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CALIFORNIA STATE POLYTECHNIC UNIVERSITY, POMONA MHR 301 Third Exam Dr. Sharifzadeh Multiple Choice Questions: 1. Firms can create a competitive advantage when human resources are a. valuable. b. rare. c. inimitable. d. organized. e. all of the above. 2. Formal systems for the management of people within an organization is known as a. performance management b. human resources management c. organization design d. management of organizations e. personal resource management 3. Human resources planning has three stages. They are a. planning, executing, and delivering b. hiring, training, and firing c. planning, programming, and evaluating d. planning, delivering, and evaluating e. recruiting, screening, and hiring 4. Estimating the number and capabilities of current employees and the availability of workers from outside of the organization is referred to as a. a supply analysis b. demand forecasting c. human resources planning d. recruitment e. employee analysis 5. The skills, abilities and other characteristics needed to perform a job are detailed in a a. job description b. job analysis c. job specification d. job characteristic e. job design 301F02.EX3 1
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Recruiting is a. choosing an employee for a job b. developing a pool of applicants for a job c. selecting a group of applicants for employment d. determining the number of employees needed e. promoting from within 7. An internal mechanism for promoting open job positions is a. job bidding b. job notification c. job posting d. job promotion e. job recruitment 8. During the selection process of an interview, which of the following is not a selection instrument used to which potential employees may be exposed to? a. Interviews b. Applications and resumes c. Personality checks d. Financial background check e. Drug testing 9. Selection decisions concern a. developing a pool of applicants b. which applicant to hire c. where to place new hires d. pay levels to achieve e. determining workers affected by a layoff 10. In a performance test the test a. taker performs some part of the job applied for. b. taker takes a paper-and-pencil test. c. taker’s aptitude for the work is measured. d. taker’s honesty is evaluated. e. taker completes a pre- and post-test. 11. Validity refers to a. the qualifications needed for the job. b. the qualifications of a job candidate. c. whether a test truly predicts job performance. d. whether a test is legally admissible in court. e.
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This note was uploaded on 03/24/2008 for the course MHR 301 taught by Professor Sharif-zadeh during the Fall '07 term at Cal Poly Pomona.

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