Chapter 1: The Strategic Role of Human Resource Management
Multiple Choice
1.The basic functions of management include all of the following except
_____.
a.planning
https://www.doczj.com/doc/882865755.html,anizing
c.motivating
d.leading
e.staffing
(c; moderate; p. 4)
2.The management process is made up of _____ basic functions.
a.three
b.four
c.five
d.eight
e.ten
(c; moderate; p. 4)
3.Which basic function of management includes establishing goals and
standards, developing rules and procedures, and forecasting?
a.planning
https://www.doczj.com/doc/882865755.html,anizing
c.motivating
d.leading
e.staffing
(a; easy; p. 4)
4.What specific activities listed below are part of the planning function?
a.giving each subordinate a specific task
b.recruiting prospective employees
c.training and developing employees
d.developing rules and procedures
e.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.planning
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c.motivating
d.leading
e.staffing
(a; easy; p. 4)
6.Which basic function of management includes delegating authority to
subordinates and establishing channels of communication?
a.planning
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c.motivating
d.leading
e.staffing
(b; easy; p. 4)
7.What specific activities listed below are part of the organizing function?
a.giving each subordinate a specific task
b.recruiting prospective employees
c.training and developing employees
d.developing rules and procedures
e.all of the above
(a; moderate; p. 4)
8.Which basic function of management includes selecting employees,
setting performance standards, and compensating employees?
a.planning
https://www.doczj.com/doc/882865755.html,anizing
c.motivating
d.leading
e.staffing
(e; easy; p. 4)
9.What specific activities listed below are part of the staffing function?
a.giving each subordinate a specific task
b.maintaining morale
c.recruiting prospective employees
d.developing rules and procedures
e.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.planning
https://www.doczj.com/doc/882865755.html,anizing
c.controlling
d.leading
e.staffing
(c; easy; p. 4)
11.What specific activities listed below are part of the controlling function?
a.giving each subordinate a specific task
b.recruiting prospective employees
c.training and developing employees
d.developing rules and procedures
e.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 Management
https://www.doczj.com/doc/882865755.html,bor Relations
c.Industrial Psychology
https://www.doczj.com/doc/882865755.html,anizational Behavior
https://www.doczj.com/doc/882865755.html,anizational Health and Safety Management
(a; easy; p. 4)
13.Human resource management is _____.
a.the concepts and techniques used to control people at work
b.the process of organizing work activities
c.the process of identifying countries with cheaper labor costs and
relocating jobs to those countries
d.the process of acquiring, training, appraising, and compensating
employees, and attending to their labor relations, health and safety,
and fairness concerns
e.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.Leadership
b.Authority
c.Delegation
d.Management
e.Responsibility
(b; easy; p. 6)
15._____ are authorized to direct the work of subordinates.
a.Line managers
b.Staff managers
c.Leaders
d.Advisory board members
e.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 managers
b.Staff managers
c.Line managers
d.EEO officers
e.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 job
b.training employees
c.controlling labor costs
d.protecting employees’ health
e.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 authority
b.staff authority; line authority
c.line authority; staff authority
d.functional control; authoritarian control
e.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 authority
b.functional control
c.implied authority
d.explicit authority
e.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
employees
b.provide support for employees contesting unfair practices
c.represent employees’ interests as appropriate
d.all of the above
e.none of the above
(d; moderate; p. 7)
21.All of the following are examples of human resource job duties except
_____.
a.recruiter
b.equal employment opportunity coordinator
c.financial advisor
https://www.doczj.com/doc/882865755.html,pensation manager
https://www.doczj.com/doc/882865755.html,bor relations specialist
(c; moderate; p. 7)
22.Which of the following job titles indicates a position in human resources?
a.recruiter
b.job analyst
c.training specialist
d.EEO coordinator
e.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 qualifications
b.develop pool of qualified applicants
c.conduct initial screening interviews
d.administer tests
e.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 1930s
b.passing of equal employment legislation
c.increase of women in the workforce
d.movement of jobs to countries with cheaper labor costs
e.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.Expansion
b.Market development
c.Globalization
d.Export growth
e.Diversification
(c; easy; p. 10)
26.Most people who are classified as nontraditional workers are _____.
a.contingent workers
b.independent contractors
c.job sharing
d.working multiple jobs
e.caring for an elderly parent
(b; difficult; p. 12)
27.Which of the following is a type of nontraditional worker?
a.contingent workers
b.part-time workers
c.people working in alternative work arrangements
d.people with multiple jobs
e.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 worker
b.collateral worker
c.manager
d.consultant
e.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 workers
b.contingent workers
c.nontraditional workers
d.traditional workers
e.none of the above
(c; easy; p. 12)
30.What term refers to the knowledge, education, training, skills, and
expertise of a firm’s workers?
a.human resources
b.human capital
c.intangible assets
d.knowledge assets
e.intellectual property
(b; moderate; p. 13)
31.Which of the following demographic issues represents a challenge for
human resource managers?
a.increasingly diverse workforce
b.aging workforce
c.increasing use of contingent workers
d.both a and b
e.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 decade
b.decrease as more women decide to stay home with children
c.stop growing
d.increase at a decreasing rate
e.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 boomers
b.one-third of single mothers are not in the labor force
c.Hispanics will represent 11% of the civilian labor force
d.people are living longer
e.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 hours
b.providing elder care
c.hiring more women
d.rehiring retirees
e.lowering the retirement age
(d; difficult; p. 13)
35. A _____ is a company’s 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 analysis
b.mission statement
c.strategy
d.tactic
e.scorecard
(c; easy; p. 13)
36.The performance of human resource departments is evaluated based on
_____.
a.measurable evidence of efficiency
b.measurable evidence of effectiveness
c.anecdotal evidence
d.qualitative measures of success
e.both a and b
(e; moderate; p. 14)
37.Quantitative performance measures used by human resource managers to
assess operations are called _____.
a.ratios
b.benchmarks
c.metrics
d.grades
e.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 rate
b.cost per hire
c.HR expense factor
d.human capital ROI
e.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 factor
b.human capital ROI
c.health care costs per employee
d.human capital value added
e.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 factor
b.human capital ROI
c.health care costs per employee
d.human capital value added
e.revenue factor
(a; moderate; p. 15)
41._____ are a useful tool for determining why employees are leaving an
organization.
a.BNA Turnover Reports
b.Exit interviews
c.Benchmarks
d.HR portals
e.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 training
b.disability management
c.safety incentives
d.all of the above
e. a and b only
(d; moderate; p. 15)
43.Which metric views employees as capital rather than as an expense?
a.time to fill
b.training investment
c.HR expense factor
d.revenue factor
e.none of the above
(d; difficult; p. 15)
44.The _____ measures the rate at which employees leave the company.
a.turnover costs
b.turnover rate
c.time to fill
d.cost per hire
e.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.planning
b.leading
c.staffing
d.controlling
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(d; difficult; p. 4)
46.The term _____ means contributing in a measurable way to achieving the
company’s strategic goals.
https://www.doczj.com/doc/882865755.html,petitive advantage
b.achievement success
c.value creation
d.success metric
e.none of the above
(c; moderate; p. 16)
47.Managers use a(n) _____ to measure the HR function’s effectiveness and
efficiency in producing employee behaviors the company needs to achieve its strategic goals.
a.metric
b.HR Scorecard
c.benchmark
d.high performance work system
e.MBO format
(b; easy; p. 16)
48.Metrics can be compared against _____ to evaluate an organization’s
performance.
https://www.doczj.com/doc/882865755.html,st year’s metric
https://www.doczj.com/doc/882865755.html,petitor’s metric
c.survey data
d.national standard
e.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 hired
c.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 expense
e.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 hired
c.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 expense
e.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 hired
c.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 expense
e.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 hired
c.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 expense
e.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 costs
b.turnover rate
c.cost per hire
d.absence rate
e.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 Report
b.EMA/ Cost Per Hire Staffing Metrics Survey
c.Employer Costs for Employee Compensation Report
d.BNA Turnover Report
e.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 Report
b.EMA/ Cost Per Hire Staffing Metrics Survey
c.Employer Costs for Employee Compensation Report
d.BNA Turnover Report
e.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 system
b.HR scorecard
c.appraisal system
d.evaluation benchmark
e.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 injuries
b.injuries by department
c.injuries by job type
d.changes in injuries over time
e.all of the above
(e; easy; p. 15)
58.In which area must HR managers be proficient in order to perform well in
today’s environment?
a.HR proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.all of the above
(e; moderate; p. 16)
59.Marshall wants to report the value of the knowledge, skill, and
performance of the organization’s workforce. To illustrate how employees add value to an organization, Marshall should utilize the _____ metric.
a.revenue factor
b.human capital value added
c.training investment
d.HR expense factor
e.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 proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.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 proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.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 proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.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 has Susan’s MBA prepared her for?
a.HR proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.staffing proficiencies
(b; moderate; p. 17)
64.Morgan is particularly good at staying abreast of new technologies and
practices affecting human resources management. Which proficiency is
Morgan skilled in?
a.HR proficiencies
b.business proficiencies
c.leadership proficiencies
d.learning proficiencies
e.staffing proficiencies
(d; moderate; p. 17)
65.Which of the following types of laws does not affect the decisions of
human resource managers?
a.equal employment laws
b.occupational safety and health laws
https://www.doczj.com/doc/882865755.html,bor laws
d.advertising regulations
e.all of the above affect the decisions of human resource managers
(d; difficult; p. 17)
66._____ set guidelines regarding how the company writes its recruiting ads,
what questions its job interviewers ask, and how it selects candidates for
training programs or evaluates its managers.
a.Equal employment laws
b.Occupational safety and health laws
https://www.doczj.com/doc/882865755.html,bor laws
d.Advertising regulations
e.Fairness in Employment regulations
(a; moderate; p. 17)
67._____ set guidelines regarding safety practices at work.
a.Equal employment laws
b.Occupational safety and health laws
https://www.doczj.com/doc/882865755.html,bor laws
d.Advertising regulations
e.Fairness in Employment regulations
(b; moderate; p. 17)
68.Which of the following HR activities may be outsourced to specialist
service providers?
a.administration of 401 (k) pension plans
b.employee assistance/ counseling plans
c.retirement planning
d.background checks
e.all of the above
(e; moderate; p. 19)
https://www.doczj.com/doc/882865755.html,panies may use a(n) _____ to provide employees with a single access
point or gateway on a company’s intranet to all human resource
information.
a.database
b.HR portal
c.data warehouse
d.ASP
e.URL
(b; easy; p. 21)
70.Anheuser-Busch streamlined its annual benefits package enrollments by
digitizing and aggregating the former paper benefits reports, electronic
spreadsheets, and benefit summaries and providing the materials at a
single location on the company intranet. Anheuser-Busch is using a(n)
_____.
a.database
b.HR portal
c.data warehouse
d.customer relationship management system
e.outsourcing model
(b; moderate; p. 21)
True/ False
71.Staff managers are authorized to direct the work of subordinates and are
directly in charge of accomplishing the organization’s basic goals. (F;
easy; p. 6)
72.Human resource managers are generally staff managers. (T; easy; p. 6)
73.Staff managers are always someone’s boss. (F; moderate; p. 6)
74.In small organizations, line managers may carry out all personnel duties
without the assistance of a human resource staff. (T; moderate; p. 6)
75.Human resource managers assist in hiring, training, evaluating, rewarding,
counseling, promoting, and hiring employees. (T; easy; p. 6)
76.When human resource managers make sure employees can contest unfair
practices, they are carrying out an innovator role. (F; easy; p. 7)
77.The division of human resource responsibilities for line managers and staff
managers varies from organization to organization. (T; moderate; p. 7) 78.As firms seek to keep costs down, there has been a shift to using more
traditional workers. (F; easy; p. 12)
79.With the aging of its workforce, America is facing a demographic shift as
significant as the massive entry of women into the workforce that began in the 1960s. (T; moderate; p. 13)
80.As baby boomers retire from the workforce, there will be more people
entering the labor pool than leaving it. (F; easy; p. 13)
81.Ratios are quantitative performance measures used to assess operations.
(F; moderate; p. 14)
82.The HR Scorecard is a concise measurement system which shows the
quantitative standards the firm used to measure the effectiveness and
efficiency of human resource activities. (T; moderate; p. 16)
83.Human resource management creates value for an organization by
engaging in activities that produce the employee behaviors the company
needs to achieve its strategic goals. (T; moderate; p. 16)
84.Unlike other divisions, such as research and development, in an
organization, the HR function is not evaluated on the extent to which it
creates value for the company. (F; easy; p. 16)
85.The absence rate is focused on more than any other metric used in an HR
Scorecard. (F; easy; p. 15)
86.Human capital ROI reports the return on investment ratio for employees.
(T; easy; p. 15)
87.The revenue factor shows employees as an expense rather than as capital.
(F; moderate; p. 15)
88.The time to fill metric illustrates the efficiency of the firm’s recruiting
function. (T; moderate; p. 15)
89.The training investment factor measures the total training cost for all
employees taken as a whole. (F; moderate; p. 15)
90.The acronym FTE used in many of the HR metrics stands for foreign or
temporary employees. (F; easy; p. 15)
91.Turnover rate and turnover costs can both be improved with retention
efforts. (T; easy; p. 15)
92.HR should seek to increase the workers’ compensation cost per employee
by eliminating such practices as disability management. (F; moderate; p.
15)
93.The most important proficiency of the four highlighted in the text for
human resource managers is law proficiency. (F; moderate; p. 16)
94.Equal employment laws lay out what a supervisor can and cannot say and
do when dealing with labor unions. (F; moderate; p. 17)
95.The Sarbanes-Oxley Act is intended to curb erroneous corporate financial
reporting. (T; moderate; p. 18)
96.Because of the Sarbanes-Oxley Act , HR managers must now review and
approve a firm’s financial statements. (F; moderate; p. 18)
97.Human resource managers can complete professional certification exams
to earn the SPHR or PHR certificates. (T; easy; p. 18)
98.ASP is a special wireless technology used to synchronize various
electronic tools like cellular phones and PCs and facilitate employee
access to employer online HR services. (F; moderate; p. 20)
99.Ethical issues such as workplace safety, security of employee records,
comparable work, and employee privacy rights are all related to human
resource management. (T; moderate; p. 18)
100.HR portals represent a form of outsourcing. (F; moderate; p. 21)
Essay/ Short Answer
101.What are the five basic functions of management? Explain some of the specific activities involved in each function. Is one function more
important for human resource management? (easy; p. 4)
Answer: The five basic functions are planning, organizing, staffing,
leading, and controlling. Planning activities include establishing goals and
standards, developing rules and procedures, and developing plans and
forecasting. Organizing activities include giving specific task assignments
to subordinates, establishing departments, delegating authority to
subordinates, and establishing channels of authority and communication.
Staffing activities include determining what type of people should be hired, recruiting prospective employees, and setting performance standards.
Leading activities include maintaining morale and motivating subordinates.
Controlling activities include setting standards such as sales quotas, and
quality standards and taking corrective action as needed. Staffing is the
function most readily related to human resource management. However,
HR managers actually perform all 5 functions.
102.Explain the difference between line authority and staff authority. What type of authority do human resource managers have? (moderate; p. 6)
Answer: Authority is the right to make decisions, to direct the work of
others, and to give orders. Line managers are authorized to direct the work
of subordinates and are directly in charge of accomplishing the
organization’s basic goals. Staff managers are authorized to assist and
advise line managers in accomplishing these basic goals. Human resource
managers are usually staff managers because they are responsible for
assisting and advising line managers in areas like recruiting, hiring, and
compensation. However, human resource managers do have line authority
within their own department.
103.Human resource managers carry out three distinct functions. List and explain the three functions. (moderate; p. 7)
Answer: The three functions include a line function, a coordination
function, and a staff or service function. HR managers exert line authority
within the HR department because they direct the activities of the people
in that department. HR managers also coordinate personnel activities. In
the service function, HR managers assist in hiring, training, evaluating,
rewarding, counseling, promoting, and firing employees. They also
administer benefit programs and help line managers comply with EEO,
occupational health and safety, and labor laws.
104.Explain the meaning of the term nontraditional worker. Provide an example. (easy; p. 12)
Answer: Nontraditional workers include those who hold multiple jobs, or
who are contingent or part-time, or people working in alternative work
arrangements, or who work as independent contractors.
105.The United States is becoming an hour-glass society. Explain how this change could negatively affect the labor supply and the retirement system.
(difficult; p. 13)
Answer: The hour-glass metaphor is used to describe a society whose
population is wider in older residents and in children but thinner for
people in the workforce. When drawn, the shape resembles an hour-glass.
As baby boomers retire, the shape of the American population more
closely resembles an hour-glass. There are fewer people to take the jobs
that baby boomers left behind. This creates two problems. First, the labor
pool is smaller. This creates more demand for retirees, foreign labor, and
younger workers. Second, it means that there are fewer people working
and supplying funds to the social security system. This threatens the
viability of the system funding the retirement of the baby boomers. 106.Identify five metrics used to evaluate HR performance. (moderate, p. 15) Answer: There are several possible answers including cost per hire,
absence rate, human capital ROI, human capital value added, HR expense factor, health care costs per employee, revenue factor, time to fill, training investment factor, turnover costs, turnover rate, and workers’
compensation cost per employee.
107.What are the four categories of proficiencies required today for human resource managers? Explain the meaning of each type of proficiency.
(moderate; p. 16)
Answer: The four categories of proficiencies are HR proficiencies,
business proficiencies, leadership proficiencies and learning proficiencies.
HR proficiencies represent traditional knowledge and skills in such areas
as employee selection, training, and compensation. Business proficiencies refer to operations strategy, strategic planning, marketing, production, and finance. Leadership proficiencies include the ability to lead and manage
groups. Learning proficiencies include the ability to stay abreast of and
apply new technologies.
108.Employment law increasingly affects the decisions of human resource managers. Name three types of laws and explain the purpose of each one.
(moderate; p. 17)
Answer: The three types of laws are equal employment laws, occupational safety and health laws, and labor laws. Equal employment laws set
guidelines regarding how the company writes its recruiting ads, what
questions its job interviewers ask, and how it selects candidates for
training programs. Occupational safety and health laws mandate strict
guidelines regarding safety practices at work. Labor laws lay out what the supervisor can and cannot say and do when dealing with unions.
109.What are the three main ways that technology improves HR functioning?
(moderate; p. 19)
Answer: Technology improves HR functioning through self-service, call
centers, and outsourcing.
110.Explain the popularity of HR portals. (easy; p. 21)
Answer: HR portals provide employees with a single access point to all
HR information. They let employees and managers access and modify HR information. They streamline the HR process and enable HR managers to
focus more on strategic issues. Because they provide a single source of
information and the ability for employees to update information directly,
they improve efficiency for HR departments.
第一章：人力资源规划 ★1，说明企业组织信息采集的主要内容和方法。 答：基本原则：准确性原则；系统性原则；针对性原则；适用性原则；经济性原则。 程序：一.调研准备阶段. 1.初步情况分析； 2.非正式调研； 3.确定调研目标； 二，正式调研阶段： 1.相关信息的来源， 2.选择抽样方法，设计调查问卷； 3.实地调查； 方法：1.档案记录法；2.调查研究法。 2，说明组织结构的类型及其结构图的制作方法。 答：一，类型：直线制；职能制；直线职能制；事业部制；超事业部制；矩阵制。 二，制作方法：1.框图一般要画四层，从中心层计算，其上画一层，其下画两层，用框图表示。 2.功能、职责、权限相同机构（岗位或职务）的框图大小应一致，并列在同一水平线上。 3.表示接受命令指挥系统的线，从上一层垂下来与框图中间或左端横向引出线相接。 4.命令指挥系统用实践，彼此有协作服务关系的用虚线。 5.具用参谋作用的机构、岗位的框图，用横线与上一层垂线相连，并画在左、右上方。★3，简述工作岗位写实的基本程序、步骤和方法。 答：步骤：一，岗位写实前的准备工作， 1.根据岗位写实的目的确认写实的对象； 2.进行初步岗位调查； 3.制定出写实工作计划，规定好具体的写实程序和步骤，设计出写实调查表，做好书写板、计时器等所需仪器的准备工作，明确规定划分工作事项的标准，以及各类工时消耗的代号、编码，以便于登记记录数据资料。 4.培训写实人员，使其熟练掌握岗位写实的技术技巧。
5.写实人员要把写实的意图和要求向被调查者解释清楚，使其积极配合，全力协助写实人员完成信息的采集工作。 二，实地观察记录； 三，写实资料的整理汇总。 4．简述作业测时的基本程序、步骤和方法。 答案：（一）测时前的准备 1）根据测时的目的选择测时对象。测时对象确定后，调查人员要将测时的目的、意义和要求向员工解释清楚，以便取得员工的配合，共同把测时工作做好。 2）了解被测对象和加工作业方面的情况。 3）根据实际情况，将工序划分为操作或操作组。划分的原则是：基本时间和辅助时间要分开；机动时间、手动时间和手工操作时间要分开。在划分操作的基础上，确定定时点，作为区分上下操作的界限，以保证每次观察记录的一致性和正确性。 4）测时最好在上班1~2小时后，待生产稳定后进行。 （二）实地测时观察。 （三）测时资料的整理、分析 （1．根据测时的记录，删去不正常的数值，以便求出在正常条件下操作的延续时间。（2. 计算有效的观察次数，求出每一操作的平均延续时间。 （3. 计算稳定系数，检验每一项操作的平均延续时间的准确和可靠程度。 （4.由每个操作平均延续时间，计算出工序的作业时间，再经过工时评定，得到符合定额水平的时间值，作为制定时间定额的依据。 5.简述岗位抽样的基本程序、步骤和方法。 答案：1）明确调查目的。 2）作业活动分类。 3）确定观测次数。 4）确定观测的时刻。 5）现场观测。 6）检验抽样数据。 7）评价最后抽样结果。 6.分析说明企业员工统计的指标内涵与分类。
目录 导论：人力资源环境与策略2第一篇设计：工作分析与人力规划5第二篇招聘：人力资源选拔与预测8第三篇开发：人力资源培训与评价12第四篇报酬：薪资方案与福利计划18第五篇影响：员工健康与劳资关系22
导论：人力资源环境与策略 第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标objectives of HRM 。人力资源管理职责duties of HRM 。人力资源管理任务tasks of HRM 。战略性人力资源管理strategic HRM 。人力资源政策human resource policy 。人力资源哲学human resource philosophy 。精神契约psychological contract 。企业认同感organization commitment 2.组织：行为与文化 。正式组织formal organization 。非正式组织informal organization 。组织文化organization culture
。亚文化subculture 。跨文化cross-national culture 。价值观values 。态度attitudes 。角色行为role behavior 。个人主义—集体主义individualism-collectivism 。不确定性规避uncertainty avoidance 。权力距离power distance 。直线和职能职权line and staff authority 3.激励与组织绩效 。激励motivation 。需要层次理论hierarchy of needs theory 。X理论与Y理论theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ 。激励-保健理论motivation-hygiene theory 。ERG理论ERG theory 。麦克莱兰德需要理mc-clelland’s theory of needs 。期望理论expectency theory 。公平理论equity theory 。强化理论reinforcement theory 。波特-劳勒期望机率理论borter-lawler’s theory of expectency 第二章人力资源环境
人力资源管理专业英语的翻译
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Unit1 An Overview Of Human Resource Management 组织需要一些有效率的东西：物质资源、金融资源、营销能力和人力资源。虽然这些对组织效率来说都很重要，但是最有可能提供潜在竞争优势的因素是人力资源如何管理这些资源。工业技术、财政学和顾客联系（市场）都可以被模仿，基本的管理人员也可以被模仿，但是最有效率的组织发现了独特的方法去吸引、保留和激励雇员——即一种难以被模仿的策略。 在《人的竞争优势》这篇华丽的文章中，Jeffrey Pfeffer 举了西南航空公司这个例子。 思考一下…西南航空公司的股票在1972和1992年间有最好的回报。可以确定的是它的成功并不是从规模经济中得到的。在1992年，西南航空公司公司有13.1亿的收入，并且在美国的的客运市场中仅仅占到了2.6%的份额…西南航空公司（问题句）的成功是因为它有多渠道的低成本资金——的确，它是美国负债经营最少的航空公司之一。西南的飞机，波音737，对它的竞争对手来说都能轻易获得。它不是任何一个大型计算机化预定保留系统的成员，它没有独特先进的技术，并且卖的是本质上的日常用品——低成本，经济型航空服务，在价格上有着别的竞争者无法压敌的优势。 西南航空公司大部分的价格优势来源于它的非常有生产力、非常受激励，顺便说一下，还有统一的劳动力。与美国的航空公司相比，根据1991年的统计，西南航空公司飞机的服务人员很少（79：131），每个雇员所能应对的乘客比一般的航空公司多（1891082：1339995）。他表明80%的起降可以在15分钟完成，而其他公司平均需要45分钟，这些设备的利用率给了它一个巨大的生产力优势。它在乘客服务上也提供了特别水平的服务。西南公司曾经荣获航空公司的三连冠（最佳准点率、最低行李丢失率、最少乘客抱怨率）9次。没有一个竞争对手赶得上。 关于西南航空公司的描述证明了一个生动的例子来表明发挥的作用——人力资源——在迎接21世纪的挑战中决定组织竞争力和效率。西南航空公司的成功来源于有效的管理人员，一个联合了大量重要却不可见的运作方面。从这个很明显的例子中就可以看出，组织所面对的大部分改变和挑战都和雇员有关。在财富500强多种多样的组织中，非盈利的大学，美国橄榄球足球队，和地方旅店，CEO目睹了员工参与，正确的人从事正确的工作，管理者关心他们雇员的结果。90年代成功的组织在人力资源管理上都采纳了职业化的途径以确保他们在21世纪任然能够成功。 人力资源管理的发展 传统中的“人事部”的部门现在被称为“人力资源部”。但是改变的不仅仅是名字。这个部门的工作重心开始转变，并且他们的职责也扩大了。表1是我强调的发生在这个领域最主要的转变。 在1990年以前，提高工人个人生活水平是改革者最关心的。一些雇员企图通过建立工会或罢工来获得每星期6美元的最低工资。 时间段在管理中主要 关注的主题 对员工管理的观点活动 1890之 前 生产技术不关心员工需求惩罚系统 1890— 1910 福利工人需要安全条件和经济机会安全项目、英语课程、激励课程1910— 1920 任务效率工人需要高收入使高效称为可能时间和动作研究1920— 1930 个体的不同工人个体差异被考虑心理测试、员工辅导1930— 1940 工会工人作为管理者的对手工人联络系统、反工会1940—
〈人力资源管理〉习题集 第一章人力资源管理概况 二、单项选择题 1、人力资源是所有资源中的（）资源。 A、第一 B、第二 C、第三 D、第四 2、人力资源概念一般是指（）的劳动能力的总和。 A、智力+体力 B、智力+能力 C、智力+经验 D、智力+价值观 3、人力资源体现了（）指标。 A、数量 B、质量 C、质量或数量 D、质量和数量 4、能级层序原理又称（）原理。 A、人尽其才 B、物尽其用 C、能及对应 D、能级错层 5、对于不同能力的人，应实现能力与职位的对应和适应，应用了人力资源管理中的（）原理。 A、互补增值 B、公平竞争 C、同素异构 D、能级层序 6、（）要求在人力资源管理中使人的群体功能达到最优。 A、互补增值 B、能级层序 C、系统优化 D、信息催化 7、人力资源管理的理论基础主要源于（）。 A、人性假设理论 B、生命周期理论 C、激励理论 D、扁平化理论 8、只有（）才具有主导性和能动性。 A、资本资源 B、信息资源 C、人力资源 D、自然资源 9、（）是一个国家或地区具有劳动能力、并在法定劳动年龄范围之内的人口总数。 A、人口资源 B、劳动力资源 C、人才资源 D、人力资源 10、人在能够从事劳动的不同时期（如青年、老年等），其劳动能力是不一样的，这说明人力资源具有（）。 A、两重性 B、时效性 C、社会性 D、能动性 11、现代人力资源开发的主要目的是提高人力资源质量，关键是提高劳动者的（）。 A、身体素质 B、心理素质 C、智能素质 D、道德品质 12、（）的观点非常类似于我国古代的“性善论”，人为“人之初，性本善”。 A、X理论 B、Y理论 C、公平理论 D、期望理论
Unit1 An Overview Of Human Resource Management 组织需要一些有效率的东西：物质资源、金融资源、营销能力和人力资源。虽然这些对组织效率来说都很重要，但是最有可能提供潜在竞争优势的因素是人力资源如何管理这些资源。工业技术、财政学和顾客联系（市场）都可以被模仿，基本的管理人员也可以被模仿，但是最有效率的组织发现了独特的方法去吸引、保留和激励雇员——即一种难以被模仿的策略。 在《人的竞争优势》这篇华丽的文章中，Jeffrey Pfeffer 举了西南航空公司这个例子。 思考一下…西南航空公司的股票在1972和1992年间有最好的回报。可以确定的是它的成功并不是从规模经济中得到的。在1992年，西南航空公司公司有13.1亿的收入，并且在美国的的客运市场中仅仅占到了2.6%的份额…西南航空公司（问题句）的成功是因为它有多渠道的低成本资金——的确，它是美国负债经营最少的航空公司之一。西南的飞机，波音737，对它的竞争对手来说都能轻易获得。它不是任何一个大型计算机化预定保留系统的成员，它没有独特先进的技术，并且卖的是本质上的日常用品——低成本，经济型航空服务，在价格上有着别的竞争者无法压敌的优势。 西南航空公司大部分的价格优势来源于它的非常有生产力、非常受激励，顺便说一下，还有统一的劳动力。与美国的航空公司相比，根据1991年的统计，西南航空公司飞机的服务人员很少（79：131），每个雇员所能应对的乘客比一般的航空公司多（1891082：1339995）。他表明80%的起降可以在15分钟完成，而其他公司平均需要45分钟，这些设备的利用率给了它一个巨大的生产力优势。它在乘客服务上也提供了特别水平的服务。西南公司曾经荣获航空公司的三连冠（最佳准点率、最低行李丢失率、最少乘客抱怨率）9次。没有一个竞争对手赶得上。 关于西南航空公司的描述证明了一个生动的例子来表明发挥的作用——人力资源——在迎接21世纪的挑战中决定组织竞争力和效率。西南航空公司的成功来源于有效的管理人员，一个联合了大量重要却不可见的运作方面。从这个很明显的例子中就可以看出，组织所面对的大部分改变和挑战都和雇员有关。在财富500强多种多样的组织中，非盈利的大学，美国橄榄球足球队，和地方旅店，CEO目睹了员工参与，正确的人从事正确的工作，管理者关心他们雇员的结果。90年代成功的组织在人力资源管理上都采纳了职业化的途径以确保他们在21世纪任然能够成功。 人力资源管理的发展 传统中的“人事部”的部门现在被称为“人力资源部”。但是改变的不仅仅是名字。这个部门的工作重心开始转变，并且他们的职责也扩大了。表1是我强调的发生在这个领域最主要的转变。 在1990年以前，提高工人个人生活水平是改革者最关心的。一些雇员企图通过建立工会或罢工来获得每星期6美元的最低工资。
第一章人力资源管理概述练习题及参考答案 一、基本概念 人力资源人力资源管理职权 二、单选题 1．下列哪个不包括在现实的人力资源数量内（） A．未成年就业人口B．暂不能参加社会劳动的人口 C．适龄就业人口D．老年就业人口 2．下列哪个是现实的人力资源数量（） A．失业人口B．暂不能参加社会劳动的人口 C．老年就业人口D．其他人口 3．人口资源、人力资源和人才资源的关系是（） A．人口资源>人才资源>人力资源B．人力资源>人口资源>人才资源 C．人才资源>人口资源>人力资源D．人口资源>人力资源>人才资源 4．人力资源具有自我开发性是其下列哪个特性的体现（） A．能动性B．时效性C．双重性D．社会性 5．下列哪项是现代人力资源资源管理的特点（） A．管理目的是组织短期目标的实现B．以事为中心的管理模式 C．强调民主参与的管理方式D．战术性、分散性的管理性质 6．下列哪项是传统人事管理的特点（） A．执行层的管理地位B．视员工为第一资源的管理视角 C．管理活动重视培训开发D．组织和员工利益共同实现的管理目的 7．下列哪项不是现代人力资源管理的特征（）
A．人本特征B．战术性与单一性 C．系统性与整体性D．双赢性与互惠性 8．所有权与经营权分离是从下列哪一个时代开始的（）。 A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．文化管理阶段 9．社会人假说是在由谁提出的（）。 A．泰罗B．法约尔C．梅奥D．麦格雷戈10．没有法制，强调“人治”思想的是哪个管理发展阶段（）A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．行为管理阶段 11．主张刺激性的付酬制度的是哪个管理发展阶段（）A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．行为管理阶段 12．主张对工人进行思想压制的是哪个管理发展阶段（）A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．行为管理阶段 13．采取“经济人”假设的是哪个管理发展阶段（） A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．行为管理阶段 14．采取“社会人”假设的是哪个管理发展阶段（） A．经验管理阶段B．科学管理阶段 C．人际关系阶段D．行为管理阶段 15．“非正式组织”理论是哪个管理发展阶段提出的（）
人力资源管理 Human Resource Management, HRM 人力资源经理:( human resource manager) 高级管理人员:(executive) 职业:(profession) 道德标准:(ethics) 操作工:(operative employees/operation staff) 专家:(specialist) 人力资源认证协会:(the Human Resource Certification Institute,HRCI) 2 外部环境 external environment 内部环境:(internal environment) 政策:(policy) 企业文化:(corporate culture) 目标:(mission/goal) 股东:(shareholders) 非正式组织:(informal organization) 跨国公司:(multinational corporation,MNC) 管理多样性:(managing diversity) 3 工作
Job 职位发布:(job posting) 职位:(position) 工作分析:(job analysis) 工作描述:(job deion)，简称JD 工作规范:(job specification) 工作分析计划表:(job analysis schedule,JAS) 职位分析问卷调查法:(Management Position Deion Questionnaire, MPDQ) 4 人力资源规划 Human Resource Planning, HRP 战略规划:(strategic planning) 长期趋势:(long-term trend) 需求预测:(requirement forecast) 供给预测:(availability forecast) 管理人力储备:(management inventory) 裁减:(downsizing) 人力资源信息系统:(Human Resource Information System,HRIS) 5 招聘 recruitment
一、选择:(10小题,每小题1分 1、A is a citizen of one country,working in a second country,and employ by an organization headquartered in a third country. A. Third-country national B. Host-country national C. Parent-country nationals D. Repatriate 2、A is an employee working for a firm in an operation who is a citizen of the country where the operation is located,but the headquarter for the firm is in another country. A. Third-country national B. Host-country national C. Parent-country nationals D. Repatriate 3、refers to the policies and practices related to managing people in an internationally oriented organization. A. Global human resource management B. Cultural management C. Global organizations’ staffing https://www.doczj.com/doc/882865755.html,pensation management 4、Which of the following belongs to retirement security benefits? A. Severance pay B. Time-off benefits C. Unemployment compensation D. Pension plans 5、Which of the following doesn’ t belong to executives?The . A. CEO B. President C. Senior vice-president D. Mid-manager 6、A pay is a collection of date on compensation rates for working performing similar jobs in other organizations. A. System B. Survey C. Grade D. Range 7、Which of the following is an inappropr iate rater of an employee’ s performance? A. his/her supervisor B. His/her peer C.his/her customer D. his friend
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人力资源职业资格考试模拟题（三级） 第二部分理论知识（26?125题，共100道题，满分为100分）一、单项选择题（26?85题，每题1分，共60分。每小题只有一个最恰当的答案，请在答题卡上将所选答案的相应字母涂黑） 38、广义人力资源规划是企业所有人力资源计划的总称，是（A ）的统一 （A）战略计划与战术计划（B）战略规划与组织规划（C）人员计划与组织规划（D）费用计划与人员计划 39、（ C ）是对企业人力资源开发和利用的大政方针、政策和策略的规定 （A）人力资源培训规划（B）人力资源费用计划（C）人力资源战略规划（D）人力资源制度规划40、（ C ）是对企业人工成本和人力资源管理费用的整体规划 （A）人员规划（B）制度规划（C）费用规划（D）战略规划 41、（ C ）为招聘、选拔、任用合格的员工奠定了基础。 （A）人员需求计划（B）人员供给计划（C）工作岗位分析（D）工作岗位调查 42、根据生产总量、工人劳动效率和出勤率来核算定员人数的方法属于（C ） （A）按机器设备定员（B）按比例定员（C）按劳动效率定员（D）按岗位定员 43、（ C ）亦称详细定员标准，是以某类岗位、设备、产品或工序为对象制订的标准。 （A）效率定员标准（B）岗位定员标准（C）单项定员标准（D）设备定员标准 44、（ B ）被称为企业的“宪法” （A）企业管理制度（B）企业基本制度（C）企业薪酬制度（D）企业培训制度 45、（ A ）不属于行为规范。 （A）品德规范（B）仪态仪表规范（C）劳动纪律（D）员工业务规范 46、（ A ）是企业人力资源管理制度规划的基本原则 （A）共同发展原则（B）学习与创新并重（C）适合企业特点（D）保持动态性原则 二、多项选择题（86?125题，每小题1分，共40分。每题有多个答案正确，请在答题卡上将所选答案的相应字母涂黑。错选、少选、多选，均不得分） 94、从规划的期限上看，人力资源规划可分为（ACE）。 （A）长期规划（B）人力资源费用规划（C）中期计划（D）企业组织变革规划（E）短期计划95、人力资源费用规划的内容包括（ABCDEI。
第八章职业开发 职业生涯是指一个人一生中从事职业的全部历程。职业管理是一个终身过程包括了解自我、工作和组织的过程；确立个人职业目标；制定目标战略；以及依据工作和生活经历调整目标。职业发展是一个过程，在这个过程中，个人通过承担培训和职业发展需要的责任，战略性地探索、计划和创造他们的未来。职业发展包括持续学习，寻求新机会和找到积极有效的可推动性地为组织做贡献的方式。 一.两种职业管理 存在两种职业管理。以组织为中心的职业管理侧重工作和确立职业路径，为组织中从事不同工作的个人提供逻辑发展机会；而以个人为中心的职业发展侧重个人的职业生涯而不是组织的需要。两种职业管理对员工职业发展都同等重要，二者应互补。为规划成功的职业生涯，员工需承担责任设定一个职业发展计划并着手行动以便达成职业目标。个人职业偏好和组织机会合力确定了个人职业发展的方向。 图8-1显示了组织需要和个人需要是如何相关的，从而通过战略性的组织目标达到个人的职业满意。个人必须进行其自己的职业诊断，开方，实施和评估。 图8-1 组织和个人职业计划视角 来源：《人力资源管理》（第10版）Robert L. Mathis和John H. Jackson 二.职业阶段 大部分工作的人接受过某种类型的组织教育比如中学教育、经贸学校教育、职业教育或大学教育，从而为他们的职业做了一定的准备。此受教育阶段长短因人而异。然后他们开始第一份工作，不过他们也可能在同一组织或不同组织间转换工作。最终，他们走过一生的职业生涯定位在某个职位上直到退休。职业阶段研究发现，随着个人阶段的不同其需要和期望也不同。图8-2 显示了一个职业阶段变化的模式。
人力资源管理专业英文求职信范文 first of all, thank you for your busy schedule to read my 自荐信down, when you open the自荐信personally, i will be reviewing the past efforts; when you finally close the 自荐信, and perhaps will the new decision of my life journey. my name is ***, a ** to be graduated from the baoji college of arts and science in human resource management students. to take this career, i with a sincere heart and pursuit of the cause, in good faith, recommend their own. i know only a few sentences outlining a complete itself is not easy. i really just want to use the language of the most pure, introduced themselves as comprehensively as possible to your organization's job to express the most sincere desire. sincere desire to be able to join your organization, a building block for your organization tomorrow, but your organization is willing to contribute their youth and wisdom. while studying at the school system to study the human resources management professional theoretical knowledge, but also a positive constant, based on solid, professional for the breadth and depth. the use of baoji college of arts and science of the advantages of
人力资源战略与规划练习题 第一章导论 1、以下哪项不是人力资源管理的基本任务（）p5 A：招人 B：用人 C：育人 D：裁人 2、企业战略一般分为三个层次，以下哪项不是（）p6 A：收缩性战略 B：公司战略 C：职能战略 D：竞争战略 3、下列对人力资源规划的理解中哪一些是正确的（）p7 A：科学的人力资源环境分析是前提 B: 确定实现人力资源管理目标的职能活动是关键 C：实现组织目标是根本
：人力资源规划的主要工作是制定政策和措施D． 4、在人力资本研究中，认为资本包括物资资本和人力资本，人力资本是体现在劳动者身上的专家是（）p16 A：亚当．斯密 B：马丁．魏茨曼 C：西奥多．舒尔茨 D：威廉．配第 5、在战略管理理论中，迈克尔．波特认为决定产业赢利能力的五种竞争作用力中不包括以下哪项？（）p17 A：企业间的竞争程度 B：买方的讨价还价能力 C：供方的讨价还价能力 D：未来的新产品的推出周期 E: 替代品的威胁 6、在战略管理理论中，哪一项不是以企业作为分析单元（）P18 A：战略适应理论 B:产业结构分析理论C：资源理论 7、在战略管理理论中，企业资源必须具有四个基本特点才能产生竞争优势，其中不包括（）P18
A：有价值 B：不可完全模仿 C：不可替代 D：能够再生 8、下列哪项不能表达人力资源战略与人力资源规划的关系（）P9 A：人力资源战略是人力资源规划的前提B：人力资源规划是人力资源战略的前提C：人力资源规划是人力资源战略的延伸D：人力资源战略与人力资源规划应整合在一个统一的整体框架内 第二章战略性人力资源管理对人力资 源管理者的角色和素质的挑战 1、IPMA认为优秀的人力资源管理者扮演 四种主要角色，其中不包括（）p35 A：变革推动者 B：业务伙伴 C：领导者 D：人事专员 2、在IPMA人力资源胜任素质模型的角色定位中，以下哪种理解是正确的（）p34 A：任何人都可以从事人力资源管理
■★■人力资源管理专业英语PART A .管理专业述语 一、人力资源管理:(Human Resource Management, HRM) 人力资源经理:(Human resource manager) 高级管理人员:(Senior executive) 职业:(Profession) 道德标准:(Ethics) 操作工:(Operative employees) 专家:(Specialist) 人力资源认证协会:(The Human Resource Certification Institute, HRCI) 二、外部环境:(External environment) 内部环境:(Internal environment) 政策:(Policy) 企业文化:(Corporate culture) 目标:(Mission) 股东:(Shareholders) 非正式组织:(Informal organization) 跨国公司:(Multinational Corporation, MNC) 管理多样性:(Managing diversity) 三、工作:(Job) 职位:(Posting) 工作分析:(Job analysis) 工作说明:(Job description) 工作规范:(Job specification) 工作分析计划表:(Job analysis schedule, AS) 职位分析问卷调查法:(Management Position Description Questionnaire, MPDQ) 行政秘书:(Executive secretary) 地区服务经理助理:(Assistant district service manager) 四、人力资源计划:(Human Resource Planning, HRP) 战略规划:(Strategic planning) 长期趋势:(Long term trend) 要求预测:(Requirement forecast) 供给预测:(Availability forecast) 管理人力储备:(Management inventory) 裁减:(Downsizing) 人力资源信息系统:(Human Resource Information System, HRIS) 五、招聘:(Recruitment) 员工申请表:(Employee requisition) 招聘方法:(Recruitment methods) 内部提升:(Promotion From Within, PFW)
《人力资源管理》习题 第一章人力资源管理概述 一、名词解释 人力资源人力资源管理人力资本人本管理 二、简答 1、简述人本管理理论的主要内容。 2、简述人力资本投资的主要内容。 3、简述提高员工全面生活质量的有效措施。 4、简述人力资源管理的功能。 第二章工作分析 一、名词解释 工作分析工作设计工作丰富化 二、简答 1、简述工作说明书的主要的内容。 2、简述工作分析的基本程序。 3、简述根据人际关系哲学提出的几种工作设计的方法。 三、案例分析 案例1：工作职责分歧 一个机床操作工把大量的机油洒在他机床周围的地面上。车间主任叫操作工把洒掉的机油清扫干净，操作工拒绝执行，理由是工作说明书里并没有包括清扫的条文。车间主任顾不上去查工作说明书上的原文，就找来一名服务工来做清扫。但服务工同样拒绝，他的理由是工作说明书里也没有包括这一类工作。车间主任威胁说要把他解雇，因为这种服务工是分配到车间来做杂务的临时工。服务工勉强同意，但是干完之后立即向公司投诉。 有关人员看了投拆后，审阅了三类人员的工作说明书：机床操作工、服务工和勤杂工。机床操作工的工作说明书规定：操作工有责任保持机床的清洁，使之处于可操作状态，但并未提及清扫地面。服务工的工作说明书规定：服务工有责任以各种方式协助操作工，如领取原材料和工具，随叫随到，即时服务，但也没有明确写明包括清扫工作。勤杂工的工作说明书中确实包含了各种形式的清扫，但是他的工作时间是从正常工人下班后开始。问题： 1、对于服务工的投诉，你认为该如何解决?有何建议? A．对服务工以表扬为主，适当地给予奖励（如给些加班费）。但要告诫他应完成车间主任交给的任务。B．对操作工要批评教育,应向他指出：把机油洒在机床周围的地上并拒绝清扫是错误的，他的行为缺乏主人翁精神。 C．对车间主任也要批评。他在处理工作方面主观臆断，不够细心。 2、如何防止类似意见分歧的重复发生? 主要是对工作说明书进行修改，使之合理化。 3、你认为该公司在管理上有何需改进之处? 要根据实际情况制定出较为科学合理的工作说明书；进一步提高领导水平；提倡爱岗敬业、发扬团结协作精神，从而在发生类似事件时，能顺利地加以解决。 第三章人力资源规划
第一篇导论：人力资源环境与策略第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标 objectives of HRM 。人力资源管理职责 duties of HRM 。人力资源管理任务 tasks of HRM 。战略性人力资源管理 strategic HRM 。人力资源政策 human resource policy 。人力资源哲学 human resource philosophy 。精神契约 psychological contract 。企业认同感 organization commitment 2.组织：行为与文化 。正式组织 formal organization 。非正式组织 informal organization 。组织文化 organization culture 。亚文化 subculture 。跨文化 cross-national culture 。价值观 values 。态度 attitudes 。角色行为 role behavior
。个人主义—集体主义individualism-collectivism 。不确定性规避 uncertainty avoidance 。权力距离 power distance 。直线和职能职权 line and staff authority 3.激励与组织绩效 。激励 motivation 。需要层次理论 hierarchy of needs theory 。X理论与Y理论 theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳ system Ⅰ& system Ⅳ 。激励-保健理论 motivation-hygiene theory 。ERG理论 ERG theory 。麦克莱兰德需要理 mc-clelland’s theory of needs 。期望理论 expectency theory 。公平理论 equity theory 。强化理论 reinforcement theory 。波特-劳勒期望机率理论 borter-lawler’s theory of expectency 第二章人力资源环境 1.人力资源法律环境 。公平就业机会 equal employment opportunity，EEO 。公平就业机会委员会equal employment opportunity commission，EEOC 。实际职业资格 bona fide occupational qualification，BFOQ
江南大学现代远程教育2011年下半年第一阶段测试卷 考试科目:《人力资源开发与管理》第一章至第三章（总分100分）时间：90分钟__________学习中心（教学点）批次：层次： 专业：学号：身份证号： 姓名：得分： 一、填空题（20分） 1.企业运作所需的资源主要有自然资源、资本资源、信息资源和人力资源。 2.人力资源的特征主要有是“活”的资源、是创造利润的主要资源、是一种战略性资源、是可以无限 发展的资源。 3.评价一个国家人力资源质量的指标主要有健康卫生、教育水平、劳动者的技术登记状况、劳动者的 劳动态度等。 4.、 5.人力资源管理的互补增值原理强调人各有所长也各有所短，通过个体之间取长补短从而形成整体优 势，实现组织目标的最优化。 6.职务是由组织上主要责任相似的一组职位组成的，也称工作。 7.问卷法是采用调查问卷来获取工作分析的信息，实现工作分析的目的。 8.工作说明书的工作说明中主要包括工作概要、工作关系、工作职责、工作条件与工作环境。 9.内部人力资源供给的预测方法，主要有员工满意度与忠诚度分析、建立人力资源档案、接班人计划、 转移矩阵等。 10.完全依赖预测者个人或一个小组的特性，即依赖于他们的经验、智力和判断力进行人力资源需求预 测的方法是定性预测法。 11.人力资源供小于求时，企业内部可采取的有效措施主要有调剂、适当延长工时、工作再设计。 1．人力资源是存在于人的（ABCD）等载体中的经济资源。 A. 体能 B. 知识 C. 技能 D. 能力 E. 个性行为特征与倾向2．潜在人力资源主要包括（BCE）。 A. 适龄就业人口 B. 家务劳动人口 C. 就学人口 D. 未成年就业人口 E. 服役人口 3．传统人事管理的特点有（ACD）。 A. 单一管理 B. 主动开发性管理 C. 制度控制和物质激励为主 D. 战术性管理 E. 决策部门 4．（ C ）是指工作中为了达到某种目的所从事的一系列活动。 , A. 工作要素 B. 职责 C. 任务 D. 职位 5．成立工作分析小组是在（A）完成的。 A. 准备阶段 B. 调查阶段 C. 分析阶段 D. 完成阶段 6．不适用于脑力劳动成分比较高的工作，以及处理紧急情况的间歇性工作的工作分析方法是
人力资源管理专业英语 整理 HEN system office room 【HEN16H-HENS2AHENS8Q8-HENH1688】
■★■人力资源管理专业英语PART A .管理专业述语 一、人力资源管理:(Human Resource Management, HRM) 人力资源经理:(Human resource manager) 高级管理人员:(Senior executive) 职业:(Profession) 道德标准:(Ethics) 操作工:(Operative employees) 专家:(Specialist) 人力资源认证协会:(The Human Resource Certification Institute, HRCI) 二、外部环境:(External environment) 内部环境:(Internal environment) 政策:(Policy) 企业文化:(Corporate culture) 目标:(Mission) 股东:(Shareholders) 非正式组织:(Informal organization) 跨国公司:(Multinational Corporation, MNC) 管理多样性:(Managing diversity) 三、工作:(Job) 职位:(Posting) 工作分析:(Job analysis) 工作说明:(Job description) 工作规范:(Job specification) 工作分析计划表:(Job analysis schedule, AS) 职位分析问卷调查法:(Management Position Description Questionnaire, MPDQ) 行政秘书:(Executive secretary) 地区服务经理助理:(Assistant district service manager) 四、人力资源计划:(Human Resource Planning, HRP) 战略规划:(Strategic planning) 长期趋势:(Long term trend) 要求预测:(Requirement forecast) 供给预测:(Availability forecast) 管理人力储备:(Management inventory) 裁减:(Downsizing) 人力资源信息系统:(Human Resource Information System, HRIS) 五、招聘:(Recruitment) 员工申请表:(Employee requisition) 招聘方法:(Recruitment methods) 内部提升:(Promotion From Within, PFW) 工作公告:(Job posting) 广告:(Advertising) 职业介绍所:(Employment agency) 特殊事件:(Special events)
第一章人力资源管理概述 一.单选题: 1. 下列人力资源管理与传统人事管理的区别，哪一项有误？（） A. 人力资源管理把人看作是一种“资源”，而传统人事管理则把人看作是成本 B. 人力资源管理以事为中心，而传统人事管理的特点则以人为中心 C. 人力资源管理将企业的人力资源系统地加以规划，而传统人事管理未形成系统规划 D. 人力资源管理重视人与环境的协调，而传统人事管理则忽视人与环境的协调配合 2. 人力资源是（） A. 一个国家或地区的人口总和 B. 具有特定的知识技能和专长的人才 C. 能够推动整个经济和社会发展的具有智力劳动和体力劳动能力的人口总和 D. 具有现实劳动能力，并参加社会就业的劳动者 3. 从现实的应用形态来看，下面哪个方面不是人力资源所应包含的内容？( ) A. 体质 B. 智力 C. 思想 D. 技能 4. 具有内耗性特征的资源是（） A. 自然资源 B. 人力资源 C. 矿产资源 D. 一次性资源 5. 人力资源管理的首要目标是( ) A. 事得其人，人尽其才，取得最大的使用价值 B. 节约用人成本，降低企业的运营费用 C. 发挥最大的主观能动性，提高工作效率 D. 维持并改进员工队伍的素质 6. 如果人力资源得不到及时和适当的利用，个体所拥有人力资源的作用就会随着时间的流逝而降低甚至丧失，这体现了人力资源的（） A. 能动性 B. 时效性 C. 持续性 D. 再生性 7. 人力资源不一定越多就越能产生效益，这体现了人力资源的（） A. 内耗性 B. 时效性 C. 持续性 D. 再生性 8. 人力资源管理的首要特征是（）
A. 能动性 B. 时效性 C. 持续性 D. 再生性 9. 常言道，一个和尚挑水喝，两个和尚抬水喝，三个和尚没水喝，这体现了人力资源具有（）的特性 A. 资本性 B. 时效性 C. 内耗性 D. 能动性 10. “管理者已不是指挥者、调节者或监督者，而是起辅助者的作用，从而给员工以支持和帮助”这种管理方式所对应的人性假设是（） A. “经济人” B. “社会人” C. “自我实现人” D. “复杂人” 11. 人本管理以（）为主要方式 A. 监督 B. 激励 C. 命令 D. 支持 12. 关于人性假设，其中提出“经济人”假设的代表人物是（） A. 梅奥 B. 马斯洛 C. 泰罗 D. 薛恩 13. 下列属于内容型激励理论的是（） A. 需要层次理论 B. 期望理论 C. 公平理论 D. 强化理论 14. （）理论认为，只要自己的才能表现出来，个体才能得到最大的满足 A. “经济人” B. “社会人” C. “自我实现人” D. “复杂人” 15. 人们的工作动机不只在于经济利益，更重要的是工作中的各种社会关系，这种人性假设理论是（） A. “经济人”假设理论 B. “社会人”假设理论 C. “自我实现人”假设理论 D. “复杂人”假设理论 二. 多选题: 1. 以下关于人力资源管理的说法，正确的是（） A. 人力资源管理对企业决策层毫无意义，它只对人力资源管理部门具有重要意义 B. 人力资源管理有利于提高员工的工作生活质量与满意度 C. 人力资源管理有利于资源的合理配置 D. 人力资源管理涉及到选拔、任用、调配、激励等一系列环节，浪费时间又徒增成本 E. 有利于提高经济效益 2. 人力资源管理活动包括（） A. 人力资源规划 B. 工作分析与设计 C. 绩效管理 D. 职业生涯发展 E. 薪酬管理 3. 企业经营的四大类资源包括（） A. 经济资源 B. 信息资源 C. 人力资源 D. 物质资源 E. 财务资源