Þekking Hrm Sérfræðinga

Front 1

Leadership training is ineffective because leaders are born, not made (true or false)

Back 1

FALSE

96% of HRM got it right

Front 2

The most important requirement for an effective leader is to have an outgoing, enthusiastic personality
(t or f)

Back 2

FALSE

82% of HRM got it right

Front 3

Once employees have mastered a task, they perform better than those without them
(t or f)

Back 3

FALSE

82% of HRM got it right

Front 4

Companies with vision statement perform better than those without them
(t or f)

Back 4

FALSE

62% of HRM got it right

Front 5

Companies with very low rates of professional turnover are less profitable than those with moderate turnover rates

Back 5

FALSE

62% of HRM got it right

Front 6

If a company feels it must downsize employees. the most profitable way to do it is through targeted cuts rather than attrition
(t or f)

Back 6

TRUE

54% of HRM got it right

Front 7

In order to be evaluated favorably by line managers, the most important competency for HR managers is the ability to manage change
(t or f)

Back 7

TRUE

50% of HRM got it right

Front 8

On average, encouraging employees to participate in decision making is more effective for improving organizational performance than setting performance goals
(t or f)

Back 8

FALSE

18% of HRM got it right

Front 9

Most managers give employees lower performance appraisals than they objectively deserve
(t or f)

Back 9

FALSE

94% of HRM got it right

Front 10

Poor performers are generally more realistic about their performance than good performers are
(t or f)

Back 10

FALSE

88% of HRM got it right

Front 11

Teams with members from different functional areas are likely to reach better solutions to complex problems than teams from a single area
(t or f)

Back 11

TRUE

88% of HRM got it right

Front 12

Despite the popularity of drug testing there is no clear evidence that applicants who score positive on drug tests are any less reliable or productive employees
(t or f)

Back 12

FALSE

57% of HRM got it right

Front 13

Most people overevaluate how well they perform on the job
(t or f)

Back 13

TRUE

54% of HRM got it right

Front 14

Most errors in performance appraisals can be eliminated by providing training that describes the kinds of erros managers tend to make and suggesting ways to avoid them
(t or f)

Back 14

FALSE

25% of HRM got it right

Front 15

Lecture-based training is generally superior to other forms of training delivery

Back 15

FALSE

96% of HRM got it right

Front 16

Older adults learn more from training than younger adults

Back 16

FALSE

68% of HRM got it right

Front 17

The most important determinant of how much training employees actually use on their jobs is how much they've learned during training

Back 17

FALSE

60% of HRM got it right

Front 18

Training for simple skills will be more effective if it is presented in one conventrated session than if it is presented in several sessions over time

Back 18

FALSE

59% of HRM got it right

Front 19

The most valid employment inverviews are designed around each candidate's unique background

Back 19

FALSE

70% of HRM got it right

Front 20

Although people use many different terms to describe personalities there are really only four basic dimensions of personality as captured by the Myers-Briggs Type Indicator (MBTI)

Back 20

FALSE

49% of HRM got it right

Front 21

On average, applicants who answer job advertisments are likely to have higher turnover than those referred by other employees

Back 21

TRUE

49% of HRM got it right

Front 22

Being very intelligent is actually a disadvantage for performing well on a low-skilled job

Back 22

FALSE

42% of HRM got it right

Front 23

There is very little difference among personalityinventories in terms of how well they predict an applicant's likely job performance

Back 23

FALSE

42% of HRM got it right

Front 24

ALthough there are "integrity tests" that try to predict whether someone will steal, be absent, or otherwise take advantage of an employer, they don't work well in practice, because so many people lie on them

Back 24

FALSE

32% of HRM got it right

Front 25

One problem with using integriuty tests is that they have high degrees of adverse impact on racial minorities

Back 25

FALSE

31% of HRM got it right

Front 26

On average conscientiousness is a better predictor of hob performance than is intelligence

Back 26

FALSE

18% of HRM got it right

Front 27

Companies that screen applicants for values have higher performance than those that screen for intelligence

Back 27

FALSE

16% of HRM got it right

Front 28

When pay must be reduced or frozen, there is little a company can do or say to reduce employee dissatisfaction and dysfunctional behaviors

Back 28

FALSE

72% of HRM got it right

Front 29

Most employees prefer to be paid on the basis of individual performance rather than on team or organizational performance

Back 29

TRUE

81% of HRM got it right

Front 30

Merit pay systems cause so many problems that companies without them tend to have higher performance than companies with them

Back 30

FALSE

66% of HRM got it right

Front 31

There is a positive relationship between the proportion of managers receiving organizationally based pay incentives and company profitability

Back 31

TRUE

62% of HRM got it right

Front 32

New companies have a better chance of surviving if all employees receive incentives based on organizational-wide performance

Back 32

TRUE

59% of HRM got it right

Front 33

Talking about salary issues during performance appraisals tends to hurt morale and future performance

Back 33

FALSE

51% of HRM got it right

Front 34

Most employees prefer variable pay systems (e.g. incentive schemes, gain sharing, stock options) to fixed pay systems

Back 34

FALSE

40% of HRM got it right

Front 35

Surveys that directly ask employees how important pay is to them are likely to overestimate pay's true importance in actual decisions

Back 35

FALSE

35% of HRM got it right