QUIZ

Chapter 1:
1. (p. 43) Every business must be prepared to deal with the global economy T
2. (p. 48) One of the disadvantages of technology is that it does not allow older workers
to postpone retirement F
3. (p. 4) ……….. refers to a company's ability to maintain and gain market share in its
industry
A. Outsourcing
B. Competitiveness
C. Self-service
D. Empowerment
4. (p. 5) Strategic HR management includes all but one of the following Name the
exception
A. Financial planning
B. Training and development
C. Performance management
D. Recruiting talent
5. (p. 6) Which of the following is NOT a responsibility of HR departments?
A Recruiting
B. Benefits
C. Community relations
D. Production and operations
6. (p. 14) Sustainability includes all of the following EXCEPT
A. expanding into foreign markets.
B. the ability to deal with economic and social changes
C. Cengaging in responsible and ethical business practices.
D. providing high-quality products and services
7. (p. 45) Exporting jobs from developed to less developed countries is known as
A. insourcing
B. offshoring
C. importing
D. onshoring
8. (p. 47) Exporting jobs to rural parts of the same country is referred to as:
A. insourcing.
B. offshoring.
C. importing.
D. onshoring
Chapter 2:

1. (p. 75) The process that involves allocating resources, developing structures. hiring
skilled employees, and developing appropriate reward systems is known as
A. strategy formulation
B. strategy implementation
C. strategic planning
D. strategic management
2. (p 79)........... levels of integration seem to exist between the HRM function and the
strategic management function
A. Two
B. Four
C. Five
D. Three
3. (p. 79) Which is the lowest level of integration between the HRM function and the
strategic management function
A. Administrative linkage
 B. Two-way linkage
C. Integrative linkage
D. Executive linkage
4. Integrative Iinkage is
A. dynamic multifaceted and based on continuing rather than sequential interaction
B. dynamic, multifaceted and based on sequential rather than continuing interaction
C. simple, based on a single rather than continuing interaction
D. simple based on a continuing rather than single mteraction
5. The first component in the strategy formulation process is
A. establishment of corporate goals
B. formulation of a statement of mission
C. completion of an external analysis
D. strategic choice
6 (p. 80) The ……… is a statement of the organization's reason for being that usually
specifies the customers served, the needs satisfied and/or the values received by the
customers, and the technology used.
A. goal
B. mission
C. strategy
D. Vision
7. ……… consists of examining the organization's operating environment to identify the
strategic opportunities and threats
A. Strategic formulation
B. Internal analysis
C. External analysis
D. Strategic choice
8. ……. attempts to identify the organization's strengths and weaknesses
 A. Strategic formulation
B. Internal analysis
C. External analysis
D. Strategic choice
9. The last step in the strategy formulation is
A. establishment of corporate goals
B. formulation of a statement of mission
C. completion of an internal and external analysis
D. strategic choice
10. Strategic choice is the way an organization attempts to fulfill its mission and achieve
its long-term goals.
T
11. A company's strategy will have a direct impact upon the firm's recruitment efforts,
but only an indirect impact on its selection procedures and the types of employers
selected.
F

1. Which integration level occurs in three sequential steps?

A. Administrative linkage
B. Two-way linkage
C. Integrative linkage
D. One-way- linkage
2. In which level of linkage does a firm's strategic business planning function develop
the strategic plan and then informs the HRM function of the plan?

A. Administrative linkage
B. Two-way linkage
C. Integrative linkage
D. One-way linkage
3. In which level of linkage does a company's strategic business planning function exist
without any input from the HRM department?
 A. Administrative linkage
B. Two-way linkage
C. Integrative linkage
D. Executive linkage
Chapter 3:

1. The process of bringing together different tasks to build a job is called ….

a. job evaluation
b. job design *
c. job classification
d. job description
2. The system of ranking jobs in a firm on the basis of the relevant characteristics, duties,
and responsibilities is known as …………..

a. job evaluation
b. job design
c. job specification
d. job description *
3. Two of the most critical dimensions of organizational structure are:

a. centralization and divisionalization.

b. departmentalization and functionalization.
c. departmentalization and centralization
d. functionalization and divisionalization.
4. A _____ structure is suitable for organizations that compete on differentiation.

a. Mechanistic
b. Divisional
c. Functional*
d. Centralized
5. The biological approach focuses more on the:

a. job context rather than the job content.

b. job content rather than the job context.
c. job complexity rather than the job context.
d. job complexity rather than the job content.*
1. (p. 162) Functional structures tend to be less flexible, but more innovative than
divisional structures F
2. (p. 168) Job analysis refers to the process of getting detailed information about jobs. T
3. (p. 169) A job description is a list of the knowledge, skills. abilities, and other
characteristics that an individual must have to perform the job. F
4. (p. 173) Although we tend to view jobs as changing and evolving over time, jobs are
static and stable. F
5. (p. 168) In ……………… planners analyze an organization's human resource needs in
a dynamic environment and develop activities that enable a firm to adapt to change.
A. human resource planning
B. work-flow analysis
C. selection
D. recruitment
6. (p. 169) Which of the following refers to the knowledge, skills, abilities, and other
characteristics that an individual must have to perform the job?
A. Job specification
B. Job description
C. Job standardization
D. Job design
7. (p. 170-171) Job analysis information usually is obtained from
A co-workers and customers.
B. job incumbents and co-workers.
C. customers and supervisors.
D. job incumbents and supervisors.
8. (p. 175) Which of the following refers to the process of defining the way work will be
performed and the tasks that will be required in a given job?
A. Job specification
B. Job evaluation
C. Job analysis
D. Job design
9. (p. 177) Which of the following approaches to job design has its roots in the
organizational psychology and management literatures?
A. Motivational approach
B. Mechanistic approach
C. Biological approach
D Perceptual-motor approach
10. (p. 17) Which of the following approaches to job design focuses on job satisfaction as
the major outcome of interest?
A. Motivational approach
B. Mechanistic approach
C. Biological approach
D Perceptual-motor approach
11. (p. 179) All but one of the following interventions are consistent with the
motivational approach to job design. Identify the exception
A. Self-managing work teams
B. Task specialization
C. Job enrichment
D. Job enlargement
12. (p. 179) Adding more decision-making authority to a job to increase its motivational
potential is known as
A. job enlargement.
B. job rotation
C. job involvement
D. job enrichment

Chapter 4:

1. _______ refers to the measuring instrument rather than to the characteristic itself.

A. Reliability
B. Validity
C. Utility
D. Legality
2. The planned elimination of large numbers of personnel designed to enhance
organizational effectiveness is:

A. Demotion
B. deployment.
C. downsizing.
D. outsourcing.
3. An organization's use of an outside organization for a broad set of services is:

A. outsourcing.( offshoring)
B. insourcing.
C. nearshoring.
D. telecommuting.
4. The primary aim of recruitment and selection process is to

A. meet the high labor turnover

B. hire the best individuals at optimum cost
C. ensure the availability of surplus in the case of sickness and absence
D. none of the above
1. (p. 198) As an option for avoiding an expected labor shortage, the use of new external
hires is relatively fast, but low in terms of revocability. F
2. (p. 198) In the past decade, the typical organizational response to a surplus of labor has
been downsizing, which is fast, but high in human suffering. T
3. (p. 199) One of the major reasons that organizations engaged in downsizing was that
for economic reasons, many firms changed the location of where they did business T
4. (p. 204) An advantage of employing temporary workers is that it frees the firm from
many administrative tasks and financial burdens associated with being the "employer of
record." T
5. (p. 205) Outsourcing is a logical choice when a firm does not have certain expertise
and is unwilling to invest the time and effort to develop it. T
6. (p. 221) Newspaper ads generate the largest number of recruits, but relatively few of
these are qualified for the position. T
7. (p. 193) The first step in the human resource planning process is:
A. forecasting labor demand and supply.
B. goal setting.
C. program implementation.
D. program evaluation
8. (p. 198) Your company's primary concern is to reduce an expected labor surplus fast.
its secondary concern is to minimize Iruman suffering. The options that would best
address the company's concerns (in the priority indicated) are:
A. layoffs and transfers.
B. transfers and work sharing.
C retirement and retraining.
D. natural attrition and transfers

Chapter 5:

1. (p. 241) In general, the more reliable, valid, and generalizable the selection method
is the more utility it will have. T

2. (p. 233) The correlation coefficient is a measure of the degree to which several
numbers are related F

3. (p. 237) A measure must be reliable to have validity T

4 (p 254) A test that differentiates individuals based on mental capacities is called a(n)

A. intellectual test

B. concurrent reliability test

C. cognitive ability test

D. honesty test

5 (p. 248) During an interview for a sales position, you are asked the following
question “Suppose one of your clients refuses to speak to you after von lost one of his
orders, what would you do to regain his business” What type of interview question is
this?

A Job-skill

B. Job knowledge

C. Situational experience-based

D. Sitational future-oriented

6. (fp 251) ………… refers to a person's capacity to invent solutions to many diverse
problem

A. Verbal comprehension

B. Quantitative ability
C. Qualitative ability

D. Reasoning ability

7. (p. 258) ……… tests attempt to simulate the job in a prehiring context to observe
how the applicant performs in the simulated job

A. Critical reasoning

B. Self-motivation

C. Stress management

D. Work-sample

Chapter 6:

1. (p 276) The first step of the instructional design process needs assessment, refers to
the process used to determine if traming is necessary. T

2. (p. 277) Person analysis and task analysis are often conducted at the same time. F

3. (p 277) ………….. analysis involves determining given the company's business

strategy

A Person

B. Organizational

C. Task

D. Information

4. (p. 281) The information employees receive while they are performing is called

A a consequence

B. an output.

C. feedback

D. an input

5. (p. 283) Which of the following is not true of task analysis?

 A. Results in a description of work activities, including tasks performed and skills.
knowledge, and abilities required to successfully complete job tasks.

B. Involves developing a preliminary list of tasks performed on the job by

interviewing and observing expert employees and their managers.

C. Results in an assessment of employees' readiness for training.

D. Involves the verification of tasks using subject matter experts.

6. (p. 316) Training evaluation that uses observation, work-samples. and ratings to
measure behaviors is called:

A. skill-based outcomes.

B. results outcomes.

C. affective outcomes.

D. cognitive outcomes.

7. (p. 318) is the process of determining the economic benefits of a training program
using accounting methods.

A. Income training analysis

B. Asset-liability analysis

C. Profitability analysis

D. Cost-benefit analysis

Chapter 7:

1. (p. 424) Benchmarks are an instrument designed to measure the factors that are
important to managerial success. T

2. (p. 427) Most employee development occurs through formal education programs. F
3. (p. 429) Job enlargement adds challenges or new responsibilities to an employee's
current job T

4. (p. 424) Benchmarks is an instrument that:

A. measures organizational performance against major competitors.

B. measures the factors that are important for success as a manager.

C. measures output of a group of employees.

D. measures performance differences among employees.

5. (p. 425) refers to appraisal that involves collecting subordinates' evaluations of

manager's behaviors or skills.

A. 360-feedback

B. Upward feedback

C. Lateral feedback

D. Alternative feedback

6. (p. 429) Adding challenges or new responsibilities to an employee's current job is

referred to as

A. career enhancement.

B. job enrichment.

C. job enlargement

D. job rotation

7. (p. 431) A(n) occurs when an employee is given less responsibility and authority, and
may involve a move to another position at the same level, a temporary cross-functional
move, or a demotion because of poor performance.

A. transfer

B. sabbatical

C. downward move

D. externship
1. Diversifying the learning portfolio and improving customer service is a part of which
stage of strategic training and development process?

A. Business strategy
B. Strategic training and development initiatives
C. Strategic training and development initiatives
D. Metrics that show value of training
2. This step in the training process includes administering and coordinating the program
and feedback.

A. Ensuring employees' readiness for training

B. Creating a learning environment.
C. Ensuring transfer of training
D. Evaluating training programs
3. _____ are the incentives employees receive for performing well.

A. Inputs
B. Outputs
C. Consequences
D. Feedbacks
4. _____ involves collecting information and providing feedback to employees about
their behavior, communication style, or skills.

A. Assessment
B. Formal education
C. Implementation
D. Planning
Chapter 10:
1. Pay level is:

A. the average pay, including wages, salaries, and bonuses, of jobs in an organization.
B. an administrative procedure used to measure internal job worth.
C. the relative pay of different jobs and how much they are paid.
D. the relative pay of jobs in an organization.
2. ____ theory suggests that people evaluate the fairness of their situations by comparing
them with those of other people.

A. Expectancy
 B. Equity
C. Agency
D. Efficiency wage
POZ 1:
1. Stakeholders of a company are shareholders, the community, customers, employees,
and all of the other parties that have an interest in seeing that the company succeeds.
A. True
B. False
2. Companies are now more and more interested in using intangible assets and human
capital as a way to gain an advantage over competitors.
A. True
B. False
3. All of the following competitive challenges faced by companies will increase the
importance of human resource management EXCEPT:
A. the global challenge.
B. the challenge of sustainability.
C. the political challenge.
D. the technology challenge.
4. _____ refers to the ability of a company to survive and succeed in a dynamic
competitive environment.
A. Outsourcing
B. Empowerment
C. Sustainability
D. Resource management
5. _____ refers to the policies, practices, and systems that influence employees'
behavior, attitudes, and performance.
A. Total quality management
B. Financial management
C. Human resource management
D. Production and operations management
6. Company X is a retail firm specializing in menswear. It has identified its main
competitors as firms providing formal attire to working males between the ages of 22-
35.
A. strategy implementation
B. strategy formulation
C. strategic management
D. strategic planning
7. The strategic management process includes two distinct yet interdependent phases:
strategy formulation and strategy implementation.
A. True
B. False
8. Strategy formulation involves all but one of the following. Name the exception.
A. Defining the firm's mission and goals
B. Assessing the firm's external opportunities and threats
C. Defining the firm's organizational structure
D. Generating various strategic alternatives
9. Research indicates that downsizing has been largely successful in achieving goals of
increased productivity and profitability.
A. True
B. False
10. The goal of strategic management in an organization is to deploy and allocate
resources in a way that provides the company with a competitive advantage.
A. True
B. False
POZ 2:
1. Every business must be prepared to deal with the global economy.
A. True
B. False
2. One of the disadvantages of technology is that it does not allow older workers to
postpone retirement.
A. True
B. False
3. Strategic choice is the way an organization attempts to fulfill its mission and achieve
its long-term goals.
A. True *
B. False
4. A company's strategy will have a direct impact upon the firm's recruitment efforts, but
only an indirect impact on its selection procedures and the types of employees
selected.
A. True
B. False
5. Functional structures tend to be less flexible, but more innovative than divisional
structures.
A. True
B. False
6. Job analysis refers to the process of getting detailed information about jobs.
A. True
B. False
7. A job description is a list of the knowledge, skills, abilities, and other characteristics
that an individual must have to perform the job.
A. True
B. False
8. Although we tend to view jobs as changing and evolving over time, jobs are static and
stable.
A. True
B. False
9. As an option for avoiding an expected labor shortage, the use of new external hires is
relatively fast, but low in terms of revocability.
A. True
B. False
10. In the past decade, the typical organizational response to a surplus of labor has
been downsizing, which is fast, but high in human suffering.
A. True
B. False
11. _____ refers to a company's ability to maintain and gain market share in its
industry.
A. Outsourcing
B. Competitiveness
C. Self-service
D. Empowerment
12. Strategic HR management includes all but one of the following. Name the
exception.
A. Financial planning
B. Training and development
C. Performance management
D. Recruiting talent
13. Which of the following is NOT a responsibility of HR departments?
A. Recruiting
B. Benefits
C. Community relations
D. Production and operations
14. Sustainability includes all of the following EXCEPT:
A. expanding into foreign markets.
B. the ability to deal with economic and social changes.
 C. engaging in responsible and ethical business practices.
D. providing high-quality products and services.
15. Exporting jobs from developed to less developed countries is known as:
A. insourcing.
B. offshoring.
C. importing.
D. onshoring.
16. Exporting jobs to rural parts of the same country is referred to as:
A. insourcing.
B. offshoring.
C. importing.
D. onshoring
17. The process that involves allocating resources, developing structures, hiring skilled
employees, and developing appropriate reward systems is known as:
A. strategy formulation.
B. strategy implementation.
C. strategic planning.
D. strategic management.
18. _____ levels of integration seem to exist between the HRM function and the
strategic management function.
A. Two
B. Four
C. Five
D. Three
19. Which is the lowest level of integration between the HRM function and the
strategic management function?
A. Administrative linkage
B. Two-way linkage
C. Integrative linkage
D. Executive linkage
20. Integrative linkage is:
A. dynamic, multifaceted, and based on continuing rather than sequential interaction.

B. dynamic, multifaceted, and based on sequential rather than continuing interaction.

C. simple, based on a single rather than continuing interaction.

D. simple, based on a continuing rather than single interaction.
Bài kiểm tra giữa kì
1. Companies are now more and more interested in using intangible assets
 and human capital as a way to gain an advantage over competitors.
A. True
B. False

2. The goal of strategic management in an organization is to deploy and

allocate resources in a way that provides the company with a
competitive advantage.
A. True
B. False
3. The strategic management process includes two distinct yet
interdependent phases: strategy formulation and strategy
implementation.
A. True
B. False
4. Strategic choice is the way an organization attempts to fulfill its mission
and achieve its long-term goals.
A. True
B. False

5. A company's strategy will have a direct impact upon the firm's

recruitment efforts, but only an indirect impact on its selection
procedures and the types of employees selected
A. True
B. False

6. Work-flow process is a means for the manager to understand all the

tasks required to produce a number of high-quality products as well as
the skills necessary to perform those tasks.
A. True
B. False
7. The final stage in the work-flow analysis is to identify the inputs used in
the development of the work unit's product.
A. True*
B. False
8. Centralization refers to the degree to which work units are grouped
based on functional similarity or similarity of work flow.
A. True
B. False*

9. The first step in the human resource planning process is forecasting.

A. True*
B. False

10. The goals an organization sets in its human resource planning

process should come directly from the analysis of its labor supply and
demand.
A. True*
B. False

11. Training refers to any planned effort by a firm to facilitate the

learning of job-related knowledge, skills, or behavior by employees.
A. True*
B. False
12. The last step in the instructional design process involves choosing a
training method.
A. True
B. False*

13. The first step of the instructional design process, needs assessment,
refers to the process used to determine if training is necessary.
A. True
B. False

14. Person analysis and task analysis are often conducted at the same
time.
A. True
 B. False

15. Strategy formulation involves all but one of the following. Name the
exception.
A. Defining the firm's mission and goals
B. Assessing the firm's external opportunities and threats
C. Defining the firm's organizational structure
D. Generating various strategic alternatives

16. Identifying the most qualified applicants for employment refers to:
A. career planning
B. human resource planning
C. training
D. selection

17. In _____, planners analyze an organization's human resource needs

in a dynamic environment and develop activities that enable a firm to
adapt to change.
A. human resource planning
B. work-flow analysis
C. selection
D. recruitment

18. Which of the following refers to a list of the tasks, duties, and
responsibilities that a job entails?
A. Job specification
B. Job description
C. Job standardization
D. Job design

19. Which of the following refers to the knowledge, skills, abilities, and
other characteristics that an individual must have to perform the job?
A. Job specification
B. Job description
 C. Job standardization
D. Job design

20. The process that involves allocating resources, developing structures,

hiring skilled employees, and developing appropriate reward systems is
known as:
A. strategy formulation
B. strategy implementation
C. strategic planning
D. strategic management

21. _____ refers to the policies, practices, and systems that influence
employees' behavior, attitudes, and performance.
A. Total quality management
B. Financial management
C. Human resource management
D. Production and operations management

22. Which of the following is NOT a responsibility of HR departments?

A. Recruiting
B. Benefits
C. Community relations
D. Production and operations

23. The _____ is a statement of the organization's reason for being that
usually specifies the customers served, the needs satisfied and/or the
values received by the customers, and the technology used.
A. Goal
B. Mission
C. Strategy
D. vision

24. _____ consists of examining the organization's operating

environment to identify the strategic opportunities and threats.
 A. Strategic formulation
B. Internal analysis
C. External analysis
D. Strategic choice

25. _____ attempts to identify the organization's strengths and

weaknesses.
A. Strategic formulation
B. Internal analysis
C. External analysis
D. Strategic choice

26. The first step in the human resource planning process is:
A. forecasting labor demand and supply
B. goal setting
C. program implementation
D. program evaluation

27. The process of attempting to ascertain the supply and demand for
various types of human resources is called:
A. goal setting
B. program evaluations
C. forecasting
D. strategic choice

28. An organization seeking to reduce a projected labor surplus must

select from a number of possible options aimed at obtaining that
objective (e.g., retirements, layoffs, work sharing, etc.). This occurs at
what step in the human resource planning process?
A. Goal setting and strategic planning
B. Program evaluation
C. Forecasting
D. Program implementation
29. ____________is a education, instruction or teaching of a person to
do a specific job. (Choose from: Human Resource Management;
Training; Job; Career; Job Specification; Job Description;
Development; HR Planning; Recruitment; Policy )
30. ____________ is a post of employment; a full-time or part-time
position.
(Choose from: Human Resource Management; Training; Job; Career;
Job Specification; Job Description; Development; HR Planning;
Recruitment; Policy )
31. __________refers to the policies, practices and systems that
influence employees’ behavior, attitudes, and performance.
(Choose from: Human Resource Management; Training; Job; Career;
Job Specification; Job Description; Development; HR Planning;
Recruitment; Policy )
32. ____________is a list of tasks, duties and responsibilities that the job
entails.
(Choose from: Human Resource Management; Training; Job; Career;
Job Specification; Job Description; Development; HR Planning;
Recruitment; Policy )
33. Staff turnover refers to employees who ___________our
organization.
A. Join B. Quit C. Like D. Apply to
34. The information employees receive while they are performing is
called: A. a consequence. B. an output. C. feedback. D. an input.
35. Adding challenges or new responsibilities to an employee's current
job is referred to as:
A. career enhancement. B. job enrichment. C. job enlargement. D. job
rotation.
36. A(n) ___ occurs when an employee is given less responsibility and
authority, and may involve a move to another position at the same level,
a temporary cross-functional move, or a demotion because of poor
performance.
A. transfer B. sabbatical C. downward move D. Externship
37. Adding more decision-making authority to a job to increase its
motivational potential is known as:
A. job enlargement. B. job rotation. C. job involvement. D. job
enrichment
38. Which of the following approaches to job design focuses on job
satisfaction as the major outcome of interest?
A. Motivational approach B. Mechanistic approach C. Biological
 approach D. Perceptual-motor approach
39. The first step in the human resource planning process is:
A. forecasting labor demand and supply.
B. goal setting.
C. program implementation.
D. program evaluation

40. A special case of outsourcing where the jobs that move actually leave
one country and go to another is called:
A. insourcing. B. out-distancing. C. offshoring. D. overseas sourcing.

41. .……………………………….……..…… decide how well someone

is doing a good job and should be rewarded. (Choose from: Job
analysis; HR planning; Recruiting; Selection; Training; Development;
Performance management )

42. .……………………………… is how to attract potential employees

through facebooks or zalo...(Choose from: Job analysis; HR planning;
Recruiting; Selection; Training; Development; Performance
management)

43. .……………………………… is guiding workers how to do their

current jobs. (Choose from: Job analysis; HR planning; Recruiting;
Selection; Training; Development; Performance management )

44. .……………………………… determining whether organizations

needs HR needs or not, then and decide the strategy. (Choose from: Job
analysis; HR planning; Recruiting; Selection; Training; Development;
Performance management )
45. .……..is describing the tasks and responsibilities we need to do a job.
(Choose from: Job analysis; HR planning; Recruiting; Selection;
Training; Development; Performance management )
46. Most employee development occurs through formal education
programs.
A. True
B. False
47. One of the major reasons that organizations engaged in downsizing
was that, for economic reasons, many firms changed the location of
where they did business
A. True
B. False
48. What is the written statement of tasks, duties ans responsibilities?
A. Job description
B. Job analysis
C. Job summary
 D. Job identification data
49. What is not the application of job analysis?
A. Promotion
B. HR planning
C. Recruitment
D. Financial review
50. Job specification doesn’t refer to list of _ _ _ _
A. Knowledge
B. Job design
C. Abilities
D. Skills
51. Which element is not included in a job description
A. Job environment
B. Job summary
C. Job duties
D. Job redesign
52. Which following does not include in the work flow analysis?
A. Input
B. Output
C. Work analysis
D. Work process
53. The main aim for strategic Human Resource Management it to _ _ _
_
A. Deter the employees
B. To achieve organizational goals
C. To break even
D. Reduce the costs
54. In strategy implementation it is not necessary to _ _ _ _
A. Follow through on the strategy
B. Allocate resources
C. Restructure the organization
D. Carry out a SWOT analysis of the organization.
55. Which of the following constitutes a threat in a SWOT analysis?
A. Poorly trained personnel
B. We give the best salaries
C. The government raises the minimum wage
D. A competitor closes down
56. Which of the following is not a direct HR responsibility?
A. Organizational Structure
B. Task design
C. Recruitment and selection
D. Training and development
Bài KT thường kỳ
1. A correlation coefficient of -1.0 indicates a:
A. Complete lack of a relationship between two sets of numbers
 B. Perfect positive relationship between two sets of numbers
C. Perfect negative relationship between two sets of numbers
D. Partial negative relationship between two sets of numbers
2. In which performance technique are managers given three statements of
performance per dimension and asked to indicate whether the
employee’s performance is above (+), at (0), or below (-) the
statements?
A. Behaviorally anchored rating scale
B. Mixed-standard scale
C. Behavior observation scale
D. Graphic rating scale
3. A test that differentiates individuals based on mental capacities is called
a(n):
A. Intellectual test
B. Concurrent reliability test
C. Cognitive ability test
D. Honesty test
4. During an interview for a sales position, you are asked the following
question: “Suppose one of your clients refuses to speak to you after you
lost one of his orders; what would you do to regain his business?” what
type of interview question is this?
A. Job-skill
B. Job knowledge
C. Situational experience-based*
D. Situational future-oriented
5. ____ tests attempt to simulate the job in a pre hiring context to observe
how the applicant performs in the simulated job.
A. Critical reasoning
B. Self-motivation
C. Stress management
D. Work-sample
6. ___ analysis involves determining the business appropriateness of
training, give the company’s business strategy.
A. Person
B. Organizational
C. Task
D. Information
7. The information employees receive while they are performing is called:
A. A consequence
B. An output
C. Feedback
D. An input
8. Which of the following is not true of task analysis?
A. Results in a description of work activities, including tasks performed
and skills, knowledge, and abilities required to successfully complete
 job tasks.
B. Involves developing a preliminary list of tasks performed on the job
by interviewing and observing expert employees and their managers
C. Results in a assessment of employees’ readiness for training
D. Involves the verification of tasks using subject matter experts.
9. Training evaluation that uses observation, work-samples, and ratings to
measure behaviors is called:
A. Skill-based outcomes
B. Results outcomes
C. Affective outcomes.
D. Cognitive outcomes
10. ____ is the process of determining the economic benefits of a
training program using accounting methods.
A. Income training analysis
B. Asset-liability analysis
C. Profitability analysis
D. Cost-benefit analysis
11. Benchmarks is an instrument that:
A. Measures organizational performance against major competitors.
B. Measures the factors that are important for success as a manager
C. Measures output of a group of employees
D. Measures performance differences among employees.
12. ___ refers to appraisal that involves collecting subordinates’
evaluations of manager’s behaviors or skills.
A. 360-feedback
B. Upward feedback
C. Lateral feedback
D. Alternative feedback
13. Adding challenges or new responsibilities to an employee’s current
job is referred to as:
A. Career enhancement.
B. Job enrichment
C. Job enlargement
D. Job rotation
14. Whistle-blowing is making grievances public by going to:
A. Top-level management.
B. Friends and family
C. The labor union
D. The government
15. Denise is very dissatisfied with her job situation, but she does not
perceive any other employment opportunities, so she stays and spends
most of the workday dreaming about non work matters. Which of the
following behaviors is she experiencing?
A. Physical withdrawal
B. Psychological withdrawal
 C. Change behaviors
D. All of none
16. ___ ranking consists of a manager looking at a list of employees,
deciding who the best employee is, and crossing that person’s name off
the list. From the remaining names, the manager decides who the worst
employee is and crosses that name off the list – and so forth.
A. Simple
B. Alternation
C. Reverse
D. Forced

17. The ___ method requires managers to compare every employee with
every other employee in the work group, giving an employee a score of
1 every time he/she is considered the high performer.
A. Partner measurement
B. Mixed-standard scales
C. Forced distributionn
D. Paired comparison
\