Strategic Planning for Human Resources 1st Edition By Bulmash – Test Bank

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Sample Questions 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?

A. Lowers turnover

 

B. Taps employee potential

 

C. Improves the effectiveness of training

 

D. Satisfies employee needs

 

10. Which of the following statements about human capital is true?

A. The human capital of employees is measured in job related skills.

 

B. Today most industries depend on technology to ensure their competitive advantage.

 

C. Human capital is plentiful but not being well managed by organization.

 

D. Human capital is an important consideration in promotion decisions.

 

11. Ann organization’s efforts in the career development of employees must be perceived as:

A. A legitimate operating expense

 

B. A long-term expedient program

 

C. A long-term investment

 

D. An indirect labour cost

 

12. The sequential pattern of jobs that form an individual’s career is referred to as:

A. A career path

 

B. Career goals

 

C. Career planning

 

D. A protean career

 

13. Andolsen’s six step framework for career planning includes each of the following EXCEPT:

A. Accepting work

 

B. Occupational research

 

C. Attending company sponsored training

 

D. Looking for employment contacts

 

14. Which types of organizational and individual needs are met with the balance between productivity and performance?

A. Strategic and professional

 

B. Operational and professional

 

C. Strategic and personal

 

D. Operational and personal

 

15. Providing feedback and knowledge of developmental opportunities is part of this key area of HR planning:

A. Identifying career opportunities and requirements

 

B. Matching the individual and organizational needs

 

C. Identifying career development opportunities

 

D. Identifying employee potential

 

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?

A. A career system typology

 

B. A career ladder

 

C. A competency based model

 

D. A career development path

 

17. Ensuring “employees are aware that ownership of their career belongs to them,” is part of which key area of HR planning?

A. Identifying career development initiatives

 

B. Identifying employee potential

 

C. Identifying career opportunities and requirements

 

D. Matching the individual and organizational needs

 

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.

A. Sonnenfeld’s career system typology model

 

B. Competency-based career model at Microsoft

 

C. Career path-goal model

 

D. The career ladder model

 

19. Which of the following is NOT one of the components of the Microsoft career model?

A. Experiences

 

B. Career stage profiles

 

C. Competencies

 

D. Skills

 

20. In this Microsoft core value proposition employees have clear expectations of current results:

A. Discretionary effort

 

B. Transparency

 

C. Alignment

 

D. Employee engagement

 

21. In which career systems type is development characterized by on-the-job training and little succession planning?

A. Academy

 

B. Baseball team

 

C. Club

 

D. Fortress

 

22. Which of the following statements characterizes the career model of the 21st century?

A. Individual need to focus on job security

 

B. The company drives the careers of individuals

 

C. Individuals need to develop skills related to learning

 

D. Career development is now viewed as linear

 

23. Which of the following statements describes the protean career?

A. Career advancements are along a career ladder.

 

B. The organization places employees on the fast track.

 

C. Individuals need to develop technical skills.

 

D. It includes all aspects of an individual’s life that are relevant to their careers.

 

24. This career development tool involves an ongoing process of providing feedback:

A. Coaching

 

B. Mentoring

 

C. Counselling

 

D. Networking

 

25. Which of the following development tools involves younger employees providing guidance to senior executives?

A. Vertical networking

 

B. Mentoring

 

C. Reverse coaching

 

D. Reverse mentoring

 

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:

A. Human Resources development

 

B. Succession planning

 

C. Career planning

 

D. Replacement charting

 

27. The ability to attract, develop, and retain engaged employees to meet current and future needs is referred to as:

A. Performance management

 

B. High power work systems

 

C. Talent management

 

D. Employee engagement

 

28. According to this approach to talent development, charm and empathy are defined as talents.

A. Supply-chain model approach

 

B. Competency-based approach

 

C. Soft-skills development approach

 

D. Talent-based approach

 

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?

A. Lowers turnover

 

B. Taps employee potential

 

C. Improves the effectiveness of training

 

D. Satisfies employee needs

 

Bulmash – Chapter 05 #9
Difficulty: 2
Learning Objective: 1
 

 

10.
(p. 111)
Which of the following statements about human capital is true?

A. The human capital of employees is measured in job related skills.

 

B. Today most industries depend on technology to ensure their competitive advantage.

 

C. Human capital is plentiful but not being well managed by organization.

 

D. Human capital is an important consideration in promotion decisions.

 

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:

A. A legitimate operating expense

 

B. A long-term expedient program

 

C. A long-term investment

 

D. An indirect labour cost

 

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:

A. A career path

 

B. Career goals

 

C. Career planning

 

D. A protean career

 

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:

A. Accepting work

 

B. Occupational research

 

C. Attending company sponsored training

 

D. Looking for employment contacts

 

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?

A. Strategic and professional

 

B. Operational and professional

 

C. Strategic and personal

 

D. Operational and personal

 

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:

A. Identifying career opportunities and requirements

 

B. Matching the individual and organizational needs

 

C. Identifying career development opportunities

 

D. Identifying employee potential

 

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?

A. A career system typology

 

B. A career ladder

 

C. A competency based model

 

D. A career development path

 

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?

A. Identifying career development initiatives

 

B. Identifying employee potential

 

C. Identifying career opportunities and requirements

 

D. Matching the individual and organizational needs

 

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.

A. Sonnenfeld’s career system typology model

 

B. Competency-based career model at Microsoft

 

C. Career path-goal model

 

D. The career ladder 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?

A. Experiences

 

B. Career stage profiles

 

C. Competencies

 

D. Skills

 

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:

A. Discretionary effort

 

B. Transparency

 

C. Alignment

 

D. Employee engagement

 

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?

A. Academy

 

B. Baseball team

 

C. Club

 

D. Fortress

 

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?

A. Individual need to focus on job security

 

B. The company drives the careers of individuals

 

C. Individuals need to develop skills related to learning

 

D. Career development is now viewed as linear

 

Bulmash – Chapter 05 #22
Difficulty: 3
Learning Objective: 4
 

 

23.
(p. 122)
Which of the following statements describes the protean career?

A. Career advancements are along a career ladder.

 

B. The organization places employees on the fast track.

 

C. Individuals need to develop technical skills.

 

D. It includes all aspects of an individual’s life that are relevant to their careers.

 

Bulmash – Chapter 05 #23
Difficulty: 2
Learning Objective: 4
 

 

24.
(p. 122 – 123)
This career development tool involves an ongoing process of providing feedback:

A. Coaching

 

B. Mentoring

 

C. Counselling

 

D. Networking

 

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?

A. Vertical networking

 

B. Mentoring

 

C. Reverse coaching

 

D. Reverse mentoring

 

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:

A. Human Resources development

 

B. Succession planning

 

C. Career planning

 

D. Replacement charting

 

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:

A. Performance management

 

B. High power work systems

 

C. Talent management

 

D. Employee engagement

 

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.

A. Supply-chain model approach

 

B. Competency-based approach

 

C. Soft-skills development approach

 

D. Talent-based approach

 

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.
2. Career development creates a pool of internal talent that can be promoted to fill vacancies.
3. Career development is a key component of a retention strategy that serves to reduce turnover.
4. Employees view career development and growth opportunities as a reward which motivates performance.
5. Career development improves the capacity of employees to be more self managing and thereby reduces the load on managers.
6. Career development programs satisfy the needs of employees to develop professionally and advance their careers.
7. Career development programs allow organizations to realize greater employee potential and improved productivity.

 

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.
Networking involves working with contacts to broaden ones knowledge of the career areas they are interested in. The process involves establishing relationships both inside and outside of the organization. A good source of contacts is through membership in professional and community organizations. Through networking, individuals can learn about job opportunities, learn about professional trends, and obtain both feedback and support for ideas being considered regarding job and educational opportunities.
Coaching is a very effective tool for career development. Through continuous feedback and recommendations for improving performance and making effective career decisions, individuals can develop the appropriate skills for improving job performance as well as preparing for career advancement opportunities.

 

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

 

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