Uop hrm 498 final guides graded 20

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www.hrm498entirecourse.com 1 According to Bohlander & Snell Professional organizations such as the Society for Human Resource Management (SHRM) and the Human Resource Planning Society (HRPS) conduct ongoing studies of the most pressing competitive challenges in Human Resource Management. Which of the following is not one of the major trends identified by SHRM?

a.

Going global

b.

Embracing new technology

c.

Outsourcing

d.

Managing talent or human capital

e.

Containing costs

2 Change that occurs after external forces have already affected performance is called: a.

proactive

b.

inactive

c.

reactive

d.

responsive

3 According to Bohlander & Snell the Estimated Number and Types of U.S. Jobs Moving Offshore by 2015 is

a.

1.4 million

b.

1.7 million

c.

3.5 million

d.

5.3 million

4 The process of anticipating and providing for the movement of people into, within, and out of an organization is known as: a.

Human Resource Planning

b.

Strategic Planning

c.

Strategic Human Resource Management

d.

Strategic Human Resource Planning

5 The strong and enduring beliefs and principles that the company uses as a foundation for its decisions is called an organization’s a.

Core values

b.

Mission statement

c.

Vision Statement

d.

Corporate Culture

6 In Bohlander & Snell’s discussion on “core competencies” and “people as a strategic resource, they discuss four criteria that highlight the importance of people and show the

closeness of HRM to strategic management. Which of the following is not one of these four competencies a.

The resources must be highly technical.

b.

The resources must be rare.

c.

The resources must be valuable.

d.

The resources must be hard to imitate.

7 In Bohlander & Snell’s discussion on the Human Capital Architecture they describe a group of employees by stating “This group of employees tends to have firm-specific skills that are directly linked to the company’s strategy” This group is known as: . a.

Traditional Job Based Workers

b.

Core Knowledge Workers

c.

Contract Workers

d.

Alliance Partners

8 This law Prohibits discrimination in employment on the basis of race, color, of 1964 (amended in 1972, religion, sex, or national origin; created the Equal Employment 1991, and 1994) Opportunity Commission (EEOC) to enforce the provisions of Title VII. a.

Equal Opportunity Act of 1972

b.

Prohibition of Discrimination Act

c.

Title VII of the Civil Rights Act of 1964 (amended in 1972,1991 & 1994)

d.

Civil Rights Act of 1991

9 An attempt by employers to adjust, without undue hardship, the working conditions or schedules of employees with disabilities or religious preferences is called______ and falls under this law ________

a.

Reasonable Accommodation/Equal Pay Act

b.

Reasonable Modification/ADA.

c.

Reasonable Modification/Equal Pay Act

d.

Reasonable Accommodation/ADA

10 A concept that refers to the rejection of a significantly higher percentage of a protected class for employment, placement, or promotion when compared with the successful, nonprotected class:

a.

Disparate Treatment

b.

Disparate Impact

c.

Adverse Impact

d.

Statistical Discriminatory Impact

11

The different duties a duties and responsibilities performed by only one employee is

a.

Position

b.

Job

c.

job specification

d.

Job family

12 When analyzing jobs and gathering job information, which of the following is not one of the usual ways for gathering job data? a.

Interviews

b.

Questionnaires

c.

Outside Research

d.

Observation

13 ______is a technique of involving employees in their work through the process of inclusion. It encourages employees to become innovators and managers of their own work, and it involves them in their jobs in ways that give them more control and autonomous decision-making capabilities. a.

Employee participation

b.

Employee empowerment

c.

Employee engagement

d.

Employee innovation

14 Which of the following is not one of the advantages identified in the text of telecommuting ?

a.

Increased flexibility for employees.

b.

Increased interaction with colleagues.

c.

Increased productivity.

d.

Reduced absenteeism.

15 The percentage of applicants from a recruitment source that make it to the next stage of the selection process. a.

Selection Ratio

b.

Screening Ratio

c.

Applicant Ratio

d.

Yield Ratio

16 In HR’s Role in Career Management, which of the following is not a component of the goal to match individual and organizational needs? a.

Encourage Employee Ownership of Career

b.

Create a Supportive Context

c.

Establish mutual goal setting and planning.

d.

Establish job progressions/career paths

17 True or False: During Stage 5 of Career Development individuals reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive. a.

True

b.

False

18 The situation in which the work system supports the organization’s goals and strategies is known as: a.

External Fit

b.

Internal Fit

c.

Internal Alignment

d.

Strategic Alignment

19 A _______ is used to determine whether the high-performance work system has been implemented as designed. a.

Performance Audit

b.

Systems Audit

c.

Process Audit

d.

Design Audit

20 True or False: In high-performing workplaces, employees have the latitude to decide how to achieve their goals. a.

True

b.

False