HRM 300 Week 5 Final Examination (2)

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HRM 300 Week 5 Final Examination (2)
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Year: 2016
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HRM 300 Week 5 Final Examination (2)

FINAL EXAM – HRM/300

 

  1. 1. The specific human resource courses of action the company plans to pursue to achieve

    its goals/objectives is referred to as a:

 

  1. Competitive Advantage
  2. Monopoly
  3. Job Analysis
  4. Strategic Partnership
  5. Human Resource Strategy

 

  1. The HRM implications of technology include:

 

  1. Communications
  2. Legal Issues
  3. Employee Selection
  4. Training & Development
  5. All the above

 

  1. A condition in which employment practices are seemingly neutral yet

    disproportionately exclude a protected group from employment opportunities

    is known as:

 

  1. Four-Fifth’s Discrimination
  2. Disparate Impact
  3. Reasonable Accommodation
  4. Sexual Harassment
  5. Right-to-Know
  6. Which test does not identify possible discrimination according to EEO laws?

 

  1. McDonnell-Douglas Test
  2. California Psychological Inventory
  3. Restricted Policy
  4. Geographic Comparison
  5. Four-Fifth’s Rule

 

  1. Linking organizational strategy to human resource planning including various

    activities except:

 

  1. Assessing current human resources (employee skills & competencies)
  2. Identifying the supply of labor
  3. Calculating the astronomical unit (AU) of the Venus Transit
  4. Succession Planning
  5. Identifying the demand for labor
  6. Assessing Human Resource Information Systems (HRIS)

 

  1. Select the statement that is not true:

 

  1. Job analysis has multifaceted applications.
  2. Job analysis is a systematic exploration of the activities in a job
  3. Job analysis methods include observation, individual interview,

    group interview, structured questionnaire, technical conference,

    and diary method.

  4. Job analysis has insignificant legal implications.
  5. The purpose of job analysis is to describe, specify, and evaluate.

 

  1. Which of the following is not true regarding an organization’s development needs:

 

  1. Employee training prepares employees to do current jobs more efficiently.
  2. Only management should to take an active role in identifying and resolving work-related issues.
  3. Employee development prepares employees for jobs of greater responsibility

    within the organization.

  4. Training costs time and money.
  5. Training should always be evaluated for effectiveness.

 

  1. The reasons HRM should be responsible for career development include all the

    following except:

 

  1. To strengthen the organization’s brand
  2. To develop employees
  3. To control the career stages of employees
  4. To attract employees
  5. To retain employees

 

  1. Job evaluation is a technique used to determine:

 

  1. Performance appraisals of individuals
  2. Relative worth of each job
  3. Goals and objectives
  4. Relative value of an individual’s career
  5. Job reviews of individuals

 

  1. The most important aspect of performance analysis is distinguishing between:
  2. Job Tasks and Employee Traits
  3. Good Performers and Bad Performers
  4. Performance Standards
  5. Goals Achievement
  6. Can’t Do (ability) and Won’t Do (attitude)