Human Resource Management Part-One An effective human resources strategy should not be a. People-centered b. Proactive c. Centralized d.

Part of overall corporate strategic planning e. Linked to other departments Which of the following is not included in an organizations human capital? a. Future managers b. Current managers c. Former employees d. Current employees e. Local high-school students Which of the following accurately describes the relationship between recruiting and selection? a. Selection precedes recruiting b. Recruiting broadens hiring; selection narrows it c. Recruiting is ineffective, selection is effective d. Recruiting results in diversity, selection doesnt e. Selection is ineffective, recruiting is effective All the following are ways in which affirmative action programs work to redress employment discrimination except a. Active recruitment of women and minorities b. Elimination of prejudicial questions on employment application forms c. Establishment of specific goals and timetables for minority hiring d. Statistical validation of employment testing procedures. e. Reverse discrimination According to the text, which type of employment test has recently been restricted by law? a. Genetic screening b. Psychological tests c. Polygraph tests d. Drug tests e. AIDS/HIV antibody tests Before he begins to interview candidates for an opening on his team, woody should remember the weaknesses of unstructured interviewing. Which of the following is not of those weaknesses? a. Susceptibility to distortion and bias b. Susceptibility to legal attack c. Lack of real validity d. Flexibility e. Tendency to incorporate personal items Research shows that four techniques help protect performance appraisal systems from legal challenges. The four techniques include all the following except a. Use a job analysis to develop the appraisal system b. Make the appraisal system behavior-oriented, not trait-oriented c. Give evaluators specific written instructions to follow in their appraisals

Human Resource Management d. Instruct evaluators to review the results of the appraisals with the evaluated employees. e. Set goals using management by objectives The U.S. Armys officer performance appraisal system contains this item: Army Values: CourageManifests physical and moral bravery. The evaluator is asked to check boxes marked with numbers ranging from 1 to 5. This type of appraisal item is called a(n) a. Behaviorally anchored rating scale b. Graphic rating scale c. Critical incident d. Ranking e. Weighted checklist A management commitment to eliminating sexual harassment should include all the following except a. A clearly policy statement b. Uniform enforcement of sexual harassment policies c. Appropriate training d. A grievance procedure e. A retaliation plan for harassed employees A male employee made unwanted sexual comments to a second male employee. The second employee did not complain to his manager. Which of the following is an accurate statement? a. This is not sexual harassment, because the manager was unaware of it b. This is not sexual harassment, because the second employee did not file a legal complaint c. This is not sexual harassment, because harassment must take place between persons of the opposite sex d. This is not sexual harassment, because no physical contact was made e. This is sexual harassment Part-two 1. An organizations human resource strategy should be developed after its overall corporate strategy. 2. Rhodas firm gives bonuses to salespeople who sell more than their pre-determined quota. Rhodas firm is using a people-centered practice. 3. Employment agencies and newspaper ads are two recruiting tactics. 4. It is legal for a company to conduct a background check on a potential employee, including a check on criminal record and immigration status. 5. Affirmative action attempts to prevent future employment discrimination, while equal employment opportunity is aimed at making up for past discrimination. 6. In hiring a first violinist in a symphony orchestra, a pencil-and-paper test would be the best indicator of ability. 7. Structured interviews avoid some of the problems inherent in unstructured interviews. 8. In an interview, Glenda was asked to describe in detail a time when she acted as a team leader. Glenda was encountering a behavioral interview. 9. When there is a gap between what an employee knows and what they should know, termination is the best option. 10. A male employee has a calendar of a scantily-clad model hanging near his desk. This employee is certainly committing sexual harassment.