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Question 1.Which of the following is NOT one of strategic human resource management schools of thought?Best fitReserve-based viewBest practiceResource-based viewQuestion 2.__________ refers to leveraging linkages between human resource practices and organizational objectives for the purpose of gaining a competitive advantage.Personnel administrationSkills managementStrategic human resource managementHuman resource practicesQuestion 3.Which of the following is NOT true about independent contractors?Independent contractors use their own tools.Employer does not have to contribute to their Social Security, Medicare and unemployment Taxes, or workers’ compensation costs.Independent contractors do not have to pay income taxes.Independent contractors design their own schedules.Question 4.Which of the following is NOT one of the factors to be considered by organizations before venturing into global recruiting?Organizational structureCultural differencesBrand recognitionVariations in HR laws, practices and compensation systemsQuestion 5.Which of the following is most likely to be listed on the job specification for a grocery store manager?Designs, coordinates and communicates schedules on a weekly basis to ensure adequate staffing of all shifts.Works with head office personnel to plan and implement marketing strategies, advertising campaigns, weekly sales, seasonal specials, and other store functions.Leads the process of staffing and training all store personnel.Has three years of managerial experience, preferably in retail.Question 6.Which of the following is NOT one of the sources of information that help an organization determine the type of training it needs?Individual analysisCompetitor analysisJob analysis or task analysisOrganizational analysisQuestion 7.What is one reason employees might be more satisfied with flexible benefits than with traditional benefits?Flexible benefits offer better healthcare coverage.Flexible benefits are simpler to understand.Flexible benefits offer more decision making control.Flexible benefits are less expensive.Question 8.The illegal practice of hiring less qualified employees because they belong to a group that is underrepresented is often called:affirmative action.reverse discrimination.disaffirmative action.hiring quota.Question 9.Which type of training might be a better option when the goal is to develop new skills and prepare employees for future responsibilities, challenges, or positions?Off-site trainingOn-the-job trainingOn-site trainingProfessional certificationQuestion 10.__________ offer(s) employees a pool of benefit choices from which to select the combination that works for them, within certain limits.A cafeteria planWork-life benefitsA cost-benefit approachA defined-contribution planQuestion 11.Which of the following does NOT represent a current sociocultural challenge to HR planning?Rising number of dual career couples.Changing nature of employee expectations.Age distribution of the workforce.Decrease in the percentage of women in the workplace.Question 12.In the __________ stage of the training process, the content and resources that meet the goals and objectives set in the training’s design stage are determined and developmenttraining deliverytraining designtraining transferQuestion 13.What framework for determining the proper use of selection procedures, including test procedures, has been used by courts in deciding cases related to unfair employment practices?Uniform Guidelines on Employee Selection ProceduresFederal Employment Best PracticesCore Evaluation and Selection InventoriesFederal Employee Selection Best Practice FrameworkQuestion 14.__________ asserts that when negative consequences follow behaviors, the behaviors tend to occur less frequently, and when positive consequences follow behaviors, the behaviors tend to increase.Skinner’s operant conditioningThorndike’s law of effectPavlov’s conditioning experimentSkinner’s theory of behaviorismQuestion 15.Which of the following are most likely to shape employee motivation?The availability of flextime and other work-life benefits.The perceived value of the rewards package as a whole.The monetary value of a specific benefit.Benefits that are expensive to purchase individually, such as health insurance.Question 16.__________ act(s) as a mediator between employees and organizations in order to align employees’ interests with the organization’s expectations.Employment agenciesEmployersHuman ResourcesHeadhuntersQuestion 17.Which motivation theory is applicable in a situation where an employee is motivated by the prospect of promotion because he/she can fulfill power and achievement needs?Alderfer’s ERG theoryHerzberg’s two-factor theoryThorndike’s law of effectMcClelland’s acquired needs theoryQuestion 18.Based on Pfeffer’s work, which of the following is one of the seven practices that are most effective for gaining competitive advantage?Company performance-based paySkill-based payKnowledge-based payJob-based payQuestion 19.Which of the following is most likely to influence an employer’s decision to allow flexible work schedules?The employee’s needs.The employer’s desire to retain workers.The employer’s perceived cost savings.The Fair Labor Standards Act.Question 20.__________ involves the use of the Internet in an informal manner for hiring purposes through blogs, technical and specialized online journals, informal communication with similar-minded professionals, as well as recruiting websites that solicit qualified applicants.Internet recruitingExternal recruitingSocial mediaSocial networking

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