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Sunday, January 17, 2010

MGT501 Human Resource Management Solved MCQs 2

MGT501 MCQs Solved 

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21.  HR departments contribute a unique perspective to the organizational strategic planning process because:

 

a.  HR offers training programs in the strategic planning process.

b.  HR handles strategy implementation in regard to restructuring and organizational development.

c.  HR maintains records of employee performance.

d.  HR is responsible for compensation surveys.

 

 

22.  Outsourcing of HR functions is a valuable organizational strategy because this strategy:

 

a.  reduces costs.

b.  increases employee commitment to the organization.

c.  decreases turnover and absenteeism.

d.  offers employees improved benefits packages.

 

 

23.  As an organizational technology tool, HR Websites are used to:

 

a.  provide employees with a single access point or gateway to organizational HR information. 

b.   allow employees to communicate with each other via electronic mail.

c.  streamline the performance appraisal process.

d.  minimize union organizing activity.

 

 

24.  A key determinant of success in business-government employment initiatives such as a welfare-to-work program is:

 

a.  offering salaries that are significantly higher than industry standards.

b.  pre- and post-employment training initiatives, including new employee counseling and basic skills training. 

c.  hiring only those who speak English as their native language.

d.  hiring only relatives of current employees.

 

 

25.  Organizational efforts to eliminate the present effects of past discriminatory practices are collectively known as:

 

a.  affirmative action.

b.  equal employment opportunity.

c.  reverse discrimination.

d.  compliance strategies.

 

 

26.  Which of the following actions would likely be deemed discriminatory?

 

a.  pay differences between men and women based on seniority

b.  replacing a worker aged 45 with a worker aged 39

c.   refusing to hire women in a private for-profit business with seven employees, all male

d.  requiring disabled workers to perform the essential functions of the job for which they were hired

 

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27.  Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on:

 

a.  race, color, religion, sex, or national origin

b.  race, religion, or gender

c.  appearance, race, color, or sex

d.  race, religion, color, sexual orientation, or gender

 

 

28.  A major provision of the Civil Rights Act of 1991 is that:

 

a.  it limits compensatory and punitive damages for employers found liable for discriminatory practices.

b.  it placed the burden of proof back on employers and permits the awarding of  compensatory and punitive damages. 

c.  it permits the awarding of compensatory damages but not punitive damages.

d.  it permits the awarding of punitive damages but not compensatory damages.

 

 

29.  A basic provision of the Americans with Disabilities Act is that employers must:

 

a.  hire disabled individuals and then lower performance standards so that the disabled will not be adversely affected by their disability.

b.  make reasonable accommodation for disabled workers, even if doing so results in undue hardship to the company.

c.  provide increased benefits to disabled workers, based on the extent of their disability.

d.  not discriminate against individuals who can perform the essential functions of a job, with or without reasonable accommodation.   

 

 

30.   The first step in the job analysis process entails:

 

a.  deciding how the organization will use the information collected.

b.  writing new job descriptions for all current employees.

c.  comparing old job descriptions with new job specifications.

d.  replacing job descriptions with job specifications.

 

 


 

31.  A written statement that describes the activities and responsibilities of a job, as well as important features such as working conditions and safety hazards, is a:

 

a.  job analysis.

b.  job specification.

c.  job description.

d.  workforce warning and retraining notification statement.

 

 

32.  The final step in a job analysis process is:

 

a.  verify the analysis data with the worker performing the job and his or her immediate supervisor.

b.  develop a job description and job specification. 

c.  decide how the analysis information will be used.

d.  collect the job analysis data.

 

 

33.  Designing job specifications based on statistical analysis:

 

a.  is a quick, low-cost approach to the process.

b.  is more defensible than a managerial judgment approach. 

c.  is helpful in recruitment, but not a good predictor of employee performance.

d.  is illegal under Title VII of the Civil Rights Act of 1964.

 

 

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34.  Which of the following is true with regard to predicting organizational employment needs?

 

a.  The most effective analysis processes examine future practices to predict present needs.

b.  Computerized methods of employment forecasting are useful in small organizations but ineffective in large organizations.

c.   Mathematical models such as ratio analysis examine the relationship between a causal factor (e.g., sales volume) and the number of employees needed. 

d.  Very few organizations engage in any kind of employment prediction process.

 

 

35.  Employee requirement and availability forecasts would be most helpful in:

 

a.  the recruiting process. 

b.  the performance appraisal process.

c.  the employee discipline process.

d.  the interviewing process.

 

 

36.  Which of the following would likely be the least effective method of recruiting internal job candidates?

 

a.  posting information on  organizational bulletin boards

b.  examining HR records of current employees

c.   advertising in national newspapers and journals

d.  consulting organizational skills banks

 

 

37.  The contemporary contingent work force:

 

a.  is generally limited to clerical or maintenance staff.

b.  is declining as firms continue to outsource.

c.  is made up of workers who do not have permanent jobs. 

d.  is considered a staffing alternative of last resort.

 

 

38.  In the selection process, test validity refers to:

 

a.  the accuracy with which the test measures what it purports to measure nor fulfills the function it was designed to fill. 

b.  the consistency of scores obtained by the same person when retested with the same or equivalent tests.

c.  the number of criteria included on the test.

d.  the range of scores possible on the test.

 

 

39.  With regard to Equal Employment Opportunity aspects of testing in the selection process:

 

a.  if tests are valid, the tests need not show a relationship to job performance.

b.  employers should avoid testing, as testing has been shown to violate the rights of protected classes.

c.  testing always results in adverse impact.

d.  employers must be able to prove the relationship between performance on the test and performance on the job.

 

 

40.  An employer who wants to measure job performance directly rather than indirectly would likely use which of the following testing processes?

 

a.  an intelligence test

b.  a test of manual dexterity

c.  a work sample test

d.  a personality test