HRM專業(yè)英語練習01

Chapter 1: The Strategic Role of Human Resource ManagementMultiple Choice1. The basic functions of management include all of the following except _.a. planningb. organizingc. motivatingd. leadinge. staffing(c; moderate; p. 4)2. The management process is made up of _ basic functions.a. threeb. fourc. fived. eighte. ten(c; moderate; p. 4)3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting?a. planningb. organizingc. motivatingd. leadinge. staffing(a; easy; p. 4)4. What specific activities listed below are part of the planning function?a. giving each subordinate a specific taskb. recruiting prospective employeesc. training and developing employeesd. developing rules and procedurese. all of the above(d; moderate; p. 4)5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in?a. planningb. organizingc. motivatingd. leadinge. staffing(a; easy; p. 4)6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication?a. planningb. organizingc. motivatingd. leadinge. staffing(b; easy; p. 4)7. What specific activities listed below are part of the organizing function?a. giving each subordinate a specific taskb. recruiting prospective employeesc. training and developing employeesd. developing rules and procedurese. all of the above(a; moderate; p. 4)8. Which basic function of management includes selecting employees, setting performance standards, and compensating employees?a. planningb. organizingc. motivatingd. leadinge. staffing(e; easy; p. 4)9. What specific activities listed below are part of the staffing function?a. giving each subordinate a specific taskb. maintaining moralec. recruiting prospective employeesd. developing rules and procedurese. both b and c(c; moderate; p. 4)10. Which basic function of management includes setting standards such a sales quotas and quality standards?a. planningb. organizingc. controllingd. leadinge. staffing(c; easy; p. 4)11. What specific activities listed below are part of the controlling function?a. giving each subordinate a specific taskb. recruiting prospective employeesc. training and developing employeesd. developing rules and procedurese. checking to see how actual performance compares with standards(e; moderate; p. 4)12. _ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. a. Human Resource Managementb. Labor Relationsc. Industrial Psychologyd. Organizational Behaviore. Organizational Health and Safety Management(a; easy; p. 4)13. Human resource management is _.a. the concepts and techniques used to control people at workb. the process of organizing work activitiesc. the process of identifying countries with cheaper labor costs and relocating jobs to those countriesd. the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concernse. all of the above(d; moderate; p. 4)14. _ is the right to make decisions, to direct the work of others, and to give orders. a. Leadershipb. Authorityc. Delegationd. Managemente. Responsibility(b; easy; p. 6)15. _ are authorized to direct the work of subordinates.a. Line managersb. Staff managersc. Leadersd. Advisory board memberse. All of the above(a; easy; p. 6)16. _ are responsible for assisting and advising line managers in areas like recruiting, hiring, and compensation.a. Human resource managersb. Staff managersc. Line managersd. EEO officerse. Board members(a; easy; p. 6)17. Effective human resource management could include all of the following responsibilities except _.a. placing the right person in the right jobb. training employeesc. controlling labor costsd. protecting employees healthe. all are responsibilities necessary for effective human resource management(e; moderate; p. 6)18. Human resource managers generally exert _ within the human resources department and _ outside the human resources department.a. line authority; implied authorityb. staff authority; line authorityc. line authority; staff authorityd. functional control; authoritarian controle. staff authority; specific authority(a; difficult; p. 7)19. Line managers respect the knowledge human resource managers have in areas such as testing and affirmative action. Consequently, human resource managers can influence line managers through _.a. line authorityb. functional controlc. implied authorityd. explicit authoritye. human capital(c; moderate; p. 7)20. Which of the following responsibilities do human resource managers fulfill in their role as employee advocates?a. establish guidelines for how management should be treating employeesb. provide support for employees contesting unfair practicesc. represent employees interests as appropriated. all of the abovee. none of the above(d; moderate; p. 7)21. All of the following are examples of human resource job duties except _.a. recruiterb. equal employment opportunity coordinator c. financial advisord. compensation managere. labor relations specialist(c; moderate; p. 7)22. Which of the following job titles indicates a position in human resources?a. recruiterb. job analystc. training specialistd. EEO coordinatore. all of the above(e; easy; p. 7)23. Which of the following tasks related to recruiting and hiring is not typically handled by HR staff?a. specify necessary job qualificationsb. develop pool of qualified applicantsc. conduct initial screening interviewsd. administer testse. explain benefits packages(a; easy; p. 8)24. The expertise of human resource departments became indispensable with the _.a. emergence of union legislation in the 1930sb. passing of equal employment legislationc. increase of women in the workforced. movement of jobs to countries with cheaper labor costse. both a and b(e; moderate; p. 9)25. _ refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad.a. Expansionb. Market developmentc. Globalizationd. Export growthe. Diversification(c; easy; p. 10)26. Most people who are classified as nontraditional workers are _.a. contingent workersb. independent contractorsc. job sharingd. working multiple jobse. caring for an elderly parent(b; difficult; p. 12)27. Which of the following is a type of nontraditional worker?a. contingent workersb. part-time workersc. people working in alternative work arrangementsd. people with multiple jobse. all of the above(e; moderate; p. 12)28. Jason Jackson takes on various projects as an independent contractor. He works on several projects for a variety of companies. When a project is complete, he moves on to another project, often with a different company. Jason is a type of _.a. contingent workerb. collateral workerc. managerd. consultante. none of the above(a; moderate; p. 12)29. Sarah Smith and her mother, Anne, share one flight attendant job at JetBlue airlines. Sarah and Anne could be classified as _.a. flex-time workersb. contingent workersc. nontraditional workersd. traditional workerse. none of the above(c; easy; p. 12)30. What term refers to the knowledge, education, training, skills, and expertise of a firms workers?a. human resourcesb. human capitalc. intangible assetsd. knowledge assetse. intellectual property(b; moderate; p. 13)31. Which of the following demographic issues represents a challenge for human resource managers?a. increasingly diverse workforceb. aging workforcec. increasing use of contingent workersd. both a and be. all of the above(d; moderate; p. 13)32. The proportion of women in the workforce is projected to _.a. increase significantly over the coming decadeb. decrease as more women decide to stay home with childrenc. stop growingd. increase at a decreasing ratee. decrease at an increasing rate(c; difficult; p. 13)33. Over the next few years, employers may face a severe labor shortage because _.a. there are fewer people entering the job market than there are retiring baby boomersb. one-third of single mothers are not in the labor forcec. Hispanics will represent 11% of the civilian labor forced. people are living longere. all of the above(a; difficult; p. 13)34. What tactic will employers likely have to take to fill openings left by retiring employees?a. instituting flexible work hoursb. providing elder carec. hiring more womend. rehiring retireese. lowering the retirement age(d; difficult; p. 13)35. A _ is a companys plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage.a. SWOT analysisb. mission statementc. strategyd. tactice. scorecard(c; easy; p. 13)36. The performance of human resource departments is evaluated based on _.a. measurable evidence of efficiencyb. measurable evidence of effectivenessc. anecdotal evidence d. qualitative measures of successe. both a and b(e; moderate; p. 14)37. Quantitative performance measures used by human resource managers to assess operations are called _.a. ratiosb. benchmarksc. metricsd. gradese. goals(c; moderate; p. 14)38. The _ metric can be used as a measurement to show improvements to savings in recruitment and retention costs.a. absence rateb. cost per hirec. HR expense factord. human capital ROIe. time to fill(b; moderate; p. 15)39. Which metric indicates the cost of health care per employee by providing the per capita cost of employee benefits?a. HR expense factorb. human capital ROIc. health care costs per employeed. human capital value addede. revenue factor(c; moderate; p. 15)40. The _ metric views human resource expenses in relation to the total operating expenses of the organization. a. HR expense factorb. human capital ROIc. health care costs per employeed. human capital value addede. revenue factor(a; moderate; p. 15)41. _ are a useful tool for determining why employees are leaving an organization.a. BNA Turnover Reportsb. Exit interviewsc. Benchmarksd. HR portalse. Turnover rates(b; easy; p. 15)42. Which of the following human resource practices can be useful in reducing workers compensation cost per employee? a. safety trainingb. disability managementc. safety incentivesd. all of the abovee. a and b only(d; moderate; p. 15)43. Which metric views employees as capital rather than as an expense?a. time to fillb. training investmentc. HR expense factord. revenue factore. none of the above(d; difficult; p. 15)44. The _ measures the rate at which employees leave the company.a. turnover costsb. turnover ratec. time to filld. cost per hiree. absence rate(b; moderate; p. 15)45. When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the _ function of management.a. planningb. leadingc. staffingd. controllinge. organizing(d; difficult; p. 4)46. The term _ means contributing in a measurable way to achieving the companys strategic goals.a. competitive advantageb. achievement successc. value creationd. success metrice. none of the above(c; moderate; p. 16)47. Managers use a(n) _ to measure the HR functions effectiveness and efficiency in producing employee behaviors the company needs to achieve its strategic goals.a. metricb. HR Scorecardc. benchmarkd. high performance work systeme. MBO format(b; easy; p. 16)48. Metrics can be compared against _ to evaluate an organizations performance.a. last years metricb. competitors metricc. survey datad. national standarde. all of the above(e; easy; p. 16)49. The Revenue Factor is equal to _.a. revenue divided by the total number of full-time equivalents (FTE)b. total days elapsed to fill requisitions divided by the number hiredc. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)d. HR expense divided by the total operating expensee. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires(a; difficult; p. 15)50. The HR expense factor is equal to _.a. revenue divided by the total number of full-time equivalents (FTE)b. total days elapsed to fill requisitions divided by the number hiredc. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)d. HR expense divided by the total operating expensee. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires(d; difficult; p. 15)51. The cost per hire is equal to _.a. revenue divided by the total number of full-time equivalents (FTE)b. total days elapsed to fill requisitions divided by the number hiredc. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)d. HR expense divided by the total operating expensee. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires(e; moderate; p. 15)52. The human capital value added is equal to _.a. revenue divided by the total number of full-time equivalents (FTE)b. total days elapsed to fill requisitions divided by the number hiredc. revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE)d. HR expense divided by the total operating expensee. advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires(c; difficult; p. 15)53. What metric evaluates retention efforts by an organization?a. turnover costsb. turnover ratec. cost per hired. absence ratee. both a and b(e; easy; p. 15)54. Firms can use the _ as a benchmark for the cost per hire metric. a. BNA Job Absence Reportb. EMA/ Cost Per Hire Staffing Metrics Surveyc. Employer Costs for Employee Compensation Reportd. BNA Turnover Reporte. None of the above(b; easy; p. 15)55. Firms can use the _ as a benchmark for the time to fill metric. a. BNA Job Absence Reportb. EMA/ Cost Per Hire Staffing Metrics Surveyc. Employer Costs for Employee Compensation Reportd. BNA Turnover Reporte. None of the above(b; difficult; p. 15)56. The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) _.a. evaluation systemb. HR scorecardc. appraisal systemd. evaluation benchmarke. annual report(b; moderate; p. 16)57. When seeking to improve the workers compensation cost per employee metric, human resource managers should analyze _.a. types of injuriesb. injuries by departmentc. injuries by job typed. changes in injuries over timee. all of the above(e; easy; p. 15)58. In which area must HR managers be proficient in order to perform well in todays environment?a. HR proficienciesb. business proficienciesc. leadership proficienciesd. learning proficienciese. all of the above(e; moderate; p. 16)59. Marshall wants to report the value of the knowledge, skill, and performance of the organizations workforce. To illustrate how employees add value to an organization, Marshall should utilize the _ metric.a. revenue factorb. human capital value addedc. training investmentd. HR expense factore. intangible assets(b; moderate; p. 15) 60. Of the four categories of proficiencies necessary for HR managers, which one refers to traditional knowledge and skills in areas such as employee selection, training, and compensation?a. HR proficienciesb. business proficienciesc. leadership proficienciesd. learning proficienciese. staffing proficiencies(a; moderate; p. 17)61. Of the four categories of proficiencies necessary for HR managers, which one refers to knowledge of strategic planning, marketing, production, and finance?a. HR proficienciesb. business proficienciesc. leadership proficienciesd. learning proficienciese. staffing proficiencies(b; moderate; p. 17)62. Of the four categories of proficiencies necessary for HR managers, which one refers to the ability to work with and lead management groups?a. HR proficienciesb. business proficienciesc. leadership proficienciesd. learning proficienciese. staffing proficiencies(c; moderate; p. 17)63. Susan Holmes is an HR manager for a Fortune 500 company. The MBA degree she earned prior to taking this position has been helpful to her because it prepared her to better understand the role of strategic planning, marketing, production, and finance in creating a profitable organization. Which category of proficiency