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3.
4.
5.
6.
c. Job specification
d. Job design
7. Job analysis has often been called
the building block of human
resource management. Which of the
following items would most
probably not be affected or
influenced by information acquired
through job analysis ?
a. Defined benefit plans
b. Job evaluation
c. Career planning
d. Selection and training
8. Which one of the following is best
described as a list of the knowledge,
skills, abilities and other
characteristics that an indovidual
must have to perform a particular
job ?
a. Work flow analysis
b. Job description
c. Job specification
d. Job analysis
KUIS 4 MSDM
1. . . . . . provides employees with
specific, identifiable knowledge and
skills for use in their present jobs.
a. Orientation
b. Learning
c. Employee development
d. Training
2. Which of the following could be
characterized as a development
program ?
a. A new employee learning to use a
new machine at work
b. An existing employee being
cross-trained within his/her job
family
c. A high-potential employee
participating in a management
program
3.
4.
5.
6.
b. Learning
c. Behavior
d. Results
7. Which of the following ilustrates
using results as a criteria for
evaluating a supervisory training
program ?
a. An interpersonal relations rating
scale completed by the
subordinates of each supervisor
b. A 10-item questionnaire asking
the supervisors to evaluate the
results of the training
c. A frequency count of how ofthe
the supervisors praised or
disciplined their subordinates
over the n 8-weeks
d. Measures of turnover,
productivity improvement
grievances in each supervisors
department
8. The best answer for determining if
training is cost effective is to :
a. Look for reductions in voluntary
turnover
b. Compare the costs and benefits
associated with the training
c. Measure improvements in
performance
d. Assess the attitude changes in
participants
KUIS 7 MSDM
1. Steps that supervisors should follow
in the performance appraisal process
include all the following except:
a. Define the job
b. Prepare detailed forms and
procedures to be used
c. Appraise performance
d. Provide feedback
c. Bias problem
d. Unclear standards.
7. . . . is a plan for managing the
behavior of employees through a
formal system of feedback and
reinforcement.
a. Paired comparison
b. Graphic rating scale
c. Organizational behavior
modification
d. Mixed-standard scales
8. Managers who adopt the . . . . .
approach during feedback sessions
tell employees tehir performance
ratings and then let employees
explain their side of the story.
a. Teel-and-sell
b. Tell-and-listen
c. Listen-and-sell
d. Solve-and-listen
a.
b.
c.
d.
Organizational commitment
Job satisfaction
Job involvement
Perceived organizational support
(POS)
6. Steve is unhappy with his job. He
takes every possible vacation and
sick day and sometimes shows up
for work late. He is expressing his
dissatisfaction with a . . . . .
response.
a. Exit
b. Voice
c. Loyalty
d. Neglect
7. In measuring job satisfaction, an
anonymous survey may be more
useful than having management
conduct personal insterviews if . . . .
.
a. In situations wherein the
company feels that the
underlying problem is complex
b. Management has a lot of time to
analyze the data measurement
c. It suspect that employees do not
trust the managers
d. We need to understand the full
extent of the problem
8. Quitely continuing to do your work,
even though youre dissatisfied, is
an example of . . . . . response to
dissatisfaction.
a. Exit
b. Voice
c. Loyalty
d. Neglect