单项选择题汇总
1. Executives or managers who coach, advise, and encourage employees of lesser rank are called . C. mentors
2. As an appraiser（评价者）, you should try to do all of the following except . B. change the person, not the behavior
3. Individuals working internationally need to know as much as possible about all of the following host-country characteristics except . D. cultural trends
4. Questions contained in structured job interviews should be based on . A. job analysis
5. Outplacement services are . B.designed to help terminated employees find a job elsewhere
6. Which of the following is not a core skill that is critical for success abroad? . B. effective delegatory（授权的） skills
7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? . C. behavior method
8. Compensation programs that compensate employees for the knowledge they possess are known as . A. skill-based pay plans
9. To implement a successful program in basic and remedial training, managers should do all of the following except . B.use a classroom-oriented approach so employees learn by lectures
10. Which of the following is not true of self-ratings of performance? . D. They are free of most biases that other rating sources may have
1. Performance appraisal methods can be broadly（大体上） classified as either , , or approaches.
B. trait, behavioral, results
2.The area from which employers obtain certain types of workers from within the organization is known as the . A. internal labor market
3. Coaching is a technique that can be used to develop individual skills, knowledge, and attitudes. A. on-the-job
4. The primary reason why organizations train new employees is to . A.increase their knowledge, skill, and ability level
5. The HR department in an overseas unit must be particularly responsive to all of the following environments except . C. technological
6. Which of the following is not a primary impact that technology has had on HRM? . C. It has diminished the role of supervisors in managing employees.
7. Which management group has primary responsibility for the development of disciplinary policies and procedures? . C. the HR department
8. To create a more flexible pool of employees, managers might most likely . B. rely on skill-based pay structures
9. Which of the following does not alter the nature of jobs and the requirements of individuals needed to successfully perform these jobs? . C. stable growth in product demand
10. Wage survey data will normally be collected with the use of . B. key jobs
1. When setting performance measures for incentive systems, we can say that the best measures are . A. quantitative, simple to understand, and show a clear relationship between output and reward
2. To facilitate an egalitarian environment, which of the following HR practices should managers implement? . C. profit sharing
3. If a job analyst doubt the accuracy of information provided by employees, he or she should . D. obtain additional information from them or from their supervisors
4. Reasons for not hiring from within include all of the following except . A. motivational concerns
6. Which of the following is an example of a well-written performance standard? . A. Desk clerks are expected to check out approximately fifteen customers every half-hour
7. In the development of a factor comparison scale, key jobs are normally ranked against all of the following factors except . B. performance
8. An incentive plan is more likely to succeed in an organization when all of the following are true except . D. employees believe that incentive payment are deferred
9. If you were developing a performance appraisal system for individuals on international assignments, it would be best to base individual’s appraisals on information from . C. both home- and host-country evaluations
10. Human capital of a firm include the following except . D. the behavior of a firm’s workers
1. In general, in recent years the role of people in a determining a firm’s competitive advantage has . C. increased in importance in both service and manufacturing firms
2. Objectives accomplished through job analysis include all of the following except . C. eliminating discrepancies between internal wage rates and market rates
3. 360-degree feedback might be used for the following except . D. recruitment
4. Employees who are coached, advised, and encouraged by employers of greater rank are known as . D. protégés
5. Which of the following isn’t a form of performance-based compensation? . C. minimum wage
6. Advantage of employee stock ownership plans (ESOPs)include all of the following except . B. the employees’ pensions are less vulnerable（易受批评） due to diversification
7. Lee, a new supervisor, wants to correctly document（记录，证明） the poor performance of an employee. Which of the following would he not have to do? . A. perform a current performance appraisal of the employee
8. All of the following benefits are realized by aligning（支持、校正） employee rewards with performance except . B. employees will pursue outcomes that beneficial to themselves
9. Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving employee performance, and other “HRM” issues are duties typically reserved for . C. HR and line managers
10. Job analysis is called the cornerstone of HRM because . C. the information it collects serve so many HRM functions
1. During the selection procedure, an applicant may be rejected . D. at any step in the procedure
2. Which type of training allows students to get real-world experience in organizations while still receiving college credit? .
C. internships
3. Self- appraisals are best for . B. developmental purposes
4. An employer wishing to set up the job classification system of job evaluation would have to . C. describe job grades with increasing amount of responsibility, skill, knowledge, or ability
5. When a combination salary and commission plan is used to compensate sales employees, the percentage of cash compensation paid in commission is called . C. an incentive
6. To enhance the degree（程度） of rareness in employee skill and abilities, organizations should develop competencies in their employees that . D. are not equally available in the labor market
7. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are known as . C. outplacement assistance
8. Organizations like to hire older workers because . A. they have proven employment experience
9. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known as . B. organization analysis
10. While a career development program requires special processes and techniques, a basic requirement is . C. management support
1. The worth and compensation of a job should depend on all of the following except . D. the gender of the employees
2. Regardless of the selection methods used, it is essential that the selection procedure be . C. reliable and valid
3. A supervisor who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training? . B. coaching
4. Performance appraisal systems sometimes yield disappointing results for all of the following reasons except . D. use of appraisal systems in validating job analysis
5. An employer wishing to raise the “real wages” of employees would have to . A. grant wage increases larger than the cost of living
6. Disadvantages of profit sharing include all of the following except . C. effective profit sharing plans require a second HR program
7. All of the following as attributes of successful global managers has been identified except . D. capability to manage a highly centralized organization
8. To attain a sustainable competitive advantage through people, organizations should develop competencies in their employees that . D. are designed around unique team processes
9. Which of the following is not an outcome of low salary budget? . B. increased employee output
10. Benefits of orientation programs frequently reported by employers include all of the following except . A. higher turnover（营业额）
1. In order to play a more active role in influencing change within organizations, HR department must do all of the following except . C. view themselves as primarily performing a service function
2. Job requirements are . A. the different duties, tasks, and responsibilities that make up a job
3. The technique of training managers that emphasizes the need to involve supervisory trainees in handling real-life employee problems and to receive immediate feedback on their own performance is . D. behavior modeling
4. All of the following are basic skills needed for successful career management except . D.putting responsibility for your career in the hands of your supervisor
5. The term pay-for-performance can encompass all of the following except . B. base salary
6. Disorientation（迷失） that causes perpetual stress in people who settle overseas for lengthy periods of time is commonly referred to as . B. culture shock
7. Smaller organizations can achieve a system approach to organizational design that maximizes employee performance and well-being by combining all of the following except . C. organizational strategy
8. Which of the following is not an appropriate strategy to create a training environment conducive to learning? . A. using negative reinforcement（负强化）
9. An organization wishing to establish greater job-staffing flexibility would likely use which pay system? . B. skill-based pay