Strategic Planning for Human Resources 1st Edition By Bulmash - Test Bank Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below c5 Student: ___________________________________________________________________________ 1. In the traditional bureaucratic organization the individual did not participate in development decisions. True False 2. The human capital of employees is …
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Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank
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Sample Questions Are Posted Below
c5
Student: ___________________________________________________________________________
| 1. | In the traditional bureaucratic organization the individual did not participate in development decisions.
True False |
| 2. | The human capital of employees is measured in terms of their current job skills.
True False |
| 3. | Organizations continue to use technology to replace people as an effective way of addressing skill shortages.
True False |
| 4. | Over a work lifetime, employees may choose several different career paths.
True False |
| 5. | In the career management process, productivity is an important strategic need of the organization.
True False |
| 6. | Establishing a skills inventory helps management make decisions about staffing opportunities.
True False |
| 7. | A developmentally oriented relationship between senior and junior colleagues or peers is referred to as coaching.
True False |
| 8. | The role of HR in facilitating career development in the 21st century focuses on developing and delivering effective training programs.
True False |
| 9. | Which of the following is NOT an important reason why an organization should support career development?
|
| 10. | Which of the following statements about human capital is true?
|
| 11. | Ann organization’s efforts in the career development of employees must be perceived as:
|
| 12. | The sequential pattern of jobs that form an individual’s career is referred to as:
|
| 13. | Andolsen’s six step framework for career planning includes each of the following EXCEPT:
|
| 14. | Which types of organizational and individual needs are met with the balance between productivity and performance?
|
| 15. | Providing feedback and knowledge of developmental opportunities is part of this key area of HR planning:
|
| 16. | A career path that is based on a series of jobs in which each position is the successor to the next is referred to as?
|
| 17. | Ensuring “employees are aware that ownership of their career belongs to them,” is part of which key area of HR planning?
|
| 18. | An organization that focuses on an internal supply flow and tends to think of people as assets with long term developmental value is applying this career model.
|
| 19. | Which of the following is NOT one of the components of the Microsoft career model?
|
| 20. | In this Microsoft core value proposition employees have clear expectations of current results:
|
| 21. | In which career systems type is development characterized by on-the-job training and little succession planning?
|
| 22. | Which of the following statements characterizes the career model of the 21st century?
|
| 23. | Which of the following statements describes the protean career?
|
| 24. | This career development tool involves an ongoing process of providing feedback:
|
| 25. | Which of the following development tools involves younger employees providing guidance to senior executives?
|
| 26. | The process used by organizations to ensure they have pools of skilled employees trained and available to meet the strategic objectives of the organization is called:
|
| 27. | The ability to attract, develop, and retain engaged employees to meet current and future needs is referred to as:
|
| 28. | According to this approach to talent development, charm and empathy are defined as talents.
|
| 29. | List 7 reasons why an organization would support career development.
|
| 30. | Briefly discuss the role of mentoring, networking and coaching in the career development process.
|
c5 Key
| 1. (p. 110) |
In the traditional bureaucratic organization the individual did not participate in development decisions.
TRUE |
| Bulmash – Chapter 05 #1 Difficulty: 1 Learning Objective: 1 |
| 2. (p. 111) |
The human capital of employees is measured in terms of their current job skills.
FALSE |
| Bulmash – Chapter 05 #2 Difficulty: 1 Learning Objective: 1 |
| 3. (p. 111) |
Organizations continue to use technology to replace people as an effective way of addressing skill shortages.
FALSE |
| Bulmash – Chapter 05 #3 Difficulty: 1 Learning Objective: 1 |
| 4. (p. 114) |
Over a work lifetime, employees may choose several different career paths.
TRUE |
| Bulmash – Chapter 05 #4 Difficulty: 1 Learning Objective: 2 |
| 5. (p. 115) |
In the career management process, productivity is an important strategic need of the organization.
FALSE |
| Bulmash – Chapter 05 #5 Difficulty: 2 Learning Objective: 3 |
| 6. (p. 116) |
Establishing a skills inventory helps management make decisions about staffing opportunities.
TRUE |
| Bulmash – Chapter 05 #6 Difficulty: 2 Learning Objective: 4 |
| 7. (p. 122) |
A developmentally oriented relationship between senior and junior colleagues or peers is referred to as coaching.
FALSE |
| Bulmash – Chapter 05 #7 Difficulty: 1 Learning Objective: 4 |
| 8. (p. 124) |
The role of HR in facilitating career development in the 21st century focuses on developing and delivering effective training programs.
FALSE |
| Bulmash – Chapter 05 #8 Difficulty: 2 Learning Objective: 4 |
| 9. (p. 110) |
Which of the following is NOT an important reason why an organization should support career development?
|
| Bulmash – Chapter 05 #9 Difficulty: 2 Learning Objective: 1 |
| 10. (p. 111) |
Which of the following statements about human capital is true?
|
| Bulmash – Chapter 05 #10 Difficulty: 1 Learning Objective: 1 |
| 11. (p. 112) |
Ann organization’s efforts in the career development of employees must be perceived as:
|
| Bulmash – Chapter 05 #11 Difficulty: 1 Learning Objective: 1 |
| 12. (p. 113) |
The sequential pattern of jobs that form an individual’s career is referred to as:
|
| Bulmash – Chapter 05 #12 Difficulty: 1 Learning Objective: 2 |
| 13. (p. 113) |
Andolsen’s six step framework for career planning includes each of the following EXCEPT:
|
| Bulmash – Chapter 05 #13 Difficulty: 2 Learning Objective: 2 |
| 14. (p. 115) |
Which types of organizational and individual needs are met with the balance between productivity and performance?
|
| Bulmash – Chapter 05 #14 Difficulty: 2 Learning Objective: 2 |
| 15. (p. 116) |
Providing feedback and knowledge of developmental opportunities is part of this key area of HR planning:
|
| Bulmash – Chapter 05 #15 Difficulty: 3 Learning Objective: 2 |
| 16. (p. 117 – 118) |
A career path that is based on a series of jobs in which each position is the successor to the next is referred to as?
|
| Bulmash – Chapter 05 #16 Difficulty: 2 Learning Objective: 2 |
| 17. (p. 117 – 118) |
Ensuring “employees are aware that ownership of their career belongs to them,” is part of which key area of HR planning?
|
| Bulmash – Chapter 05 #17 Difficulty: 2 Learning Objective: 2 |
| 18. (p. 118) |
An organization that focuses on an internal supply flow and tends to think of people as assets with long term developmental value is applying this career model.
|
| Bulmash – Chapter 05 #18 Difficulty: 2 Learning Objective: 2 |
| 19. (p. 120) |
Which of the following is NOT one of the components of the Microsoft career model?
|
| Bulmash – Chapter 05 #19 Difficulty: 1 Learning Objective: 2 |
| 20. (p. 120) |
In this Microsoft core value proposition employees have clear expectations of current results:
|
| Bulmash – Chapter 05 #20 Difficulty: 2 Learning Objective: 2 |
| 21. (p. 121) |
In which career systems type is development characterized by on-the-job training and little succession planning?
|
| Bulmash – Chapter 05 #21 Difficulty: 2 Learning Objective: 2 |
| 22. (p. 122) |
Which of the following statements characterizes the career model of the 21st century?
|
| Bulmash – Chapter 05 #22 Difficulty: 3 Learning Objective: 4 |
| 23. (p. 122) |
Which of the following statements describes the protean career?
|
| Bulmash – Chapter 05 #23 Difficulty: 2 Learning Objective: 4 |
| 24. (p. 122 – 123) |
This career development tool involves an ongoing process of providing feedback:
|
| Bulmash – Chapter 05 #24 Difficulty: 1 Learning Objective: 4 |
| 25. (p. 123) |
Which of the following development tools involves younger employees providing guidance to senior executives?
|
| Bulmash – Chapter 05 #25 Difficulty: 1 Learning Objective: 4 |
| 26. (p. 124) |
The process used by organizations to ensure they have pools of skilled employees trained and available to meet the strategic objectives of the organization is called:
|
| Bulmash – Chapter 05 #26 Difficulty: 2 Learning Objective: 4 |
| 27. (p. 124) |
The ability to attract, develop, and retain engaged employees to meet current and future needs is referred to as:
|
| Bulmash – Chapter 05 #27 Difficulty: 1 Learning Objective: 4 |
| 28. (p. 124 – 127) |
According to this approach to talent development, charm and empathy are defined as talents.
|
| Bulmash – Chapter 05 #28 Difficulty: 2 Learning Objective: 4 |
| 29. (p. 110) |
List 7 reasons why an organization would support career development.
1. The presence of a career development program in an organization attracts employees to the organization. |
| Bulmash – Chapter 05 #29 Difficulty: 2 Learning Objective: 1 |
| 30. (p. 122 – 123) |
Briefly discuss the role of mentoring, networking and coaching in the career development process.
Mentoring can be an informal or formalized process wherein senior and junior colleagues or peers engage in a developmentally oriented relationship. The mentor acts as an advisor, coach and role model to a colleague who has less experience in a particular area. The key goal of mentoring is to support and guide the personal and professional growth of the mentee. |
| Bulmash – Chapter 05 #30 Difficulty: 3 Learning Objective: 3 |
c5 Summary
| Category | # of Questions |
| Bulmash – Chapter 05 | 30 |
| Difficulty: 1 | 12 |
| Difficulty: 2 | 15 |
| Difficulty: 3 | 3 |
| Learning Objective: 1 | 7 |
| Learning Objective: 2 | 11 |
| Learning Objective: 3 | 2 |
| Learning Objective: 4 | 10 |
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
