NEW-40execse-Public.docVIP

1. The decision to use a personality inventory in the employee selection process would be made based on (A) A. job analysis information. B. human resource planning information. C. performance appraisal information. D. recruitment information. 2. Which statement below best describes the relationship between line management and HR professionals? (A) A. HR professionals focus more on developing human resource programs, while line managers are more involved in implementing those programs. B. HR professionals are solely responsible for evaluating programs designed to manage human resources. C. Line management requires the services of the HR professional only infrequently. D. Line management focuses more on developing human resource programs, while the HR professional is more involved in implementing programs. 3. The use of HRM practices can promote a sustained competitive advantage because (D) A. being the first to institute an innovative HR practice discourages a firms competition. B. HR practices cannot be imitated. C. people are a firm’s most valuable resource. D. the organizational environment in which innovative HR practices are implemented can rarely be duplicated. 4. Job analysis information is sometimes collected solely on the basis of observation. For which of the following jobs would this approach be most appropriate? (D) A. fast food restaurant manager B. department store sales associate C. college professor D. assembly-line worker 5. Deciding how much and what types of job analysis information to collect should depend on (B) A. the availability of a standardized job analysis instrument. B. the purpose for which the job analysis information is to be used. C. management’s desire to minimize interruptions during the data collection process. D. the literacy level of the work force. 6 A worker is having difficulty performing her job because of frequent interruptions. This would most likely be discovered by the job analyst when he or she gath