MGT430 : Midterm Revision Exam

[CH1] In the model of HR as a business with three product lines, Business Partner Services place their emphasis on resource efficiency and service quality.

[CH1] Benefits administration, relocation, and payroll are among the HR activities most commonly outsourced.

[CH1] Corporate culture and management philosophy are examples of intellectual capital.

[CH1] The shift to employee self-service technology gives HR managers more time to work with managers on employee issues.

[CH4] A functional structure is characterized by low levels of centralization and is more flexible and innovative but not efficient.

[CH4] Job specifications describe the knowledge, skills, abilities, and other characteristics (KSAOs) a job requires, and these are not directly observable.

[CH4] The biological approach to job design, also called ergonomics, aims to minimize physical strain by structuring the work environment around how the body works.

[CH4] The perceptual-motor approach designs jobs based on the capabilities of the most capable worker.

[CH5] Transitional matrices, which show the proportion or number of employees in different job categories at different times, are used in determining labor supply.

[CH5] According to the options for reducing an expected labor surplus, transfers are fast and cause low human suffering.

[CH5] A yield ratio is the percentage of applicants who successfully move from one stage of the recruitment and selection process to the next.

[CH6] Validity is the degree to which a measure is free from random error.

[CH6] The Age Discrimination in Employment Act of 1967 covers individuals over age 40 and outlaws mandatory retirement programs.

[CH6] Content validation is considered best for large-sample settings.

[CH6] The validity of personality inventories in predicting job performance is higher when scores are taken from other people rather than from the applicants themselves.

[CH1] An HR unit spends most of its time processing payroll, keeping employee records, and answering routine benefits questions, and it is judged mainly on resource efficiency and service quality. Which HR product line does this represent?

[CH1] All of the following are common reasons for outsourcing HR activities EXCEPT:

[CH1] A firm's leaders point to its strong coaching and mentoring relationships and its informal networking systems as a key source of value. Which category of intangible assets is this?

[CH1] According to the notes, engaging in evidence-based HR requires the use of:

[CH1] A supervisor bases performance feedback on objective outcomes rather than on values and stereotypes, and coaches employees of different ages and backgrounds. Which skill area is the supervisor demonstrating?

[CH1] One of the standards HR managers must satisfy for their practices to be considered ethical is that employment practices respect the basic human rights of:

[CH4] A company is highly centralized, very efficient with little redundancy, and its jobs are narrow and highly specialized. Which structural configuration does it most likely use?

[CH4] Which type of information is contained in a job description?

[CH4] A job analyst uses a standardized instrument that rates each job on information input, mental processes, work output, relationships with other persons, and job context. Which method is being used?

[CH4] A call center manager redesigns agents' jobs to give them more skill variety, more autonomy, and regular feedback, aiming to raise their motivation. Which job design approach is this?

[CH4] A packaging plant redesigns its workstations so employees no longer have to stand for long periods and lift heavy boxes awkwardly. Which job design approach is being applied?

[CH4] Which of the following is NOT one of the dimensions of the Job Characteristics Model?

[CH5] A hospital expects a surplus of administrative staff over the next two years. Management is not under time pressure and wants the option that causes the least human suffering. Which option fits best?

[CH5] A retailer expects a staff shortage during a three-month holiday peak. It needs a solution that is fast and easy to reverse once the peak ends. Which option is most appropriate?

[CH5] In human resource planning, a leading indicator is a tool used mainly for:

[CH5] A large U.S. farm needs foreign workers for the coming harvest season only. Which immigration option described in the notes matches this need?

[CH5] A company runs a television campaign presenting itself as an exciting place to work, hoping more people will feel attracted to it and apply. Which recruitment personnel policy is this?

[CH5] Which statement correctly describes private employment agencies?

[CH5] A firm received 200 applicants from a job board. Of these, 50 were invited to interviews, and 10 of the interviewees received job offers. What is the yield ratio from the interview stage to the offer stage?

[CH6] A bank builds a selection test made of realistic customer-complaint problems taken directly from the job, delivered as a computer-based role-play. Which approach to establishing validity does this reflect?

[CH6] An HR director finds that a selection test validated in the company's Manama office shows similar levels of correlation with performance when used in its Riyadh and Dubai offices. Which selection standard does this demonstrate?

[CH6] An interviewer asks: 'Suppose some members of your work group were hesitant about a procedure change you proposed. What would you do?' This is an example of which type of interview item?

[CH6] References describe an applicant as dependable, organized, persevering, thorough, and achievement-oriented. Which Big Five dimension do these traits describe?

[CH6] Which component of emotional intelligence refers to the ability to keep disruptive emotions in check?

[CH6] A U.S. employer receives an application from a qualified candidate who uses a wheelchair and needs an adjusted workstation to perform the essential functions of the job. Which law requires the employer to provide this, unless it causes undue hardship?

[CH1] Explain the model of HR as a business with three product lines. For each product line, state what it emphasizes.

[CH1] Identify the three types of assets a company holds, then list and explain the four categories of intangible assets with an example of each.

[CH4] Compare the four basic approaches to job design, explaining the main goal and key features of each.

[CH4] List the uses of job analysis, and distinguish between job descriptions and job specifications.

[CH5] Explain the stages of the human resource planning process.

[CH5] Identify the three areas of the recruitment process, then compare internal and external recruitment sources.

[CH6] List and explain the five standards that selection methods should meet.

[CH6] List and describe the Big Five personality dimensions, and explain the limitations of personality inventories as a selection method.

[CH5] Evaluate the operations director's plan and recommend a better option for covering the peak-season shortage. Justify your answer.

[CH4] Identify the job design approach used for the current picker job, and explain how the motivational approach could address the problems revealed in the exit interviews.

[CH4] Which job design approach should the company use to deal with the clinic's report, and what changes would it suggest?

[CH6] Evaluate the branch's interview practice and recommend how it should be improved.

[CH6] Identify the legal problems in the two interviews described, naming the relevant U.S. law in each case.

[CH1] Using HRM concepts, explain whether the HR director's proposal is consistent with common outsourcing practice and the usual reasons for outsourcing.