Chapter04雷蒙德第七版HumanResourceManagement.docx

Chapter04雷蒙德第七版HumanResourceManagement.docx

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Chapter04雷蒙德第七版HumanResourceManagement

Chapter04

HumanResourcePlanningandRecruitment

True/FalseQuestions

1.Thefirststepinthehumanresourceplanningprocessisforecasting.

TrueFalse

2.Anobjectivemeasurethataccuratelypredictsfuturedemandiscalledanominalpredictor.

TrueFalse

3.Economicplanningmodelsareusefulwhenthereisalong,stablehistorythatcanbeusedtoreliablydetectrelationshipsamongvariables.

TrueFalse

4.Changematricesareextremelyusefulforchartinghistoricaltrendsinacompany'ssupplyoflabor.

TrueFalse

5.Thegoalsanorganizationsetsinitshumanresourceplanningprocessshouldcomedirectlyfromtheanalysisofitslaborsupplyanddemand.

TrueFalse

6.Asanoptionforavoidinganexpectedlaborshortage,theuseofnewexternalhiresisfastandthetermsofrevocabilityarehigh.

TrueFalse

7.Inthepastdecade,thetypicalorganizationalresponsetoasurplusoflaborhasbeendownsizing,whichisfast,buthighinhumansuffering.

TrueFalse

8.Thetypicalorganizationalresponsetoalaborshortagehasbeeneitherhiringtemporaryemployeesoroutsourcing,responsesthatarefastandhighinrevocability.

TrueFalse

9.Oneofthereasonsorganizationsengagedindownsizingwasthat,foreconomicreasons,manyfirmschangedthelocationofwheretheydidbusiness.

TrueFalse

10.Despitethefactthatbabyboomersareapproachingretirement,earlyindicatorsshowthisgrouphasnointentionofretiring.

TrueFalse

11.Anadvantageofemployingtemporaryworkersisthatitfreesthefirmfrommanyadministrativetasksandfinancialburdensassociatedwithbeingthe"employerofrecord."

TrueFalse

12.Outsourcingisalogicalchoicewhenafirmdoesnothavecertainexpertiseandisunwillingtoinvestthetimeandefforttodevelopit.

TrueFalse

13.Increasingly,"callcenter"staffingistheonlytypeofworkthatisbeingoffshored.

TrueFalse

14.Employerspreferhiringandtrainingnewemployeesratherthanhavingtopayworkersextraforovertimeproduction.

TrueFalse

15.Acomparisonoftheproportionofworkersinprotectedsubgroupswiththeproportionthateachsubgrouprepresentsintherelevantlabormarketiscalledaworkforceutilizationreview.

TrueFalse

16.Thegoalofrecruitingissimplytogeneratelargenumbersofapplicants.

TrueFalse

17.Characteristicsofajobvacancyarelessimportantthanrecruitersorrecruitingsourceswhenitcomestopredictingjobchoice.

TrueFalse

18.Researchindicatesthatjobapplicantsfindcompanieswithdueprocesspoliciesmoreattractivethancompanieswithemployment-at-willpractices.

TrueFalse

19.Imageadvertisingisofteneffectivebecausejobapplicantsdevelopideasaboutthegeneralreputationofthefirmandthenthisspillsovertoinfluencetheirexpectationsaboutthenatureofspecificjobsattheorganization.

TrueFalse

20.Recruitingadvertisementsinnewspapersandperiodicalstypicallygeneratemoredesirablerecruitsthandirectapplicationsorreferrals.

TrueFalse

21.Privateemploymentagenciesserveprimarilyblue-collarworkers,whilepublicemploymentagenciesmostlydealwithwhite-collarworkers.

TrueFalse

22.Newspaperadsgeneratethelargestnumberofrecruits,butrelativelyfewofthesearequalifiedfortheposition.

TrueFalse

23.Recruiterstendtobeviewedbyjobseekersaslesscrediblewhentheyarepersonnelspecialistsratherthansubjectmatterexpertsinthejobbeingfilled.

TrueFalse

24.Whenapplicants'reactionstorecruitersareexamined,ageandgenderarethetwotraitsthatstandoutthemost.

TrueFalse

25.Researchindicatesthatrealisticjobpreviewsdolowerexpectationsandcanhelpreducefutureturnoverintheworkforce.

TrueFalse

MultipleChoiceQuestions

26.Thefirststepinthehumanresourceplanningprocessis_____.

A.forecasting

B.goalsetting

C.programimplementation

D.programevaluation

E.groupthink

27.Theprocessofattemptingtoascertainthesupplyanddemandforvarioustypesofhumanresourcesiscalled_____.

A.goalsetting

B.downsizing

C.programevaluations

D.forecasting

E.implementation

28.Whichofthefollowingisanadvantageofstatisticalforecastingmethods?

A.Theyareparticularlyusefulifimportanteventsthatoccurinthelabormarkethavenohistoricalprecedent.

B.Theyareparticularlyusefulindynamicenvironments.

C.Theyprovidepredictionsthataremuchmoreprecisethanjudgmentalmethods.

D.Smallcompaniesthatcannotaffordtheirowntestingprogramsrelyonstatisticalforecastingmethodstorecruittemporaryemployees.

E.Intheeventofalegaldispute,theyaremoreacceptableasevidencebyjuries.

29.Whichofthefollowingdifferentiatesstatisticalforecastingmethodsfromjudgmentalforecastingmethods?

A.Judgmentalmethodsareoflessusethanstatisticalmethodsincasesthathavehistoricalprecedence.

B.Statisticalmethodsallowforcompleterelianceonaninferenceaboutthefuturewhichjudgmentalmethodsdonot.

C.Judgmentalmethodsgivepredictionsthataremuchmoreprecisethanthosethatcouldbeachievedthroughstatisticalmethods.

D.Undertherightconditions,statisticalmethodsaremorepreciseforcapturinghistorictrendsinacompany'sdemandforlaborthanjudgmentalmethods.

E.Forecastingonthesupplysideshouldusestatisticalmethodswhileonthedemandsideshouldusejudgmentalmethods.

30.Aleadingindicatoris:

A.aninformalwayofmeasuringthepurchasingpowerparitybetweentwocurrencies.

B.ameasurementofconsumerconfidence,whichisdefinedasthedegreeofoptimismonthestateoftheeconomy.

C.aneconomicindicatorfoundbyaddingtheunemploymentratetotheinflationrateofaneconomy.

D.anindicatortomeasurechangesinthepricelevelofconsumergoodsandservicespurchasedbyhouseholds.

E.anobjectivemeasurethataccuratelypredictsfuturelabordemand.

31.Statisticalplanningmodelsalmostalwayshavetobecomplementedby_____.

A.competitorinformation

B.subjectivejudgments

C.transitionalmatrices

D.futurepredictionofthestateoftheeconomy

E.historicalprecedence

32.A（n）_____showstheproportionofemployeesindifferentjobcategoriesatdifferenttimes.

A.employeetaskdiagram

B.transitionalmatrix

C.jobevaluationdiagram

D.taskrolematrix

E.leadingindicator

33.Refertothefollowinghypotheticaltransitionalmatrixforanautopartsmanufacturer.

Howmanyofthetotalassistantmanagersemployedin2001werepromotedtothemanagerialpositionin2004?

A.95%

B.8%

C.5%

D.87%

E.83%

34.Refertothefollowinghypotheticaltransitionalmatrixforanautopartsmanufacturer.

Employeesofwhichofthefollowingjobcategorieswerenotpromotedatallin2004?

A.Salesrepresentative

B.Assistantmanager

C.Clerical

D.Creditanalyst

E.Creditspecialist

35.Refertothefollowinghypotheticaltransitionalmatrixforanautopartsmanufacturer.

Inwhichofthefollowingjobcategoriesweretheredemotions?

A.Assistantmanagers

B.Creditspecialist

C.Clerical

D.Loanofficer

E.Manager

36.Refertothefollowinghypotheticaltransitionalmatrixforanautopartsmanufacturer.

Howmanycreditsspecialistsemployedin2001werepromotedtothecategoryofloanofficersin2004?

A.70%

B.20%

C.5%

D.50%

E.90%

37.Refertothefollowinghypotheticaltransitionalmatrixforanautopartsmanufacturer.

Whichofthefollowingjobcategoriessawthehighestpercentofitsemployeesgetpromotedin2004?

A.Salesrepresentatives

B.Managers

C.Creditspecialists

D.Loanofficers

E.Clerks

38.Whichofthefollowingistrueabouttransitionalmatrices?

A.Atransitionalmatrixcanonlybereadfromtoptobottom.

B.Transitionalmatricesprovideacomparisonoftheproportionofworkersinprotectedsubgroupswiththeproportionthateachsubgrouprepresentsintherelevantlabormarket.

C.Transitionalmatricesprovideanobjectivemeasureoftheeffectivenessofanorganization'shumanresourcerecruitmentpolicy.

D.Transitionalmatricesareextremelyusefulforchartinghistoricaltrendsinacompany'ssupplyoflabor.

E.Transitionalmatricesshowtheincreaseinproductivityofemployeesoveraperiodoftime.

39.Thegoalsthataresetinthehumanresourceplanningprocessshouldcomedirectlyfrom:

A.mid-levelmanagerswhotendtobemostintouchwiththeorganization'sneeds.

B.theresultsarrivedatbyforecastingmethods.

C.theanalysisofthelaborsupplyanddemand.

D.thestrategicchoicesmadebythecompany'stop-levelmanagers.

E.thefeedbackprovidedbytheorganization'scustomers.

40.Thepurposeofsettingspecificquantitativegoalsis:

A.tomakesurethatemployeesareheldaccountableforachievingthestatedgoals.

B.toascertainwhetherornotthecompanyhassuccessfullyavoidedanypotentiallaborsurplusesorshortages.

C.tocollectdataaboutcurrentemployeesandmeasuretheirperformances.

D.tofocusattentionontheproblemandprovideabenchmarkfordeterminingtherelativesuccessofanyprogramsaimedatredressingapendinglaborshortageorsurplus.

E.topredictareaswithintheorganizationwheretherewillbefuturelaborshortagesorsurpluses.

41.Asoftwarecompanyisseekingtoaddressaprojectedlaborshortagebyselectingfromanumberofpossibleoptionsaimedatredressingt