day-to-day working relationship between a manager and an employee. A. spontaneous B. systematic C. informal D. developmental
C. informal
79) The performance consulting approach to training A. assumes that human factors are the major reasons for gaps between desired and actual employee performance. B. uses outside vendors to design and implement training programs. C. is a process in which a trainer and the organization work together to decide how to improve organizational and individual results. D. focuses exclusively on improving job performance by employees through training programs.
C. is a process in which a trainer and the organization work together to decide how to improve organizational and individual results.
45) Job sequencing A. is a form of job rotation where employees move from one major organizational function to another. B. is a solution to career plateaus. C. is the pattern where an individual steps off the career track or plateaus to accommodate the demands of raising children. D. allows engineering and technical professionals a chance to advance without moving into management.
C. is the pattern where an individual steps off the career track or plateaus to accommodate the demands of raising children.
37) A fitness center is planning to invest in specialized pieces of exercise equipment. This equipment is highly effective, but the club members could be injured if the equipment is used incorrectly. So, the fitness center is sending its exercise instructors to a certified training program to learn how to use these machines correctly. This would be classified as A. required and regular training. B. problem-solving training. C. job/technical training. D. developmental training
C. job/technical training.
25) As a vendor providing automated performance appraisal products, you would probably be able to promise purchasers of your system all of the following EXCEPT A. aggregation of performance information. B. time savings compared to manual performance appraisal systems. C. lower total costs compared to manual performance appraisal systems. D. ease of use compared to manual performance appraisal systems.
C. lower total costs compared to manual performance appraisal systems.
66) HR professionals value their professional certification because A. certification is viewed as the equivalent of a master's degree in HR. B. most large organizations require certification for entry-level HR positions. C. of the credibility certification gives them with peers and senior managers. D. certification is required in order to hold an exempt-level position in HR.
C. of the credibility certification gives them with peers and senior managers.
12) There are 16 training programs which Brian, the director of training, wishes to implement during the coming year. But, due to the effects of the recession on the company, Brian's training budget has been reduced by 30 percent. Brian realizes he will not be able to conduct all these training efforts and he must prioritize them in order to reduce the number. Brian should prioritize these training programs based on A. the quantifiability of program criteria. B. the number of requests he has had from employees and managers for certain types of training. C. organizational strategic objectives. D. the cost per trainee of the programs.
C. organizational strategic objectives.
51) Which of the following would NOT be identified as a typical HR operational activity? A. government compliance B. safety programs C. partnering with top executives D. compensation
C. partnering with top executives
1) Due to an urgent need to cut costs, Rotary Dial, Inc., has decided to eliminate its quarterly off-site training conference for managers at all four of its locations with video conferencing. This reduces travel costs significantly and allows the company to lay off two training staff. This is an example of A. outsourcing an organizational function. B. aligning HR activities with organizational productivity efforts. C. re-designing work. D. organizational restructuring.
C. re-designing work.
81) The organization's retention of knowledge within itself is threatened by retirees taking all of their skills and knowledge with them when they leave. All of the following are potential solutions to that problem EXCEPT A. having potential retirees record "how to" videos. B. keeping former employees on call for a period after they leave. C. restructuring the work in the organization so that no single employee has unique knowledge. D. requiring critical employees to train and mentor others.
C. restructuring the work in the organization so that no single employee has unique knowledge.
46) Conrad, the director of training, must demonstrate to top management the amount of financial benefit the company has realized from the expenditures on the mechanics' training program. Conrad needs to prepare a A. actual versus proposed budget comparison. B. net gain calculation. C. return on investment analysis. D. results evaluation.
C. return on investment analysis.
2) In order to lessen the conflict between the administrative and the developmental roles of performance appraisal, the recommended practice is to A. have the employee's manager deliver the administrative feedback, including pay information, and have HR staff to address the developmental issues in a separate interview. B. combine both types of feedback into the same appraisal interview, but deal with pay issues first as that is the employee's primary concern. C. separate the administrative feedback and the developmental feedback into different interviews. D. communicate all feedback to the employee in writing two weeks before the appraisal interview so there will be no surprises during the interview.
C. separate the administrative feedback and the developmental feedback into different interviews.
5) Through the function, HR management provides the organization with a sufficient supply of qualified individuals to fill the jobs in the organization. A. employee and labor relations B. talent management C. staffing D. equal employment opportunity
C. staffing
54) In the HR context, "sustainability" is defined as A. the development of organizational policies and procedures that allow the organization to continue to operate in foreign countries which have strict environmental regulation. B. the requirement for organizations in polluting industries, such as manufacturers and utility companies, to reduce their impact on the environment. C. the ability to continue to operate, survive and adjust to significant change. D. the ability to maintain proper employee flow in, through and out of the organization.
C. the ability to continue to operate, survive and adjust to significant change.
85) Bill and his family have been living in an Asian country for four years while Bill has been on international assignment. As director of global HR for Bill's employer, you will probably need to help Bill and his family adjust to all of the following EXCEPT A. a net decrease in income. B. Bill's concern about his future advancement in the company. C. the decrease in independence and autonomy on the job. D. readjusting to U.S. lifestyle and culture.
C. the decrease in independence and autonomy on the job.
3) Lester, the training director for Daedaelus Solar Roofing, Inc., has developed a program for teaching engineers how to do effective presentations to prospective clients. Each engineer will be required to develop a presentation about a particular product line so that at the end of the course, the engineer has a ready-to-deliver presentation. This training program should be effective for the engineers for all of the following reasons EXCEPT A. the training is problem-centered. B. they will expect better reactions from prospective clients. C. the skills will be "overlearned" once the course is completed. D. the experience is work-related.
C. the skills will be "overlearned" once the course is completed.
60) When succession plans are developed for CEOs and senior managers, HR needs major involvement from A. leadership consultants. B. headhunting firms. C. top executives and members of the board of directors. D. outside search committees.
C. top executives and members of the board of directors.
17) Which of the following statements is TRUE? A. Globally, there is a decline in the supply of specialized skilled and technical A. workers signaling a worldwide crisis in education. B. In a global economy, one country's supply of specialized skilled and technical C. workers is irrelevant to that nation's success because labor is outsourced on a D. global scale. B. The U.S.'s leadership position in innovation is threatened by the decline in E. specialized and skilled workers in the U.S. C. Despite its shortcomings, the U.S. educational system is generating an increasing F. supply of specialized skilled and technical workers.
C. workers is irrelevant to that nation's success because labor is outsourced on a C. Despite its shortcomings, the U.S. educational system is generating an increasing
61) The reason that cooperation between operating managers and HR staff is necessary for HR efforts to succeed is that A. HR professionals see the "coarse-grained picture" of organizational strategy while operating managers see the "fine-grained picture" of daily production. B. HR professionals must react swiftly to initiatives created by operating managers. C. HR professionals must implement processes that have been designed by top management and which impact operating managers. D. HR designs processes that the operating managers must help implement.
D. HR designs processes that the operating managers must help implement.
30) Which of the following statements is TRUE? A. An employer is not required to pay hourly employees for training they can take at home, only for training which takes place at a work location or training facility. B. It is illegal to require hourly employees to take work-related training during non-work hours. C. If an hourly employee takes a college course that applies directly to his/her current job and will increase his/her performance, the employer is required to pay the employee's tuition. D. If hourly employees are required to take workrelated training during their free time, they must be compensated for the time spent in training
D. If hourly employees are required to take workrelated training during their free time, they must be compensated for the time spent in training
29) Which of the following is TRUE about the U.S. educational system? A. U.S. schools are graduating more engineers than can be used in the economy. B. U.S. students outperform students in other, directly-competitive nations in math and science. C. Wages are low in the U.S. manufacturing sector because of the excess number of people with manufacturing skills seeking jobs. D. The U.S. education system is not generating the types of qualified workers needed in the economy
D. The U.S. education system is not generating the types of qualified workers needed in the economy
36) Which of the following statements is TRUE? A. The retirement of Baby Boomers will benefit organizations by opening up blockages in succession plans and allowing fresh talent to replace employees with outmoded skill sets. B. AMEX has learned that it is important to limit CEO involvement in management development because it limits the breadth of skills in the executive talent pool. C. A high proportion of organizations are not prepared for sudden loss of organizational leaders either through their voluntary departure or death. D. The goal of talent management is to have a pipeline full of talented people who are being developed for future organizational needs.
D. The goal of talent management is to have a pipeline full of talented people who are being developed for future organizational needs.
53) All of the following are questions that should be answered before training begins EXCEPT A. How will the knowledge be transferred to the job? B. Is there a need for training? C. Who will do the training? D. Will the employees need to be paid more?
D. Will the employees need to be paid more?
6) The vice president of marketing at BamaWonder Products has left to create her own company. She is taking with her some key managers in the areas of product development, finance and sales. The BamaWonder Products' continued smooth functioning after these departures will largely depend on A. whether there are high potential employees who have been plateaued and who are ready to move into these openings. B. a flexible organizational culture. C. the effectiveness and efficiency of BamaWonder's management training program. D. a complete and up-to-date succession plan.
D. a complete and up-to-date succession plan.
92) Turnover of nursing staff is a major concern at Briar Mountain Regional Medical Center. Many experienced nurses resist moving into management, but exit interviews indicate that many of the best nurses leave Briar Mountain because they feel they cannot advance in the organization. As director of HR, you suggest A. offering to pay tuition for nurses who wish to enroll in MBA programs so they are more qualified to take managerial positions. B. retention bonuses and significant pay raises tied to seniority.. C. hiring nurses who are later in their careers where advancement is less of a concern to them D. implementing a dual-career ladder for nurses
D. implementing a dual-career ladder for nurses
21) A growing number of companies have recognized that training and HR development are A. most effective and efficient when targeted at short-term, measurable outcomes. B. primarily associated with orienting new employees to the organization and their jobs. C. generate high ROI when used tactically. D. integral to competitive business success.
D. integral to competitive business success.
26) A problem with the pre/post measure of evaluating training is A. the difficulty of constructing a good test. B. whether employees were randomly assigned to the control group. C. being able to intervene in the workplace at the appropriate times. D. knowing if the training was responsible for any changes in performance.
D. knowing if the training was responsible for any changes in performance.
67) Recruiting and selecting employees for current openings are typical _________ HR activities. A. employee advocacy B. administrative C. strategic D. operational
D. operational
58) In order to remain competitive, organizations must continually train current employees because of A. competition from businesses in low labor cost countries. B. the poor public education system in the U.S. C. high voluntary turnover rates of U.S. employees. D. rapid technological innovation.
D. rapid technological innovation.
7) What is NOT a cost of training that typically should be taken into account when calculating the costs and benefits of a training program? A. hotel and food expenses for trainees if training is off-site B. opportunity cost of trainees being away from work C. trainer's salary and time D. reduction in morale of employees who were not selected for training
D. reduction in morale of employees who were not selected for training
89) About 50% of the private sector employees in the U.S. economy are employed by A. federal government agencies and the military. B. traditional, large manufacturing companies. C. large firms in service industries, particularly health care and technology. D. small businesses.
D. small businesses.
69) All of the following statements are true about team-based performance appraisal EXCEPT A. team members may use the team performance appraisal as a way to attack other team members. B. teams tend to avoid awarding individual team members larger or smaller pay increases based on performance. C. team members are often more familiar with a team member's work performance than the supervisor is. D. team performance appraisal is most effective in the administrative aspect of performance management.
D. team performance appraisal is most effective in the administrative aspect of performance management.
98) The focus on talent management has intensified in the last few years due to all of the following factors EXCEPT A. decline in the proportion of the population aged 35 to 44 B. inadequate skills of new college graduates. C. fewer numbers of young people entering the labor market in Europe. D. the obsolescence of baby boomers' skills
D. the obsolescence of baby boomers' skills
16) As the vice-president of HR for Woodmere Production, Inc., you are presenting a proposal to Woodmere's top management for outsourcing many of your department's administrative HR functions to vendors. You argue that HR vendors have greater expertise than your in-house staff and that outsourcing will allow you to spend more time on the strategic aspects of HR. But, another key sellingpoint to top management will be A. improvement in morale of HR staff. B. the prestige of retaining a world-class vendor. C. the ability to have closer contact with HR's true clients, the employees. D. the reduction in labor costs in the HR department.
D. the reduction in labor costs in the HR department.
50) Which of the following statements about psychological tests is FALSE? Psychological tests A. can sometimes be faked by the test-taker. B. can provide useful data on employee motivation, reasoning ability and job preferences. C. should only be interpreted by qualified professionals. D. typically have high validity and are generalizable to many circumstances.
D. typically have high validity and are generalizable to many circumstances.