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KUIS 1 MSDM

1. Which of the following is the


purpose of the
a. To get all work completed for
maximum quality
b. To get all work completed while
balancing cost, quality and time
c. To manage people at work to
their satisfaction
d. To get optimal work performance
to help reach company mission
and vision
2. The process of ensuring that
employees activities and outputs
match the organizations goals is
called :
a. Training
b. Performance management
c. Work design
d. Human resource planning
3. Job rotation is often used as a
development technique when
a. Corporate funding is low
b. Opportunities for promotion are
scarce
c. Employees are not highly
talented but can be developed
d. Technical and professional
employees with to advance in
their fields.
4. ........... is a process by which a job
vacancy is identified and potential
employees are notified.
a. Recruitment
b. Selection
c. Orientation
d. Job analysis
5. New hires must be socialized to the
organizations culture though..........
a. Recruitment
b. Selection
c. Orientation
d. Job analysis

6. What ensures that employees


develop the skills and abilities that
will enable them to perform their
jobs ?
a. Recruitment
b. Selection
c. Assessment
d. Training
7. Which one is not recruitment
source?
a. Advertisement
b. Employment Agencies
c. Interview
d. Internal Searches
8. ........... is aimed to identify the tasks,
duties and responsibilities that make
up a job and the knowledge, skills,
and abilities needed to perform the
job.
a. Recruitment
b. Selection
c. Orientation
d. Job analysis
KUIS 2 MSDM
1. A distinction can be made between
hard and soft types of HRM.
Soft HRM can . . . . . . . . . . . be
characterized by :
a. Seeing people as organizational
ass...
b. A quantitative approach to HRM
c. A mutual commitment of
employees ...
d. Being driven by costs
2. Which of the following is the
purpose of the strategic human
resource management process ?
a. To get all work completed for
maximum quality
b. To get all work completed while
balancing cost, quality and time
c. To manage people at work to
their satisfaction

3.

4.

5.

6.

d. To get optimal work performance


to help realize company mission
and vision
The purpose of HR planning is to
ensure that :
a. The right people are available at
the right time
b. Correct statistical tools are used
to project people needs
c. The HR manager is represented
on the se... management team
d. Financial budgets are sufficient
to me... future people needs
Human resouce planning (HRP),
unlike strategic human resource
planning :
a. Does not involve the use of
sophisticated planning tools
b. Is always conducted using
outside planning experts
c. Is conducted at the operational
level of the organization
d. Has been concentrated at the
senior management level
Order these steps into an exact
sequences in human resource
planning.
I.
Write a job description
II.
Indentify business strategy
and needs
III. Determine the feasibility of
hiring
IV. Conduct job analysis
a. I-II-II-IV
b. III-II-I-IV
c. II-IV-I-III
d. IV-I-II-III
An activity in organizing task,
duties, responsibilities, and other
elements into a productive unit work
was considered by Mathis and
Jackson as . . .
a. Job analysis
b. Job description

c. Job specification
d. Job design
7. Job analysis has often been called
the building block of human
resource management. Which of the
following items would most
probably not be affected or
influenced by information acquired
through job analysis ?
a. Defined benefit plans
b. Job evaluation
c. Career planning
d. Selection and training
8. Which one of the following is best
described as a list of the knowledge,
skills, abilities and other
characteristics that an indovidual
must have to perform a particular
job ?
a. Work flow analysis
b. Job description
c. Job specification
d. Job analysis
KUIS 4 MSDM
1. . . . . . provides employees with
specific, identifiable knowledge and
skills for use in their present jobs.
a. Orientation
b. Learning
c. Employee development
d. Training
2. Which of the following could be
characterized as a development
program ?
a. A new employee learning to use a
new machine at work
b. An existing employee being
cross-trained within his/her job
family
c. A high-potential employee
participating in a management
program

3.

4.

5.

6.

d. An existing employee being


asked to participate in a
remediation program to decrease
his/her error rate.
Which of the following statements
best describes the benefit of training
and development ?
a. Facilitates the execution of
corporate strategy
b. Decreases HR effectiveness
c. Link business strategy to
organizational strategy
d. Promotes greater levels
organizational
Some of the key environmental
factors that drive human resources
and training and development are
global competition, the labour
market, and change. What is the
fourth item that affects these things ?
a. Ecology
b. Technology
c. Legislation
d. Competitors
All of the following are question that
should be answered before training
begins EXCEPT. . . . .
a. Is there a need for training ?
b. Will the training require the
employees to be paid more ?
c. Who will do the training ?
d. How will the knowledge be
transfered to the job ?
In the . . . . . phase of the training
process, organizational and
employee performance issues are
considered to determine if training
can help.
a. Assessment
b. Implementation
c. Evaluation
d. Initiation

7. Performance appraisal data is the


most common approach used in . . . .
. analysis.
a. Individual
b. Organizational
c. Group
d. Task
8. What is the concept taht refers to a
process to asses the value-the
worthiness-of training programs to
employees and to organization ?
a. Program assessment
b. Performance review
c. Training evaluation
d. Data analysis
KUIS 6 MSDM
1. What is the difference between
training activities and developmental
activities ?
a. Training activities prepare
employees for their present job,
developmental activities prepare
employees for future job
b. Training activities focus on the
acquisition of neq skills,
developmental activities correct
skill deficiencies
c. Training activities are broader in
focus, developmental activities
have a narrow focus
d. There isi no differences the terms
are,,,,,
2. Which of the following term is best
describes as a training method that
represents a real-life situation in
which trainees make decisions
resulting in outcomes that mirror
what would happen on the job ?
a. On the job training
b. Simulation
c. Virtual reality
d. Cooperative education

3. The best strategy for reducing the


problems of transfer of training
is . . .
a. To have the trainee practice the
learning longer in each training
session
b. To have the trainee develop an
action plan for implementing the
new learning
c. To provide more immediate
feedback during the training
period
d. To leghthen the training time
over additional training periods
4. Mentoring is . . .
a. Ongoing and spontaneous
meetings between supervisors
and their employees to discuss
the employees career goals, and
to give advice
b. Assigning employees to various
jobs
c. A developmentally oriented
relationship between two
individuals that involves
advising, networking, and
supporting
d. Demonstrating new skills to the
mentored individual
5. Many colleges and universities have
arranged for students to work parttime in a special training program as
part of their education. This training
is called :
a. College trainee experience
b. Educational credits program
c. Coordinated education
d. An internship
6. Tests would most likely be used for
evaluating the results of training
programs when which criterion is
utilized ?
a. Reaction

b. Learning
c. Behavior
d. Results
7. Which of the following ilustrates
using results as a criteria for
evaluating a supervisory training
program ?
a. An interpersonal relations rating
scale completed by the
subordinates of each supervisor
b. A 10-item questionnaire asking
the supervisors to evaluate the
results of the training
c. A frequency count of how ofthe
the supervisors praised or
disciplined their subordinates
over the n 8-weeks
d. Measures of turnover,
productivity improvement
grievances in each supervisors
department
8. The best answer for determining if
training is cost effective is to :
a. Look for reductions in voluntary
turnover
b. Compare the costs and benefits
associated with the training
c. Measure improvements in
performance
d. Assess the attitude changes in
participants
KUIS 7 MSDM
1. Steps that supervisors should follow
in the performance appraisal process
include all the following except:
a. Define the job
b. Prepare detailed forms and
procedures to be used
c. Appraise performance
d. Provide feedback

2. Reasons for appraising a


subordinates performance include . .
.
a. Appraisals play an integral role
in performance management.
b. The supervisor anf the employee
together develop a plan for
correcting the employees
deficiencies.
c. Appraisals play a part in the
employers sal raise decisions.
d. All of the above
3. With regard to a performance
measure, . . . describes the
consistency of thr results that the
performance measure will deliver.
a. Reliability
b. Measurability
c. Testability
d. Validity
4. A . . . appraisal method combines the
benefits of narratives, critical
incidents, and quantified scales with
specific behavioral examples of
good or poor performance.
a. Graphic rating scale
b. BARS
c. MBO
d. Narrative
5. . . . is a system in which people at
each level of the organization set
goals in a process the flows from top
to bottom, so employees a level are
contributing to the organization
overall goals.
a. Forced-distribution
b. MBO
c. Forced comparison
d. Graphic rating scale
6. Rating an employee high on several
traits because he or she does one
thing well is called the . . . . .
a. Central tendency
b. Halo effect

c. Bias problem
d. Unclear standards.
7. . . . is a plan for managing the
behavior of employees through a
formal system of feedback and
reinforcement.
a. Paired comparison
b. Graphic rating scale
c. Organizational behavior
modification
d. Mixed-standard scales
8. Managers who adopt the . . . . .
approach during feedback sessions
tell employees tehir performance
ratings and then let employees
explain their side of the story.
a. Teel-and-sell
b. Tell-and-listen
c. Listen-and-sell
d. Solve-and-listen

KUIS 8 Team Building


1. All of the following statements help
to explain the current popularity of
team except :
a. Teams are more flexible and
responsive to changing events
b. Teams are a way to better utilize
employee talents
c. Teams typically outperform
individuals when tasks require
multiple skills, judgement, and
experience
d. Teams expertly focus on
individual performance
e. Teams can quickly
assemble, . . . . . . . disband
2. When managing a diverse team, it is
important to keep in mind that :
a. Diverse groups are generally less
creative
b. It will be easier to reach
agreement on specific action
c. The lack of a common
perspective means that more time
is spent on discussing issues
d. The group may be less open to
new ideas because of its diversity
e. Communication should be easier
because the groupissues diverse
3. The stages of group development are
:
a. Forming storming norming
performing adjouring
b. Forming norming storming
performing adjouring
c. Initation evolution maturation
and decline
d. Adjouring forming norming
storming performing
e. Idea generation implementation
and termination
4. In the second stage of group
development :

a. Intragroup confilct often occurs


b. Close relationships are developed
c. The group demonstrates
cohesiveness
d. The job task is performed
e. Group objectives are clearly
formulated
5. . . . . . teams are an effective way to
allow people from diverse areas
within an organization to exchange
information, develop new ideas and
solve problems, and coordinate
complex projects.
a. Multifaceted
b. Self- managed
c. Quality circle
d. Cross- functional
e. Problem solving
6. You are a member of a work team
whose goal is to improve the
efficiency of the products process.
Your team is best described as.
a. Production oriented
b. Goal oriented
c. Self managed
d. Problem solving
e. Cross - functional
7. Virtual teams are characterized by :
a. Use of the computer technology
to communicate with individuals
at different worksites.
b. Employees who are given the
authority to implement any of
their suggested actions.
c. Employees who meet regularly to
take corrective actions to
problems being experienced.
d. Individuals from different work
areas who come together to
accomplish a task.
e. Groups of employees who take
on the added responsibilities of
their former managers.

8. When designing reward systems for


teams, it is best to encourage
cooperative efforts rather than . . .
ones.
a. Individualistic
b. Collectivist
c. Competitive
d. Cooperative
e. Pluralistic
KUIS 9 MSDM
1. The level of job satisfaction reported
in one culture is directly comparable
to the level of satisfaction reported
in another culture.
a. True
b. False
2. . . . . .
3. . . . . . refers to an individual s
involvement with, satisfaction with,
satisfaction with, and enthusiasm for
the work she does.
a. Cognitive su[[ort
b. Job enrichment
c. Employee engagement
d. Normative commitment
4. Discrepancy and equity theories
predict that as reality meets and
exceeds expectations, job
satisfaction will decrease.
a. True
b. False
5. . . . . . is a collection of positive
and/or negative feelings that an
individual holds toward his or her
job.

a.
b.
c.
d.

Organizational commitment
Job satisfaction
Job involvement
Perceived organizational support
(POS)
6. Steve is unhappy with his job. He
takes every possible vacation and
sick day and sometimes shows up
for work late. He is expressing his
dissatisfaction with a . . . . .
response.
a. Exit
b. Voice
c. Loyalty
d. Neglect
7. In measuring job satisfaction, an
anonymous survey may be more
useful than having management
conduct personal insterviews if . . . .
.
a. In situations wherein the
company feels that the
underlying problem is complex
b. Management has a lot of time to
analyze the data measurement
c. It suspect that employees do not
trust the managers
d. We need to understand the full
extent of the problem
8. Quitely continuing to do your work,
even though youre dissatisfied, is
an example of . . . . . response to
dissatisfaction.
a. Exit
b. Voice
c. Loyalty
d. Neglect