Advanced Final EXAM - Tài liệu tham khảo | Đại học Hoa Sen

TÀI LI U ÔN THI AD Ệ VANCED CUÔỐI KỲ ĐỀỀ ÔN 1:
1. Unlike traditional human resource management, strategic management of human
resource allows us to consider HR from ____. a. Organizational vision
b. Organizational perspective
c. An investment perspective
d. Company social responsibility
2. Employees are valuable source of sustainable ____. a. Competitive advantage b. Technical knowledge c. Ability to learn and grow
d. Openness to new ideas
3. Technologies impact the organization and HRM, thus causing strategic issues and
HRM issues; consider following statement, which one are HRM issues ____?
a. New market opportunities afforded
b. Cos of equipment and technology
c. Impact on work group dynamic
d. Adequacy of current facilities
4. It is becoming more increasingly important as the skills required for most jobs
become less manual and ___ in nature a. More physical assets b. Knowlegde-based c. More economic counseling d. More market drive
5. To drive value and optimize company performance,____, the collective
knowledge, skills, and ability of people that contribute to organizational success is an asset to be leveraged. a. Company value b. Human value c. Human capital d. Human knowledge.
6. Based on corporate culture, organization value and strategic business goals and
objectives, human capital measures indicate ____ of the organization. a. The competition b. The disadvantages c. The right d. The health
7. When the company focuses on its growth strategies, what is NOT human resources issues?
a. Managing employee surplus b. Planning for new hiring c. Alerting current employees
d. Ensuring quality & performance standards are maintained
8. When the company focuses on it strategic: turnaround or retrenchment, what is NOT mentioned?
a. Downsizing is streamlining organization in cost-cutting attempt to adjust to competitive environment
b. Enlarging business geography
c. Few opportunities & many environmental threats
d. Important to develop HR practises to manage “survivors”
9. One of the business unit’s strategies is “cost leadership”, identify which one represent this action
a. Increases in hiring more staff
b. Increases in efficiency & cutting of costs, then passing savings to consumers
c. Increases in employee’s morale
d. Increases in employee training
10. Identify which terms do not cause employee satisfaction a. Employee discipline b. Job security c. Pension package
d. Healthcare concern by the management
11. HR’s success ad true strategic ___ dependent on five specific competencies:
strategic contribution, business knowledge, personal creadibility, HR delivery, and HR technology a. Business partner b. Relationship builder c. Rapid deployment specialist d. Knowledge
12. HR delivery serves ___ through effective and efficient programs related to staffing
performance management and employee development a. External customers b. Consumers c. Internal customers d. All of these above
13. HR people should have____ to understand nuts and bolts of organization’s
operation and leverage this knowledge into results a. External environment b. Internal environment
c. Good relationship with line managers d. Business knowledge
14. _____ creates an environment & culture in which employees voluntarily
contribute skills, ideas, & energy a. Human capital
b. Human capital steward c. Company strategies d. Company mission
15. Few funtional managers see themselves as HR managers & more
concerned______ of their areas of responsibility than human aspects a. Details b. Technical aspects c. Cultural aspects d. Environmental analysis
16. Small companies may not have as many opportunities for promotions, so they try
to motivate employees through ______. a. Job enlargement b. Rewarding c. More benefits
d. Changing in skill & work habits of employees
17. Workers are concerned about changes that directly impact their career and _____. a. Their job b. Their destiny c. livelihood d. feedback
18. Most changes involve in ____ : what they do, what they are given, their needs and skill requirement a. Domestic jobs b. Cost increase c. Economic status d. Job design
19. ____ : is the process of identifying short-term or long-term back-ups incase of emergency a. Replacement development b. Replacement planning c. Succession management d. Succession replacement
20. Managers sometimes believe they should treat all their employee alike, but not all people are ____ a. Equally talented b. Qualified c. Knowledgeable d. Workable ĐỀỀ ÔN 2:
1. Unlike traditional human resource management, strategic management of human
resource allows us to consider HR from… a. Organization vision b. Organization perspective
c. An investment perspective
d. Company social responsibility
2. Employees are valuable source of sustainable
a. Competitive advantage b. Technical knowledge c. Ability to learn and grow d. Openness to ideals
3. It is becoming more increasingly important as the skills required for most jobs
become less manual and …. in nature. a. More physical assets b. Knowledge-based c. More economic counseling d. More economy drive
4. To drive value and optimize company performance,……, the collective knowledge,
skills and abilities of people that contribute to organizational success is an asset to be leveraged a. Company value b. Human value c. Human capital d. Human knowledge
5. Based on corporate culture, organization value and strategic business goal and
objectives, human capital measure indicate…….of the organization a. The competition b. The disadvantages c. The right d. The health
6. Individuals with disabilities are protected from……in employment under the
American with Disabilities Act of 1990. a. Discrimination b. Punishment c. Coercion d. Encouragement
7. The increased incidence of single-parent families and……couples creates issues
around childcare, and relocation a. Single-career b. Multiple-career c. Acceptable d. Dual-career
8. During….., issues of balance and accommodation relative to family demands are
the priority with organization understanding and supporting this pursuit of balance. a. The early career years b. The succession planning c. The mid-career years d. The career development
9. During….., goal achievement and challenge are emphasized as a woman pursues her career interest. a. The succession planning
b. The early career years c. The career development d. The mid-career years
10. Traditional succession planning utilizes a relative simple planning tool called….. a. A graph b. A pie c. A matrix d. A replacement chart
11. Succession planning clearly involves taking an investment-oriented approach toward……… a. Senior managers b. Executives c. Employees d. Managerial levels
12. …….provides some variety by increasing the number of task, activities, or job to
help alleviate the boredom of highly specialized work a. Job rotation b. Job design c. Job description d. Job enlargement
13. A variety of job enlargement is………., where workers rotate across different specialized a. Job rotation b. Job specification c. Job design d. Job management
14. ……are people who already meet the competency demains of the next level ( top
3%-5% of the company) and capable of being promoted to CEO at some future a. High professions b. High performers c. High potentials d. High skilled specialist
15. …..are the most knowledgeable about what to do, when to do it, and how to do it the organization a. High skilled specialist b. High performers c. d. High professionals
16. Career pathing is design to help managers acquire the necessary experience for…. a. Future job b. Desired job c. Developed job d. Past job
17. ……..tried to recruit competitive, good temporary works through networks with
job development specialists in the region. a. Company interviewers b. Company managers c. Staffing specialists d. Administrative specialists
18. …..were asked to check off other traits during the interview, using categories for
grooming, verbal facility, awareness, and behavior. a. Company managers
b. Placement specialists c. Union support d. Administrative specialists
19. Successful sale in the …..come from knowing how to place the right workers in the right jobs. a. Staff hiring b. Staff recruitment c. Interview d. Staffing industry
20. …….can be a valuable resource to an employer, given that they know the
organization’s products/services, culture, market, and customers. a. Outsourced employees b. Operational specialists c. Former employees d. Managers ĐỀỀ ÔN 3
1. Strategic human resources management requires abandoning mindset &
practices of “personnel management” & focusing on ___ rather than operational issues. a. Visional issues b. Strategic issues c. Organizational issues
d. Company social responsibility
2. Strategic human resources management integrates all HR programs within larger framework facilitating __ . a. Openness to new ideas b. Technical advancement c. Legal framework
d. Mission and objectives
3. Performing recordkeeping, paper pushing, file maintenance and other largely
clerical functions are major duties of __ ?
a. Creating new market opportunities
b. Personnel management c. Work group dynamic d. Operational functions
4. The role of HRM evolves from administrative duties to a __ . a. Capital assets b. Knowledge-based facilitator c. Strategic mentor d. Strategic partner
5. As a strategic partner, HR holds responsible for organizational architecture and __ a. Structure b. Human value c. Company culture d. Human knowledge
6. As a change agent, HR is able to build organization’s capacity to embrace __. a. Competition b. Threats c. New situation d. New environment
7. As an administrative expert, HR gets __ done effectively and efficiently? a. Employee surplus b. Routine work c. Current employees
d. Quality & performance standards
8. As an employee champion, HR is accountable for employee fully engaged in and committed to the __ . a. Organization b. Business c. Environmental threats d. HR practices
9. HR as strategic partner plays a role in __.
a. Increasing number of qualified staff b. Increasing costs
c. Knowledge-based economy
d. Increasing employee cost cutting
10. Strategic HR as organizational learning involves in capturing, __ and establishing
mechanisms for use & reues of knowledge for individuals &groups a. Transferring b. Using knowledge c. Managing knowledge d. Reusing knowledge
11. Human resource planning is __ of HR strategy a. Internal and external focus b. Knowledge capturing c. The first component d. Functional responsibility
12. Human resource planning is __ in anticipating & flexible responses to changing HR requirements a. Reactive b. Subjective