Chapter 7 Human Resource Management

1.___________ is the act of planning to satisfy a firm's need for employees．

a) Collective bargaining b) Human resource planning c) Job analysis d) Empowerment

2. The purpose of _________ is to determine the tasks and the necessary credentials for a particular position．

a) job analysis b) job descriptions c) job evaluations d) job specifications，

3．The information obtained from a job analysis allows the supervisor of the position to develop：

a) performance appraisals． b) labor contracts． c)job specificatiom and job descriptions． d)quality control standards．

4．The credentials necessary to qualify for a job position are stated in a: a) job description． b) resume c) job specification．d) job analysis

5．The tasks and responsibilities of the job position are stated in a： a) job analysis． b) job classification．c) job evaluation． d) job description．

6．An effort to fill open positions with persons who are already employed by the firm is called：

a) outplacement b) internal recruiting c) job enrichment d) intrapreneurship．

7．An effort to fill positions with applicants outside the firm is called： a) alternative recruiting b) external recruiting

c) internal recruiting d) opportunistic recruiting

8．The firm's______ is the total monetary payments and benefits it offers to employees．

a) performance incentive b) compensation package c) salary d)annual premium

9．All of the following are common types of employee compensation except：

a) profit sharing． b) bonuses． c) dues． d) commissions．

1O．A(n)____ can help identify an employee’s strengths and weaknesses and may influence the

employee’s chances of being promoted within the firm．

a) job analysis b) job description c) job specification d) perfonnance evaluation

11．P1anning for human resources should involve __． a)job analysis，job description，forecasting b)job analysis，job specification，recruiting

c)human resources planning，job analysis，forecasting

d)job analysis，forecasting of the need for human resources and recruiting

12.Job analysis is used to detemine the number and qualification of employees for a particular position．

a)job description．job specification b)job satisfaction，job instruction

c)job position，job insurance d)job objective，job chance

13．Recruiting includes hiring from outside or within．In other words，hiring from outside can be called____and hiring from within can be called____．

a) educational institutions，employment agencies b) job advertisement，business rivals c) closed promotion system，open promotion d) extemal reeruiting．Internal recruitin2

14. The selection process of the recruiting firm can invo1ve the following steps except：

a) reading job applications and resumes b) holding screening Interviews

c) providing personal references d) holding a formal interview

15. When the employees are hired，it is important to train and develop them

until they are qualified for the iobs．The methods can include the fo1lowing except：

a) orientation b) on-the-job method c) off-the-job method d) performance appraisal

1 6．Skills that are used to train the employees include all of the following except：

a) human relation skills b) technical skills c) customer service skills d) managerial skills

17. Performance appraisal involves infomal appraisal and formal written appraisal．The formal writtten appraisal includes all of the following except：

a) rating scale b) employee comparison c) formal review d) critical-event essay

18. Performance appraisal not only supply information for decision-making on issues like rewards, salary or wage raies, promotion, but also_____ and _________.

a) demotion，dismissal b) benefits，time wage c) bonus scheme，incentive programs d) paid vision care True Or False：

1. The job specification states the tasks and responsibilities of the job． ．

2. A job analysis enables the supervisor of a posinon to develop both a job