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Managing Human Resources: Productivity, Quality of Work Life, Profits, 6/e
Wayne Cascio, University of Colorado-Denver
Analyzing Work and Planning for People

Multiple Choice Quiz



1

Job analysis information impedes new employee orientation, training, and development.
A)True.
B)False.
2

Job definitions seem to be moving from broad (process-based) to narrow (task-based).
A)True.
B)False.
3

The only benefit of strategic planning is its emphasis on growth.
A)True.
B)False.
4

Human Resource objectives provide the foundation for human resource planning.
A)True.
B)False.
5

Keeping succession plans confidential may present an ethical dilemma for managers.
A)True.
B)False.
6

Research indicates most firms do not have a well-defined Human Resource plan.
A)True.
B)False.
7

Job analysis information may be used in:
A)labor relations.
B)orienting, training, and developing.
C)organization structure and design.
D)all of the above.
8

_____________ is not a method of job analysis.
A)Structured Questionnaire
B)Critical incidents
C)Job Diagnostic Survey
D)both a and c
9

Managers may ________________ as a part of strategic planning.
A)evaluate strengths and weaknesses
B)develop budgets
C)formulate statements of identity, purpose, and objectives
D)both a and c
10

Human Relation objectives vary by firm. At McDonald's Hamburgers, the most likely objective is:
A)pay competitive wages above the minimum standard for the industry.
B)define jobs narrowly to reduce training time.
C)minimize turnover to maximize productivity.
D)design jobs to maximize operator decision making.
11

_______________ is an example of an internal human resource supply forecasting method.
A)trend analysis
B)management succession plan
C)Delphi technique
D)business factor analysis
12

Managers often face the "make-or-buy" decision of business. This process is also known as:
A)train or promote from within.
B)select or assess.
C)train or select.
D)develop or train.








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