By: Linda Howard
DESSLER, HUMAN RESOURCE MANAGEMENT 11/E
MONDY AND NOE, HUMAN RESOURCE MANAGEMENT 10/E
DESSLER, FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 1/E
PRACTICE TEST (200 QUESTIONS)
1. Human Resource departments serve a strategic role in most organizations because:
a. today’s organizations are instituting HR practices aimed at gaining competitive advantage through their employees. b. Human Resource departments handle downsizing and layoff processes. c. globalization has reduced competition.
d. the workforce is becoming less diverse.
2. Human Resources departments support organizational strategy implementation in all of the following ways EXCEPT:
a. restructuring efforts.
b. instituting incentive plans, such as pay-for-performance plans. c. developing and marketing the organization’ s products and services. d. retraining employees for redesigned work.
3. Title VII of the 1964 Civil Rights Act prohibits employment discrimination based on:
a. race, color, or ethnic background.
b. race, religion, or sexual orientation.
c. race, color, religion, sex, or national origin.
d. race, gender, or religion.
4. Strategic organizational issues related to employee compensation include all of the following EXCEPT:
a. whether to emphasize seniority or performance.
b. how to handle salary compression.
c. whether employees should be paid weekly, biweekly, or monthly. d. who should distribute pay checks to employees.
5. A specialized approach to organizational change in which the employees themselves formulate the change that is required and implement it, often with the assistance of a trained consultant, is:
a. organizational development.
b. skills training.
c. employee orientation.
d. sensitivity training.
6. Human Resource professionals need to understand the relationship between employee training and organizational strategy because:
a. training always results in improved performance.
b. HR departments are responsible for delivering employee training. c. training is often part of managerial efforts to renew or reinvent the organization so that it can meet a strategic challenge. d. employees generally enjoy training programs.
7. A process that aims to improve the performance and interaction within a specific group of employees is:
b. a Scanlon plan.
c. human factors engineering.
d. survey research.
8. With regard to technology:
a. expansion of employee Internet use has had little effect on HR policies and practices. b. most employees need little training in technology as computer usage is widespread. c. technology and the Internet have enhanced HR’s ability to deliver services to employees. d. most organizations are decreasing, rather than increasing, technology usage.
9. Distinguishing characteristics of self-directed (self-managed) teams include all of the following EXCEPT:
a. strong managerial leadership.
b. naturally interdependent tasks.
c. enriched jobs.
d. employee empowerment.
10. Total Quality Management (TQM) programs typically include all of the following EXCEPT:
a. a focus on customer satisfaction through continuous improvement. b. employee training designed to insure quality.
c. involvement of all members of the organization.
d. specific penalties for employees who fail to meet TQM standards.
11. HR-related guidelines for building effective self-directed teams include:
a. designating a strong leader as manager of the team.
b. eliminating cross training so that workers can concentrate on their jobs. c. providing extensive training so that team members have the skills needed to do their jobs. d. assigning employees who dislike teams to work together as a team to overcome their resistance. 12. Human Resources departments can make a significant...