apu hrmt200 midterm assessment

| October 22, 2018

Part 1 of 1 – 100.0/
100.0 Points

Question 1 of 25
4.0/ 4.0 Points
Downsizing:
A.is useful in
improving long-term organizational effectiveness.
B.can be used to
strengthen the social networks in the organization.
C.would reduce an
organization’s short-term competitiveness.
D.refers to the
planned elimination of personnel.

Question 2 of 25
4.0/ 4.0 Points
The primary reason organizations engage in downsizing is to:
A.strengthen the
social networks in the organization.
B.thwart unionizing
efforts within a given facility.
C.promote future
competitiveness.
D.attain larger
profit margins.

Question 3 of 25
4.0/ 4.0 Points
Which of the following is a major disadvantage of allowing
workers to choose a buyout package in exchange for leaving?
A.It would result in
competition among employees to take up the offer.
B.Workers with the
most experience are most likely to leave.
C.It might attract
governmental actions.
D.Most of the workers
will be reluctant to accept such an offer.

Question 4 of 25
4.0/ 4.0 Points
Early-retirement programs:
A.are not a popular
way to reduce labor surplus.
B.cause more human
suffering than the other methods of labor reduction.
C.work well for
knowledge based jobs and services.
D.will encourage
lower-performing older workers to retire.

Question 5 of 25
4.0/ 4.0 Points
The most widespread methods for eliminating labor shortages
are:
A.outsourcing work
and work sharing.
B.hiring temporary
workers and outsourcing work.
C.retrained transfers
and turnover reduction.
D.overtime and new
external hires.

Question 6 of 25
4.0/ 4.0 Points
Temporary employment is popular with employers because:
A.it gives them
flexibility in operations.
B.it gives them more
control over the workforce.
C.it is most
effective for key customer service jobs.
D.the workers will be
committed to the organization.

Question 7 of 25
4.0/ 4.0 Points
Which of the following observations is true of taking the
services of independent contractors?
A.Core competencies
can be effectively outsourced to contractors.
B.The company is not
supposed to directly supervise the contractors.
C.It is a relatively
slow process with low revocability.
D.The organization
can achieve increased quality though the costs are more.

Question 8 of 25
4.0/ 4.0 Points
A reliable test would be one for which scores by people with
_____ attributes have a correlation close to ___.
A.different; 1.0
B.similar; 0
C.similar; 1.0
D.different; -1.0

Question 9 of 25
4.0/ 4.0 Points
The _____ of an employment test is indicated by the extent
to which test scores relate to actual job performance.
A.reliability
B.validity
C.generalizability
D.utility

Question 10 of 25
4.0/ 4.0 Points
_____ validity is a measure of validity based on showing a
substantial correlation between test scores and job performance scores.
A.Criterion-related
B.Discriminant
C.Content
D.Convergent

Question 11 of 25
4.0/ 4.0 Points
To test the validity of your selection device for widget
makers, you have given it to the present widget makers in your company and
correlated it with their latest performance appraisal scores. What type of
validation have you used?
A.Predictive
B.Concurrent
C.Construct
D.Content

Question 12 of 25
4.0/ 4.0 Points
You, as HR manager of a company, want to know if a certain
test of cognitive ability in use in the industry can be successfully used in
your organization. In other words, you want to know if this test is a _____
method of personnel selection.
A.reliable
B.dependable
C.practical
D.generalizable

Question 13 of 25
4.0/ 4.0 Points
Which of the following is a permissible question for job
applications and interviews?
A.What religious
holidays do you observe?
B.Are you a citizen
of the United States?
C.Will you need any
reasonable accommodation for this hiring process?
D.How would you feel
about working for someone younger than you?

Question 14 of 25
4.0/ 4.0 Points
Which of the following may an application form include to
gather information about suitable candidates?
A.Marital status
B.History of disabilities
C.Number of children
D.Educational
background

Question 15 of 25
4.0/ 4.0 Points
Computer-based training:
A.is generally more
expensive than classroom instruction.
B.is not easy to
customize for specific training needs.
C.is low on
interactivity.
D.gives the company
flexibility in scheduling training.

Question 16 of 25
4.0/ 4.0 Points
Which of the following is a work-study training method that
teaches job skills, usually a trade, through a combination of on-the-job
training and classroom training?
A.Internship
B.Coordination
training
C.Apprenticeship
D.Job shadowing

Question 17 of 25
4.0/ 4.0 Points
Which of the following is an on-the-job training program
that is generally sponsored by an educational institution as a component of its
academic program and generally prepares students for professional careers?
A. Internship
B.Coordination training
C.Apprenticeship
D.Experiential
training

Question 18 of 25
4.0/ 4.0 Points
When simulations are conducted online, trainees often
participate by creating _____ computer depictions of themselves—which they
manipulate onscreen to play roles as workers or other participants in a
job-related situation.
A.cookies
B.griefers
C.trolls
D.avatars

Question 19 of 25
4.0/ 4.0 Points
Which of the following statements is true of simulations as
a training technique?
A.Simulations are
inexpensive to develop and maintain.
B.Simulations are a
form of on-the-job training.
C.Trainees tend to be
unenthusiastic about this type of learning.
D.Simulators need to
have elements identical to those found in the work environment.

Question 20 of 25
4.0/ 4.0 Points
_____ reality is a computer-based technology that provides
an interactive, three-dimensional learning experience.
A.Mediated
B.Augmented
C.Diminished
D.Virtual

Question 21 of 25
4.0/ 4.0 Points
The relevant aspects of employee performance are based on:
A.the outcomes of a
job analysis.
B.the nature of the
company’s products and services.
C.management’s
beliefs and values.
D.aspects of the
employee’s personality.

Question 22 of 25
4.0/ 4.0 Points
Performance management has a(n) _____ purpose, meaning that
it serves as a basis for improving employees’ knowledge and skills.
A.systematic
B.tactical
C.administrative
D. developmental

Question 23 of 25
4.0/ 4.0 Points
The performance measurement method that assigns a certain
percentage of employees to each category in a set of categories is called:
A.forced
distribution.
B.alternation
ranking.
C.paired comparison.
D.optional ranking.

Question 24 of 25
4.0/ 4.0 Points
Which one of the following is NOT a problem associated with
the comparative approaches to performance management?
A.A simple ranking
system leaves the basis for the ranking open to interpretation.
B.Managers can give
high ratings to all employees to avoid controversy.
C.The rankings are
not helpful for employee development.
D.The rankings may
hurt morale or result in legal challenges.

Question 25 of 25
4.0/ 4.0 Points
Which of the following is true of the attribute approaches
to performance management?
A.They result in high
strategic congruence.
B.They are difficult
to develop.
C.They can be applied
to a wide variety of jobs and organizations.
D.They provide
specific guidance and feedback to employees.

Order your essay today and save 30% with the discount code: ESSAYHELP
Order your essay today and save 30% with the discount code: ESSAYHELPOrder Now