MGT501 MCQs Solved
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1. Human Resource departments serve a strategic role in most organizations because:
a. today's organizations are instituting HR practices aimed at gaining competitive advantage through their employees.
b. Human Resource departments handle downsizing and layoff processes.
c. globalization has reduced competition.
d. the workforce is becoming less diverse.
2. Human Resources departments support organizational strategy implementation in all of the following ways EXCEPT:
a. restructuring efforts.
b. instituting incentive plans, such as pay-for-performance plans.
c. developing and marketing the organization' s products and services.
d. retraining employees for redesigned work.
3. Title VII of the 1964 Civil Rights Act prohibits employment discrimination based on:
a. race, color, or ethnic background.
b. race, religion, or sexual orientation.
c. race, color, religion, sex, or national origin.
d. race, gender, or religion.
4. Strategic organizational issues related to employee compensation include all of the following EXCEPT:
a. whether to emphasize seniority or performance.
b. how to handle salary compression.
c. whether employees should be paid weekly, biweekly, or monthly.
d. who should distribute pay checks to employees.
5. A specialized approach to organizational change in which the employees themselves formulate the change that is required and implement it, often with the assistance of a trained consultant, is:
a. organizational development.
b. skills training.
c. employee orientation.
d. sensitivity training.
6. Human Resource professionals need to understand the relationship between employee training and organizational strategy because:
a. training always results in improved performance.
b. HR departments are responsible for delivering employee training.
c. training is often part of managerial efforts to renew or reinvent the organization so that it can meet a strategic challenge.
d. employees generally enjoy training programs.
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7. A process that aims to improve the performance and interaction within a specific group of employees is:
a. teambuilding.
b. a Scanlon plan.
c. human factors engineering.
d. survey research.
8. With regard to technology:
a. expansion of employee Internet use has had little effect on HR policies and practices.
b. most employees need little training in technology as computer usage is widespread.
c. technology and the Internet have enhanced HR's ability to deliver services to employees.
d. most organizations are decreasing, rather than increasing, technology usage.
9. Distinguishing characteristics of self-directed (self-managed) teams include all of the following EXCEPT:
a. strong managerial leadership.
b. naturally interdependent tasks.
c. enriched jobs.
d. employee empowerment.
10. Total Quality Management (TQM) programs typically include all of the following EXCEPT:
a. a focus on customer satisfaction through continuous improvement.
b. employee training designed to insure quality.
c. involvement of all members of the organization.
d. specific penalties for employees who fail to meet TQM standards.
11. HR-related guidelines for building effective self-directed teams include:
a. designating a strong leader as manager of the team.
b. eliminating cross training so that workers can concentrate on their jobs.
c. providing extensive training so that team members have the skills needed to do their jobs.
d. assigning employees who dislike teams to work together as a team to overcome their resistance.
12. Human Resources departments can make a significant contribution to business process re-engineering by:
a. strengthening the top-down communication process.
b. moving from teams to functional departments.
c. eliminating the distractions of cross-training.
d. redesigning work with a focus on multitasked, enriched, generalist work.
13. A work redesign plan whereby employees build their workday around a core of midday hours is:
a. a compressed work week.
b. job sharing.
c. a flexible work schedule.
d. telecommuting.
14. Which of the following is true with regard to flexible work arrangements?
a. Job sharing and work sharing are different terms for the same process.
b. Compressed workweeks are particularly suitable for organizations that offer services continuously, 24 hours a day.
c. Most firms using flexible work arrangements give employees broad freedom regarding the hours they work.
d. Flextime arrangements have been most successful in factory jobs.
15. A comprehensive process to determine the effectiveness of a firm's HR policies and procedures would most likely include:
a. an HR audit.
b. comparison of the firm's compensation practices with peer firms.
c. an analysis of turnover and absenteeism in the HR department.
d. a re-design of the performance appraisal process.
16. With regard to global HR management, HR practitioners should note that:
a. research indicates that a significant number of employees will leave the firm within a year or two of returning home after an international assignment.
b. repatriation agreements are considered ineffective processes in today's international organizations.
c. labor strikes occur very frequently in European countries.
d. the adjustment of the employee's spouse and family to the new country is rarely a significant factor in employee performance.
17. Current global pressures that affect HR strategic management include all of the following EXCEPT:
a. employee skills deployment to the appropriate location.
b. knowledge dissemination throughout the organization.
c. identifying and developing employee talent on a global basis.
d. stressing to employees that cultures are the same around the world.
18. The management functions of most HR departments include:
a. both line and staff responsibilities.
b. staff responsibilities but not line responsibilities.
c. line responsibilities but not staff responsibilities.
d. neither line nor staff responsibilities.
19. Technological changes in the workplace have influenced the practice of HR management because:
a. employees need less training when organizations use technology.
b. technological changes have changed the nature of work.
c. organizational spending on technology has reduced the funds available for HR functions.
d. as technology advances, firms become less competitive.
20. An important workforce demographic consideration for HR professionals is that:
a. the workforce has become less diverse in recent years.
b. the average age of the labor force is declining.
c. older workers are more likely to remain in the workforce past the age of 65.
d. diversity initiatives are no longer needed in most organizations.
