A test that differentiates individuals based on mental capacities is called a(n):

• intellectual test.

• concurrent reliability test.

• cognitive ability test.

• honesty test.

Managing cultural diversity can provide a competitive advantage by:

• decreasing the number of available women and minorities in the company's labor pool

• helping women and minorities understand they must conform to organizational norms and expectations.

• helping companies produce better decisions by including all employees' perspectives and analysis.

• identifying product markets on which the company should focus.

Empowering is defined as:

• the movement of women and minorities into managerial positions.

• giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.

• leading employees by the strength of one's charisma.

• the act of continually learning and improving one's skills and abilities.

The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative of HR is know as:

• e-commerce.

• empowering.

• outsourcing.

• benchmarking.

….. refers to the ability of a company to survive and succeed in a dynamic competitive environment.

• Outsourcing

• Empowerment

• Sustainability

• Resource management

Identifying the most qualified applicants for employment refers to:

• career planning.

• human resource planning.

• training.

• selection.

Which of the following statement is not true:

• Training has a current focus, while development has a future orientation.

• Use of work experiences is high in training, but low in development.

• Participation in training is required, but voluntary in development.

• The goal of training is preparation for the current job, while the goal of development is preparation for changes in the current job.

Which of the following refers to a list of the tasks, duties, and responsibilities that a job entails?

• Job specification

• Job description

• Job standardization

• Job design

The first step in the human resource planning process is:

• forecasting labor demand and supply.

• goal setting.

• program implementation.

• program evaluation.

A mentor is an:

• A employee's peer who provides feedback and coaching.

• employee's manager who provides feedback and coaching.

• employee's family member who provides feedback and coaching.

• experienced, productive senior employee who helps develop a less experienced employee.