Assessing the sets of skills and knowledge employees need to be successful, particularly for decision-oriented and knowledge-intensive jobs, is known as_____________

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• 1 The costs of labor turnover include the following except_____________

  A. direct cost of recruiting replacements

  B. opportunity cost of time spent by HR and line managers in recruitment

  C. loss arising from reduced input from new starters until they are fully trained

  D. indirect cost of training replacements in the unnecessary skills

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• 2 Forecasting the supply of people should be based on the following except_____________

  A. forecast losses to existing resources through attrition

  B. recruitment plans

  C. the effect of changing conditions of work

  D. sources of supply from external labor markets

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• 3 The aims of human resource planning in any organization might be the following except_____________

  A. Attract and retain the number of people required with the appropriate skills, expertise and competences

  B. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development, strategies

  C. Neglect the problems of potential surpluses or deficits of people

  D. Develop a well-trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment

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• 4 The changing environments of Human Resource Management include the following except_____________

  A. work force diversity

  B. technological trends

  C. globalization

  D. great changes in the nature of work force

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• 5 Eliminating what are deemed to be unnecessary layers of management and supervision is known as_____

  A. delayering

  B. downsizing

  C. right-sizing

  D. benchmarking

  
  

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• 6 The Hay profile method uses which three factors for evaluating jobs?

  A. knowledge, skill, and responsibility

  B. mental ability, skill, and responsibility

  C. knowledge, mental ability, and responsibility

  D. knowledge, mental ability, and accountability

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• 7 Freedom from criterion deficiency of performance appraisals refers to the extent to which__________

  A. standards relate to the overall objectives of the organization

  B. standards capture the entire range of an employee’s responsibilities

  C. individuals tend to maintain a certain level of performance over time

  D. factors outside the employee’s control can influence performance

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• 8 The lines of advancement for an individual within an organization are known as__________

  A. career paths

  B. job progressions

  C. career lines

  D. job paths

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• 9 Determining whether or not task performance is acceptable and studying the characteristics of indiv

  A. person analysis

  B. demographic analysis

  C. individual analysis

  D. group and individual analysis

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• 10 The performance evaluation approach which compares each employee with every other employee and rate

  A. the paired comparison

  B. the individual ranking

  C. the group order ranking

  D. critical incidents

  
  

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