管理学 人力资源管理 (9.15)--模块九习题作业

第九章人力资源管理习题一、填充题1．_________是人力资源管理程序中的第一步。

2．依据招聘的内外环境不同，组织大致可以通过_________和_________两种方式来选择和填补员工的空缺。

3．测试和评估候选人分析问题和解决问题的能力，可借助________或称_______的方法。

4．选聘工作的基础是_________。

5．选聘工作的有效性要求被选用的凭证具有_________、_________和_________。

6．_________ 和_________是两种典型的绩效模拟测验，前者适用于_________，后者适用于_________。

7．依据所在职位的不同，员工培训可以分为_________、_________和_________三种形式。

8．_________和_________是两种最常见的在职培训。

9．实际工作报酬必须与员工的_________相结合，这是组织分配制度的一条基本原则。

10．现代绩效评估更多采用_________。

11．员工招聘的标准有_________、_________、_________和_________。

12．高层次管理人才的选拔应首先考虑_________招聘方式。

13．员工选聘时所选用的凭证有_________、_________、_________、_________、_________、_________等。

14．应聘者一旦决定被录用之后，组织中的人事部门应该对他将要从事的工作和组织的情况给予必要的介绍和引导，西方国家称之为_________。

15．人力资源的需求量主要是根据组织中_________和_________来确定的。

16．人力资源计划的整个过程可以分为_________、_________、_________ 、_________、_________、_________六个步骤。

17．人力资源计划中最为关键的一项任务是_________ 。

第一章习题一、概念识记人力资源人力资本人事管理人力资源管理战略性人力资源管理管理管理者使命愿景核心价值观战略匹配性战略弹性二、单项选择题1.现代意义上的“人力资源”的概念是由（）提出的。

A.彼得•德鲁克B.约翰•康芒斯C.西奥•多舒尔茨D.亨利•法约尔2.被人们誉为“人力资本之父”的是（）。

A.彼得•德鲁克B.约翰•康芒斯C.西奥•多舒尔茨D.亨利•法约尔3.人力资源最根本的性质是（）。

A.生物性B.能动性C.时效性D.增值性4.在人力资源管理的功能中，与用人相对应的是（）。

A.吸纳B.激励C.开发D.维持5.公司的董事长或总经理、学校的校长或副校长属于组织层级中的（）。

A.高层管理者B.中层管理者C.基层管理者D.非管理人员6.下列各项具体角色中，属于“人际关系”角色分类的是（）。

A.挂名首脑B.监听者C.发言人D.资源分配者7.下列选项中，属于人力资源管理部门承担的职能或职责的是（）。

A.工作分析B.员工关系C.组织收益D.战略制定8.下列选项不属于人力资源管理外部环境的是（）。

A.组织战略B.政治因素C.技术因素D.文化因素9.下列选项不属于人力资源管理内部环境的是（）。

A.法律因素B.组织文化C.组织战略D.领导风格10.下列选项不属于人力资源管理的理论基础是（）。

A.战略管理理论B.资源基础理论C.人力资本理论D.行为观点理论三、多项选择（10）1.通常我们所指代的资源种类有（）。

A.物质资源B.信息资源C.人力资源D.技术资源2.人力资本投资的主要形式有（）。

A.教育B.劳动力迁移C.医疗保健D. 培训3.管理的基本职能是（）。

A.计划B.组织C.领导D.控制4.明茨伯格的管理者角色理论中角色分类包括（）。

A.人际关系B.信息传递C.决策制定D.控制管理5.罗伯特•L•卡茨认为管理者需要具备下述哪些技能（）。

A.技术技能B.人际技能C.概念技能D.管理技能6.美国国际人力资源管理学会认为，人力资源管理者应当承担的角色有（）。

第九章人力资源管理习题一、填充题1．_________是人力资源管理程序中的第一步。

2．依据招聘的内外环境不同，组织大致可以通过_________和_________两种方式来选择和填补员工的空缺。

3．测试和评估候选人分析问题和解决问题的能力，可借助________或称_______的方法。

4．选聘工作的基础是_________。

5．选聘工作的有效性要求被选用的凭证具有_________、_________和_________。

6．_________ 和_________是两种典型的绩效模拟测验，前者适用于_________，后者适用于_________。

7．依据所在职位的不同，员工培训可以分为_________、_________和_________三种形式。

8．_________和_________是两种最常见的在职培训。

9．实际工作报酬必须与员工的_________相结合，这是组织分配制度的一条基本原则。

10．现代绩效评估更多采用_________。

11．员工招聘的标准有_________、_________、_________和_________。

12．高层次管理人才的选拔应首先考虑_________招聘方式。

13．员工选聘时所选用的凭证有_________、_________、_________、_________、_________、_________等。

14．应聘者一旦决定被录用之后，组织中的人事部门应该对他将要从事的工作和组织的情况给予必要的介绍和引导，西方国家称之为_________。

15．人力资源的需求量主要是根据组织中_________和_________来确定的。

16．人力资源计划的整个过程可以分为_________、_________、_________ 、_________、_________、_________六个步骤。

17．人力资源计划中最为关键的一项任务是_________ 。

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（）A．企业文化阶段B．科学管理阶段C．人际关系阶段D．行为管理阶段16．下列哪项不是人际关系阶段的特点（）A．采用“社会人”的假设B．强调外部控制C．重点管理人的思想D．弱化制度的作用17．X-Y理论是哪个发展阶段的代表性理论（）A．企业文化阶段B．科学管理阶段C．人际关系阶段D．行为管理阶段18．需要层次论是哪个发展阶段的代表性理论（）A．企业文化阶段B．科学管理阶段C．人际关系阶段D．行为管理阶段19．马斯洛需要层次理论排列正确的是（）A．生理需要——交往需要——安全需要——尊重需要——自我实现需要B．生理需要——安全需要——尊重需要——交往需要——自我实现需要C．自我实现需要——安全需要——尊重需要——交往需要——生理需要D．自我实现需要——尊重需要——交往需要——安全需要——生理需要20．麦肯锡的7S模型诞生于哪个管理发展阶段（）A．企业文化阶段B．科学管理阶段C．人际关系阶段D．行为管理阶段21．学习型组织出现于哪个管理发展阶段（）A．企业文化阶段B．科学管理阶段C．人际关系阶段D．行为管理阶段22．在麦肯锡的7S模型中，居于核心地位的是（）A．人员B．共有价值观C．社会环境D．作风23．招聘体现的是人力资源管理功能中的（）功能A．获取B．整合C．保持与激励D．开发24．新员工培训体现的是人力资源管理功能中的（）功能A．获取B．整合C．保持与激励D．开发25．薪酬体现的是人力资源管理功能中的（）功能A．获取B．整合C．保持与激励D．开发26．人力资源培训主要体现的是人力资源管理功能中的（）功能A．获取B．整合C．保持与激励D．开发27．绩效考核主要体现的是人力资源管理功能中的（）功能A．获取B．整合C．控制与调整D．开发28．下列关于人力资源管理的功能的陈述不正确的是（）。

人力资源第九章习题Chapter 9: Performance Management and AppraisalMultiple Choice1.The process of evaluating an employee’s current and/or past performancerelative to his or her performance standards is called ________.a.recruitmentb.employee selectionc.performance appraisal/doc/0918134637.html,anizational developmente.training(c; easy; p. 336)2.When goal setting, performance appraisal, and development areconsolidated into a single, common system designed to ensure thatemployee performance supports a company’s strategy, it is called________.a.strategic organizational developmentb.performance managementc.performance appraisald.human resource managemente.strategic management(b; easy; p. 336)3.Performance management combines performance appraisal with ________to ensure that employee performance is supportive ofcorporate goals.a.goal settingb.trainingc.incentive systemsd.all of the abovee.none of the above(d; moderate; p. 336)4.Managers following a performance management approach to appraisalswill usually meet with employees on a ________ basis.a.weeklyb.monthlyc.bi-annuald.yearlye.bi-monthly(a; moderate; p. 336)5.Managers following a traditional performance appraisal system willtypically meet with employees on a ________ basis.a.dailyb.weeklyc.monthlyd.bi-monthlye.yearly(e; moderate; p. 336)6.The component of an effective performance management process thatcommunicates the organization’s higher level goals throughout theorganization and then translates these goals intodepartmental goals iscalled ________.a.role clarificationb.goal alignmentc.developmental goal settingd.direction sharinge.coaching and support(d; difficult; p. 338; AACSB: communication)7.The component of an effective performance management process thatexplains each employee’s role in terms of his or her day-to-day work is called ________.a.role clarificationb.goal alignmentc.developmental goal settingd.direction sharinge.coaching and support(a; difficult; p. 338; AACSB: communication)8.Which of the following is not one of the guidelines for effective goalsetting?a.assign specific goalsb.assign measurable goalsc.assign challenging but doable goalsd.assign consequences for performancee.encourage participation(d; moderate; p. 339)9.The S in the acronym for SMART goals stands for ________.a.specificb.straightforwardc.strategicd.sourcee.support(a; easy; p. 339)10.The M in the acronym for SMART goals stands for ________.a.moderateb.measurablec.meaningfuld.mid-rangee.merit(b; moderate; p. 339)11.The A in the acronym for SMART goals stands for ________.a.actionableb.appropriatec.attainabled.attitudee.asset(c; moderate; p. 339)12.Participatively set goals result in higher performance than assigned goalswhen ________.a.participatively set goals are more difficultb.assigned goals are more difficultc.the rewards are also higherd.participatively set goals are used consistentlye.the goals are doable(a; moderate; p. 339)13.When using goal setting in performance management, the goals should be________.a.difficultb.challengingc.doabled.specifice.all of the above(e; easy; p. 339)14.Who is the primary person responsible for doing the actual appraising ofan employee’s performance?a.the employee’s direct supervisorb.the company appraiserc.the human resource managerd.the EEO contact persone.none of the above(a; moderate; p. 340)15.Which of the following is not a role played by the HR departmentregarding performance appraisals?a.training of supervisorsb.monitoring the appraisal systemc.appraising of employeesd.ensuring compliance with EEO lawse.advising regarding appraisal tools and procedures(c; moderate; p. 340)16.When designing an actual appraisal method, the two basic considerationsare ________.a.who should measure and when to measureb.when to measure and what to measurec.what to measure and who should measured.what to measure and how to measuree.when to measure and how to measure(d; moderate; p. 341)17.The most popular technique for appraising performance is the__________________ method.a.alternation rankingb.graphic rating scalec.Likertd.MBOe.constant sum rating scale(b; moderate; p. 341)18.Which performance appraisal technique lists traits and a range ofperformance?a.alternation rankingb.graphic rating scalec.Likertd.MBOe.constant sum rating scale(b; moderate; p. 341)19.What do performance appraisals measure?a.generic dimensions of performanceb.performance of actual dutiesc.employee competencyd.achievement of objectivese.all of the above(e; moderate; p. 341)20.If a performance appraisal focuses on an employee’s ability to “identifyand analyze problems” or to “maintain harmonious and effective workingrelationships,” then the performance appraisal is focused on measuring________.a.generic dimensions of performanceb.performance of actual dutiesc.employee competencyd.achievement of objectivese.all of the above(c; moderate; p. 344; AACSB: reflective thinking)21.If a performance appraisal focuses on an employee’s quality and quant ityof wok, then the performance appraisal is focused on measuring ________.a.generic dimensions of performanceb.performance of actual dutiesc.employee competencyd.achievement of objectivese.all of the above(a; moderate; p. 344; AACSB: reflective thinking)22.The ________ method of performance appraisal involves listing all thesubordinates to be rated, crossing out the names of any not known wellenough to rank, indicating the employee who is the highest on eachcharacteristic being measured and who is the lowest, and then alternatingbetween the next highest and lowest until all employeeshave been ranked.a.alternation rankingb.graphic rating scalec.Likertd.MBOe.constant sum rating scale(a; moderate; p. 344)a.is based on progress made toward the accomplishment of measurablegoals/doc/0918134637.html,bines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good orpoor performancec.requires that the supervisor keep a log of positive and negativeexamples of a subordinate’s work-related behaviord.requires a supervisor to evaluate performance by assigningpredetermined percentages of those being rated into performancecategoriese.involves listing all the subordinates to be rated, crossing out the namesof any not known well enough to rank, indicating the employee who isthe highest on each characteristic being measured and who is thelowest, and then alternating between the next highest and lowest untilall employees have been ranked(e; moderate; p. 344)24.The most popular method for ranking employees is the ________ method.a.graphic ranking scaleb.constant sum ranking scalec.alternation rankingd.paired comparisone.forced distribution(c; moderate; p. 344)25.Suppose you have five employees to rate. You make a chart of all possiblepairs of employees for each trait being evaluated. Then, you indicate thebetter employee of the pair for each pair. Finally, you add up the numberof positives for each employee. In this case, you have used the ________method of performance appraisal.a.graphic ranking scaleb.constant sum ranking scalec.alternation rankingd.paired comparisone.forced distribution(d; moderate; p. 344)a.is based on progress made toward the accomplishment of measurablegoals/doc/0918134637.html,bines the benefits of narratives, critical incidents, and quantifiedscales by assigning scale points with specific examples of good orpoor performancec.requires that the supervisor keep a log of positive and negativeexamples of a subordinate’s work-related behaviord.requires a supervisor to evaluate performance by assigningpredetermined percentages of those being rated into performancecategoriese.involves listing all the subordinates to be rated, crossing out the namesof any not known well enough to rank, indicating the employee who isthe highest on each characteristic being measured and who is thelowest, and then alternating between the next highest and lowest untilall employees have been ranked(d; moderate; p. 345)27.When a supervisor evaluates performance by assigning predeterminedpercentages of ratees into performance categories, he or she has used the________ method of performance appraisal.a.graphic ranking scaleb.constant sum ranking scalec.alternation rankingd.paired comparisone.forced distribution(e; moderate; p. 345)28.John, the supervisor of the manufacturing department, is in the process ofevaluating his staff’s performance. He has determined that 15% of th egroup will be identified as high performers, 20% as above averageperformers, 30% as average performers, 20% as below average performers, and 15% as poor performers. John is using a ________ method.a.graphic rating scaleb.constant sum ranking scalec.forced distributiond.alternation rankinge.paired comparison(c; moderate; p. 345)29.Which of the following measurement methods rates employeeperformance relative to other employees?a.graphic rating scaleb.forced distributionc.likert scaled.constant sums ratinge.critical incident method(b; moderate; p. 346)30.With the ________ method, the supervisor keeps a log of positive andnegative examples of a subordinate’s work-related behavior.a.alternation rankingb.constant sums ratingc.forced distributiond.narrative formse.critical incident(e; easy; p. 348)31.The critical incident technique refers to an appraisal method, which________.a.is based on progress made toward the accomplishment of measurablegoals/doc/0918134637.html,bines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good orpoor performancec.requires that the supervisor keep a log of positive and negativeexamples of a subordinate’s work-related behaviord.requires a supervisor to evaluate performance by assigningpredetermined percentages of those being rated into performancecategoriese.involves listing all the subordinates to be rated, crossing out the namesof any not known well enough to rank, indicating the employee who isthe highest on each characteristic being measured and who is thelowest, and then alternating between the next highest and lowest untilall employees have been ranked(c; moderate; p. 348)32.All of the following are advantages of using the critical incident methodfor appraising performance except that ________.a.it provides examples of good performanceb.it does not include a numerical ratingc.it provides examples of poor performanced.it reflects performance from throughout the appraisal periode.incidents can be tied to performance goals(b; moderate; p. 348)33.Which appraisal method combines the benefits of narratives, criticalincidents, and quantified scales by assigning scale points with specificexamples of good or poor performance?a.behaviorally anchored rating scaleb.graphic rating scalec.constant sums rating scaled.alternation rankinge.none of the above(a; easy; p. 350)34.Behaviorally anchored rating scale (BARS) refers to an appraisal method,which ________.a.is based on progress made toward the accomplishment of measurablegoals/doc/0918134637.html,bines thebenefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good orpoor performancec.requires that the supervisor keep a log of positive and negativeexamples of a subordin ate’s work-related behaviord.requires a supervisor to evaluate performance by assigningpredetermined percentages of those being rated into performancecategoriese.involves listing all the subordinates to be rated, crossing out the namesof any not known well enough to rank, indicating the employee who isthe highest on each characteristic being measured and who is thelowest, and then alternating between the next highest and lowest untilall employees have been ranked(b; moderate; p. 350)35.The first step in developing a behaviorally anchored rating scale is to________.a.develop performance dimensionsb.generate critical incidentsc.reallocate incidentsd.scale incidentse.develop a final instrument(b; moderate; p. 350)36.Which step in developing a behaviorally anchored rating scale involvesclustering critical incidents into a smaller set of performance dimensions?a.firstb.secondc.thirdd.fourthe.fifth(b; moderate; p. 350)37.Which step in developing a behaviorally anchored rating scale involvesclustering definitions and critical incidents, reassigning each incident tothe cluster where it fits best and then determining the level of agreementamong the group as to the allocation of incidents?a.firstb.secondc.thirdd.fourthe.fifth(c; moderate; p. 351)38.All of the following are advantages of behaviorally anchored rating scales(BARS) except that they ________.a.are more accurateb.provide clearer standardsc.are time consumingd.are reliablee.help explain performance appraisal ratings to appraisees(c; easy; p. 353)39.Management by objectives (MBO) refers to an appraisal method, which________.a.is based on progress made toward the accomplishment of measurablegoals/doc/0918134637.html,bines the benefits of narratives, critical incidents, and quantified scales by assigning scale points with specific examples of good orpoor performancec.requires that the supervisor keep a log of positive and negativeexamples of a subordinate’s work-related behaviord.requires a supervisor to evaluate performance by assigningpredetermined percentages of those being rated into performancecategoriese.involves listing all the subordinates to be rated, crossing out the namesof any not known well enough to rank, indicating the employee who isthe highest on each characteristic being measured and who is thelowest, and then alternating between the next highest and lowest untilall employees have been ranked(a; moderate; p. 353)40.Which of the following is a problem with using MBO?a. a tendency to set unclear objectivesb. a tendency to set unmeasurable objectivesc.it is time consumingd.tug of war between subordinate and manager regarding goalse.all of the above(e; moderate; p. 353)41.Graphic rating scales are subject to all of the following problems except________.a.unclear standardsb.halo effects/doc/0918134637.html,plexityd.central tendencye.leniency(c; difficult; p. 356)42.When different supervisors define levels of performance (good, fair, poor)differently, unfair appraisals could result due to a problem with ________.a.unclear standardsb.halo effects/doc/0918134637.html,plexityd.central tendencye.leniency(a; moderate; p. 355)43.________ is defined as the inf luence of a rater’s general impression onratings of specific ratee qualities.a.Impression managementb.Halo effectc.Central tendencyd.Stereotypinge.Bias(b; moderate; p. 356)44.Jason is generally considered unfriendly at work. His supervisor rates himlow on the trait “gets along well with others” but also rates him lower onother traits unrelated to socialization at work. Jason’s performanceappraisal may be unfair due to ________.a.impression managementb.biasc.stereotypingd.halo effectse.strictness(d; difficult; p. 356)45.Some supervisors, when filling in rating scales, tend to avoid the highs andlows on the scale and rate most people in the middle. This ________means that all employees may be rated average.a.halo effectb.stereotypingc.central tendencyd.strictnesse.leniency(c; moderate; p. 356)46.The best way of reducing the problem of central tendency in performanceappraisals is to ________.a.rank employeesb.be aware of the problemc.train supervisors to avoid itd.impose a distribution for performancee.consider the purpose of the appraisal(a; difficult; p. 356)47.The ________ problem occurs when supervisors tend to rate all theirsubordinates consistently high.a.central tendencyb.leniencyc.strictnessd.biase.halo effect(b; easy; p. 356)48.The ________ problem occurs when supervisors tend to rate all theirsubordinates consistently low.a.central tendencyb.leniencyc.strictnessd.biase.halo effect(c; easy; p. 356)49.Which big five personality trait is associated with performance appraisalratings that are too strict?a.agreeablenessb.extraversionc.conscientiousnessd.opennesse.neuroticism(c; difficult; p. 356)50.Which big five personality trait is associated with performance appraisalratings that are too lenient?a.agreeablenessb.extraversionc.conscientiousnessd.opennesse.neuroticism(a; difficult; p. 356)51.The best way of reducing the problems of leniency or strictness inperformance appraisals is to ________.a.rank employeesb.be aware of the problemc.train supervisors to avoid itd.impose a distribution for performancee.consider the purpose of the appraisal(d; difficult; p. 356)52.When an employee’s personal characteristics such as age, race, and genderinfluence a supervisor’s evaluation of his or her performance, the problem of ________ has occurred.a.biasb.stereotypingc.central tendencyd.halo affecte.strictness(a; easy; p. 356)53.Which of the following could result in a legally questionable appraisalprocess?a.conduct a job analysis to establish criteria and standards for successfulperformanceb.base appraisals on subjective supervisory observationsc.administer and score appraisals in a standardized fashion/doc/0918134637.html,e clearly defined job performance dimensionse.avoid abstract trait names when using graphic rating scales(b; difficult; p. 360; AACSB: analytical skills)54.Who is in the best position to observe and evaluate a n employee’sperformance for the purposes of a performance appraisal?a.peersb.customersc.rating committeesd.top managemente.immediate supervisor(e; easy; p. 359)55.Performance appraisals may be conducted by ________.a.the immediate supervisorb.peersc.rating committeesd.subordinatese.all of the above(e; easy; p. 359)56.Rating committees, made up of an employee’s immediate supervisor alongwith other supervisors, usually have ________ members.a.1-2b.3-4c.6-7d.8-9e.10 or more(b; easy; p. 359)57.While peer appraisals have many benefits, one problem is ________,when several peers collaborate to rate each other highly.a.social loafingb.group thinkc.logrollingd.alliance forginge.impression management(c; moderate; p. 359)58.Peer appraisals have been shown to result in a(n) ________.a.reduction of social loafing in the teamb.reduction of group cohesionc.decrease in satisfaction with the groupd.lower task motivatione.tendency to inaccurately predict who would be promoted(a; moderate; p. 359)59.What usually occurs when employees rate themselves ina performanceappraisal?a.interrater reliability is higherb.appraisals are subject to halo effectsc.logrolling could occurd.ratings are higher than when rated by supervisors or peerse.ratings are about the same as when determined by peers(d; easy; p. 360)60.Firms that use ________ let subordinates anonymously rate theirsupervisor’s performance.a.downward feedbackb.upward feedbackc.MBOd.narrativese.critical incidents(b; moderate; p. 361)61.What process allows top management to diagnose the management stylesof supervisors, identify potential “people” problems, and take correctiveaction with individual supervisors as necessary?a.strategic performance appraisal/doc/0918134637.html,anizational developmentc.upward feedbackd.MBOe.critical incidents(c; moderate; p. 361)62.When subordinates provide feedback for supervisors, the commentsshould be anonymous because identifiable responses tendto result in________.a.more critical ratingsb.increased comfort with the process on the part of the subordinatec.more negative attitudes from managers receiving the feedbackd.more inflated ratingse.all of the above(d; difficult; p. 361; AACSB: communication)63.What is another term for 360-degree feedback?a.feedback loopb.multi-source assessmentc.upward feedbackd.circle feedbacke.wheel feedback(b; easy; p. 362)64.You are conducting an appraisal interview with an employee who issatisfactory, but not promotable. Which incentive listed below wouldlikely be the least effective for maintaining satisfactory performance inthis situation?a.time offb.small bonus/doc/0918134637.html,plimentsd.additional professional developmente.additional authority(d; difficult; p. 363)65.Which is the easiest type of appraisal interview to conduct?a.satisfactory-not promotableb.satisfactory-promotablec.unsatisfactory-correctabled.unsatisfactory-uncorrectablee.final warning(b; moderate; p. 363)66.When conducting an appraisal interview, supervisors should do all of thefollowing except ________.a.talk in terms of objective work data/doc/0918134637.html,pare the person’s performance to a standardc.encourage the employee to talkd.give specific examples of poor performance/doc/0918134637.html,pare the person’s performance to that of other employees(e; difficult; p. 363; AACSB: communication)67.Which of the following responses is not typical during a negative appraisalinterview?a.denialb.angerc.reliefd.aggressione.retreat(c; easy; p. 364)68.When a supervisor must criticize a subordinate in an appraisal interview, itis best to ________.a.hold the meeting with other people who can diffuse the negativesituationb.provide examples of critical incidentsc.acknowledg e the su pervisor’s personal biases in the situationd.provide feedback once per yeare.surprise the employee so they cannot develop excuses for poorperformance(b; difficult; p. 365)69.Subordinates may feel dissatisfied with their appraisal interview whenthey ________.a.feel threatened during the interviewb.have an opportunity to express their ideasc.have an opportunity to influence the course of the interviewd.have a constructive interviewer conduct the interviewe.are shown specific examples of their poor performance(a; moderate; p. 365)70.When an employee’s performance is so poor that a written warning isrequired, the warning should ________.a.identify the standards by which the employee is judgedb.provide examples of employees who met the standardsc.provide examples of times when the employee did meet the standardsd.be sent to the employee in question, to the manager’s superior, and tothe EEO officee.all of the above(a; difficult; p. 365)True/ False71.Performance appraisals assume that the employee understood what his orher performance standards were. (T; easy; p. 336)72.Supervisors should provide employees with feedback, development, andincentives necessary to help employees eliminate performancedeficiencies or to continue to perform well. (T; easy; p. 336)73. A properly designed performance management system utilizes yearlymeetings to ensure continuous improvement in the employee’s capacityand performance. (F; moderate; p. 336)74.Goals should be challenging, but not so difficult that they appearimpossible or unrealistic. (T; easy; p. 339)75.The evidence suggests that participatively set goals consistently result inhigher performance than assigned goals. (F; moderate; p. 339)76.The HR department conducts performance appraisals, develops theappraisal tools, and monitors the appraisal system. (F; difficult; p. 340) 77.The alternation ranking method is the simplest and most popular techniquefor appraising performance. (F; moderate; p. 341)78.When actual job duties are appraised, the idea is to focus on the extent towhich the employee exhibits the competencies that the employer values.(F; difficult; p. 344)79.The forced distribution method is similar to grading on a curve meaningthat predetermined percentages of those being rated are placed intoperformance categories. (T; moderate; p. 345)80.The basic problem with rankings is that while it is not difficult to identifythe extreme good and bad performers, it is difficult to differentiatemeaningfully between the others. (T; moderate; p. 347)81.Top employees often outperform the average employees by as much as100%. (T; moderate; p. 346)82.BARS is a rating approach that involves keeping a record of uncommonlygood or undesirable examples of an employee’s work-related behavior and reviewing it with the employee at predetermined times. (F; easy; p. 348) 83.MBO relates an employee’s work goals to his or her departmental goals and to the organization’s goals. (T; moderate; p. 353)84.Electronic performance monitoring (EPM) allows supervisors toelectronically monitor the amount of computerized data an employee isprocess each day. (T; easy; p. 354; AACSB: use of IT)85.The advantages of the BARS appraisal tool include accuracy, clearstandards, and consistency. (T; moderate; p. 353)86.Graphic rating scales are the most reliable for rating performance. (F;moderate; p. 355)87.Central tendency is defined as the influence of a rater’s general impressionon ratings of specific ratee qualities. (F; moderate; p. 356)88.Performance appraisal ratings tend to be more positive when the purposeis to award promotions and/or pay raises than when the purpose is todetermine employee development needs. (T; moderate; p. 356)89.Rater idiosyncratic biases account for the largest percentage of theobserved variance in performance ratings. (T; difficult; p. 356)90.Courts have ofte n found that inadequacies in an employer’s appraisalsystem were related to illegal discriminatory actions in cases involvinglayoffs, promotions, and discharges. (T; moderate; p. 360)91.Peer appraisals have been shown to have an immediate positive impact onimproving task motivation, cohesion, and satisfaction, while reducingsocial loafing. (T; moderate; p. 359)92.Managers who receive feedback from subordinates who identifythemselves view the upward appraisal process more negatively than domanagers who receive anonymous feedback. (F; difficult; p. 361)93.An appraisal interview is used to make plans for new hires as they movethrough the selection and training process. (F; moderate; p. 362)94.360-degree feedback is generally used for development purposes, ratherthan for pay increases. (T; moderate; p. 362)95.360-degree feedback is sometimes called the wheel of feedback becauseratings are collected from all around an employee. (F; easy; p. 362)96.The goal for a supervisor conducting a satisfactory-not promotableappraisal interview is to maintain satisfactory performance by findingincentives that are important to the person. (T; easy; p. 363)97.The goal for a supervisor conducting an unsatisfactory-correctableappraisal interview is to encourage the employee by providingreinforcements like job enlargement and compliments. (F; difficult; p.363)98.While formal written warnings are provided too late to salvage anemployee’s performance and position at the company, they。

第九章激励理论一、名词解释1．激励2．动机3．需要层次理论4．双因素理论5．期望理论6．公平理论二、判断题1．动机就是个体通过艰苦努力实现组织目标地愿望，而这种努力又能满足个体地某些需要（）2．激励地过程主要又四个部分，即行为、需要、动机、绩效。

首先是产生动机，通过激励，最后达到提高绩效地目的（）3．马斯洛地需求层次理论由低级到高级需求依次为：生理需要、安全需要、尊重需要、社交需要、自我实现需要。

（）4．在双因素理论中保健因素是指那些与人们地不满情绪有关地因素，如公司地政策、管理＆监督、人际关系＆工作条件等（）5．亚当斯地公平理论地基础在于，员工不是在真空中工作，他们总是在进行比较，比较地结果影响他们工作地努力程度（）6公平理论地不足在于，员工本身对公平地判断是极其主观地。

因为人们总是倾向于过高地估计自我付出，过低地估计所得薪酬。

（）三、单选题1．激励进程地起点是（）A目标B行为 C 动机D需要2．激励过程即（）A 需要—动机—行为—绩效B 绩效—行为—动机—需要C 动机—行为—绩效—需要D 行为—绩效—动机—需要3．成功后地喜悦比薪酬更重要，这是人们的（）A.生理需要B安全需要C社交需要D自我实现4．赫兹伯格认为，下列因素中不属于激励因素的是（）A 期望B成就感C责任感 D 人际关系5．管理者激发员工的工作热情，使他们产生满意情绪，要利用（）A 保健因素B维持因素C激励因素D薪酬6．为了防止员工产生不满情绪，维护员工工作积极性，管理者要注意（）A．公平B 保健因素C 满足需要D满意度7．公平理论认为影响员工工作努力程度的因素是（）A 薪酬量B比较的结果 C 工作条件D晋升机会8．某公司今年超额完成利润指标，公司决定按员工个人工资的50％一次性发放年终奖金，结果花钱买来的是怨声载道，此现象可用（）理论来解释A 期望理论B公平理论C双因素理论D需要层次理论9．金钱不是万能的，但“重赏之下必有勇夫”说明了（）A 金钱是满足人们需要的先决条件B 金钱是社会财富的凭证C 金钱的奖励作用是不可完全替代的D金钱拜物教是有市场的10．商鞅在秦国推行改革，他在城门口立了一个木棍，声称能将木棍从南门移到北门的奖励500金，但没人去尝试。

（完整版）⼈⼒资源管理课后习题答案第⼀章⼈⼒资源管理概述1．对照西⽅⼯业化国家现代管理演进的过程，你认为我国企业管理的发展是否也会遵循同⼀规律？为什么？（1）我国企业管理的发展不会再把西⽅⼯业化国家的现代管理演进的过程再⾛⼀遍，⼀⽅⾯由我国的具体的国情的决定的，我国的企业管理演进由中国的具体国情决定，不同于西⽅社会的发展历程，另⼀⽅⾯，由当今经济的发展的阶段决定的。

正如我国的社会发展阶段不会经过如同西⽅资本主义的发展阶段⼀样⼀个道理。

（2）西⽅国家现代管理的演进的过程，我们可以从中汲取有益的东西，结合中国的国情，加以应⽤。

（3）管理的发展规律是有共性的，同样适⽤⽤于中国的企业，中国企业应当抓住管理的发展规律，发现和发展适合中国企业的管理理论和模式。

2．当前我国企业⼈⼒资源管理主要症结在哪⾥？出路在何⽅？学完本章，对你有什么启迪？（1）我国企业⼈⼒资源管理的主要症结不在于具体的部门设置，不在于具体的管理体制，不在于具体的管理⽅法，不在于对于管理理念的理解，不在于员⼯的能⼒，这些我们都可以在相当短的时间内解决。

问题的关键在于两个⽅⾯：⼀是观念问题，⼆是执⾏问题。

这两个⽅⾯是我国企业⼈⼒资源管理的主要症结。

观念问题并不是代表你知道这个观念，⽽是这个观念能否成为你的习惯，成为中国企业的习惯。

执⾏的问题并不是代表你不具备这个能⼒，相反你恰恰具备这种能⼒，但是你没有去执⾏。

中国的很多企业配备了相应的适合的先进的⼈⼒资源管理制度，但是在执⾏上出了问题。

（2）关于路在何⽅，主要是解决观念和执⾏的问题，这两个问题的解决要齐头并进，在观念的指导下推进执⾏，在执⾏的磨练下培养观念。

执⾏的关键在于要注意细节，观念的关键不在于灌输⽽在于引导。

第⼆章⼈⼒资源战略与规划1．⼈⼒资源战略与企业战略有什么关系？（1）⼈⼒资源战略必须服从企业战略，企业战略的是长远的规划，所以⼈⼒资源战略必须长远规划。

（2）企业的发展战略有很多类型，所以⼈⼒资源战略必须根据不同的企业战略类型来相应的指定，⽽不能与企业战略背道⽽驰。

一、选择题：1.为了提高企业的经济效益，在进行人力资源管理时应该：（）A.因人设事；B.因事择人；C.因人设事和因事择人相结合；D.因才器用；2.现代以人为本的管理中，人力的“工具使用论”已被“资源开发论”所取代。

下述哪种人性假设更好地反映了人力资源开发的思想？（）A.经济人假设；B.社会人假设；C.机器人假设；D.自我实现人假设；3.“尺有所短，寸有所长”说明在进行人员配备时：（）A.不能对员工的工作要求过于苛刻，宽松的环境更能使员工有超常发挥；B.应该允许员工犯错误，特别是高级员工；C.学历高的人往往工作表现不好，学历低的人也会有惊人表现；D.就具体的工作职位来说，应该安排最擅长该工作的人；4.有人讲：“低效率靠管理，高效率靠激励”。

你对这句话的正确理解是：（）A.管理只能按部就班、有条不紊的做事，不可能高效率的完成工作；B.管理不要迷恋于制度的建立和权力的分配，管理者要尊敬和善待员工，通过刺激和奖励的行为来达到目的；C.在组织中激励的效果远远大于管理；D.事务型领导者已经不适应现代化企业组织；5.相比于外部招牌，内部提升的有点是：（）A.来源广泛，选择余地大；B.不会产生不满情绪；C.更快的胜任工作D.避免近亲繁殖6.哪一种文件能够使普通职工对他的工作有更全面的了解：（）A.组织结构图；B.雇佣规范；C.职务说明书；D.雇佣政策；7.某商店的某售货员长期以来服务态度不好，当某一天她因再次对顾客不理不睬而被经理解雇时，她声称没有听到过有关她工作表现不令满意的评价，这种事情可借助何类措施来避免？（）A.组织结构设计；B.人员配备；C.人员培训；D.绩效考评；8.在一场胜负攸关的与敌交锋中，某炮兵连长亲自充当阻击炮手，英勇无比地发挥了他在前些年炮兵生涯中超群的炮击本领。

战斗终于胜利了，在庆功会上这位一心等待着褒奖的炮兵连长不曾料想竟地到了撤职的处分。

对这件事最合理的解释是：（）A.该军领导因不了解炮兵连长的表现而错误地处分了他；B.炮兵连长因过分地邀功自傲而激怒了该军领导；C.炮兵连长的英勇战斗行为不符合军事指挥官的职责要求；D.炮兵连长没有成功的培养出杰出的炮手；9.下列哪一种情况应优先采用内部提升的方式？（）A.选拔高层次管理人才；B.外部环境变化剧烈；C.需要对公司战略进行重大修改；D.组织有一个持续发展的既定战略；10.人力资源计划的任务不包括：（）A.评价组织中人力资源的需求数量；B.选配合适的人员；C.制定和实施人员培训计划；D.处理好来自各方面的冲突；11.企业在选择招聘方式时应注意的因素包括：（）A.企业经营环境的特点；B.所需选聘人才的层次；C.企业所处的发展阶段；D.员工的思想情绪；12.绩效评估的作用有：（）A.为决策提供依据；B.检验企业或员工是否具有强烈的竞争意识；C.为组织发展提供支持；D.为员工潜能评估以及相关人事调整提供依据；13.管理学家劳伦斯•彼得认为：“在一个层级组织的中，每个职工趋向于上升到他所不能胜任的地位”。

《人力资源管理》课本练习题部分参考答案（二）第三章人力资源规划一、名词解释1、人力资源规划又称人力资源计划，是指根据组织的发展战略、目标及组织内外环境的变化，运用科学的方法对组织人力资源的需求和供给进行预测，制定相宜的政策和措施，从而使组织人力资源供给和需求达到平衡，实现人力资源合理配置，有效激励员工的过程。

（P63）2、德尔菲法（P75）也称专家判断法，是美国兰德公司在20世纪40年代后期发明并用于预测的一种方法。

3、经验预测法（P75）也称为比率法，是指根据过去的经验对人力资源需求进行预测的方法。

4、回归分析法是指找出与人力资源需求高度相关的变量（历史数据），用数理统计的方法定量地表示这种关系，得出一个回归方程，再用此方程预测未来人力资源需求的一种方法。

（P76）5、趋势外推法又称时间序列预测法，预测者根据组织过去的人事记录，找出过去若干年员工数量的变动趋势，确定其长期变动趋势，从而对未来的人力资源需求做出预测。

（P76）二、填空题1、供需平衡2、组织战略规划3、业务量与产量4、内部供给预测、外部供给预测5、供求预测6、微观集成法三、选择题1、C2、A3、A4、B、E5、A、B、C6、A、B、D、E四、判断是非题1、√2、×3、×4、×5、×五、简答题1、答：人力资源规划的程序即人力资源规划的过程，一般可分为以下几个步骤：收集有关信息资料、人力资源需求预测、人力资源供给预测、确定人力资源净需求、编制人力资源规划、实施人力资源规划、人力资源规划评估、人力资源规划反馈与修正。

2、答：人力资源规划包括两个层次，即总体规划和各项业务计划。

人力资源总体规划是指有关规划期内人力资源管理和开发的总目标、总政策、实施步骤以及总预算的安排等，它是根据组织战略规划制定的。

人力资源所属的各项业务计划是人力资源总体规划的进一步展开和细化，一般包括以下几个方面的计划：人员补充计划；人员使用计划；人员晋升计划；教育培训计划；评价激励计划；员工薪酬计划；退休解聘计划；劳动关系计划。