环境人口容量人力资源
TRUE OR FALSE
HR Introduction
1. Strategic analysis is typically ud to asss the organization’s job-related needs and the capabilities of its current workforce. ( F )
2. Preventing overstaffing and subquent layoff costs is one of the benefits of Human Resource Planning.烟囱裤 ( T )
3. Staff managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization’s basic goals. ( F )
高古瓷4. Human resource managers are generally staff managers. ( T )
5. Staff managers are always someone’s boss. ( F )
6. In small organizations, line managers may carry out all personnel duties without the assistance of a human resource staff. ( T )
7. Human resource managers assist in hiring, training, evaluating, rewarding, counling, promoting, and hiring employees. ( T )
周末活动
8. The division of human resource responsibilities for line managers and staff managers varies from organization to organization. ( T)
9. As firms ek to keep costs down, there has been a shift to using more traditional workers. ( F )
10. With the aging of its workforce, America is facing a demographic shift as significant as the massive entry of women into the workforce that began in the 1960s. ( T )
11. 土茯苓Human resource management creates value for an organization by engaging in activities that produce the employee behaviors the company needs to achieve its strategic goals. ( T )
12. The training investment factor measures the total training cost for all employees taken as a whole. (F )
13. Turnover rate and turnover costs can both be improved with retention efforts. ( T )
14. HR should ek to increa the workers’ compensation cost per employee by eliminating such practices as disability management. (F )
15. The most important proficiency of the four highlighted in the text for human resource managers is law proficiency. ( F )
16. Equal employment laws lay out what a supervisor can and cannot say and do when dealing with labor unions. ( F )
张旋龙17. Ethical issues such as workplace safety, curity of employee records, comparable work, and employee privacy rights are all related to human resource management. ( T )
HR Strategy
1. The human resource function in organizations today is vital to the smooth operation of the business, but is not influenced by the organization’s strategy. (F)
2. Scientific management is concerned with how to structure individual jobs to maximize efficiency and productivity. (T)
3. Hawthorne studies rearch program revealed that human behavior plays an important role in organizations. (T)
4. An organization’s decision to expand its operations through growth is an example of business level of strategy. (F)
5. The three steps in the job analysis process are determining information needs, lecting the job analysis method, and determining responsibilities for the job analysis. (T)
6. Operations managers, financial mangers, and marketing managers are considered as staff managers. (F)
7. A prospector strategy works best in a stable environment, where the organization continually focus on new products and markets while avoiding a long-term commitment to any single technology. (F)
8. A company’s HR strategy is a type of competitive strategy. (F)
9. Consolidation keeps the company’s strategy up to date by asssing progress toward strategic goals and taking corrective action as needed. (F)
10. HR managers need to support corporate productivity and performance improvement efforts. (T)
JOB ANALYSIS
1. Job analysis produces information ud for writing job descriptions and job specifications. (T)
2. Functional job analysis technique consists of rating dimensions presumed to reflect cognitive, psychomotor, and nsory abilities. (F)
3. The first step in the job analysis is to determine the type and nature of information needs, including the nature of the information to be obtained. (T)
4. Strategic analysis is typically ud to asss the organization’s job-related needs and the capabilities of its current workforce. (F)
5. When interviewed during the gathering of job analysis data, the immediate supervisor may provide exaggerated information about a job’s complexity or importance. (F)精益求精的反义词
6. Providing a clear job progression for employees is identified as a benefit of using job families. (T)
7. The first step in human resource planning is to forecasting the demand for human resources. (T)
已未
