Essays about logistics - Tài liệu tham khảo | Đại học Hoa Sen
Essays about logistics - Tài liệu tham khảo | Đại học Hoa Sen và thông tin bổ ích giúp sinh viên tham khảo, ôn luyện và phục vụ nhu cầu học tập của mình cụ thể là có định hướng, ôn tập, nắm vững kiến thức môn học và làm bài tốt trong những bài kiểm tra, bài tiểu luận, bài tập kết thúc học phần, từ đó học tập tốt và có kết quả
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1. In order to enable an organisation to compete in the 215 century, human
resource management needs to focus on ..
A.Developing production planning
B.Rationalising scientific management principles
C. Developing a skillful and flexible workforce
2. Below are the main activities of the HR Department EXCEPT.....
A.Directing operations manager
B.Giving services, advice and counseling
C.Developing and implementing organization policy
D.Administer recruitment and training programs
3. The key to quality product and services for an organization depends on how it manages.. A. Budget В. Project C.Labor union strictly D.Employees
4. The HR owned by an organisation can be used to compete if the resource is A.Paid special attention B.Well looked after C.Well managed
D.Given attractive rewards
5. Which of these is Not one of the main technological effects towards human resource management?
A. Technology has changed the methods used to gather information of employee transfer
B.Technology has sped up the employee intake data processing
C.Technology has eliminated supervising roles in employee management
D.Technology has improved internal and external communications process
6. Which term refers to a procedure for determining the duties and skill
requirements for a specific job and the kind of person most suitable for a position? A) HR management B)Job description C) job analysis D) talent management
7. The information resulting from a job analysis is primarily used for writing A) job descriptions B) corporate objectives C) training requirements D) performance standards
8. During a job analysis, a human resources specialist will most likely collect
information about all of the following EXCEPT A) human behaviors
B) physical working conditions
C) responsibilities of the position
D) employee benefits options
9. Job analysis is most important because managers use it to
A) apply talent management
B) support all HRM activities
C) comply with ADA requirements
D) provide employment data to the government
10. Maria, an HR manager at ATX Manufacturing, needs to know what kinds
of people to recruit for a process engineering job at the firm. Which of the
following would be most useful for Maria's task? A. job analysis B. organization chart C. industry standards D. performance appraisal
11. What is the first step in conducting a job analysis?
A) developing a job description
B) collecting data on job activities
C) deciding how to use the information
D) selecting representative positions to observe
12.Which of the following would LEAST likely involve the use of job analysis information? A) recruiting decisions; B) training requirements; C) performance appraisal
D) Diversification oversight
13. Anna, a new employee at Concord Electronics, wants to make sure she
understands who to report to at the firm and the title of various positions.
Which of the following would most likely help Anna? A.organization chart B.process chart C.workflow analysis D.position analysis
14. Anita, an HR manager, is in the process of conducting a job analysis. She
has just finished selecting a sample of representative positions. What should Anita do next?
A. develop a job description that includes working conditions and responsibilities
B. contact supervisors to verify employees' tasks, responsibilities, and working conditions
C. interview employees to gather information about the job's duties and responsibilities
D. conduct a workflow analysis and develop a diagrammatic process chart for each job
15. What is the final step of the job analysis process?
A) creating a process chart
B) writing a job description
C) determining a sample group
D) verifying data with supervisors
16._____is the process of deciding what positions the firm will have to fill and how to fill them. A. Employee selection B. Talent management C. Personnel planning D. Trend analysis
17. What is the purpose of recruiting?
A. forecasting the supply of candidates
B. developing an applicant pool
C. establishing a strategic plan
D. developing qualifications inventories
18. Steve, an HR manager for IBM, must decide what positions the firm
should fill in the next 6 months, which means Steve is currently working on A. candidate screening B. workforce planning C. employee contracting D. department training in
19. A firm's______should guide employment planning and determine the types of skills and
competencies the firm needs. A. organizational chart B. recruitment process C. marketing plan D. strategic plan
20. Which of the following is LEAST likely to be considered by employers
during the process of workforce planning A. personnel needs B. organizational culture
C. supply of inside candidates
D. supply of outside candidates
21. Which of the following refers to studying variations in a firm's past
employment levels to predict future needs? A) ratio analysis B.Trend analysis C) job analysis D) graphical analysis
22. The process of making forcasts based on the relationship between some
causal factor like sales volume and the number of employees required is called___ A.ratio analysis B.trend analysis C.graphical analysis D.computer analysis
23.Newton Building Supplies hopes to generate an extra $4 million in sales
next year. A salesperson traditionally generates $800,000 in sales each year
Using ratio analysis, how many new sales people should Newton hire? A.2 B.5 C.10 D.12
24. А____shows graphically how two variables are related. A. trend analysis B. ratio analysis C. scatter plot D.correlation analysis
25._____contain data on employees' performance records. educational backgrounds, and promotion recommendations.
A. Computerized forecasting tools B. Replacement charts C. Qualifications inventories D. HR scorecards