Human Resource Final (Quizzes)

1. Which performance management technique involves the identification of a large number of critical incidents, the classification of these incidents into performance dimensions, and the rank ordering of these incidents into levels of performance? A) Behaviorally anchored rating scales B) Graphic rating scales C) Critical incidents D) Forced choice ratings

A) Behaviorally anchored rating scales

9. _____ focuses on analyzing existing jobs to gather information for other human resource management practices, whereas _____ focuses on redesigning existing jobs to make them more efficient or more motivating to jobholders. A) Job analysis; job design B) Job design; job analysis C) Job evaluation; workflow design D) Workflow design; job evaluation

A) Job analysis; job design

3. Which of the following sources of job analysis information would most likely provide accurate information regarding the importance of various tasks? A) Supervisors B) Incumbents C) Customers D) Subordinates

A) Supervisors

1. The Charlie Brown saying about urinating in a dark suit illustrates what important aspect of the Porter and Lawler performance and satisfaction model? A) The performance to extrinsic rewards link is often weak. B) The performance to intrinsic rewards link is typically weak. C) The perceived equity of rewards often leads to dissatisfaction. D) All of the alternatives are correct.

A) The performance to extrinsic rewards link is often weak.

10. Which is the level of integration at which the human resource management engages in day-to-day activities unrelated to the company's core business needs? A. Administrative linkage B. One-way linkage C. Two-way linkage D. Integrative linkage E. Central linkage

A. Administrative linkage

5. Gemco Inc., a high-end luxury jewelry manufacturer, has training programs to ensure that its current employees always design and manufacture jewelry in keeping with its high quality standards. Which of the following directional strategies has Gemco adopted? A. Concentration B. Liquidation C. Benchmarking D. Rightsizing E. Divestment

A. Concentration

2. A university assesses its faculty members more on their research work than their teaching abilities. Which of the following criteria of performance measures is the university violating? A. Deficient B. Contaminated C. Unreliable D. Inconsistent E. Unspecified

A. Deficient

9. Which of the following is true of peers as the source for performance information? A. Peers have expert knowledge of job requirements and often have the most opportunity to observe the employee in day-to-day activities. B. Peer evaluations give employees power over their managers, thus putting the manager in a difficult situation. C. Peers are comfortable providing evaluations for both administrative and developmental purposes. D. Peers have the ability to discard the fact that they may be friends with the ratees in order to provide an unbiased rating. E. Feedback from peers is strongly related to performance and to employee perceptions of the accuracy of the appraisal.

A. Peers have expert knowledge of job requirements and often have the most opportunity to observe the employee in day-to-day activities.

9. Which of the following, if true, would support reshoring as a strategy for a U.S. firm? A. Rising labor costs overseas B. Increasing wage costs in the United States C. Increasing public support for offshoring in the United States D. Improving health and safety requirements overseas E. Decreasing cost of living overseas

A. Rising labor costs overseas

10. Which of the following activities is part of the assessment and development of the human resource dimension of HRM practices? A. Training employees to have the skills needed to perform their jobs B. Identifying human resource requirements C. Ensuring that HRM practices comply with federal, state, and local laws D. Creating an employment relationship and a work environment that benefit the company E. Creating pay systems as well as providing employees with benefits

A. Training employees to have the skills needed to perform their jobs

2 Which of the following pairs of recruiter characteristics does an applicant tend to respond to most positively? A. Warmth and informativeness B. Race and qualifications C. Age and experience D. Gender and warmth E. Experience and qualifications

A. Warmth and informativeness

5. The single best predictor of job performance (and training success) is A. cognitive ability B. a behavioral interview. C. the Big Five personality traits. D. letters of reference.

A. cognitive ability

10. The compa-ratio A. measures the degree to which actual pay is consistent with pay policy. B. is defined as actual average pay for the grade divided by the minimum pay for the grade. C. can range from 0 to 100 percent. D. uses data from market pay surveys.

A. measures the degree to which actual pay is consistent with pay policy.

1. The degree to which a job requires completing a "whole" piece of work from beginning to end is: A. task identity. B. skill variety. C. autonomy. D. task significance.

A. task identity.

4. Broad bands, with their greater spread between pay minimums and maximums, can lead to weaker budgetary controls and rising labor costs. A. true B. false

A. true

8. When a company faces a shortage of labor, and it predicts that current demand for products or services may not extend to the future, it will: A. try to garner more hours out of the existing labor force. B. it will recruit and train new employees. C. be willing to hire part-time employees. D. decrease the production rate by half to meet quality standards. E. lease out its machinery to other factories, thereby maintaining income.

A. try to garner more hours out of the existing labor force.

4. Which of the following cases would most likely be subject to a lawsuit filed under disparate impact theory? A) White applicants with high test scores are rejected due to an affirmative action plan that uses race norming B) Black applicants are being disproportionately rejected relative to whites by a paper-and-pencil test C) A Hispanic applicant is told he will not be hired because "we don't like Mexicans here" D) A black employee is fired for testifying in a discrimination suit filed against an employer

B) Black applicants are being disproportionately rejected relative to whites by a paper-and-pencil test

2. Which of the following is true of Title VII of the Civil Rights Act of 1964? A) The act applies only to those employees working more than 40 hours a week B) The act applies to organizations with 15 employees or more C) The act applies only to those employees working 35 or more weeks a year D) The act applies to organizations with 50 employees or more

B) The act applies to organizations with 15 employees or more

6. Which of the following is the most important aspect of work in terms of generating satisfaction? A) An employee's salary and the benefits that come along with the work he or she does. B) The degree to which work is meaningfully related to core values of the worker. C) The extrinsic rewards associated with the work and the organization. D) A positive work environment and social support.

B) The degree to which work is meaningfully related to core values of the worker.

3. Peer reviews, mediation and arbitration are stages of ______. A) grievance steps. B) alternative dispute resolution techniques. C) collective bargaining approaches. D) negotiation strategies.

B) alternative dispute resolution techniques.

10. A job description is a list of the knowledge, skills, abilities, and other characteristics that an individual must have to perform the job. A) true B) false

B) false

8. Job context is not part of the Position Analysis Questionnaire (PAQ). A) true B) false

B) false

2. Explanation, consideration, and empathy are key determinants of ______. A) perceptual justice. B) interactional justice. C) procedural justice. D) alternative dispute resolution.

B) interactional justice.

8. The consistency among the different individuals who evaluate the employee's performance is known as: A) internal consistency reliability. B) interrater reliability. C) intrarater reliability. D) test-retest reliability.

B) interrater reliability.

4. Research on the impact of negative affectivity suggests that ______. A) HRM can do little to impact overall levels of job satisfaction. B) personnel selection may be an important way of raising overall levels of job satisfaction. C) while persons high on negative affectivity focus on the negative aspects of themselves, they do not focus on the negative aspects of others. D) overall levels of job satisfaction can be changed by changing the physical environment of the workplace.

B) personnel selection may be an important way of raising overall levels of job satisfaction.

5. With few exceptions, the relationship between task complexity and job satisfaction is ______. A) weak/positive. B) strong/positive. C) weak/negative. D) strong/negative.

B) strong/positive.

7. The final stage of a workflow analysis is analyzing the A) work outputs. B) work inputs. C) work processes. D) work relationships.

B) work inputs.

1. Which of the following is the first stage in the training design process? A. Ensuring employees' readiness for training B. Conducting a needs assessment C. Selecting training methods D. Creating a learning environment E. Evaluating training programs

B. Conducting a needs assessment

7. Apple is known for using a unique operating system that integrates well with peripheral devices such as iPod and iPhone. What kind of a strategy is Apple using? A. Cost leadership B. Differentiation C. Disintermediation D. Penetration E. Centralization

B. Differentiation

4. Differentiation companies will have compensation systems that are geared toward internal rather than external equity. A. True B. False

B. False

7. Which of the following statements is true of disparate treatment and disparate impact? A. The discriminating individual's intent is irrelevant in disparate treatment. B. For there to be discrimination under disparate treatment, there has to be intentional discrimination. C. A selection practice that results in disparate impact is necessarily illegal in nature. D. The four-fifths rule for discrimination is not applicable to disparate impact. E. In a disparate impact case, the defendant is required to pay compensatory and punitive damages to the plaintiff.

B. For there to be discrimination under disparate treatment, there has to be intentional discrimination.

6. Which of the following types of skills is best improved by behavior-modeling training? A. Technical B. Interpersonal C. Conceptual D. Quality assessment E. Performance

B. Interpersonal

6. Which of the following is true of a balanced scorecard? A. It indicates the value of a company based on its competitive demands. B. It depicts a company from the perspective of internal and external customers. C. It measures a company's performance based on the business strategy adopted by it. D. It should not be used to link HRM activities and a company's business strategy. E. It guides companies to increase the time spent on new product and service development.

B. It depicts a company from the perspective of internal and external customers

3. Which of the following administrative tools is used by organizations to design job structures? A. Job rotation B. Job evaluation C. Market pay survey D. Job description E. Job specification

B. Job evaluation

6. The _____ is a statement of the organization's reason for being that usually specifies the customers served, the needs satisfied and/or the values received by the customers, and the technology used. A. goal B. mission C. strategy D. vision

B. Mission

1. The training and development function of an HR department includes _____. A. job analysis B. orientation C. performance measures D. attitude surveys E. policy creation

B. Orientation

1. Which of the following concepts addresses the fact that different employees in the same job may have different pay rates? A. Range spread B. Rate ranges C. Key jobs D. Job evaluation E. Compensable factors

B. Rate ranges

5. Over the next decade, which of the following people will have the most difficulty attracting talented employees due to a skills deficit? A. Tracy, the owner of several fast-food franchises B. Rex, the HR manager for a biotech research firm C. Yelena, the director of a mobile advertising company D. Franco, the HR director for a large grocery chain E. Barbara, the superintendent of an urban school system

B. Rex, the HR manager for a biotech research firm

1. Company X is a retail firm specializing in menswear. It has identified its main competitors as firms providing formal attire to working males between the ages of 22-35. Company X is at the _______ phase. A. strategy implementation B. strategy formulation C. strategic management D. strategic planning

B. Strategy Formulation

2. The process that involves allocating resources, developing structures, hiring skilled employees, and developing appropriate reward systems is known as: A. strategy formulation. B. strategy implementation. C. strategic planning. D. strategic management.

B. Strategy implementation

9. The main provision of OSHA states that each employer has a general duty to furnish each employee a place of employment free from recognized hazards. This is referred to as A. The occupational clause B. The general duty clause C. The inspection right clause D. The information clause

B. The general duty clause

5. In developing a job-evaluation system, compensable factors A. are generally statistically derived. B. are the characteristics of jobs that a firm values and chooses to pay for. C. usually vary significantly across job-evaluation systems. D. describe all aspects of the jobs being evaluated.

B. are the characteristics of jobs that a firm values and chooses to pay for.

4. The training design process ends with choosing a training method. A. true B. false

B. false

5. The text authors argue that the behavioral approach may be best used with complex jobs where there are multiple ways to achieve success. A. true B. false

B. false

9. One of the negative features of the paper-and-pencil honesty test is that their validity is reduced because applicants can fake "good" responses. A. true B. false

B. false

6. Yield ratios express the A. output yielded by a new hire in relation to the cost of recruiting the new hire. B. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next. C. ratio between the price paid to a recruiting firm for potential applicants versus the number of applicants hired. D. cost of hiring new employees as opposed to promoting internal employees to vacant positions. E. quality of new hires by comparing the cost of training new recruits to the cost of hiring them.

B. percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

1. A(n) _____ shows the proportion of employees in different job categories at different times. A. employee task diagram B. transitional matrix C. job evaluation diagram D. performance matrix

B. transitional matrix

5. Assume you hired 25 of 50 white applicants; how many of 40 Hispanic applicants must you hire in order not to have adverse impact? A) 25 B) 20 C) 16 D) 15 E) 14

C) 16 or E) 14

6. Which of the following is a conclusion that can be drawn from the Griggs v. Duke Power case? A) Standardized tests that have adverse impact are illegal B) Requiring applicants to have a high school diploma for employment is illegal C) Employment practices that have adverse impact are legal only if they are shown to be job related D) Employment practices that have adverse impact are illegal only if the employer was intentionally using them to discriminate

C) Employment practices that have adverse impact are legal only if they are shown to be job related

6. Which of the following is not a managerial benefit of job analysis? A) It provides managers with an understanding of the workflow process B) It enables managers to make more accurate hiring decisions C) It provides an avenue for communicating policy information to employees D) It enables managers to more accurately evaluate subordinates' performance

C) It provides an avenue for communicating policy information to employees

5. When job analysis information is used to judge the relative value of each job within an organization, this HR activity is termed A) performance evaluations. B) training and development. C) job evaluation. D) work redesign.

C) job evaluation.

8. The degree to which people are energized to do their jobs because it helps other people is called _____. A) job enrichment. B) team building. C) prosocial motivation. D) job rotation. E) work involvement.

C) prosocial motivation.

4. A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. It administers a construction-error recognition test, where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he or she is asked to record as many of these problems as can be detected. What type of validation would best be used for the test? A. Concurrent criterion-related B. Predictive criterion-related C. Content D. Construct validation

C. Content

6. Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller? A. Predictive criterion-related B. Concurrent criterion-related C. Content validation D. Face validation

C. Content validation

9. Employees in companies with a differentiation strategy would need to be: A. highly concerned with quantity. B. comfortable with stability. C. highly creative and cooperative. D. risk averse.

C. Highly creative and cooperative

6. _____ pay comparisons focus on what employees within the same organization, but in different jobs, are paid. A. External equity B. Interior incentive C. Internal equity D. Exterior incentive

C. Internal equity

9. Which of the following statements about product market competition and labor market competition is true? A. An organization that has higher labor costs than its product market competitors will have to charge lower average prices for products of similar quality. B. The upper bound placed by the labor market is more constrictive when labor costs are a larger share of total costs. C. Product market competition places an upper bound on labor cost whereas, labor market competition places a lower bound. D. Product market competition is the amount an organization must pay to compete against other companies that hire similar employees. E. Indirect payments are not considered while calculating the average cost per employee.

C. Product market competition places an upper bound on labor cost whereas, labor market competition places a lower bound.

10. Which of the following statements is true regarding reliability and validity? A. Reliability and validity are directly proportional to each other. B. Reliability and validity are inversely proportional to each other. C. Reliability of a measure is essential for it to have any validity. D. Reliability and validity are independent of each other. E. Reliability is a necessary and sufficient condition for validity.

C. Reliability of a measure is essential for it to have any validity.

4. Organizations that pursue a _____ strategy pursue the "triple bottom line" of economic, social, and environmental benefits A. business B. corporate C. sustainable D. communal E. profit

C. Sustainable

3. Which of the following is TRUE of the attribute approach to performance management? A. They result in high strategic congruence. B. They are difficult to use. C. They are generalizable across organizations and strategies. D. They provide specific guidance and feedback to employees.

C. They are generalizable across organizations and strategies.

10. Which of the following fulfills the administrative purpose of performance management? A. Define the results, behaviors, and, to some extent, employee characteristics that are necessary. B. Develop employees who are effective at their jobs. C. Use performance appraisal to make decisions such as pay raises, promotions, retention-termination, layoffs, and recognition of individual performance. D. Identify employees' strengths and weaknesses, link employees to appropriate training and development activity. E. Confront employees with their performance weaknesses.

C. Use performance appraisal to make decisions such as pay raises, promotions, retention-termination, layoffs, and recognition of individual performance.

2. Robert, a manager, decides to design jobs based on the principles of motivational approach. If he does not balance them with some traits of the mechanistic approach, he will see minimal impact on _____. A. job satisfaction B. employee engagement C. efficiency of production D. employee retention E. leadership skills of employees

C. efficiency of production

2. In lecture, it was stated that _______ was the most significant/ important compensable factor among other compensable factors. A. latitude of action B. impact of action C. knowledge and skills D. span of control

C. knowledge and skills

8. As a manager, Jorge wants to find out the impact of his company's behavior-modeling training program on his employees' communications skills. The _____ evaluation design is necessary for this purpose. A. pretest/posttest B. time series C. pretest/posttest comparison group D. pretest only with comparison group E. posttest only

C. pretest/posttest comparison group

5. Forecasting indicates your company needs to reduce its white-collar workforce in order to avoid a labor surplus in the next three to five years. Consistent with the corporate culture it wants to maintain, your company places a higher priority on minimizing human suffering than on achieving the labor reduction quickly. The options that are most consistent with these priorities are A. demotions and transfers. B. transfers and work sharing. C. retirement and retraining. D. natural attrition and transfers.

C. retirement and retraining.

2. In the training process, _____ analysis involves identifying the conditions such as equipment, environment, and time constraints. A. person B. team C. task D. output E. market

C. task

10. Action plans are developed to facilitate ___________ A. instructional design B. program presentation C. transfer of learning D. training program evaluation

C. transfer of learning

3. Which of the following cases would most likely be subject to a lawsuit filed under the disparate treatment theory of discrimination? A) A group of females are laid off due to a downturn in business B) Black applicants are being disproportionately rejected on the basis of a psychological test C) A black applicant is turned down for a job based on a handwriting analysis D) A woman with school-age children is rejected on the assumption that she will frequently be absent from work

D) A woman with school-age children is rejected on the assumption that she will frequently be absent from work

7. Which attribute approach to performance management is the most frequently used? A) Behaviorally anchored rating scales B) Mixed standard scales C) Behavior observation scales D) Graphic rating scales

D) Graphic rating scales

7. Which of the following is not an expected benefit of conducting an annual attitude survey of a company's employees? A) It gives employees an outlet for voicing their concerns. B) It allows the company to monitor trends over time. C) It provides a means for empirically assessing the impact of changes in personnel practice on worker attitudes. D) It provides evidence of the knowledge, skills, and abilities necessary to perform specific jobs.

D) It provides evidence of the knowledge, skills, and abilities necessary to perform specific jobs.

1. The Equal Pay Act of 1963 allows men and women performing the same job to be paid differently as a result of A) merit. B) seniority. C) shift differentials. D) all three factors allow pay differences.

D) all three factors allow pay differences.

10. The Job Descriptive Index measures all of the following facets of satisfaction except ______. A) pay. B) work itself. C) coworkers. D) customers.

D) customers.

6. Subordinates, as a source of performance information, are generally most appropriate when the performance results are to be used for A) administrative purposes. B) investigative purposes. C) strategic purposes. D) developmental purposes.

D) developmental purposes.

4. Job analysis information usually is obtained from A) job incumbents and coworkers. B) supervisors and coworkers. C) coworkers and customers. D) job incumbents and supervisors.

D) job incumbents and supervisors.

9. The two primary sets of people in the organization who affect an individual's job satisfaction are ______. A) subordinates and supervisors. B) supervisors and family members. C) coworkers and subordinates. D) supervisors and coworkers.

D) supervisors and coworkers.

1. Which personality dimension has generally been found to have the highest validity across a number of different job categories? A. Extroversion B. Adjustment C. Agreeableness D. Conscientiousness

D. Conscientiousness

7. Which of the following statements is true about the Fair Labor Standards Act (FLSA)? A. It establishes a minimum wage for jobs, which now stands at $5.25 per hour. B. It states that employees cannot be made to work overtime. C. It forbids subminimum training wages for employees. D. It exempts executive, professional, administrative, outside sales, and certain "computer employees" occupations from FLSA coverage. E. Under FLSA, exempt status is independent of job responsibilities and salary.

D. It exempts executive, professional, administrative, outside sales, and certain "computer employees" occupations from FLSA coverage.

3. Which of the following is a challenge of downsizing? A. It becomes difficult to change an organization's culture after downsizing B. Downsizing is not effective in forcing parties to cooperate with management. C. Downsizing will not help organizations develop new and positive relationships. D. It is difficult to boost the morale of employees who remain after downsizing. E. It is not an effective strategy if an organization wants to make way for fresh ideas.

D. It is difficult to boost the morale of employees who remain after downsizing.

3. Which of the following tends to have the most positive influence on job choice decisions? A. The kind of recruiters used B. The recruitment sources C. The use of realistic job previews D. Job vacancy characteristics

D. Job vacancy characteristics

7. During an interview for a sales position, you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?" What type of interview question is this? A. Job-skill B. Job knowledge C. Situational experience-based D. Situational future-oriented

D. Situational future-oriented

9. Transfer of training is best assessed by which types of training evaluation? A. Affective and content outcomes B. Cognitive and behavior outcomes C. Results and learning outcomes D. Skill-based and results outcomes

D. Skill-based and results outcomes

4. Which of the following is true about temporary workers? A. Although they are temporary, these workers have to be included in employee records. B. The objective perspective that temporary workers bring along with them is of no value because of their lack of experience. C. Despite prior training from temporary agencies, companies have to retrain temporary workers to match company standards. D. Some full-time employees perceive the temporary help as a threat to their own job security. E. Instead of replacing long-term employees with temporary employees, many organizations supplement their core staff with a small set of temporary workers who act more like assistants to the core staff than potential replacements.

D. Some full-time employees perceive the temporary help as a threat to their own job security.

5. _____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing with interpersonal issues. A. The presentation method B. The classroom method C. The distance learning method D. The hands-on method E. Audiovisual training

D. The hands-on method

8. Which of the following statements is true about the composition of the U.S. labor force in the next decade? A. Immigration will cease to affect the size and diversity of the workforce. B. The largest proportion of the labor force is expected to be in the age group of 16-24 years. C. The percentage of highly skilled immigrants will continue to remain lower than the percentage of low-skilled immigrants. D. The median age of the labor force will increase to the highest number ever.

D. The median age of the labor force will increase to the highest number ever

7. Recruiting advertisements in newspapers and periodicals _____ A. Are exempt from the requirements of Title VII B. Are most effective in attracting applicants who are currently employed C. Are generally not needed D. Typically generate less desirable recruits than direct applications or referrals

D. Typically generate less desirable recruits than direct applications or referrals

8. Key, or benchmark, jobs have all of the following characteristics except A. relatively stable content. B. are common to many organizations. C. are jobs on which it is possible to obtain market pay survey data. D. are covered under Equal Pay Act E. All of the alternatives are characteristics of benchmark jobs

D. are covered under Equal Pay Act

10. Men are significantly stronger in upper body strength than women. If an employer decided to hire only men for a job requiring good upper body strength, which of the following is not TRUE? The employer is ______________ A. ignoring "overlap" B. wasting human resources C. ignoring inter-individual differences D. committing disparate treatment discrimination

D. committing disparate treatment discrimination

7. Processes, checklists, flowcharts, formulas, and definitions are examples of _____. A. experiential knowledge B. tacit knowledge C. informal training tools D. explicit knowledge E. on-the-job learning

D. explicit knowledge

2. Reference checks tend to have A. moderate reliability, moderate validity, and moderate utility. B. moderate validity, high generalizability, and moderate utility. C. low validity, high legality, and high generalizability. D. low validity, low generalizability, and low utility.

D. low validity, low generalizability, and low utility.

3. Because current employees have learned many things on the job that job applicants have not yet learned, A. all validation methods are ineffective. B. content validation is superior to predictive validation. C. concurrent validation is superior to content validation. D. predictive validation is superior to concurrent validation.

D. predictive validation is superior to concurrent validation.

8. The percentage of applicants hired for a job is the ______ ratio. A. yield B. break-even C. validity D. selection E. utility

D. selection

8. Goals and timetables in an affirmative action plan A. compare the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply. B. specify the amount that an organization has spent to train an employee. C. define whether an employee can be a member of any of the labor unions. D. specify the percentage of women and minorities that an employer seeks to have in each job group. E. define the minimum standards that an employee should have to be part of an organization.

D. specify the percentage of women and minorities that an employer seeks to have in each job group.

4. A performance management system designed with a strong quality orientation can be expected to: A. emphasize an assessment of system factors in the measurement system, but not of the person factors. B. emphasize that managers and employees work separately to solve performance problems. C. involve only the external customers in setting standards and measuring performance. D. use multiple sources to evaluate person and system factors. E. share the financial rewards of successes with employees according to how much they have contributed to them.

D. use multiple sources to evaluate person and system factors.

3. In the context of factors that influence the motivation to learn, which of the following management actions is likely to increase employees' self-efficacy? A. Not sharing information on the purpose of training programs B. Making it clear that only the best of the employees can get through the training programs C. Communicating that training will focus on identifying areas of incompetence D. Informing the employees about the times their peers have failed to benefit from the training E. Emphasizing that learning is under the employees' personal control

E. Emphasizing that learning is under the employees' personal control

3. Which of the following is true about the product line administrative services and transactions? A. It deals with implementation of business plans and talent management. B. It emphasizes knowing the business and exercising influence. C. It emphasizes the knowledge of HR and of the business and competition. D. It contributes to the business strategy based on considerations of business capabilities. E. It deals with functions such as compensation, hiring, and staffing.

E. It deals with functions such as compensation, hiring, and staffing

7. Which of the following people would be categorized as part of the external labor market with regard to Phoenix Inc.? A. Ahmad, who works for Phoenix Inc. as a full-time employee B. Tamika, who works for Phoenix Inc. and is looking for a new job C. Pete, who is an employee at a direct competitor of Phoenix and is not looking for a new job D. Rogerio, who is unemployed and not looking for employment E. Karla, who works for Jupiter Inc. and is seeking employment elsewhere

E. Karla, who works for Jupiter Inc. and is seeking employment elsewhere

2. Among the functions performed by an HR department, feedback and coaching are categorized under the _____ function. A. recruitment and selection B. compensation and benefits C. employee relations D. personnel policies E. performance management

E. Performance management

10. Which of the following actions is most likely to enable organizations to increase the impact that recruiters have on those they recruit? A. Withholding the company's information B. Excluding personnel specialists C. Recruiting individually D. Providing highly positive, unrealistic descriptions of the job E. Providing timely feedback

E. Providing timely feedback

9. Which of the following is true about offshoring? A. The smaller and newer a vendor, the better it is for the company to conduct business. B. Small overseas upstarts do not take risks that larger, more established contractors take. C. Any work that is proprietary and requires tight security should be offshored. D. A company should avoid outsourcing work that is self-contained and does not need exchange of information. E. Small overseas upstarts often promise more than they can deliver.

E. Small overseas upstarts often promise more than they can deliver.

8. A high level of pay relative to that of competitors can ensure that _____. A. the company's labor costs are low. B. employees are highly satisfied with the work. C. the organization is always in the growth stage. D. organizational productivity is satisfactory E. the company attracts a large pool of applicants.

E. The company attracts a large pool of applicants