Career Development and Management, Exams of Human Resource Management

Download Career Development and Management and more Exams Human Resource Management in PDF only on Docsity! HRM chapter 9 Exam (Latest 2024/ 2025 Update) with Questions and Verified Answers| | 100% Correct | Grade A+ 1) The deliberate process through which an employee becomes aware of personal career -related attributes and the lifelong series of activities that contribute to his or her career fulfillment is known as: A) the growth stage of the career cycle. B) a career cycle. C) empowerment. D) career planning and development. E) the exploration stage of the career cycle. - ✔✔D. CAREER PLANNING AND DEVELOPMENT 2) Young is the new Director of Human resources at a consulting engineering company. She wishes to implement career management initiatives and has been asked by the CEO why this would be of benefit to the business. She should respond as follows: A) this increases employee commitment. B) this assists directly in human resource planning. C) this reduces turnover and increases employee commitment. D) this reduces turnover. E) this promotes compliance with employment equity laws. - ✔✔C. THIS REDUCES TURNOVER AND INCREASES EMPLOYEE COMMITMENT 3) Your colleague wishes to find a position with another employer and has asked you to define what is meant by ʺnetworkingʺ as a career development tool. You advise her as follows: A) personal networking involves speaking to external professional contacts about career goals but not to colleagues within the organization. B) the objective is to let people know about background and career goals and to share information so the job seeker benefits. C) the objective is to provide information so the employer can decide if the job seeker is the right candidate. D) it involves asking a contact for a job. E) the objective is to let people know about background and career goals and to share information so both parties benefit. - ✔✔E. THE OBJECTIVE IS TO LET PEOPLE KNOW ABOUT BACKGROUND AND CAREER GOALS AND TO SHARE INFORMATION SO BOTH PARTIES BENEFIT 4) Developmental activities are: A) providing educational and training resources required to help employees identify job-sharing opportunities. B) providing educational and training resources required to help employees identify their career potential. C) providing educational and training resources required to help managers identify job rotations. D) providing on the job training. E) providing educational and training resources required to help employees identify career-related progress - ✔✔B. PROVIDING EDUCATIONAL AND TRAINING RESOURCES REQUIRED TO HELP EMPLOYEES IDENTIFY THEIR CAREER POTENTIAL 5) Career-oriented firms stress career-oriented appraisals that link past performance and: A) the internal job posting system. B) training resources. C) fundamental skills. D) career preferences and developmental needs. E) teamwork skills. - ✔✔D. CAREER PREFERENCES AND DEVELOPMENTAL NEEDS 6) A series of work-related positions, paid or unpaid, that help a person grow in job skills, success, and fulfillment is: A) a job. B) a position. B) adolescent stage. C) growth stage. D) maintenance stage. E) interaction stage. - ✔✔C. GROWTH STAGE 14) The stage of oneʹs career, including the period from around ages 15 to 24 during which a person seriously explores various occupational alternatives, attempting to match these alternatives with his/her interests and abilities, is called the: A) establishment stage. B) alternative stage. C) exploration stage. D) growth stage. E) maintenance stage - ✔✔C. EXPLORATION STAGE 15) The stage of oneʹs career, including the period roughly from ages 24 to 44 that is the heart of most peopleʹs work lives, is called the: A) exploration stage. B) interaction stage. C) adult stage. D) maintenance steps. E) establishment stage. - ✔✔E. ESTABLISHMENT STAGE 16) The stage of oneʹs career, including the period from about ages 45 to 65 during which the person secures their place in the world, is called the: A) secure stage. B) maintenance stage. C) decline stage. D) midcareer stage. E) stabilization stage. - ✔✔B. MAINTENANCE STAGE 17) The stage of oneʹs career, including the period during which many people are faced with the prospect of accepting reduced levels of power and responsibility and having to accept the new roles of mentor and confidante for those who are younger, is called the: A) maintenance stage. B) decline stage. C) consultant stage. D) stabilization stage. E) mentor stage. - ✔✔B. DECLINE STAGE 18) A person with strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as: A) accountant. B) professor. C) research chemist. D) contemporary artist. E) social work. - ✔✔E. SOCIAL WORK 19) The following are personality types that John Holland found through his research, EXCEPT: A) social orientation. B) investigative orientation. C) vocational orientation. D) realistic orientation. E) enterprising orientation. - ✔✔C. VOCATIONAL ORIENTATION 20) The skills needed to be successful in a particular occupation are referred to as: A) job skills. B) occupational skills. C) trade skills. D) life skills. E) aptitudes - ✔✔B. OCCUPATIONAL SKILLS 21) A personʹs aptitudes, such as intelligence and mathematical ability, are often measured with: A) talent testing. B) intelligence testing. C) an essay on their most enjoyable occupational task. D) the general aptitude test battery. E) career testing. - ✔✔D. THE GENERAL APTITUDE TEST BATTERY 22) A concern or value that a person who is engaged in career planning will not give up if a choice must be made is referred to as a(n): A) value anchor. B) skill. C) planning anchor. D) career anchor. E) anchor. - ✔✔D. CAREER ANCHOR 23) Yung made a choice to leave a large management consulting firm she had worked at for 10 years to become the Executive Director of a newly established non profit association, ChildAid, which is dedicated to helping children living in poverty. She had been volunteering with the organization prior to become the Executive Director as she was inspired by the organizationʹs mission. ChildAid has enough funds to give her a very modest salary for a year. She must engage in vigourous fundraising efforts to enable the organization to continue paying her salary beyond 1 year. Yung most likely has the following career anchors: A) creativity and autonomy. B) service/ dedication. career anchor of: A) creativity. B) managerial competence. C) autonomy and independence. D) security. E) technical and functional. - ✔✔D. SECURITY 31) For the new employee, a period during which his or her initial hopes and goals first confront the reality of organizational life and of the personʹs talents and needs is known as: A) job evaluation. B) career adjustment. C) probationary time. D) performance evaluation. E) reality testing. - ✔✔E. REALITY TESTING 32) Most experts agree that one of the most important things that an employer can do is to provide new employees with: A) computer-oriented first jobs. B) slow-paced first jobs. C) challenging first jobs. D) high-pressure first jobs. E) comfortably paced first jobs. - ✔✔C. CHALLENGING FIRST JOBS 33) Providing recruits with realistic job previews regarding what to expect should they be selected to work in the organization can be an effective way to minimize: A) absenteeism. B) the Pygmalion effect. C) social loafing. D) workplace accidents. E) reality shock - ✔✔E. REALITY SHOCK 34) Hanan is the manager of a busy branch of a credit union. She has recently hired new staff and has noticed that the more work she gives to them and the more she expects of them the better they perform. This relationship is referred to as the: A) expectation effect. B) supportive effect. C) deadwood effect. D) Pygmalion effect. E) demand effect. - ✔✔D. PYGMALION EFFECT 35) A planned learning event in which participants are expected to be actively involved, completing career planning exercises and inventories and participating in career skills practice sessions is called a(n): A) lecture method of training. B) organization development program. C) career planning workshop. D) job inspection training. E) strategic planning exercise. - ✔✔C. CAREER PLANNING WORKSHOP 36) An activity during a career planning workshop in which individual employees actively analyze their own career interests, skills, and career anchors is called a: A) peer job evaluation appraisal. B) testing appraisal. C) career performance appraisal. D) self-assessment activity. E) supervisor appraisal. - ✔✔D. SELF-ASSESSMENT ACTIVITY 37) The use of an experienced individual to teach and train someone with less knowledge in a given area is called: A) basic training. B) mentoring. C) lecturing. D) on-the-job training. E) apprenticeship training. - ✔✔B. MENTORING 38) A career-planning workbook underlines the employeeʹs responsibility to initiate: A) self-assessment activity. B) career workshops. C) the career-development process. D) lifelong learning. E) environmental assessment. - ✔✔C. THE CAREER-DEVELOPMENT PROCESS 39) Reverse mentoring is: A) older workers provide guidance to younger workers. B) younger workers provide guidance to senior executives. C) senior executives provide guidance to new employees. D) senior executives provide guidance to junior employees in management. E) younger workers provide guidance to older workers. - ✔✔B. YOUNGER WORKERS PROVIDE GUIDANCE TO SENIOR EXECUTIVES 40) An organization focused on creating, acquiring, and transferring knowledge, and at modifying its behaviour to reflect new knowledge and insights, is a(n): A) mentoring organization. B) in-house development centre. C) learning organization. D) training and development organization. 48) Employees seek transfers for the following reasons EXCEPT: A) personal enrichment. B) better location of work. C) greater possibility of advancement. D) a more interesting job. E) enhancement of family life. - ✔✔E. ENHANCEMENT OF FAMILY LIFE 49) Transfer policies have fallen into disfavour partly because of the cost of relocating employees, and also because of the assumption that frequent transfers have a bad effect on the employeeʹs: A) emotional stability. B) financial responsibility. C) job performance. D) family life. E) job attitude. - ✔✔D. FAMILY LIFE 50) To overcome the record number of rejections of relocation offers, companies are: A) paying moving expenses. B) increasing financial incentives. C) offering spousal support through career transition programs. D) offering additional perquisites. E) increasing salaries - ✔✔C. OFFERING SPOUSAL SUPPORT THROUGH CAREER TRANSITION PROGRAMS 51) Any attempt to improve managerial performance by imparting knowledge, changing attitudes or enhancing skills, is called: A) career enhancement. B) T-group training. C) management development. D) assessment centre training. E) professional development. - ✔✔C. MANAGEMENT DEVELOPMENT 52) Canadian firms tend to routinely transfer employees less today than was the case 10 years ago. The general reasons for this change in practice is: A) the cost of transferring employees has increased. B) the cost of transferring employees has increased. C) the negative impact on diversity programs. D) employees are less willing to disrupt their family life and the cost of transferring employees has increased. E) the difficulty in finding employees to fill the transferred employeeʹs former position. - ✔✔D. EMPLOYEES ARE LESS WILLING TO DISRPT THEIR FAMILY LIFE AND THE COST OF TRANSFERRING EMPLOYEES HAS INCREASED 53) When a management development program is individualized and it is aimed at filling a specific executive position, this process is usually called: A) personnel planning. B) succession planning. C) management forecasting. D) management needs analysis and development. E) individual development. - ✔✔B. SUCCESSION PLANNING 54) The following are steps contained in a typical succession program EXCEPT: A) Job rotation and executive development programs are arranged. B) Management replacement charts are drawn. C) Management skills inventories are prepared. D) Management forecasts of the competition are made. E) An organization projection must be made. - ✔✔D. MANAGEMENT FORECASTS OF THE COMPETITION ARE MADE 55) A Canadian bank has for several years established formal promotion procedures and published these procedures so all employees are aware of the criteria by which promotions are rewarded. What are the benefits to the bank of doing this? A) Replacement summaries are better utilized. B) There are no benefits. C) Managers have greater autonomy and more discretion in promotion decisions. D) A greater number of qualified employees are likely to be considered for openings and promotion becomes more closely linked to performance for employees. E) A greater number of qualified employees are likely to be considered for openings and managers have more discretion in promotion decisions. - ✔✔D. A GREATER NUMBER OF QUALIFIED EMPLOYEES ARE LIKELY TO BE CONSIDERED FOR OPENINGS AND PROMOTION BECOMES MORE CLOSELY LINKED TO PERFORMANCE FOR EMPLOYEES 56) A management training technique that involves moving a trainee from department to department in order to broaden his/her experience and identify strong and weak points is called: A) job enlargement. B) job enrichment. C) global job rotation. D) developmental job rotation. E) action learning. - ✔✔D. DEVELOPMENTAL JOB ROTATION 57) The following are advantages of the developmental job rotation technique EXCEPT: A) providing experience in analyzing overall company problems. B) providing a well-rounded training experience for each trainee. C) broadening understanding of all parts of the business. D) avoiding stagnation through constant introduction of new points of view in each department. E) testing the trainee and helping identify the personʹs strong and weak points. - ✔✔A. PROVIDING EXPERIENCE IN ANALYZING OVERALL COMPANY PROBLEMS 58) In one management training technique, the trainee works directly with the person that he/she is to replace. This technique is called the: B) a computerized case study. C) a computerized junior board. D) a computerized management game. E) a simulation exercise. - ✔✔D. A COMPUTERIZED MANAGEMENT GAME 65) Computerized management games are good developmental tools for the following reasons EXCEPT: A) fostering cooperation. B) development of leadership skills. C) fostering teamwork. D) development of problem-solving skills. E) development of computer skills. - ✔✔E. DEVELOPMENT OF COMPUTER SKILLS 66) The employerʹs role in university-related programs often involves the provision of an incentive for employees to develop job-related skills. This incentive often takes the form of: A) lavish prizes. B) cash. C) tuition refunds. D) paid leave of absence. E) exotic job assignments. - ✔✔C. TUITION REFUNDS 67) The employerʹs role in university-related programs increasingly involves granting technical and professional employees extended periods of time off for attending a college or university to pursue a higher degree or to upgrade skills. This employer support is called a(n): A) vacation. B) upgrade program. C) sabbatical. D) leave without pay. E) professional leave. - ✔✔C. SABBATICAL 68) A training technique in which trainees act out the parts of people in a realistic management situation is called: A) case study method. B) realistic training. C) action learning. D) role-playing. E) situational training - ✔✔D. ROLE-PLAYING 69) Role-playing trains a trainee to be aware of and sensitive to the: A) background of others. B) expertise of others. C) decisions of others. D) thoughts of others. E) feelings of others. - ✔✔E. FEELINGS OF OTHERS 70) Role-playing has some drawbacks. An exercise can take an hour or more to complete, only to be deemed a waste of time by participants if the instructor does not: A) praise the participants. B) lecture at the beginning to all trainees. C) explain what the participants were to learn. D) present an expert system for trainees to observe. E) coach or mentor trainees throughout the session - ✔✔C. EXPLAIN WHAT THE PARTICIPANTS WERE TO LEARN 71) A training program in which trainees are first shown good management techniques (in a film), are then asked to play roles in a simulated situation, and are given feedback regarding their performance, is called: A) role-playing. B) behaviour modelling. C) action learning. D) good-example training. E) case study method. - ✔✔B. BEHAVIOUR MODELLING 72) The basic behaviour modelling procedure includes the following EXCEPT: A) role-playing. B) computer program training. C) transfer of training. D) social reinforcement. E) modelling. - ✔✔B. COMPUTER PROGRAM TRAINING 73) Some employers have in-house development centres for managers and employees that would include the following EXCEPT: A) job analysis programs. B) classroom learning. C) assessment centres. D) in-basket exercises. E) role-playing. - ✔✔A. JOB ANALYSIS PROGRAMS 74) Avica Inc., a Toronto based management consulting company would like to encourage certain key consultants to continue employment past age 60. Which of the following steps would NOT be a good step for the company to take to keep older consultants fully engaged and willing to continue employment with the firm: A) canceling training and development programs for this group and requiring this group of employees to work long work weeks. B) providing career counseling. C) requiring this group of employees to work long work weeks.