人力资源管理期末复习题.pdf
Chapter 1:Introduction to Human Resource ManagementMultiple Choice1.The basic functions of management include all of the following e x c e p t.a.planningb.organizingc.motivatingd.leadinge.staffing(c;moderate)2.The management process is made up of basic functions.a.threeb.fourc.fived.eighte.ten(c;moderate)3.Which basic function of management includes establishing goals andstandards,developing rules and procedures,and forecasting?a.planningb.organizingc.motivatingd.leadinge.staffing(a;easy)4.What specific activities listed below are part of the planning function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.all of the above(d;moderate)5.Lin spends most of her time at work setting goals and standards anddeveloping rules and procedures.Which function of management does Linspecialize in?a.planningb.organizingc.motivatingd.leadinge.staffing(a;easy)6.Which basic function of management includes delegating authority tosubordinates and establishing channels of communication?a.planningb.organizingc.motivatingd.leadinge.staffing(b;easy)7.What specific activities listed below are part of the organizing function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.all of the above(a;moderate)8.Which basic function of management includes selecting employees,settingperformance standards,and compensating employees?a.planningb.organizingc.motivatingd.leadinge.staffing(e;easy)9.What specific activities listed below are part of the staffing function?a.giving each subordinate a specific taskb.maintaining moralec.recruiting prospective employeesd.developing rules and procedurese.both b and c(c;moderate)10.Which basic function of management includes setting standards such a salesquotas and quality standards?a.planningb.organizingc.controllingd.leadinge.staffing(c;easy)11.What specific activities listed below are part of the controlling function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.checking to see how actual performance compares with standards(e;moderate)12.is the process of acquiring,training,appraising,and compensatingemployees,and attending to their labor relations,health and safety,andfairness concerns.a.Human Resource Managementb.Labor Relationsc.Industrial Psychologyd.Organizational Behaviore.Organizational Health and Safety Management(a;easy)13.Human resource management is.a.the concepts and techniques used to control people at workb.the process of organizing work activitiesc.the process of identifying countries with cheaper labor costs and relocatingjobs to those countriesd.the process of acquiring,training,appraising,and compensatingemployees,and attending to their labor relations,health and safety,andfairness concernse.all of the above(d;moderate)14.is the right to make decisions,to direct the work of others,and to giveorders.a.Leadershipb.Authorityc.Delegationd.Managemente.Responsibility(b;easy)15.are authorized to direct the work of subordinates.a.Line managersb.Staff managersc.Leadersd.Advisory board memberse.All of the above(a;easy)16.are responsible for assisting and advising line managers in areas likerecruiting,hiring,and compensation.a.Human resource managersb.Staff managersc.Line managersd.EEO officerse.Board members(a;easy)17.Effective human resource management could include all of the followingresponsibilities e x c e p t.a.placing the right person in the right jobb.training employeesc.controlling labor costsd.protecting employees healthe.all are responsibilities necessary for effective human resource management(e;moderate)18.Human resource managers generally exert within the human resourcesdepartment and outside the human resources department.a.line authority;implied authorityb.staff authority;line authorityc.line authority;staff authorityd.functional control;authoritarian controle.staff authority;specific authority(a;difficult)19.Line managers respect the knowledge human resource managers have in areassuch as testing and affirmative action.Consequently,human resourcemanagers can influence line managers t h r o u g h.a.line authorityb.functional controlc.implied authorityd.explicit authoritye.human capital(c;moderate)20.Which of the following responsibilities do human resource managers fulfill intheir role as employee advocates?a.establish guidelines for how management should be treating employeesb.provide support for employees contesting unfair practicesc.represent employees,interests as appropriated.all of the abovee.none of the above(d;moderate)21.All of the following are examples of human resource job duties excepta.recruiterb.equal employment opportunity coordinatorc.financial pensation managere.labor relations specialist(c;moderate)22.Which of the following job titles indicates a position in human resources?a.recruiterb.job analystc.training specialistd.EEO coordinatore.all of the above(e;easy)23.Which of the following tasks related to recruiting and hiring is not typicallyhandled by HR staff?a.specify necessary job qualificationsb.develop pool of qualified applicantsc.conduct initial screening interviewsd.administer testse.explain benefits packages(a;easy)24.The expertise of human resource departments became indispensable with thea.introduction of employment lawsb.passing of equal employment lawsc.increase of women in the workforced.movement of jobs to countries with cheaper labor costse.both a and b(e;moderate;p.9)25.refers to the tendency of firms to extend their sales,ownership,and/ormanufacturing to new markets abroad.a.Expansionb.Market developmentc.Globalizationd.Export growthe.Diversification(c;easy)26.Most people who are classified as nontraditional workers ar e.a.contingent workersb.independent contractorsc.job sharingd.working multiple jobse.caring for an elderly parent(b;difficult)27.Which of the following is a type of nontraditional worker?a.contingent workersb.part-time workersc.people working in alternative work arrangementsd.people with multiple jobse.all of the above(e;moderate)28.Jak takes on various projects as an independent contractor.He works onseveral projects for a variety of companies.When a project is complete,hemoves on to another project,often with a different company.Jak is a type ofa.contingent workerb.collateral workerc.managerd.consultante.none of the above(a;moderate)29.Saras and her mother,Ann share one flight attendant job at Jet Airlines.Sarasand Ann could be classified as.a.flex-time workersb.contingent workersc.nontraditional workersd.traditional workerse.none of the above(c;easy)30.What term refers to the knowledge,education,training,skills,and expertise ofa fimis workers?a.human resourcesb.human capitalc.intangible assetsd.knowledge assetse.intellectual property(b;moderate)31.Which of the following demographic issues represents a challenge for humanresource managers?a.increasingly diverse workforceb.aging workforcec.increasing use of contingent workersd.both a and be.all of the above(d;moderate;p.13)32.The proportion of women in the workforce is projected to.a.increase significantly over the coming decadeb.decrease as more women decide to stay home with childrenc.stop growingd.increase at a decreasing ratee.decrease at an increasing rate(c;difficult)33.Over the next few years,employers may face a severe labor shortage becausea.there are fewer people entering the job market than there are retiring babyboomersb.one-third of married women are not in the labor forcec.Older workers will represent 11%of the labor forced.people are living longere.all of the above(a;difficult)34.What tactic will employers likely have to take to fill openings left by retiringemployees?a.instituting flexible work hoursb.providing elder carec.hiring more womend.rehiring retireese.lowering the retirement age(d;difficult)35.A is a companys plan for how it will balance its internal strengths andweaknesses with external opportunities and threats in order to maintain acompetitive advantage.a.SWOT analysisb.mission statementc.strategyd.tactice.scorecard(c;easy)36.The performance of human resource departments is evaluated based on.a.measurable evidence of efficiencyb.measurable evidence of effectivenessc.anecdotal evidenced.qualitative measures of successe.both a and b(e;moderate)37.Quantitative performance measures used by human resource managers toassess operations are c a l l e d.a.ratiosb.benchmarksc.metrics(指标、度量)d.gradese.goals(c;moderate)38.The metric can be used as a measurement to show improvements tosavings in recruitment and retention costs.a.absence rateb.cost per hirec.HR expense factord.human capital ROIe.time to fill(b;moderate)39.Which metric indicates the cost of health care per employee by providing theper capita cost of employee benefits?a.HR expense factorb.human capital ROIc.health care costs per employeed.human capital value addede.revenue factor(c;moderate)40.The metric views human resource expenses in relation to the totaloperating expenses of the organization.a.HR expense factorb.human capital ROIc.health care costs per employeed.human capital value addede.revenue factor(a;moderate)41.are a useful tool for determining why employees are leaving anorganization.a.Government labor reportsb.Exit interviewsc.Benchmarksd.HR portalse.Turnover rates(b;easy)42.Which of the following human resource practices can be useful in reducingworkers compensation cost per employee?a.safety trainingb.disability managementc.safety incentivesd.all of the abovee.a and b only(d;moderate)43.Which metric views employees as capital rather than as an expense?a.time to fillb.training investmentc.HR expense factord.revenue factore.none of the above(d;difficult)44.The measures the rate at which employees leave the company.a.turnover costsb.turnover ratec.time to filld.cost per hiree.absence rate(b;moderate)45.When managers use metrics to assess performance and then develop strategiesfor corrective action,they are performing the function of management.a.planningb.leadingc.staffingd.controllinge.organizing(d;difficult)46.The t e r m means contributing in a measurable way to achieving thecompanys strategic petitive advantageb.achievement successc.value creationd.success metricnone of the above(c;moderate)47.Managers use a(n)to measure the HR functions effectiveness andefficiency in producing employee behaviors the company needs to achieve itsstrategic goals.a.metricb.HR Scorecardc.benchmarkd.high performance work systeme.MBO format(b;easy)48.Metrics can be compared against to evaluate an organizationsperformance.a.last years petitors metricc.survey datad.national standarde.all of the above(e;easy)49.The Revenue Factor is equal to.a.revenue divided by the total number of full-time equivalents(FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents(FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(a;difficult)50.The HR expense factor is equal to.a.revenue divided by the total number of full-time equivalents(FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents(FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(d;difficult)51.The cost per hire is equal to.a.revenue divided by the total number of full-time equivalents(FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents(FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(e;moderate)52.The human capital value added is equal to.a.revenue divided by the total number of full-time equivalents(FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents(FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(c;difficult)53.What metric evaluates retention efforts by an organization?a.turnover costsb.turnover ratec.cost per hired.absence ratee.both a and b(e;easy)54.Firms can use the as a benchmark for the cost per hire metric.a.Government employment reportb.Cost Per Hire Staffing Metrics Surveyc.Employer Costs for Employee Compensation Reportd.Government Job Turnover Reporte.None of the above(b;easy)55.Firms can use the as a benchmark for the time to fill metric.a.Government employment reportb.Cost Per Hire Staffing Metrics Surveyc.Employer Costs for Employee Compensation Reportd.Government Job Turnover Reporte.None of the above(b;difficult)56.The concise measurement system used by companies to show the quantitativestandards the firm uses to measure HR activities,employee behaviors resultingfrom the activities,and the strategically relevant organizational outcomes ofthose employee behaviors is called a(n).a.evaluation systemb.HR scorecardc.appraisal systemd.evaluation benchmarke.annual report(b;moderate)57.When seeking to improve the workers9 compensation cost per employeemetric,human resource managers should a n a l y z e.a.types of injuriesb.injuries by departmentc.injuries by job typed.changes in injuries over timee.all of the above(e;easy)58.In which area must HR managers be proficient in order to perform well intodays environment?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.all of the above(e;moderate)59.Mak wants to report the value of the knowledge,skill,and performance of theorganizations workforce.To illustrate how employees add value to anorganization,Mak should use the metric.a.revenue factorb.human capital value addedc.training investmentd.HR expense factore.intangible assets(b;moderate)60.Of the four categories of proficiencies necessary for HR managers,which onerefers to traditional knowledge and skills in areas such as employee selection,training,and compensation?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(a;moderate)61.Of the four categories
