MIE 330 Human Resource Management Test Questions | Exams Nursing

MIE 330 Mulvey Test 2 NC State, NCSU,

Paul Mulvey, MIE 330, MIE330. HR, Human

Resources Newest RATED A+ 100% PASS

_____ II!is II!a II!process II!that II!primarily II!addresses II!the II!competitive II!challenges II!an II!organization II!faces. II!- II! II !Correct

II!Answers II! II! II! II! Strategic II!management

II!The II!first II!step II!in II!the II!human II!resource II!planning II!process II!is II!_____. II!- II! II!Correct II!Answers II! II! II ! II !forecasting

II!Which II!of II!the II!following II!is II!TRUE II!about II!transitional II!matrices? II!- II! II!Correct II!Answers II! II ! II ! I I!Transitional II!matrices II!are

II!extremely II!useful II!for II!charting II!historical II!trends II!in II!a II!company's II!supply II!of II!labor.

II!Which II!of II!the II!following II!is II!TRUE? II!- II! II!Correct II!Answers II! II! II! II !Which II!of II!the II!following II!is II!TRUE?

II!Which II!of II!the II!following II!options II!is II!considered II!a II!slow II!option II!for II!reducing II!an II!expected II!labor II!surplus II!and II!has

II!a II!low II!impact II!on II!human II!suffering? II!- II! II!Correct II!Answers II! II ! II ! I I!Early II!retirement

II!Which II!of II!the II!following II!options II!is II!considered II!a II!fast II!option II!for II!reducing II!an II!expected II!labor II!surplus II!but

II!results II!in II!high II!human II!suffering? II!- II! II!Correct II!Answers II! II ! II ! I I!Demotions

II!Which II!of II!the II!following II!options II!for II!avoiding II!an II!expected II!labor II!shortage II!has II!the II!benefit II!of II!being II!a II!fast

II!solution II!with II!high II!revocability? II!- II! II !Correct II!Answers II! II! I I! II! Temporary II!employees

II!Policies II!that II!state II!that II!either II!party II!in II!an II!employment II!relationship II!can II!terminate II!that II!relationship II!at II!any

II!time, II!regardless II!of II!cause, II!are II!called II!_____. II!- II! I I!Correct II!Answers II! II ! I I! I I!employment-at-will II!policies

II!A II!policy II!that II!lays II!out II!the II!steps II!an II!employee II!can II!take II!to II!appeal II!a II!termination II!decision II!is II!called II!a(n)

II!_____. II!- II! II! Correct II!Answers II! II! I I! II!due II!process II!policy

II!Which II!of II!the II!following II!pairs II!of II!recruiter II!characteristics II!does II!an II!applicant II!tend II!to II!respond II!to II!most

II!positively? II!- II! II!Correct II!Answers II! II ! II ! I I!Warmth II!and II!informativeness

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Download MIE 330 Human Resource Management Test Questions and more Exams Nursing in PDF only on Docsity!

MIE 330 Mulvey Test 2 NC State, NCSU,

Paul Mulvey, MIE 330, MIE330. HR, Human

Resources Newest RATED A+ 100% PASS

_____ II!is II!a II!process II!that II!primarily II!addresses II!the II!competitive II!challenges II!anII!organization II!faces. II!- II! II!Correct II!Answers II! II! II! II!Strategic II!management II!The II!first II!step II!in II!the II!human II!resource II!planning II!process II!is II!_____. II!- II! II!Correct II!Answers II! II! II! II!forecasting II!Which II!of II!the II!following II!is II!TRUE II!about II!transitional II!matrices? II!- II! II!Correct II!Answers II! II! II! II!Transitional II!matrices II!are II!extremely II!useful II!for II!charting II!historical II!trends II!in II!a II!company's II!supply II!of II!labor. II!Which II!of II!the II!following II!is II!TRUE? II!- II! II!Correct II!Answers II! II! II! II!Which II!ofII!the II!following II!is II!TRUE? II!Which II!of II!the II!following II!options II!is II!considered II!a II!slow II!option II!for II!reducing II!an II!expected II!labor II!surplus II!and II!has II!a II!low II!impact II!on II!human II!suffering? II!- II! II!Correct II!Answers II! II! II! II!Early II!retirement II!Which II!of II!the II!following II!options II!is II!considered II!a II!fast II!option II!for II!reducing II!an II!expected II!labor II!surplus II!but II!results II!in II!high II!human II!suffering? II!- II! II!Correct II!Answers II! II! II! II!Demotions II!Which II!of II!the II!following II!options II!for II!avoiding II!an II!expected II!labor II!shortage II!has II!the II!benefit II!of II!being II!a II!fast II!solution II!with II!high II!revocability? II!- II! II!Correct II!Answers II! II! II! II!Temporary II!employees II!Policies II!that II!state II!that II!either II!party II!in II!an II!employment II!relationship II!can II!terminate II!that II!relationship II!at II!any II!time, II!regardless II!of II!cause, II!are II!called II!_____. II!- II! II!Correct II!Answers II! II! II! II!employment-at-will II!policies II!A II!policy II!that II!lays II!out II!the II!steps II!an II!employee II!can II!take II!toII!appeal II!a II!termination II!decision II!is II!called II!a(n) II!_____. II!- II! II!Correct II!Answers II! II! II! II!due II!process II!policy II!Which II!of II!the II!following II!pairs II!of II!recruiter II!characteristics II!does II!an II!applicant II!tend II!toII!respond II!toII!most II!positively? II!- II! II!Correct II!Answers II! II! II! II!Warmth II!and II!informativeness

II!Based II!upon II!the II!reading II!by II!Arruda II!(2014), II!which II!ofII!the II!following II!is II!TRUE? II!- II! II!Correct II!Answers II! II! II! II!Approximately II!80% II!of II!jobs II!are II!landed II!through II!networking. II!Which II!of II!the II!following II!statements II!is II!TRUE II!ofII!the II!reliability II!of II!a II!measurement II!(e.g., II!cognitive II!ability)? II!- II! II!Correct II!Answers II! II! II! II!Reliability II!refers II!to II!the II!measuring II!instrument II!rather II!than II!toII!the II!characteristic II!itself. II!When II!assessing II!the II!reliability II!ofII!a II!measure II!(e.g., II!cognitive II!ability), II!one II!might II!be II!interested II!in II!knowing II!how II!scores II!on II!the II!measure II!at II!one II!time II!relate II!toII!scores II!on II!the II!same II!measure II!at II!another II!time. II!This II!is II!called: II!- II! II!Correct II!Answers II! II! II! II!test-retest II!reliability. II!Which II!of II!the II!following II!statements II!is II!TRUE II!regarding II!reliability II!and II!validity? II!- II! II!Correct II!Answers II! II! II! II!Reliability II!of II!a II!measure II!is II!essential II!for II!it II!toII!have II!any II!validity. II!Star II!Inc., II!an II!engineering II!firm, II!has II!come II!up II!with II!a II!new II!technical II!test II!to II!assess II!the II!knowledge II!of II!interviewees. II!To II!assess II!the II!validity II!of II!the II!test, II!it II!requests II!its II!present II!employees II!to II!take II!the II!test II!and II!match II!it II!with II!their II!performance II!in II!the II!organization. II!Which II!of II!the II!following II!types II!of II!validation II!has II!Star II!Inc. II!used II!to II!test II!the II!validity II!of II!its II!new II!technical II!test? II!- II! II!Correct II!Answers II! II! II! II! II!Predictive II!validation II!is II!superior II!to II!concurrent II!validation II!because: II!- II! II!Correct II!Answers II! II! II! II!job II!applicants II!are II!more II!motivated II!than II!an II!organization's II!employees. II!Rollerbeam II!Inc., II!a II!provider II!of II!engineering II!services, II!is II!looking II!to II!hire II!several II!maintenance II!engineers. II!Rollerbeam's II!HR II!department II!checks II!with II!the II!company's II!engineering II!department II!toII!confirm II!that II!the II!scenarios II!mentioned II!in II!the II!test II!are II!plausible II!real II!world II!scenarios II!maintenance II!engineers II!might II!face. II!Which II!of II!the II!following II!types II!of II!validation II!is II!Rollerbeam's II!HR II!team II!performing? II!- II! II!Correct II!Answers II! II! II! II!Content II!validation II!When II!a II!company II!provides II!evidence II!from II!previous II!criterion-related II!validity II!studies II!conducted II!in II!other II!situations II!toII!show II!that II!a II!specific II!test II!is II!a II!valid II!predictor II!of II!performance II!in II!a II!different II!situation, II!it II!is II!trying II!toII!prove II!the II!test's: II!- II! II!Correct II!Answers II! II! II! II!generalizability. II!Which II!of II!the II!following II!is II!an II!example II!of II!an II!experience-based II!situational II!interview? II!- II! II!Correct II!Answers II! II! II! II!Ron II!was II!asked II!to II!describe II!an II!event II!where II!his II!creativity II!led II!toII!effective II!problem II!solving.

II!While II!evaluating II!training II!programs, II!acquisition II!of II!knowledge II!is II!measured II!using II!_____. II!- II! II!Correct II!Answers II! II! II! II!work II!samples II!Which II!of II!the II!following II!is II!an II!example II!of II!effective II!onboarding? II!- II! II!Correct II!Answers II! II! II! II!Avoiding II!debasing II!new II!employees II!Which II!of II!the II!following II!is II!TRUE II!ofII!training II!and II!development? II!- II! II!Correct II!Answers II! II! II! II!Development II!is II!critical II!for II!talent II!management, II!particularly II!for II!those II!with II!leadership II!potential. II!Which II!of II!the II!following II!is II!TRUE II!ofII!a II!protean II!career? II!- II! II!Correct II!Answers II! II! II! II!It II!is II!based II!on II!employees' II!self- direction. II!Which II!of II!the II!following II!is II!the II!first II!step II!in II!the II!development II!planning II!system? II!- II! II!Correct II!Answers II! II! II! II!Self- assessment II!Which II!of II!these II!statements II!is II!TRUE? II!- II! II!Correct II!Answers II! II! II! II!Formal II!education II!programs II!include II!off-site II!and II!on-site II!programs II!designed II!specifically II!for II!the II!company's II!employees. II!Which II!of II!the II!following II!is II!TRUE II!ofII!a II!typical II!assessment II!center? II!- II! II!Correct II!Answers II! II! II! II!Multiple II!assessors II!evaluate II!performance II!on II!a II!number II!of II!exercises. II!Which II!of II!the II!following II!is II!an II!exercise II!used II!in II!assessment II!centers II!where II!employees II!answer II!questions II!about II!their II!work, II!personal II!experiences, II!and II!skill II!strengths II!and II!weaknesses? II!- II! II!Correct II!Answers II! II! II! II!An II!interview II!In II!_____, II!employees' II!behaviors II!or II!skills II!are II!evaluated II!not II!only II!by II!subordinates II!but II!by II!their II!peers, II!customers, II!bosses, II!and II!by II!themselves. II!- II! II!Correct II!Answers II! II! II! II! 360 - degree II!feedback II!systems II!Which II!of II!the II!following II!is II!TRUE II!about II!how II!job II!experiences II!affect II!development? II!- II! II!Correct II!Answers II! II! II! II!Obstacles II!and II!job II!demands II!related II!toII!creating II!change II!are II!more II!likely II!toII!lead II!toII!negative II!stress. II!Which II!of II!the II!following II!practices II!best II!helps II!employees II!gain II!an II!overall II!appreciation II!of II!the II!company's II!goals? II!- II! II!Correct II!Answers II! II! II! II!Job II!rotation

II!Which II!of II!the II!following II!is II!a II!disadvantage II!ofII!the II!formal II!mentoring II!program? II!- II! II!Correct II!Answers II! II! II! II!The II!correct II!answer II!is: II!provide II!counseling II!and II!coaching II!in II!an II!artificially II!created II!relationship. II!According II!toII!the II!video II!by II!Heffernan II!(2015), II!which II!of II!the II!following II!is II!TRUE? II!- II! II!Correct II!Answers II! II! II! II!A II!culture II!of II!helpfulness II!can II!be II!important II!to II!successful II!team II!performance. II!Which II!of II!the II!following II!is II!an II!example II!of II!using II!performance II!appraisal II!for II!administrative II!decisions? II!- II! II!Correct II!Answers II! II! II! II!Deciding II!which II!employees II!will II!be II!terminated. II!A II!performance II!management II!system II!typically II!does II!NOT II!include: II!- II! II!Correct II!Answers II! II! II! II!Organizational-profit II!forecasting. II!The II!relative II!strength II!of II!an II!individual's II!identification II!with II!and II!involvement II!in II!a II!particular II!organization II!is II!known II!as: II!- II! II!Correct II!Answers II! II! II! II!Organizational II!commitment. II!Ideally, II!prior II!toII!choosing II!tests II!for II!a II!selection II!battery, II!an II!organization II!should II!conduct: II!- II! II!Correct II!Answers II! II! II! II!A II!job/work II!analysis. II!A II!large II!public II!library II!easily II!restructures II!some II!work II!schedules II!to II!allow II!disabled II!employees II!to II!perform II!their II!duties. II!The II!library II!has: II!- II! II!Correct II!Answers II! II! II! II!Made II!reasonable II!accommodations. II!Which II!rating II!format II!involves II!a II!lengthy II!development II!procedure II!and II!results II!in II!a II!scale II!with II!behavioral II!descriptions II!as II!anchors II!along II!a II!scale? II!- II! II!Correct II!Answers II! II! II! II!Behaviorally II!anchored II!rating II!scales II!(BARS).

MIE 330 Human Resource Management Test Questions, Exams of Nursing

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Partial preview of the text

Download MIE 330 Human Resource Management Test Questions and more Exams Nursing in PDF only on Docsity!

MIE 330 Mulvey Test 2 NC State, NCSU,

Paul Mulvey, MIE 330, MIE330. HR, Human

Resources Newest RATED A+ 100% PASS