公共部门人力资源管理(第2版)_在线作业_1

吉大14秋学期《公共部门人力资源管理》在线作业一
一,单选题
1. 以下说法中，错误的一项是（）。

A. 公司一般更愿意把最高层管理者的工资增长与整个公司的业绩联系在一起
B. 对于中层管理者，公司通常把整个公司的业绩和市场占有率及内部因素连在一起来考虑薪酬因素
C. 对于基层管理者，薪水通常根据市场占有率、内部工资关系和个人业绩来决定
D. 一般说来，管理者级别越高，他们自主设计其工作的弹性就越小
正确答案：D
2. 用目标管理法来进行绩效评价，由（）制定本部门的目标。

A. 各部门的领导和他们的上级共同
B. 各部门的领导
C. 各部门的员工
D. 总经理
正确答案：A
3. 在运用目标管理法来进行绩效评价时，必须在建立工作绩效评价体系的同时，也要（）。

A. 提供反馈
B. 让员工了解评价结果
C. 建立整个组织的目标
D. 与员工公开交流
正确答案：C
4. 关于发布广告，下列描述不正确的是（）。

A. 广告是内部招聘最常用的方法
B. 通常的做法是在一些大众媒体上刊登出单位岗位空缺的信息，吸引对这些空缺岗位感兴趣的潜在人员应聘
C. 工作空缺的信息发布迅速，能够在一两天内就传达给外界
D. 有广泛的宣传效果，可以展示单位实力
正确答案：A
5. 内部选拔还可能导致部门之间出现（）的现象
A. 技工损失
B. 士气低落
C. 不利于团结
D. 挖人才
正确答案：D
二,多选题
1. 选择招聘渠道的主要步骤包括（）。

Review/Discussion QuestionsChapter 101.What key functions does performance appraisal play in organizations? (302)Employee compliance, performance improvement, and system validation. Reviewsreinforce organizational values, provide data on the effectiveness of recruitment, position management, training and compensation.2.According to a 2004 survey, what percentage of employees believed performanceappraisal accomplished its goals? (302)33% of employees3.How does performance evaluation relate to workplace violence? (303-304)Can produce paroxysms of shock and sorrow, anger and rage, triggering violence4.What are three paradoxes of performance appraisal? (302-304)1.People are often less certain about “where they stand” after the appraisal thanbefore it2.The higher one rises in a department, the lower the likelihood that quality feedbackwill be received3.Most employees perceive little connection between performance and pay5.What did the CSR of 1978 seek to do regarding performance appraisal? (305)Sought to evaluate employees not on subjective characteristics but on objective, job-related performance standards.6.How did NPR assess C SR’s success? (305)Declared it to be dysfunctional and detrimental to the success of governmental programs 7.What are three common types of appraisal? (305)1.trait-based2.behavior-based3.results-based8.What is a deficient appraisal? (306)Not all pertinent factors are considered9.What is a contaminated appraisal? (306)Irrelevant considerations are included10.What is a trait based system? (306)Require judgments on the degree to which someone possesses certain desired personal characteristics deemed important to the job.11.What are problems with it? (307)Difficult to define personality characteristics (much less the extent to which someone has them), subordinates may become suspicious.12.What did the court conclude in Brito v. Zia? (307)Criticized the subjective nature of trait-based systems because the results are not based or related to actual work behavior.13.What is the focus of behavior-based systems? (307)Attempt to discern what someone actually does, and what the function of the behavior(what reinforces it or keeps it going) is.14.What is the critical incident technique? (307)Used to record behaviors that are unusually superior or inferior.15.What are its drawbacks? (307-308)The micromanagement feature. Supervisors may keep a “book” on people., and mistakes, rather than achievements, may be more likely to be recorded because employees aresupposed to be competent. Another concern is that subordinates may engage in easilydocumented activities while hiding errors and neglecting tasks not readily observed.16.What is a BARS system? (308)Behaviorally Anchored Rating Scale: builds on the incident method. As well as the graphic rating scales. Defines the dimensions to be evaluated in behavioral terms and uses critical events to anchor or describe different performance levels.17.What are its drawbacks? (308)Often not practical because each job category requires its own BARS. There is littleevidence to support the superiority of this technique over other approaches.18.What is MBO? (308)Management by Objectives: Promises to achieve substantial organizational-individual goal congruence. Establishes agency objectives for every department, manager and eachemployee.19.What are its drawbacks? (308-309)Time consuming, conflicting objectives, focuses on short-term goals, can stifle creativity, teamwork is likely to suffer, may not assist in the employee development function.20.What is NOT the central issue in personnel appraisal? (310)The technique used is decidedly not the central issue in personnel appraisal because the type of tool does not seem to make much difference.21.What is the author’s view of performan ce appraisal software? Why? (311)A dislike of performance appraisal software, because it makes decisions on cognitiveabilities that are notoriously prone to error. The software contributes nothing to the most important part of the service ratings: The manager-employee interview.22.What are some answers to the qu estion, “Who is the rater?” (311)Traditionally the subordinates immediate supervisor, others include the ratee, peers,computers, and outsiders.23.What is the problem with self evaluation? (311)Subject to distortions including self-congratulations or, less likely, self-incrimination.24.When are peer evaluations most appropriate? (311)When work in an organization becomes more group oriented. In an agency culture high in trust, where coworkers develop rating scales and have access to relevant information, such assessments can be accurate.25.What are the pros and cons of electronic monitoring? (312)Pros include continuously collecting performance data, pinpointing problems, andproviding immediate feedback. Cons include creating a “electronic sweatshop”environment damaging creativity, morale, and health.26.What is a 360 degree evaluation system? (312)Those that gather information from subordinates, peers, and citizens,-by definition provide more data than other approaches. More data may produce more reliable, but not necessarily more valid information.27.What are four known sources of rating errors? (312)1.cognitive limitations2.intentional manipulationanizational influences4.human nature28.What is compatibility error? (313)An error that rates higher if the respondent is “similar to me”. Employees believe that their supervisors liking of them influences evaluations.29.What is spillover effect? (313)If the ratee does one thing exceptionally well or poorly, then that unfairly reflects oneverything else.30.What is recency effect? (313)Takes place when a major event occurs just prior to the time of the evaluation andovershadows all other incidents.31.What is contrast error? (313)Exists when people are rated relative to other people instead of against performancestandards.32.What is leniency error? (313)Consequence of a desire to maintain good working relationships , maximize the size of a merit raise, encourage a marginal employee, show empathy for someone with personal problems, or avoid confrontations with an aggressive worker.33.What is severity error? (313)Emphasized as a way either to send a message to a good performer that some aspect of his or her work needs improvement or to shock an average employee into higher performance.34.What are four problems caused by organizational influences? (314-315)1.Insufficient management commitment to performance appraisal2.Implicit personality theory suggests that people generally judge the “whole person”based on limited data3.Conflicting role expectations are inherent in the appraisal process becauseevaluators must reconcile being a helpful coach with acting as a critical judge.4.Appraisal systems are complicated a distaste that people have for formallyevaluating others.35.What are three key features of the personnel system in the Chinese publicsector? (316)a)Hierarchical loyalty is a highly prized cultural valueb)The Chinese Communist Party plays a leading role in the management of thecivil service.c)The hegemonic role of the CCP ensures that the civil service remains morecentralized than in many other nations.36.What lessons can be learned from experience in Loudon County, Virginia? (318-319)People at all levels must be involved in the process. Supervisors must allow ample time to conduct evaluations and must be trained in doing so. A process needs to be implemented for continual feedback and a system that would stand up in court.37.What are examples of negligence or misrepresentation? (320)Breach of duty to conduct performance appraisals with due care, and disclosure of untrue favorable performance information that causes risk of harm to others.38.How can negligence and misrepresentation be avoided? (317)Making sure that everyone supports the system enthusiastically.39.What are the seven elements that should constitute appraisal? (321)Goal setting, alignment of individual and organizational goals, self-assessment, 360 reviews, managerial appraisal, competency assessment, and development planning.40.What is the tell and sell technique? (321)Inform subordinates how they were rated and then justify the decision41.Why can disciplining an employee be difficult to administer? (322)Lack of good records needed as a basis for discipline, putting the office climate at risk by taking action, not believing disciplinary actions will be effective, blackmail by employee.42.Do you believe more organizations should conduct exit interviews? Why orwhy not? (323)Own answer.43.What is progressive punishment? (324)Progressive punishment is the most common policy, and is the application of coercivemeasures by increasing degrees of severity: informal counseling, verbal warning/reprimand, written warning/reprimand, minor suspension, major suspension, and discharge.44.What is the premise of a “just-cause” standard? (325)The premise is that a just procedure should help ensure a fair outcome.45.What are some typical barriers to effective performance appraisal? (326)Some typical barriers are: absence of trust in the organization, supervisory training and top management support, rater accountability, and overall evaluation of the system itself. 46.What are some faulty assumptions concerning person-centered appraisal methods?(326)1.Training is provided to all employees about the systems and to managers in theiruse2.The appraisal is grounded in accurate job descriptions3.Evaluations are completed under standardized conditions and are free of adverseimpact4.Preliminary results are shared with the ratee47.What are two kinds of feedback that should be provided? (328)1.System performance data automatically generated from statistical process controls2.Individual performance data。

《公共部门人力资源管理》网上作业4_0022参考答案一、多项选择题（共15 道试题，共30 分。

）1. 市场经济条件下人力资源生态环境具有（）的特点。

A. 系统性和复杂性B. 动态性和稳定性C. 相关性和独立性D. 竞争性和法制性正确答案：ABC 满分：22. 与工商界的绩效特征相比较，公共部门的绩效明显呈现出（）的特征。

A. 公共部门绩效目标的复杂性B. 公共部门绩效形态的特殊性C. 公共部门绩效的评价机制不健全D. 公共部门绩效测量的困难性正确答案：ABC 满分：23. 对公共部门监控对象进行监控的内容包括（）。

A. 对公职人员勤政的监控B. 对公职人员守法的监控C. 对公职人员执法的监控D. 对公职人员廉政的监控正确答案：ABCD 满分：24. 中国公共部门人力资源生态环境面临的问题是（）。

A. 人力资源生态环境的不平衡性B. 人力资源政策体制建设环境还不完善C. 人力资源管理环境滞后D. 劳动力市场环境还不成熟正确答案：ABCD 满分：25. 根据人力资源理论，“人力”是指人的劳动能力，其最基本的组成部分是（）。

A. 智力B. 技能C. 知识D. 体力正确答案：AD 满分：26. 公共部门人才笔试具有（）的特点。

A. 经济高效B. 测评面宽C. 误差易控D. 督导力强正确答案：ABCD 满分：27. 绩效考评的内容主要包括（）。

A. 工作业绩考评B. 工作行为考评C. 工作能力考评D. 工作态度考评正确答案：ABCD 满分：28. 公共部门包括“纯粹”的政府组织，还包括“准”公共部门即第三部门（）。

A. 公益企业B. 公共事业C. 非政府公共机构D. 国有企业正确答案：ABC 满分：29. 公共部门人力资源流动的内在动因是（）。

A. 物质生活环境的需求B. 社会关系的需求C. 发展的需求D. 竞争的需求正确答案：ABC 满分：210. 对于公务员的任职，必须同时具备（）这些前提条件。

A. 有编制B. 有职数C. 有相应的职位空缺D. 有财政支持正确答案：ABC 满分：211. 外附激励方式包括（）。

人力资源管理（第2版）_在线作业_1 一、单选题（每题5分，共10道小题，总分值50分）1.职位要求是指（）。

（5分）说明了任职者完成工作所必须具备的知识、技能和经验，它与任职者的能力和个性特征相关职务说明书的中心内容详细说明了受聘人员所应当承担的工作内容是反映任职者从事工作的工作方法和工作环境条件的一种书面文件正确答案您的答案是A回答正确展开2.根据马斯洛的人的需要层次理论，以下哪一个需要是最高层次的需要？（）（5分）生理需要自我实现需要安全需要尊重需要正确答案您的答案是B回答正确展开3.战略性的人力资源管理是指（）。

（5分）人力资源管理从事的是事务性的工作人力资源管理要配合组织的战略人力资源管理要参与组织战略的实施人力资源管理要参与组织战略的形成和实施正确答案您的答案是D回答正确展开4.以下哪一个指标不是培训绩效评估的指标？（）（5分）反应指标学习指标行为指标能力指标正确答案您的答案是D回答正确展开5.在管理者眼中，对“社会人”的管理应注重（）。

（5分）用金钱来收买成员的效力与服从，并以权力体系来管制成员在管理步骤上，重视订计划，而后采取激励措施，最后加以控制当发现士气低落、生产率下降时，应进行工作与人组合的重新设计，或改变激励和控制系统，来提高工作动机与生产标准，如实行奖惩制度，促进竞争除重视成员工作的完成外，更重视成员的需求，更注意成员的内心感觉。

尤其是被接纳感，归属感及认同感正确答案您的答案是D回答正确展开6.人力资源招募是指？（）（5分）企业总体发展战略规划的指导下，制定相应的职位空缺计划采取多种措施吸引候选人来申报企业空缺职位的过程采用特定的方法对候选人进行评价，以挑选最合适人选的过程企业做出决策，确定入选人员，并进行初始安置、试用、正式录用的过程正确答案您的答案是B回答正确展开7.以下哪种需求不属于成就需求理论中包含的需求？（）（5分）权力需求成就需求生理需求归属需求正确答案您的答案是C回答正确展开8.利用受训者在工作过程实际使用的设备，根据实际要面临的环境来对他们进行培训的一种方法被称作（）。