江西财经大学人力资源复习资料.docx
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江西财经大学人力资源复习资料.docx
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江西财经大学人力资源复习资料
注明:
这是去年的复习资料,但可能有一定的参考价值,大家酌情处理。
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ReviewExercises
1.Definethefollowingterms.(5×3=15points)
2.IdentifythefollowingstatementsasTrueorFalse.(10×1.5=15points)
3.MultipleChoiceQuestions(10×1.5=15points)
4.EssayQuestions(35points)
5.CaseAnalysis(1×20=20points)
1.Definethefollowingterms.
(1)Humanresourcemanagement
(2)Competitiveadvantage
(3)Jobsatisfaction
(4)Organizationalcommitment
(5)Organizationalcitizenship
(6)Humanresourceplanning
(7)Jobanalysis
(8)Jobdescription
(9)Jobspecification
(10)Jobcontent
(11)Jobcontext
(12)Workerrequirements
(13)Recruitment
(14)Realisticjobpreviews(RJPs)
(15)Selection
(16)Assessmentcenter
(17)Traininganddevelopment
(18)Successionplanning
(19)Jobrotation
(20)Careerplanning
(21)Careerdevelopment
(22)Careermanagement
(23)Performanceappraisal
(24)360-degreefeedbacksystems
(25)Appraisalinterview
(26)Compensation
(27)Salarysurvey
(28)Jobevaluation
(29)Compensablefactor
(30)Flexiblebenefit(cafeteria)plans
2.IdentifythefollowingstatementsasTrueorFalse.
(1)Mosthumanresourcespracticeshavelittlerelevanceforlinemanagers.
(2)Broadbandingreferstocollapsingmanytraditionalsalarygradesintoafewwidesalarybands.
(3)Orientationreferstothemethodsusedtogiveneworpresentemployeestheskillstheyneedtoperformtheirjobs.
(4)Selectiontestsshouldbeusedassupplementstoothertoolslikeinterviewsandbackgroundchecks.
(5)Observationasadatacollectionmethodinajobanalysisismostappropriateforjobsentailingalotofmentalactivity.
(6)Effectiverecruitingresultsinalargenumberofapplicants.
(7)Performanceappraisalratingstendtobemorepositivewhenthepurposeistoawardpromotionsand/orpayraisesthanwhenthepurposeistodetermineemployeedevelopmentneeds.
(8)Linesofadvancementwithinanorganizationarecommonlyreferredtoascareerpaths.
(9)Jobinstructiontrainingisastep-by-stepself-learningmethodwhichusesatextbook,computer,ortheInternet.
(10)360-degreefeedbackisgenerallyusedfordevelopmentpurposes,ratherthanforpayincreases.
(11)Thedivisionofhumanresourceresponsibilitiesforlinemanagersandstaffmanagersvariesfromorganizationtoorganization.
(12)Insmallorganizations,linemanagersmaycarryoutallpersonneldutieswithouttheassistanceofahumanresourcestaff.
(3)Appraisaldiscussionsshouldfocusontheemployeeratherthanonhisorherbehaviors.
(14)Apprenticeshiptrainingcombinesthepracticalandtheoreticalaspectsoftheworkbothonandoffthejob.
(15)ConductingthejobanalysisisthesoleresponsibilityoftheHRspecialist.
(16)Matchingindividualstrengthsandweaknesseswithoccupationalopportunitiesandthreatsisthekeytothecareerplanningprocess.
(17)TheHRdepartmentconductsperformanceappraisals,developstheappraisaltools,andmonitorstheappraisalsystem.
(18)Therealissueinevaluatingtrainingiswhethertrainingeffortstranslatetochangesinjobperformance.
(19)Externalequityreferstohowfairthejob’spayrateis,whencomparedtootherjobswithinthesamecompany.
(20)Theforceddistributionmethodissimilartogradingonacurvemeaningthatpredeterminedpercentagesofthosebeingratedareplacedintoperformancecategories.
(21)Humanresourcemanagementcreatesvalueforanorganizationbyengaginginactivitiesthatproducetheemployeebehaviorsthecompanyneedstoachieveitsstrategicgoals.
(22)Empowermentencouragesemployeestobecomeinnovatorsandmanagersoftheirownwork.
(23)Managerswhoreceivefeedbackfromsubordinateswhoidentifythemselvesviewtheupwardappraisalprocessmorenegativelythandomanagerswhoreceiveanonymousfeedback.
(24)Likeanyothercomponentofthehumanresourcesprogram,anemployeebenefitsprogramshouldbebasedonspecificobjectives.
(25)Employeeorientationprogramsrangefrombrief,informalintroductionstolengthy,formalcourses.
(26)Interviewerstendtobemoreinfluencedbyunfavorablethanfavorableinformationaboutacandidate.
(27)Fortechnicalandmanagerialpositions,publicemploymentagenciesaregenerallytheprimarysource.
(27)Self-appraisalsshouldbeusedprimarilyforadministrativepurposes.
(29)Theprimaryadvantageofbroadbandingisthatitprovidesgreaterflexibilityintoemployeeassignments.
(30)Ajobspecificationisastatementofthetasks,duties,andresponsibilitiesofajob.
(31)Astructuredinterviewincreasesthepossibilityoflegalchargesofunfairdiscrimination.
(32)Thefourcategoriesoftrainingoutcomesarereactions,learning,behavior,andresults.
(33)Competency-basedpayplanstiepaytoseniorityaswellastocompetence.
(34)Thereisnostandardformatforwritingajobdescription.
(35)Contingentworkersareprimarilyclericalpositionsfilledwithtemps.
(36)Thebasicproblemwithrankingsisthatwhileitisnotdifficulttoidentifytheextremegoodandbadperformers,itisdifficulttodifferentiatemeaningfullybetweentheothers.
(37)Sensitivitytrainingseekstoincreaseparticipants’insightintotheirownbehaviorandthebehaviorofothersbyencouraginganopenexpressionoffeelingsinatrainerguidedt-group.
(38)Centraltendencyisdefinedastheinfluenceofarater’sgeneralimpressiononratingsofspecificrateequalities.
(39)Jobenlargementreferstoredesigningjobsinawaythatincreasesresponsibilityandachievement.
(40)Careerdevelopmentisthelifelongseriesofactivitiesthatcontributestoaperson’scareerexploration,establishment,success,andfulfillment.
3.Multiple-ChoiceQuestions.
(1)WhenAmandainterviewedforajobwiththeemploymentcommission,theinterviewerwarnedherthatthejobcouldbeverystressfulwithlonghoursandalotofbureaucracy.Theinterviewerwastryingtoprovide_____.
A.realityshock
B.arealisticjobpreview
C.adisincentive
D.achallenge
E.cultureshock
(2)Ingeneral,HRmanagersdonot:
A.conductperformanceevaluationsofproductionemployees
B.investigateaccidentreports
C.developtrainingprograms
D.negotiatecollectivebargainingagreements
E.alloftheabove
(3)OfthefourcategoriesofproficienciesnecessaryforHRmanagers,whichonereferstoknowledgeofstrategicplanning,marketing,production,andfinance?
A.HRproficiencies
B.businessproficiencies
C.leadershipproficiencies
D.learningproficiencies
E.staffingproficiencies
(4)Collegerecruiterstypicallyseekto_____.
A.determinewhetheracandidateisworthyoffurtherconsideration
B.filltheposition
C.cutcostsforthefirmbyreducingtheneedtoforon-siteinterviews
D.developapoolofapplicantsforfuturescreening
E.alloftheabove
(5)________meansthattheorderinwhichaninterviewerseesapplicantsaffectshowthecandidatesarerated.
A.Contexterror
B.Contrasterror
C.Ordereffect
D.Recencyerror
E.Primacyeffect
(6)Anadvantageofconventionallecturingovertheuseofaudiovisual-basedtrainingisthat_____.
A.audiovisualsaremoreboring
B.audiovisualsaremoreexpensive
C.audiovisualsallowforinstantreplayandstop-action
D.audiovisualscanshoweventsthatarenoteasilydemonstratedinlivelectures
E.audiovisualscanbeeasilysenttoalllocations
(7)Whattypeofinformationiscontainedinthejobidentificationsectionofajobdescription?
A.jobtitle
B.jobsummary
C.relationshipsstatement
D.majorfunctionsoractivities
E.alloftheabove
(8)Whenconductinganappraisalinterview,supervisorsshoulddoallofthefollowingexcept________.
A.talkintermsofobjectiveworkdata
B.comparetheperson’sperformancetoastandard
C.encouragetheemployeetotalk
D.givespecificexamplesofpoorperformance
E.comparetheperson’sperformancetothatofotheremployees
(9)Providingtimelyperformancefeedback,developmentassignments,andsupportareallpartofthe_____’sroleincareerdevelopment.
A.individual
B.manager
C.employee
D.company
E.humanresourcespecialist
(10)Whenevaluatingtheeffectivenessofrecruitmentsources,whatshouldbemeasured?
A.thecostofusingeachsource
B.thenumberofapplicantsproduced
C.thequalityofapplicantsproduced
D.thetimeinvolvedinusingeachsource
E.bothbandc
(11)_____meanscollapsingsalarygradesandrangesintojustafewwidelevelsorbands,eachofwhichcontainsarelativelywiderangeofjobsandsalarylevels.
A.Comparableworth
B.Strategiccompensation
C.Jobevaluation
D.Broadbanding
E.Jobgrading
(12)Whenacompanydecidesonhowtofilltopexecutivepositions,theprocessiscalled_____.
A.employmentplanning
B.successionplanning
C.selection
D.interviewing
E.testing
(13)Whendesigninganactualappraisalmethod,thetwobasicconsiderationsare________.
A.whoshouldmeasureandwhentomeasure
B.whentomeasureandwhattomeasure
C.whattomeasureandwhoshouldmeasure
D.whattomeasureandhowtomeasure
E.whentomeasureandhowtomeasure
(14)Allofthefollowingareexamplesofhumanresourcejobdutiesexcept_____.
A.recruiter
B.equalemploymentopportunitycoordinator
C.financialadvisor
D.compensationmanager
E.laborrelationsspecialist
(15)When_____aremeasuredtoassesstheeffectivenessofatrainingprogram,variablessuchaslikingoftheprogram,satisfactionwiththeprogram,andattitudetowardtheprogramareassessed.
A.learningoutcomes
B.behavioraloutcomes
C.results
D.reactions
E.productivitylevels
(16)Assessinginterests,seekingoutcareerinformation,andutilizingdevelopmentopportunitiesareallpartofthe_____’srolein
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