1. Please find the HRM assignment for your execution.1. Human resource management is _____.
a. the concepts and techniques used to control people at work
b. the process of organizing work activities
c. the process of identifying countries with cheaper labor costs and relocating jobs to those countries
d. the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns
e. all of the above

2. Jason Jackson takes on various projects as an independent contractor. He works on several projects for a variety of companies. When a project is complete, he moves on to another project, often with a different company. Jason is a type of _____.
a. contingent worker
b. collateral worker
c. manager
d. consultant
e. none of the above

3. What term refers to the knowledge, education, training, skills, and expertise of a firm's workers?
a. human resources
b. human capital
c. intangible assets
d. knowledge assets
e. intellectual property

4. The _____ measures the rate at which employees leave the company.
a. turnover costs
b. turnover rate
c. time to fill
d. cost per hire
e. absence rate

5. Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following characteristics except _____.
a. race
b. sexual orientation
c. color
d. religion
e. national origin

6. Which of the following factors is not an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?
a. gender
b. seniority system
c. merit pay system
d. quality of production
e. all are unacceptable factors

7. All of the following are ways an employee can prove sexual harassment except _____.
a. quid pro quo
b. hostile environment created by supervisors
c. hostile environment created by co-workers
d. hostile environment created by nonemployees
e. all are ways an employee can prove sexual harassment

8. The information resulting from job analysis is used for writing _____.
a. job descriptions
b. work activities
c. work aids
d. job context
e. performance standards

9. Which of the following types of information can be collected via a job analysis?
a. work activities
b. human behaviors
c. performance standards
d. job context
e. all of the above

10. Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.
a. work activities
b. human behaviors
c. machines, tools, equipment, and work aids
d. performance standards
e. job context

11. Which of the following methods is used to gather job analysis data?
a. interviews
b. questionnaires
c. observation
d. all of the above
e. none of the above

12. Which of the following is not an advantage of using interviews to collect job analysis data?
a. it is simple to use
b. some information may be exaggerated or minimized
c. it is quick to collect information
d. it can identify uncommon, but important activities
e. it can be used to explain need for job analysis

13. When a worker changes what he or she would normally do because they are being watched, _____ has occurred.
a. proactivity
b. reactivity
c. cycling
d. diverting
e. none of the above

14. What type of information is contained in the job identification section of a job description?
a. job title
b. job summary
c. relationships statement
d. major functions or activities
e. all of the above

15. Under the _____, the individual must have the requisite skills, educational background, and experience to perform the job's essential functions.
a. SOC
b. DOL
c. ADA
d. FCC
e. SIC

16. The job specification takes the job description and answers the question, _____?
a. What human traits and experience are required to do this job well
b. When will the supervisor be completely satisfied with a worker's work
c. What are the four main activities making up this job
d. How many other employees are available to perform job functions
e. What are the performance standards for the job

17. _____ means assigning workers additional same-level activities, thus increasing the number of activities they perform.
a. Job rotation
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Job adjustment

18. _____ means systematically moving workers from one job to another.
a. Job rotation
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Job adjustment

19. ______ means redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.
a. Job rotation
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Job adjustment

20. _____ refers to broadening the responsibilities of the company's jobs, and encouraging employees not to limit themselves to what's on their job descriptions.
a. Job rotation
b. Job enrichment
c. Job assignment
d. Job enlargement
e. Dejobbing

21. The fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in performance is called _____.
a. job redesign
b. reengineering
c. process engineering
d. job enlargement
e. outsourcing

22. Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
a. Recruitment
b. Selection
c. Personnel planning
d. Interviewing
e. None of the above

23. When a company decides on how to fill top executive positions, the process is called _____.
a. employment planning
b. succession planning
c. selection
d. interviewing
e. testing

24. Trend analysis is limited in its usefulness, because _____.
a. it considers time but not other changes such as productivity
b. it considers too many possible influences
c. it only provides an initial estimate
d. it assumes constant increases in productivity
e. all of the above

25. A _____ shows graphically how two variables are related.
a. trend analysis
b. ratio analysis
c. scatter plot
d. productivity chart
e. correlation analysis

26. _____ contain data on employees' performance records, educational background, and promotion recommendations.
a. Computerized information systems
b. Replacement charts
c. Qualifications inventories
d. Trend records
e. Personnel files

27. Which method listed below has the highest level of validity for predicting job performance?
a. work sample tests
b. biographical data
c. grade point average
d. SAT scores
e. ratings of training and experience

28. A _____ can be used to calculate the number of applicants necessary to result in hiring the required number of new employees.
a. trend analysis
b. ratio analysis
c. recruiting yield pyramid
d. computer information system
e. log function

29. Which of the following is a disadvantage of using internal sources of candidates to fill vacant positions?
a. knowledge of candidates' strengths and weaknesses
b. potential to upset or lose employees who aren't promoted
c. accurate view of skill sets
d. high commitment to the company
e. reduced training and orientation required

30. Which of the following methods is not used to recruit outside candidates?
a. advertising
b. job postings
c. employment agencies
d. executive recruiters
e. all are used to recruit outside candidates

31. The I in AIDA stands for _____.
a. interest
b. instructions
c. internal candidates
d. introspection
e. identification

32. _____ are special employment agencies retained by employers to seek out top management talent for their clients.
a. State-run employment agencies
b. Private employment agencies
c. Temporary agencies
d. Executive recruiters
e. Job banks

33. KPG Industries has hired an executive recruiter to recruit qualified applicants for its Chief Financial Officer position. The position pays a salary of $175,000 and KPG has agreed to pay the fee whether the person hired is found via the executive recruiter or through some other method. KPG is using a(n) _____.
a. on demand recruiting service
b. retained executive search service
c. contingency-based recruiter
d. temporary agency
e. National Job Bank

34. Which of the following is an example of a reliable test?
a. one that yields consistent scores when a person takes two alternate forms of the test
b. one that yields one score on a test and a different, but better score on the same test taken on a different occasion
c. one that yields the same score from two different people taking the test on the same occasion
d. one that yields different scores from two different people taking the test on different occasions
e. one that includes questions that are not repetitive in any way

35. _____ tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.
a. Motor ability
b. Personality
c. Achievement
d. Cognitive
e. Physical ability

36. _____ tests measure a person's level of introversion, stability, and motivation.
a. Motor ability
b. Personality
c. Achievement
d. Cognitive
e. Physical ability

37. Typical simulated exercises used in management assessment centers include all of the following except _____.
a. the in basket
b. leaderless group discussion
c. tests of motor abilities
d. interviews
e. management games

38. Which of the following is not usually verified by an employer prior to hiring a job candidate?
a. legal eligibility for employment
b. education
c. age
d. credit
e. motor vehicle record

39. An employee agrees that for a certain period of time he will not work with a competitor of the employer, this is an example of:
a. Kaissi's agreement.
b. No-interference agreement.
c. Non-competing agreement.
d. Protection-plus agreement
e. None of the above.

40. Individuals acting like a virus within teams with the capacity to spoil the whole are called:
a. Bad Boys
b. Boys II Men
c. Bad Apples
d. Bad Oranges
e. Bad Cash Cows

Answer the following questions:

- Since the president's job in a firm is by nature broader than a factory worker's, is there less need for a job description for the president? Why or why not?

- Why is it important to conduct preemployment background investigations? How would you go about doing so?

- Why is it important for a company to make its human resources into a competitive advantage? How can HR contribute to doing so?

- Discuss the social media's impact on the human resource industry. Illustrate with examples.