refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance.

Strategic HR management includes all but one of the following. Name the exception.

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

Which of the following is NOT a product line of human resources?

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

All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:

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

Sustainability includes all of the following EXCEPT:

Tacit knowledge is an example of capital.

Increasingly, companies are trying to meet shareholder and general public demands that they be more socially, ethically, and environmentally responsible. Thus, companies are recognizing the importance of:

The skills and motivation of a company's labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.

Exporting jobs from developed to less developed countries is known as:

Exporting jobs to rural parts of the United States is referred to as:

Which of the following statements about technology is FALSE?

What is the name of the process that manages the pattern or plan that integrates an organization's major goals, policies, and action sequences into a cohesive whole?

can be thought of as the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.

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. Company X is at the phase.

Strategy formulation involves all but one of the following. Name the exception.

structures, hiring skilled employees, and developing appropriate reward systems is known as:

levels of integration seem to exist between the HRM function and the strategic management function.

Which is the lowest level of integration between the HRM function and the strategic management function?

At which level of integration is HR's attention and time focused solely on day-to-day activities?

At which level of integration is the HR department simply engaged in regulatory work that is unrelated to the company's core business needs?

Which of the following often leads to strategic plans that the company cannot successfully implement?

Integrative linkage is:

In which level of integration are the strategic planning function and the HRM function interdependent?

The first component in the strategy formulation process is:

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.

An organization's is what it hopes to achieve in the medium- to long-term future.

consists of examining the organization's operating environment to identify the strategic opportunities and threats.

attempts to identify the organization's strengths and weaknesses.

The last step in the strategy formulation is:

focuses on analyzing existing jobs to gather information for other human resource management practices, whereas focuses on redesigning existing jobs to make them more efficient or more motivating to jobholders.

Which of the following refers to the process of analyzing the tasks necessary for the production of a product or service prior to allocating and assigning the tasks to a particular job category or person?

The are the activities that members of a work unit engage in to produce a given output.

The final stage of a work-flow analysis is analyzing the:

refers to the degree to which work units are grouped based on functional similarity or similarity of work flow.

What kind of a structure combines a work-flow departmentalization scheme with relatively low levels of centralization?

Which type of structure can result in employees having a weak conceptualization of the organization's overall mission?

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

Job analysis information usually is obtained from:

Which of the following sources of job analysis information would be the most likely to provide accurate information regarding the importance of various tasks?

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?

Which term refers to changing the tasks or the way work is performed in an existing job?

Which of the following approaches to job design focuses on efficiency as the major outcome of interest?

Which of the following approaches to job design has its roots in the organizational psychology and management literatures?

All but one of the following interventions are consistent with the motivational approach to job design. Identify the exception.

Adding more decision-making authority to a job to increase its motivational potential is known as:

As a manager, you want to redesign a job to ensure that incumbents have fewer physical ailments, such as backaches and so on. Which job design approach would be most helpful to you?

Which of the following approaches to job design has roots in human-factors literature?

The perceptual-motor approach to job design focuses on:

The first step in the human resource planning process is:

The process of attempting to ascertain the supply and demand for various types of human resources is called:

A(n) shows the proportion of employees in different job categories at different times.

The goals that are set in the human resource planning process should come directly from:

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?

Which of the following options for reducing an expected labor surplus has the benefit of being a relatively fast solution, but the disadvantage of being high in human suffering?

Your company's primary concern is to reduce an expected labor surplus fast; its secondary concern is to minimize human suffering. The options that would best address the company's concerns (in the priority indicated) are:

Forecasting indicates your company needs to reduce its white collar workforce in order to avoid a labor surplus in the next three to five years. Consistent with the corporate culture it wants to maintain, your company places a higher priority on minimizing human suffering than on achieving the labor reduction quickly. The options that are most consistent with these priorities are:

A small company that manufactures special-order wood furniture has kept its employees busy on a 40-hour-a-week schedule for the past two years. The company just received the largest contract in its history from a Saudi company opening offices in the area. There is no expectation of repeat business from the Saudi company. In order to complete the contract in the required six months, additional skilled woodworking manpower is needed. Under these circumstances, to avoid an expected labor shortage, the best option would be:

Which of the following options for avoiding an expected labor shortage has the benefit of being a relatively fast solution with high revocability?

Which of the following options for reducing an expected labor surplus is a relatively slow solution, but offers the benefit of being low in human suffering?

A special case of outsourcing where the jobs that move actually leave one country and go to another is called:

Which of the following tends to have the most positive influence on job choice decisions?

A perfect positive relationship equals:

A correlation coefficient of -1.0 indicates a:

When assessing the reliability of a measure, one might be interested in knowing how scores on the measure at one time relate to scores on the same measure at another time. This refers to:

The extent to which performance on the selection measure (i.e., the predictor) is associated with performance on the job is called:

The general method of establishing the validity of a selection method by showing that there is an empirical association between scores on the selection measure and scores for job performance is called:

To test the validity of your selection device for widget makers, you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores. What type of strategy have you used?

Which of the following forms of validation becomes relatively more attractive as the sample available for validation becomes smaller?

is defined as the degree to which the validity of a selection method established in one context extends to other contexts.

The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method's:

The first step in the instructional design process is:

This is the fourth step in the training process and includes self-management strategies and peer and management support.

When conducting a needs assessment, which type of analysis is generally performed first?

analysis involves determining the business appropriateness of training, given the company's business strategy.

The information employees receive while they are performing is called:

Which of the following is not true of task analysis?

A is a specific position requiring the completion of specific tasks, whereas a is a statement of an employee's work activity in a specific job.

refers to on-the-job use of knowledge, skills, and behaviors learned in training.

What involves classroom instructions that are provided online through live broadcasts?

What refers to new or inexperienced employees learning through observing peers or managers performing the job and trying to imitate their behaviors?

The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands is called:

The four general approaches that companies use to develop employees include:

are employee development programs that include lectures by business experts, business games and simulations, adventure learning, and meetings with customers.

is based on the belief that differences in individuals' behavior result from preferences in decision making, interpersonal communication, and information gathering.

refers to appraisal that involves collecting subordinates' evaluations of manager's behaviors or skills.

Adding challenges or new responsibilities to an employee's current job is referred to as:

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.

Allowing employees to take a full-time operational role at another company is known as a(n):

Providing employees with the opportunity to get away from the day-to-day stresses of their job and acquire new skills and perspectives is known as a(n):

Mentoring and coaching are two types of that are used to develop employees.

Turnover initiated by the organization, often among people who would prefer to stay, is:

Turnover initiated by employees, often whom the company would prefer to keep, is:

Organizations that introduce rating systems where low performers are systematically identified and, where necessary, eliminated from payrolls often experience quick improvement gains in the range of 40 percent.

Whistle-blowing is making grievances public by going to:

An employee who engages in absenteeism or tardiness most represents:

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 nonwork matters. Which of the following behaviors is she experiencing?

The degree to which an employee identifies with an organization and is willing to put forth effort on its behalf is called:

in Company PQR, employee X values high pay above all else; employee Y values the opportunity to travel; and employee Z values staying within his home geographic region. All employees are able to fulfill their respective values through their jobs. This exemplifies:

An intervention that explicitly focuses on the impoverished or boring tasks as a source of dissatisfaction in its aim to reduce job dissatisfaction is called:

__refers to the relative pay of different jobs and how much they are paid.

__refers to the relative pay of jobs in an organization.

Both pay level and job structure are characteristics of organizations and reflect decisions about:

Which the following is not a true statement concerning product market competition?