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Cascio, Wayne F. (2012) Managing Human Resources -Productivity, Quality of Work LIfe, Profits, 9/e McGrawHill 9780078029172 American Psychological...

Attaches is 20 multiple choice questions. I prefer rsaikumaro to answer these questions for me. If you prefer a day extenstion let me know.

Cascio, Wayne F. (2012) Managing Human Resources -- Productivity, Quality of Work LIfe, Profits, 9/e McGraw-Hill 9780078029172

Bennett-Alexander, Dawn & Hartman, Laura Employment Law for Business, 7th ed McGraw-Hill 9780073524962
Cascio, Wayne F. (2012) Managing Human Resources -- Productivity, Quality of Work LIfe, Profits, 9/e McGraw- Hill 9780078029172 American Psychological Association Publication Manual of the American Psychological Association, 6th edition APA 1433805618 Bennett-Alexander, Dawn & Hartman, Laura Employment Law for Business, 7th ed McGraw- Hill 9780073524962 Textbook ISBN: Cascio: Chpts.1,3,2,4,5,6,7,4,10,11,12 Bennett & Hartman: Chpts. 1-9 Part 1: Directions: (3 points each-20 multiple choice questions) Read each question below and provide an answer for each. 1. Retention comprises all of the following activities EXCEPT: A. rewarding employees for performing their jobs effectively. B. ensuring harmonious working relations between employees and managers. C. maintaining a safe, healthy work environment. D. identifying work requirements within an organization. 2. Indirect measures of training outcomes can often be converted into estimates of the dollar impact of training by using a method known as: A . work-life initiative. B. value creation. C. behavior costing. D. utility analysis. 3. The Uniformed Services Employment and Reemployment Rights Act (USERRA) provides returning veterans with A. The same seniority B. The same status and pay C. Other rights and benefits determined by seniority D. All of the above
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4. In the course of their five-year research project on the effects of diversity on business performance, researchers offered all of the following implications for practice EXCEPT: A . modify the business case. B. experiment and evaluate. C . look beyond the business case. D. adopt a more synthetical approach. 5. What is the disadvantage of using critical incidents as a job analysis method? A. Because the events describe particularly effective or ineffective behavior, it may be difficult to develop a profile of average job behavior. B. This method is inappropriate for jobs hazardous to perform. C. It is inappropriate for jobs that can be learned in a short period of time. D. Rapport between analyst and respondent is not possible unless the analyst is present to explain items and clarify misunderstandings. 6. A _____ predicts future people requirements based on an analysis of the future availability of labor and future labor requirements, tempered by an analysis of external conditions. A. workforce forecast B. Control and evaluation C. Strategic unemployment D. Talent inventory 7. Key processes that affect the outcomes each stage of the recruitment process include all of the following except: A. Social networking and information processing B. Re-recruitment stages C. Communication, rapport-building, and signaling to maintain viable candidates D. Negotiation, decision making, and competitive intelligence at the post-job-offer stage 8. Dual career families represent what percent of all families A. 20 B. 40 C. 75 D. 95
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Cascio, Wayne F. (2012) Managing Human Resources -Productivity, Quality of Work LIfe,
Profits, 9/e McGrawHill 9780078029172 American Psychological
Association Publication Manual of the American...

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