MGT 434 Human Resource Management Final Exam
GCU – Questions And Accurate Answers
Action plan Right Ans - Document summarizing what the trainee and
manager will do to ensure that training transfers to the job
Assessment Right Ans - Collecting information and providing feed-back
to employees about their behavior, communication style, or skills.
Assessment center Right Ans - A process in which multiple raters
evaluate employees' performance on a number of exercises.
Audit approach Right Ans - Type of assessment of HRM effectiveness
that involves review of customer satisfaction or key indicators (e.g.,
turnover rate, average days to fill a position) related to an HRM functional
area (e.g., recruiting, training).
Analytic approach Right Ans - Type of assessment of HRM effectiveness
that involves determining the impact of, or the financial costs and benefits
of, a program or practice.
Career support Right Ans - Coaching, protection, sponsorship, and
providing challenging assignments, exposure, and visibility.
Coach Right Ans - A peer or manager who works with an employee to
motivate her, help her develop skills, and provide reinforcement and
feedback.
Competencies Right Ans - Sets of skills, knowledge, and abilities and
personal characteristics that enable employees to perform their jobs.
Competency model Right Ans - Identifies and provides a description of
competencies that are common for an entire occupation, organization, job
family, or specific job .
, Counselor/confidante/coach Right Ans - to the executive team A role of
the CHRO that focuses on counseling or coaching team members or
resolving interpersonal or political conflicts among team members.
Decision support systems Right Ans - Problem-solving systems that
usually include a "what if" feature that allows users to see how outcomes
change when assumptions or data change.
Development Right Ans - The acquisition of knowledge, skills, and
behaviors that improve an employee's ability to meet changes in job
requirements and in client and customer demands.
Employee assistance programs (EAPs) Right Ans - Employer programs
that attempt to ameliorate problems encountered by workers who are drug
dependent, alcoholic, or psychologically troubled.
Expatriate Right Ans - Employee sent by his or her company to manage
operations in a different country.
Expert systems Right Ans - Computer systems incorporating the
decision rules of people recognized as experts in a certain area.
Formal education programs Right Ans - Employee development
programs, including short courses offered by consultants or universities,
executive MBA programs, and university programs.
Formal training Right Ans - Training and development programs and
courses that are developed and organized by the company.
Frame of reference Right Ans - A standard point that serves as a
comparison for other points and thus provides meaning.
Glass ceiling Right Ans - A barrier to advancement to higher-level jobs in
the company that adversely affects women and minorities. The barrier may
be due to lack of access to training programs, development experiences, or
relationships (e.g., mentoring).
High-potential employees Right Ans - Employees the company believes
are capable of being successful in high-level management positions.
GCU – Questions And Accurate Answers
Action plan Right Ans - Document summarizing what the trainee and
manager will do to ensure that training transfers to the job
Assessment Right Ans - Collecting information and providing feed-back
to employees about their behavior, communication style, or skills.
Assessment center Right Ans - A process in which multiple raters
evaluate employees' performance on a number of exercises.
Audit approach Right Ans - Type of assessment of HRM effectiveness
that involves review of customer satisfaction or key indicators (e.g.,
turnover rate, average days to fill a position) related to an HRM functional
area (e.g., recruiting, training).
Analytic approach Right Ans - Type of assessment of HRM effectiveness
that involves determining the impact of, or the financial costs and benefits
of, a program or practice.
Career support Right Ans - Coaching, protection, sponsorship, and
providing challenging assignments, exposure, and visibility.
Coach Right Ans - A peer or manager who works with an employee to
motivate her, help her develop skills, and provide reinforcement and
feedback.
Competencies Right Ans - Sets of skills, knowledge, and abilities and
personal characteristics that enable employees to perform their jobs.
Competency model Right Ans - Identifies and provides a description of
competencies that are common for an entire occupation, organization, job
family, or specific job .
, Counselor/confidante/coach Right Ans - to the executive team A role of
the CHRO that focuses on counseling or coaching team members or
resolving interpersonal or political conflicts among team members.
Decision support systems Right Ans - Problem-solving systems that
usually include a "what if" feature that allows users to see how outcomes
change when assumptions or data change.
Development Right Ans - The acquisition of knowledge, skills, and
behaviors that improve an employee's ability to meet changes in job
requirements and in client and customer demands.
Employee assistance programs (EAPs) Right Ans - Employer programs
that attempt to ameliorate problems encountered by workers who are drug
dependent, alcoholic, or psychologically troubled.
Expatriate Right Ans - Employee sent by his or her company to manage
operations in a different country.
Expert systems Right Ans - Computer systems incorporating the
decision rules of people recognized as experts in a certain area.
Formal education programs Right Ans - Employee development
programs, including short courses offered by consultants or universities,
executive MBA programs, and university programs.
Formal training Right Ans - Training and development programs and
courses that are developed and organized by the company.
Frame of reference Right Ans - A standard point that serves as a
comparison for other points and thus provides meaning.
Glass ceiling Right Ans - A barrier to advancement to higher-level jobs in
the company that adversely affects women and minorities. The barrier may
be due to lack of access to training programs, development experiences, or
relationships (e.g., mentoring).
High-potential employees Right Ans - Employees the company believes
are capable of being successful in high-level management positions.
