Trắc nghiệm - HRM - Tài liệu tham khảo | Đại học Hoa Sen

CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
1. In order to enable an organization to compete in the 21st century, human resource
management needs to focus on .......
A. Developing production planning
B. Rationalizing scientific management principles
C. Developing a skillful and flexible workforce
D. Recruiting as many as possible employees
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 B. Project C. Labor union strictly D. Employees
4. The HR owned by an organization 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 of the following is NOT considered one of the line supervisor's
responsibilities for effective human resources management under the general headings
outlined by a major company discussed in the textbook?
A. protecting employees' health and physical condition
B. changing employees' attitudes regarding work
C. developing the abilities of each person
D. interpreting the company policies and procedures
7. A line manager's human resource responsibilities most likely include all of the following EXCEPT ______.
A. maintaining department morale B. controlling labor costs
C. protecting employees' health
D. marketing new products and services
8. Which of the following refers to the authority a manager has to advise other managers or employees? A. staff authority B. line authority
C. functional authority D. corporate authority
Explanation: Functional authority refers to the authority exerted by an HR manager
ascoordinator of personnel activities. An HR manager ensures that line managers are
implementingthe firm's HR policies and practices. Line authority is a a manager's right
to issue orders to othermanagers or employees, which creates a superior-subordinate
relationship. Staff authority refersto a manager's right to advise other managers or
employees, which creates an advisoryrelationship.
CHAPTER 2: JOB ANALYSIS AND TALENT MANAGEMENT
1. 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?
Thuật ngữ nào đề cập đến quy trình xác định các nhiệm vụ và yêu cầu kỹ năng cho
một công việc cụ thể và loại người phù hợp nhất cho một vị trí? A. HR management B. job description
C. job analysis (phân tích công việc) D. talent management
Explanation: Job analysis is the process of determining the duties of a specific job and
the characteristics of the people who would be most appropriate for the job. A job
analysis produces the necessary information to develop job descriptions and job specifications.
2. The information resulting from a job analysis is primarily used for writing ______.
Thông tin thu được từ phân tích công việc chủ yếu được sử dụng để viết
A. job descriptions (mô tả công việc) B. corporate objectives C. training requirements D. performance standards
Explanation: A job description is a list of what a job entails, and it is derived from a
job analysis. Job analysis is the procedure through which you determine the duties of
job positions and the characteristics of the people that should be hired for the positions.
3. 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
4. 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
5. Maria, an HR manager at ATX Manufacturing, needs to know what sorts 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
6. What is the first step in conducting a job analysis?
A. developing a job description
B. collecting data on job activities
C. deciding what information to collect
D. selecting representative positions to observe
7. 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
8. 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. workflow analysis C. process chart D. position analysis
9. 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
10. 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
CHAPTER 3: HUMAN RESOURCE PLANNING
1. ______ 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
Explanation: Personnel or employment planning is the process of deciding what
positions the firm will have to fill and how to fill them. The process considers all
future positions from maintenance workers to executives, and flows from the firm's strategic plans.
2. 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
3. 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
4. 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
Explanation: Employment planning should flow from the firm's strategic plans. For
example, plans to enter new businesses or reduce costs all influence the types of
positions a firm will need to fill or eliminate.
5. 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
6. 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
7. The process of making forecasts 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
8. 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 salespeople should Newton hire? A. 2 B. 5 C. 10 D. 12
9. A ______ shows graphically how two variables are related. A. trend analysis B. ratio analysis C. scatter plot D. correlation analysis
Explanation: A scatter plot graphically illustrates the relationship between two variables such
as sales and your firm's staffing levels.
10. ______ contain data on employees' performance records, educational backgrounds, and promotion recommendations.
A. Computerized forecasting tools B. Replacement charts
C. Qualifications inventories (kiểm kê trình độ)
D. HR scorecards (bản đồ chiến lược nhân sự)
11. What is the primary goal of the recruitment and selection process?
A. filling top executive positions
B. forecasting future personnel needs
C. hiring the best candidates for positions
D. increasing the retention of key employees
12. Theresa, an HR manager, works for a firm that is planning to expand overseas.
Theresa is in the process of workforce planning and has already forecasted the firm's
labor demand. What should Theresa do next?
A. create a job competencies matrix of all positions
B. establish training and development plans
C. identify labor supply-demand gaps
D. determine recruitment methods
CHAPTER 4: RECRUITMENT AND SELECTION
1. Hiring workers who have criminal backgrounds without proper safeguards is considered ______. A. improper screening
B. negligent hiring C. unreliable testing D. improper hiring
2. What is the primary goal of employee selection?
A. achieving person-job fit B. avoiding negligent hiring
C. developing a diverse workforce
D. maintaining valid test scores
3. As a manager, what is the most important reason to select employees carefully?
A. meet industry and organizational standards
B. comply with federal and state labor laws
C. improve personal and organizational performance
D. establish a high-performing work system
4. Effective employee screening will most likely ______.
A. improve team management skills
B. eliminate negative office politics
C. identify valid and reliable test procedures
D. reduce dysfunctional workplace behaviors
5. If a person scores a 70 on an intelligence test on one day and scores 110 when
retested on another day, you might conclude that this test is ______. A. Valid B. reliable C. unreliable D. inconsistent
6. If a person scores a 78 on a test on one day and scores a 79 when retested on
another day, you would most likely conclude that the test is ______. A. Valid B. invalid C. reliable D. unreliable
7. Which assessment method has a high development cost? A. cognitive ability tests B. job knowledge tests
C. structured interviews D. integrity tests
8. 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
9. What type of screening device is designed to measure attitudes regarding tolerance of others who steal? A. personality tests B. interest inventories
C. paper-and-pencil honesty tests D. graphology
10. All of the following are guidelines for conducting an effective interview EXCEPT ______.
A. asking the candidate questions that require yes or no answers
B. showing courtesy and friendliness towards the candidate
C. scheduling a private room for the interview
D. taking brief notes during the interview
11. Which of the following is the most likely outcome of using the same questions
with all candidates being interviewed? A. revealing weaknesses B. managing time C. expressing interest D. reducing bias
12. Which question below is an example of a background question?
A. "Can you provide an example of a time when you developed a highly effective ad campaign?"
B. "What experience and training have you had with drafting designs for commercial buildings?"
C. "What is the procedure you would follow when examining a patient complaining of chest pain?"
D. "What steps would you follow to conduct a brainstorming session with a group of employees on safety?"
CHAPTER 5: TRAINING AND DEVELOPMENT
1. ______ provides new employees with the basic background information required to
perform their jobs satisfactorily. A. Employee recruitment B. Employee selection
C. Employee orientation D. Employee development
2. Which of the following would perform the initial orientation in most firms?