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Chapter04 雷蒙德第七版_Human_Resource_Management

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2021-02-19 14:45
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2021年2月19日发(作者:reflection)


Chapter 04


Human Resource Planning and Recruitment





True / False Questions




1.


The first step in the human resource planning process is forecasting.





True





False




2.


An objective measure that accurately predicts future demand is called a nominal predictor.





True





False





3.


Economic planning models are useful when there is a long, stable history that can be used to


reliably detect relationships among variables.





True





False




4.


Change matrices are extremely useful for charting historical trends in a company's supply of


labor.





True





False




5.


The goals an organization sets in its human resource planning process should come directly


from the analysis of its labor supply and demand.





True






False




6.


As an option for avoiding an expected labor shortage, the use of new external hires is fast and


the terms of revocability are high.





True





False





7.


In


the


past


decade,


the


typical


organizational


response


to


a


surplus


of


labor


has


been


downsizing, which is fast, but high in human suffering.





True





False




8.


The


typical


organizational


response


to


a


labor


shortage


has


been


either


hiring


temporary


employees or outsourcing, responses that are fast and high in revocability.





True





False




9.


One


of


the


reasons


organizations


engaged


in


downsizing


was


that,


for


economic


reasons,


many firms changed the location of where they did business.





True





False




10.


Despite


the


fact


that


baby


boomers


are


approaching


retirement,


early


indicators


show


this


group has no intention of retiring.





True





False




11.


An


advantage


of


employing


temporary


workers


is


that


it


frees


the


firm


from


many


administrative tasks and financial burdens associated with being the





True





False




12.


Outsourcing is a logical choice when a firm does not have certain expertise and is unwilling


to invest the time and effort to develop it.





True





False




13.


Increasingly,





True





False





14.


Employers prefer hiring and training new employees rather than having to pay workers extra


for overtime production.





True





False





15.


A comparison of the proportion of workers in protected subgroups with the proportion that


each subgroup represents in the relevant labor market is called a workforce utilization review.





True





False




16.


The goal of recruiting is simply to generate large numbers of applicants.





True





False





17.


Characteristics of a job vacancy are less important than recruiters or recruiting sources when


it comes to predicting job choice.





True





False





18.


Research


indicates


that


job


applicants


find


companies


with


due


process


policies


more


attractive than companies with employment-at-will practices.





True





False




19.


Image advertising is often effective because job applicants develop ideas about the general


reputation of the firm and then this spills over to influence their expectations about the nature of


specific jobs at the organization.





True






False




20.


Recruiting


advertisements


in


newspapers


and


periodicals


typically


generate


more


desirable


recruits than direct applications or referrals.





True





False





21.


Private employment agencies serve primarily blue-collar workers, while public employment


agencies mostly deal with white-collar workers.





True





False





22.


Newspaper


ads


generate


the


largest


number


of


recruits,


but


relatively


few


of


these


are


qualified for the position.





True





False




23.


Recruiters


tend


to


be


viewed


by


job


seekers


as


less


credible


when


they


are


personnel


specialists rather than subject matter experts in the job being filled.





True





False




24.


When applicants' reactions to recruiters are examined, age and gender are the two traits that


stand out the most.





True





False




25.


Research


indicates


that


realistic


job


previews


do


lower


expectations


and


can


help


reduce


future turnover in the workforce.





True






False







Multiple Choice Questions




26.


The first step in the human resource planning process is _____.






A.



forecasting



B.



goal setting



C.



program implementation



D.



program evaluation



E.



groupthink





27.


The


process


of


attempting


to


ascertain


the


supply


and


demand


for


various


types


of


human


resources is called _____.






A.



goal setting



B.



downsizing



C.



program evaluations



D.



forecasting



E.



implementation





28.


Which of the following is an advantage of statistical forecasting methods?






A.



They


are


particularly


useful


if


important


events


that


occur


in


the


labor


market


have


no


historical precedent.



B.



They are particularly useful in dynamic environments.



C.



They provide predictions that are much more precise than judgmental methods.



D.



Small companies that cannot afford their own testing programs rely on statistical forecasting


methods to recruit temporary employees.



E.



In the event of a legal dispute, they are more acceptable as evidence by juries.





29.


Which


of


the


following


differentiates


statistical


forecasting


methods


from


judgmental


forecasting methods?






A.



Judgmental


methods


are


of


less


use


than


statistical


methods


in


cases


that


have


historical


precedence.



B.



Statistical


methods


allow


for


complete


reliance


on


an


inference


about


the


future


which


judgmental methods do not.



C.



Judgmental


methods


give


predictions


that


are


much


more


precise


than


those


that


could


be


achieved through statistical methods.



D.



Under the right conditions, statistical methods are more precise for capturing historic trends


in a company's demand for labor than judgmental methods.



E.



Forecasting


on


the


supply


side


should


use


statistical


methods


while


on


the


demand


side


should use judgmental methods.





30.


A leading indicator is:






A.



an informal way of measuring the purchasing power parity between two currencies.



B.



a measurement of consumer confidence, which is defined as the degree of optimism on the


state of the economy.



C.



an


economic


indicator


found


by


adding


the


unemployment


rate


to


the


inflation


rate


of


an


economy.



D.



an indicator to measure changes in the price level of consumer goods and services purchased


by households.



E.



an objective measure that accurately predicts future labor demand.





31.


Statistical planning models almost always have to be complemented by _____.






A.



competitor information



B.



subjective judgments



C.



transitional matrices



D.



future prediction of the state of the economy



E.



historical precedence





32.


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.



task role matrix



E.



leading indicator





33.


Refer to the following hypothetical transitional matrix for an auto parts manufacturer.








How


many


of


the


total


assistant


managers


employed


in


2001


were


promoted


to


the


managerial


position in 2004?






A.



95%



B.



8%



C.



5%



D.



87%



E.



83%





34.


Refer to the following hypothetical transitional matrix for an auto parts manufacturer.








Employees of which of the following job categories were not promoted at all in 2004?






A.



Sales representative



B.



Assistant manager



C.



Clerical



D.



Credit analyst



E.



Credit specialist





35.


Refer to the following hypothetical transitional matrix for an auto parts manufacturer.








In which of the following job categories were there demotions?






A.



Assistant managers



B.



Credit specialist



C.



Clerical



D.



Loan officer



E.



Manager





36.


Refer to the following hypothetical transitional matrix for an auto parts manufacturer.








How many credits specialists employed in 2001 were promoted to the category of loan officers in


2004?






A.



70%



B.



20%



C.



5%



D.



50%



E.



90%





37.


Refer to the following hypothetical transitional matrix for an auto parts manufacturer.








Which of the following job categories saw the highest percent of its employees get promoted in


2004?






A.



Sales representatives



B.



Managers



C.



Credit specialists



D.



Loan officers



E.



Clerks





38.


Which of the following is true about transitional matrices?






A.



A transitional matrix can only be read from top to bottom.



B.



Transitional


matrices


provide


a


comparison


of


the


proportion


of


workers


in


protected


subgroups with the proportion that each subgroup represents in the relevant labor market.



C.



Transitional matrices provide an objective measure of the effectiveness of an organization's


human resource recruitment policy.



D.



Transitional


matrices


are


extremely


useful


for


charting


historical


trends


in


a


company's


supply of labor.



E.



Transitional matrices show the increase in productivity of employees over a period of time.





39.


The goals that are set in the human resource planning process should come directly from:






A.



mid-level managers who tend to be most in touch with the organization's needs.



B.



the results arrived at by forecasting methods.



C.



the analysis of the labor supply and demand.



D.



the strategic choices made by the company's top-level managers.



E.



the feedback provided by the organization's customers.





40.


The purpose of setting specific quantitative goals is:






A.



to make sure that employees are held accountable for achieving the stated goals.



B.



to


ascertain


whether


or


not


the


company


has


successfully


avoided


any


potential


labor


surpluses or shortages.



C.



to collect data about current employees and measure their performances.



D.



to


focus


attention


on


the


problem


and


provide


a


benchmark


for


determining


the


relative


success of any programs aimed at redressing a pending labor shortage or surplus.



E.



to


predict


areas


within


the


organization


where


there


will


be


future


labor


shortages


or


surpluses.





41.


A


software


company


is


seeking


to


address


a


projected


labor


shortage


by


selecting


from


a


number


of


possible


options


aimed


at


redressing


the


pending


labor


shortage.


In


which


of


the


following steps of the human resource planning process does this occur?







A.



Goal setting and strategic planning



B.



Program evaluation



C.



Forecasting



D.



Program implementation



E.



Data collection





42.


Which of the following options for reducing an expected labor surplus is a slower option and


is low on human suffering?






A.



Downsizing



B.



Demotions



C.



Early retirement



D.



Transfers



E.



Temporary employees





43.


Which of the following options for reducing an expected labor surplus is a faster option but


results in high human suffering?






A.



Early retirement



B.



Retraining



C.



Hiring freeze



D.



Natural attrition



E.



Demotions





44.


Which


of


the


following


options


for


avoiding


an


expected


labor


shortage


has


the


benefit


of


being a fast solution with high revocability?






A.



Temporary employees



B.



Technological innovation



C.



Turnovers



D.



New external hires



E.



Retraining





45.


Which of the following options for avoiding an expected labor shortage is a slow


solution


and has low revocability?






A.



Overtime



B.



Temporary employees



C.



Retrained transfers



D.



Technological innovation



E.



Outsourcing





46.


_____


is


an


option


for


avoiding


an


expected


labor


shortage


that


is


slow


and


has


high


revocability.






A.



Natural attrition



B.



Retrained transfers



C.



Outsourcing



D.



Overtime



E.



Technological innovation





47.


Your company's primary concern is to reduce an expected labor surplus fast; its secondary


concern


is


to


minimize


human


suffering.


The


option


that


would


best


address


the


company's


concerns (in the priority indicated) is:






A.



layoffs and transfers.



B.



hiring freeze and work sharing.



C.



early retirement and retraining.



D.



natural attrition and transfers.



E.



homesourcing and work sharing.





48.


_____


is


the


planned


elimination


of


large


numbers


of


personnel


designed


to


enhance


organizational effectiveness.






A.



Homesourcing



B.



Downsizing



C.



Retirement



D.



Retraining



E.



Work sharing





49.


Which of the following is a negative effect of downsizing?






A.



In case the laid-off employees are a part of any labor unions, the company may have to fight


the unions legally.



B.



Many downsizing campaigns let go of people who turn out to be irreplaceable assets.



C.



Downsizing


interferes


with


the


optimization


of


resources


brought


through


voluntary


transactions in the market.



D.



Downsizing


is


time-consuming


because


managers


have


to


go


through


employee


records


to


look for low performers.



E.



Downsized companies have to deal with the extra pressure of gaining back the business and


confidence of the client.





50.


Which of the following statements is true about downsizing?






A.



The typical organizational response to a surplus of labor has been downsizing, which is slow


but low in human suffering.



B.



An organization turns to downsizing only in times of recession.



C.



In firms that are high in research and development intensity, downsizing has been linked to


higher long-term organizational profits.



D.



The negative effects of downsizing seem to be reduced in service industry's characterized by


high levels of customer contact.



E.



Downsizing


efforts


often


fail


because


employees


who


survive


the


purges


often


become


narrow-minded, self- absorbed, and risk-averse.





51.


The _____ requires that employers give workers 60 days warning regarding layoffs, as well


as severance pay.






A.



Employer's Liability Act



B.



Worker Adjustment and Retraining Notification Act



C.



Protection of Employment Regulations



D.



Age Discrimination in Employment Act



E.



Equal Pay Act





52.


Which of the following is most likely to lead to a successful downsizing?






A.



Avoiding indiscriminant reductions



B.



Informing employees that they are laid off via emails



C.



Downsizing at random



D.



Avoiding changes in the nature of work roles



E.



Removing the oldest and best-paid employees first





53.


Which of the following best explains why older people approaching retirement age have no

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