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HRM 300 Week 5 Final Examination (2)
FINAL EXAM – HRM/300
- 1. The specific human resource courses of action the company plans to pursue to achieve
its goals/objectives is referred to as a:
- Competitive Advantage
- Monopoly
- Job Analysis
- Strategic Partnership
- Human Resource Strategy
- The HRM implications of technology include:
- Communications
- Legal Issues
- Employee Selection
- Training & Development
- All the above
- A condition in which employment practices are seemingly neutral yet
disproportionately exclude a protected group from employment opportunities
is known as:
- Four-Fifth’s Discrimination
- Disparate Impact
- Reasonable Accommodation
- Sexual Harassment
- Right-to-Know
Which test does not identify possible discrimination according to EEO laws?
- McDonnell-Douglas Test
- California Psychological Inventory
- Restricted Policy
- Geographic Comparison
- Four-Fifth’s Rule
- Linking organizational strategy to human resource planning including various
activities except:
- Assessing current human resources (employee skills & competencies)
- Identifying the supply of labor
- Calculating the astronomical unit (AU) of the Venus Transit
- Succession Planning
- Identifying the demand for labor
- Assessing Human Resource Information Systems (HRIS)
- Select the statement that is not true:
- Job analysis has multifaceted applications.
- Job analysis is a systematic exploration of the activities in a job
- Job analysis methods include observation, individual interview,
group interview, structured questionnaire, technical conference,
and diary method.
- Job analysis has insignificant legal implications.
- The purpose of job analysis is to describe, specify, and evaluate.
- Which of the following is not true regarding an organization’s development needs:
- Employee training prepares employees to do current jobs more efficiently.
- Only management should to take an active role in identifying and resolving work-related issues.
- Employee development prepares employees for jobs of greater responsibility
within the organization.
- Training costs time and money.
- Training should always be evaluated for effectiveness.
- The reasons HRM should be responsible for career development include all the
following except:
- To strengthen the organization’s brand
- To develop employees
- To control the career stages of employees
- To attract employees
- To retain employees
- Job evaluation is a technique used to determine:
- Performance appraisals of individuals
- Relative worth of each job
- Goals and objectives
- Relative value of an individual’s career
- Job reviews of individuals
- The most important aspect of performance analysis is distinguishing between:
- Job Tasks and Employee Traits
- Good Performers and Bad Performers
- Performance Standards
- Goals Achievement
- Can’t Do (ability) and Won’t Do (attitude)