. The development and application of employees' skills and energies to accomplish the goals and objectives of the organization is called ________: A. human resource management. B. human resource planning. C. selection. D. recruiting. 2. The first step in the human resource planning process is__________: A. preparing a job analysis. B. forecasting future human resource needs. C. assessing future demand. D. assessing future supply. 3. Which of the following is not a core dimension of a job? A. skill variety. B. task identity. C. task significance. d. high internal work motivation. 4. All of the following are sources of internal recruiting except_______: A. job posting. B. employee recommendations. C. advertisements. D. transfers. 5. A formal, systematic appraisal of the qualitative and quantitative aspects of an employee's performance is called_________: A. performance evaluation. B. performance appraisal. C. performance analysis. D. orientation. 6. Which of the following is not a personal benefit? A. sick leave. B. flex benefit. C. sales bonus. D. dental plan. 7. _____________ is a percentage on the volume of sales. A. profit sharing. B. piecework. C. commission. D. bonus. 8. Human resource planning techniques include the use of some or all of the following: A. human resource inventories. B. action plans. C. control and evaluation. D. all of the above. 9. An individualized outline of training, experience and possibly education designed to facilitate an employee's growth and enhance opportunities for advancement is called__: A. job description. B. career development plan. C. assessment sheet. D. interview form 10. The unique characteristics of a learning organization is that________ A. the members learn about each other B. it has the capacity to gather new information and use it for improvement C. it focuses on selecting new employees who love learning and are highly skilled D. employees are rewarded for submitting creative suggestions and participating in their implementation 11. The best reason for presenting a training program is because_________: A. It contributes to the organisations goals and objective B. It has been highly advertised C. Competitors are using the trainin D. Concern about federal agency pressure 12. 1. The scope of international human resource management (IHRM) includes: A. staff recruitment. B. staff development. C. compensation. D. all of the above. 13. To be effective in the international environment HRM policies must________: A. reflect an international view. B. accommodate differences in management styles. C. focus on domestic issues. D. effectively transplant HRM policies and practices from the home country to all other offices. 14. A major difference between domestic and international HRM is the result of_________: A. increased complexities such as currency fluctuations, foreign HR policies and practices, and divergent labour laws. B. the number of employees covered by the hr policies. C. the ease with which employees adjust to new cultures. D. the emergence of effective cross-border management styles. 15. The following are valid reasons for using an ethnocentric international staffing strategy, except: A. maintaining a unified corporate culture. B. maintaining a diverse corporate culture. C. lack of qualified managers in the host country. D. maintaining tight control. 16. The term procurement stands for_______ A. recruitment and selection B. training and development C. pay and benefits D. health and safety 17. Which of the following describes the role of line managers and staff advisors, namely HR Professionals? A. Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes. B. Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes. C. Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR. D. Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR. 18. A problem with performance appraisal is that________ A. It tends to be objective and consistent. B. It identifies weakness of employees as well as strengths. C. It tends to focus on short-term objectives rather than long-term learning D. It tends to be a bottom-up process. 19. Collective bargaining takes place between_______: A. individuals and employers B. departments and employers C. trade unions and employers D. governments and employers 20. In a dispute, it is the arbitrators responsibility to _______ A. ensure each side receives a fair hearing. B. decide the case without passing judgement C. interpret the intent of the labour agreement D. get the parties to work together to solve their differences.