Human Resource Management (MGTPT275) Chapter Study Test Chapter 9

Student: _____________________________________________________________________

1.

Which one of the following is NOT true of the comparison between training and development? A. B. C. D. Training has a current focus, while development has a future orientation. Use of work experiences is high in training, but low in development. Participation in training is required, but voluntary in development. The goal of training is preparation for the current job, while the goal of development is preparation for changes in the current job.

2.

All but one of the following is true of protean careers. Name the exception. A. Changes in the psychological contract between employees and their companies have influenced the development of the protean career. B. Employees take major responsibility for managing protean careers. C. Learning and development in the protean career are increasingly likely to involve formal courses rather than relationships and job experiences. D. Changes in the psychological contract between the employees and company have influenced the development of protean careers.

3.

The most appropriate view of today's career is that it is a: A. B. C. D. boundaryless process. pattern of vertical movement through an organization. lifelong commitment to a field of specialization. sequence of positions held within a company.

4.

The four general approaches that companies use to develop employees include: A. B. C. D. formal education, assessment, job experiences, and interpersonal relationships. job rotation, promotion, transfer, and job sharing. psychological tests, assessment centers, Myers-Briggs Type Indicator, and performance feedback. business games, formal courses, team building, and assessment.

5.

Assessment is most frequently used to: A. B. C. D. identify the strengths and weaknesses of team members. identify employees who have skills needed for managerial positions. identify decision processes or communication styles that inhibit production. identify employees' personality types or job interests.

HRM Chapter 09

Page 1 of 5

6.

An in-basket exercise used in assessment centers: A. B. C. D. is a self-assessment tool to identify occupational and job interests. is a simulation of the administrative tasks of a manager. measures interpersonal and personal skills. requires participants to work together to solve a problem within a certain time limit.

7.

In a(n) _____, a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period. A. B. C. D. interview session in-basket technique leaderless group discussion role-playing scenario

8.

Which of the following is NOT a characteristic of an assessment center? A. B. C. D. It is used to determine if employees have the skills needed for technical jobs. It is usually held at an off-site location, such as a conference center. Team and individual exercises are used. Managers are usually used as assessors.

9.

Assessment center role-plays are designed to measure all but one of the following. Name the exception. A. B. C. D. Leadership skills Problem solving Administrative skills Interpersonal skills

10. Which assessment center exercise measures employees on all these skills: leadership, problem solving, interpersonal, administrative, and personal? A. B. C. D. In-basket Leaderless group discussion Scheduling exercise Personality test

11. Benchmarks is an instrument that: A. B. C. D. measures organizational performance against major competitors. measures the factors that are important for success as a manager. measures output of a group of employees. measures performance differences among employees.

12. _____ is the process through which an organization gets information on how well an employee is doing his/her job. A. B. C. D. Benchmark Performance appraisal Assessment center Career management system
Page 2 of 5

HRM Chapter 09

13. _____ refers to appraisal that involves collecting subordinates' evaluations of manager's behaviors or skills. A. B. C. D. 360-feedback Upward feedback Lateral feedback Alternative feedback

14. Potential limitations of 360-degree feedback systems include all but one of the following. Name the exception. A. B. C. D. Time demands placed on the raters to complete the evaluation. The need to have a facilitator to help interpret results. Managers seek to identify and punish raters who provided negative information. Managers are unable to compare their own personal evaluations with the views of others.

15. A major assumption of using job experiences for development is that: A. B. C. D. development occurs best when job demands involve obstacles and creating change. development occurs only through promotions. development occurs best when employees experience high levels of stress in their jobs. development occurs when there is a mismatch between the employees' skills and the skills required for the job.

16. Adding challenges or new responsibilities to an employee's current job is referred to as: A. B. C. D. career enhancement. job enrichment. job enlargement. job rotation.

17. An effective job rotation system is characterized by all but one of the following. Name the exception. A. The system is used to develop skills as well as give employees' the experience needed for managerial positions. B. The system is linked with the company's career management process. C. The system is restricted to a limited number of key positions and employees within the company. D. The system ensures that employees understand the specific skills to be developed. 18. Allowing employees to take a full-time operational role at another company is known as a(n): A. B. C. D. transfer. expatriate assignment. sabbatical. externship.

19. Mentoring and coaching are two types of _____ that are used to develop employees. A. B. C. D. interpersonal relationships formal education programs assessment exercises job experiences

HRM Chapter 09

Page 3 of 5

20. Which of the following is NOT a benefit that a protg receives from a mentoring relationship? A. B. C. D. Coaching Protection Performance goals Visibility

21. _____ support includes serving as a friend and a role model, providing positive regard and acceptance, and creating an outlet for the protg to talk about anxieties and fears. A. B. C. D. Career Psychosocial Social Amicable

22. The step in the career management process where psychological tests such as Myers-Briggs and Strong-Campbell Interest Inventory are used is: A. B. C. D. self-assessment. reality check. goal setting. action planning.

23. _____ may involve any one or a combination of development approaches, which in turn depends on the needs and developmental goals of an employee. A. B. C. D. Self-assessment Reality check Action plan Development plan

24. Which of the following is NOT a design factor of effective career management and development systems? A. B. C. D. Evaluation occurs once at a specific time period. Employees are encouraged to take an active role in career management and development. Employees and managers participate in development of the system. System is positioned as a response to a business need.

25. A barrier to advancement to higher-level jobs in the company that adversely affects women and minorities is the: A. B. C. D. glass escalator. glass ceiling. gray ceiling. minority ceiling.

HRM Chapter 09

Page 4 of 5

26. All but one of the following are true of the glass ceiling. Name the exception. A. The barrier may be due to a lack of access to training programs, developmental job experiences, and developmental relationships, such as mentoring. B. Research has found significant gender differences in access to job experiences involving transitions or creating change. C. The barrier may be due to stereotypes that hinder the development of women or minorities. D. Research shows male managers have received more assignments involving high levels of responsibility than female managers of similar ability and managerial level. 27. Managers' preference to interact with other managers of similar status rather than with line employees, and intentional exclusion of women and minorities by managers who have negative stereotypes about women's and minorities' abilities, motivation, and job preferences result in: A. B. C. D. old boy network. anti-women network. gender specific network. preferential network.

28. Which of the following is NOT a recommendation for melting the glass ceiling? A. B. C. D. Gather data on problems causing the glass ceiling using task forces, focus groups, and questionnaires. Make sure senior management supports and is involved in the program. Make a business case for change and make the change public. Establish quotas and hold managers accountable for meeting them.

29. The process of identification and tracking of high-potential employees capable of filling higher-level managerial positions is known as: A. B. C. D. upward movement. promotion. succession planning. preferential planning.

30. A combination of all of the following is used to help managers change their dysfunctional behavior EXCEPT: A. B. C. D. assessment. training. counseling. evaluation.

HRM Chapter 09

Page 5 of 5