Human Resources - Midterm
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- 1.Attracting and orient new employees, effective compensantion system, and effective work environment are examples of:
- A.
Objectives of the Human Resources department
- B.
Employee objectives of the Human Resources deparment
- C.
Activities of the Human Resources department
- D.
Non of the above
- 2.The goals set by Human Resources to assist employees to achieve personal goals that will enhance their contribution to the organization are called:
- A.
Societal objectives
- B.
Organizational objectives
- C.
Employee objectives
- D.
All of the above
- 3.Which of the following are considered groups of Human Resource Management activities?
- A.
Planning Human Resources
- B.
Attracting Human Resources
- C.
Placing, developing, and evaluating
- D.
All of the above
- 4.Proactives are decision-makers that respond to problems rather than anticipate them
- A.
True
- B.
False
- 5.Reactives anticipate problems and likely challenges and take actions before a problem occurs
- A.
True
- B.
False
- 6.Which of the following authorities is possessed by managers of operating deparments to make decisions about production, performance, and people?
- A.
Line Authority
- B.
Staff Authority
- C.
Functional Authority
- D.
Non of the above
- 7.
- A. Line Authority
- A.
- B. Staff Authority
- B.
- C. Functional Authority
- C.
- 8.The systematic study of a job to discover its specifications and skill requirements is called...
- A.
Recruitment
- B.
Hiring
- C.
Human Resources
- D.
Job Analysis
- 9.A job is a collection of tasks and responsibilities performed by an individual
- A.
True
- B.
False
- 10.A job is a group of related activities and duties that may be held by one or several employees
- A.
True
- B.
False
- 11.What is the correct order for the steps in job analysis
- A.
Collection of Job Analysis information, preparation for Job Analysis, and Use of Job Analysis information
- B.
Collection of Job Analysis information, use of Job analysis information, written documentation of the job analysis information
- C.
Preparation for Job Analysis, collection of job analysis information, use of job analysis information
- D.
Depending on the job any option could be right
- 12.Familiarize with the organization and its job is a part of one of the following steps in Job Analysis
- A.
Collection of Job Analysis information
- B.
Preparation for Job Analysis
- C.
Use of Job Analysis information
- D.
Non of the above
- 13.Determine uses of job analysis information is a part of one of the following steps in Job Analysis
- A.
Preparation for Job Analysis
- B.
Collection of Job Analysis information
- C.
Use of Job Analysis information
- D.
All of the above
- 14.Which of the following is part of the "Collection of information" step in Job Analysis?
- A.
Identify jobs to be analysed
- B.
Determine sources of job data
- C.
Job Design
- D.
HR systems and change
- 15.
- A.
True
- B.
False
- 16.Observation, one of the methods for data collection, is quick, inexpensive and very accurate
- A.
True
- B.
False
- 17.Which of the following is NOT a method for data collection
- A.
Interviews
- B.
Mailed Questionnaires
- C.
Employee Log
- D.
Observation
- E.
Non of the above
- 18.Which of the following is not a part of the Use of information step in Job Analysis
- A.
Job Design
- B.
HR Systems and change
- C.
Job performance standards
- D.
Job descriptions and specifications
- E.
Non of the above
- 19.A recognized list of functions tasks, accountabilities, working conditions, and competencies for a particular occupation is called a...
- A.
Job
- B.
Job Description
- C.
Position
- D.
Job advertising
- 20.Thinking, decision making, problem solving, cognitive skills, and language are examples of...
- A.
Technical Skills
- B.
Conceptual Skills
- C.
Human Relations Skills
- D.
Non of the above
- 21.Examples of human relation skills are working in teams, communication, and inter-personal skills
- A.
True
- B.
False
- 22.Examples of Conceptual Skills are working in teams, communication, and inter-personal skills
- A.
True
- B.
False
- 23.A job specification...
- A.
Describes what the job demands of employees and the human factors required
- B.
Is a recognized list of functions, tasks, accountabilities, working conditions, and competencies for a particular occupation
- C.
Is a list of facts about the situation in which the worker acts include physical environment, hours, hazards, travel requirements, and so on, associates with a job
- D.
Non of the above
- 24.Working conditions are facts about the situation in which the worker acts include a physical environment, hours, hazard, travel requirements, and so no, associated with a job
- A.
True
- B.
False
- 25.Which of the following is not a key consideration in job design
- A.
Organizational consideration
- B.
Legal consideration
- C.
Ergonomic consideration
- D.
Employee consideration
- 26.Match the following aspects to the correct Key Consideration in Job Design
- A. Scientific Management and industrial engineering principles
- A.
- B. Considers the physical relationship between the worker and the work
- B.
- 27.Having control over one`s work and response to work environment is called
- A.
Variety
- B.
Autonomy
- C.
Task identity
- D.
Feedback
- 28.
- A.
Knowing that one`s work is important
- B.
Feeling of responsibility or pride from doing an entire piece of work
- C.
Having control over one`s work and response to work environment
- D.
Information that helps evaluate success or failure
- 29.Moving employees from one job to another to provide more variety to learn new skills is called...
- A.
Job enlargement
- B.
Job enrichment
- C.
Job rotation
- D.
Non of the above
- 30.Job enlargement is...
- A.
Expanding the number of related tasks in a job to draw on a wider range of employee skills
- B.
Adding more responsibilities and autonomy to a job, giving the worker greater powers to plan, do, and evaluate job performance
- C.
Moving employees from one job to another to provide more variety to learn new skills
- D.
Non of the above
- 31.Workforce availability, social expectations, and work practices are examples of...
- A.
Organizational considerations
- B.
Ergonomic considerations
- C.
Employee considerations
- D.
Environmental considerations
- 32.The charter of rights and freedoms does not include
- A.
The right to Bargain Collectively and to Strike
- B.
The right to Picket
- C.
The right to Work
- D.
All of the above
- 33.The federal law is passed by provincial governments and enforced by provincial human rights comissions
- A.
True
- B.
False
- 34.The objectives of the Federal law is to ensure equal employment opportunities with employers under federal jurisdiction
- A.
True
- B.
False
- 35.Having a minimum weigth on a job description is an example of...
- A.
Direct discrimination
- B.
Indirect discrimination
- C.
Harassment
- D.
Sexual Harassment
- 36.
- A.
True
- B.
False
- 37.A justified business reason for discriminating against a member of a protected class is called
- A.
Duty to accommodate
- B.
Systematic discrimination
- C.
Bona Fide Occupational Qualification
- D.
None of the above
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