BACHELOR OF BUSINESS

(HONS)

SEPTEMBER 2021 SEMESTER

ONLINE QUIZ 2

Subject Code : HRM201 / TRM204

Subject Name : MANAGING HUMAN RESOURCES / HUMAN RESOURCE

MANAGEMENT FOR HOSPITALITY AND TOURISM INDUSTRY

This quiz carries 30% of the total assessment for this subject.

Examiner(s) : DR. OOI KOK KEE

Date : 21 FEBRUARY 2022 Time : 10AM-11.30AM

Time Allowed : 1 HOUR 30 MINUTES

INSTRUCTION(S):

1. This quiz consists of THIRTY (30) Multiple Choice Questions. Answer ALL questions.

2. Either Type-Written or Hand-Written answer scripts is acceptable, provided it is saved in PDF

format and then uploaded to the agreed platform.

3. Students who plan to submit hand-written answer scripts are required to use a CamScanner in
your smart phone as a scanner to scan your answer script and submit it as a PDF format
document (ONE file only).

4. Students must write their name and student ID in each of their answers script.

(This question paper consists of 30 questions in 7 printed pages, including cover page)
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MULTIPLE CHOICE QUESTIONS (30 MARKS)

Answer ALL questions. Each question carries 1 mark.

1. An essential factor in determining the overall value of 360-degree feedback is

A. the willingness of employees to give an open and honest assessment of their

supervisors.
B. the extent to which HR managers are permitted to conduct the necessary interviews
with all staff.
C. the follow up on the required training and development activities identified by the
feedback.
D. how the results compare with benchmarks established in international studies of 360-
degree feedback

2. The strategy that seeks to improve performance by cost cutting, downsizing known as

A. retrenchment strategy.
B. stability strategy.
C. consolidation strategy.
D. financial strategy.

3. Which of the following tests have traditionally been the most difficult tests to evaluate
and the most sensitive to use in employee selection?

A. Aptitude tests
B. Intelligence tests
C. Personality tests
D. Interest tests.

4. All of the following except _________ should be primary objectives of performance

appraisal.

A. development
B. judgement
C. feedback
D. reward.

5. Before conducting a performance review discussion, the manager should

A. review the employee's attendance record and note absences.

B. list all key points to be discussed in the interview.
C. discuss the employee's performance with their peers.
D. not review past appraisals as they may bias their current ratings.
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6. Orientation is likely to be more successful if

A. it is conducted by professional external orientation specialists.

B. it involves all levels of the organisation including the CEO.
C. it is completed in a concentrated and short time frame.
D. it is done over a period of time to avoid no information overload.

7. Which of the following is NOT a standard guideline for writing effective job
descriptions?

A. Begin each sentence with an action verb

B. Use specific rather than vague terms
C. Use quantitative terms where possible to achieve greater objectivity and clarity
D. Provide a comprehensive list of all duties, including routine tasks

8. An advantage of external recruitment is

A. enhanced employee morale and motivation when new appointments are made.
B. new employee adjustment and orientation takes longer and is more thorough.
C. the organisation's return on investment in training and development is increased.
D. new insight, skills and know-how can be introduced into the organisation.

9. The evaluation of organisational and employee performance permits managers to

A. monitor the skills of employees and ensure they are regularly updated.
B. determine the need for organisational restructuring and process re-engineering.
C. check that strategic business objectives are valid, are being successfully
communicated throughout the organisation and are being achieved.
D. ensure that rewards and benefits provided for employees are appropriate and
equitable.

10. A major concern of older workers in the workplace is

A. retirement benefits.
B. superannuation benefits.
C. health problems.
D. age discrimination.

11. Tests which are designed to measure the special abilities required in a specific job are

A. interest tests.
B. intelligence tests.
C. aptitude tests.
D. employment tests.
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12. Which of the following methods is used to forecast the supply of internal human
resources?

A. Expert opinion
B. Nominal group technique
C. Turnover analysis
D. Trend projection

13. When using an upward performance appraisal, it is important to

A. ensure that employees are not subject to peer pressure to not participate.
B. provide constructive and timely feedback to those employees who have taken part.
C. allow employees plenty of time to complete the evaluation and to make amendments
if necessary.
D. ensure that everyone clearly understands who will see the results and what will be
done with the information.

14. An accurate record of interview should be kept because

A. it can help to remind the interviewer why certain decisions were made.
B. it can help to prove that the selection decision was not discriminatory.
C. human resources/personnel need to have copies on file for audit purposes.
D. it can be used to monitor the effectiveness of recruitment and selection processes.

15. Which of the following is NOT an occasion when job analysis is generally undertaken?

A. When an employee is not performing their role adequately

B. When a new job is created in the organisation
C. When a job is changed significantly as a result of new methods, new procedures, or
new technology
D. When the organisation commences and the job analysis program is started

16. In appraisal the problem that occurs when a supervisor's rating of a subordinate on one
factor biases the supervisor on all other factors is known as

A. the recency effect.

B. supervisor prejudice.
C. the halo effect.
D. strictness bias.

17. Which of the following is NOT a component of job descriptions?

A. Job identification
B. Duties and responsibilities
C. Remuneration and benefits
D. Performance standards
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18. Traditional job descriptions have been criticised for being

A. inaccurate and inflexible documents.

B. out of date employee wish lists.
C. straitjackets. suitable only for repetitive work.
D. vague performance guidelines.

19. The systematic training and development model proposes a set sequence of steps. This
sequence is

A. identify training needs, establish training objectives, select and design program,
conduct program, evaluate outcomes against criteria.
B. job analysis, job description, performance identification, training and development
audit.
C. job description, performance comparison, performance review, training, audit.
D. job analysis, job specification, performance comparison, training and development,
audit.

20. Job security today centres on

A. having a permanent job.

B. being related to the manager.
C. being employable.
D. having good working relationships.

21. For effective recruitment an HR manager should

A. conduct psychological and personality tests.

B. be aware of changing conditions in the labour market.
C. have a good understanding of employee aspirations.
D. understand the impact of competition on the organisation.

22. Training and development activities provide the most benefit to an organisation if they
are

A. low cost, short-term programs conducted in-house.

B. well attended by employees and managers.
C. conducted by outside specialist consultants.
D. aligned with the organisation's corporate objectives.

23. Training and development is very closely linked to performance appraisal because

A. both functions are carried out by the same people in most organisations.
B. strengths and weaknesses identified in the performance appraisal will be used to
determine training needs.
C. training and development activities are only provided for those employees whose
performance is considered to be below an acceptable standard.
D. both functions seek to gather and use the same employee-related data.
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24. Career planning and development involves the processes of

A. job analysis and human resource planning.

B. career planning and career management.
C. career advice and career management.
D. career advisory interviews and training provision.

25. Which of the following is NOT an organisational benefit of career planning and
development?

A. Communication of career opportunities to employees

B. A better match between employee career aspirations and organisational opportunities
C. Achievement of EEO and AA goals
D. Identification of employees who are surplus to organisational requirements

26. One of the major weaknesses of the team approach to appraising performance is

A. social loafing.
B. subordinate evaluations.
C. rater errors.
D. the halo effect.

27. The identification of criteria necessary for the successful performance of a job is derived
from

A. an employee skills inventory.

B. a job specification document.
C. the human resource plan.
D. a job description document.

28. Task variables can be identified through an examination of which of the following
documents

A. business strategy and employment contract.

B. job analysis and job description.
C. HR plans and performance appraisal results.
D. job specifications and sales records.

29. The stage in the training and development process that involves making decisions about
the content and process of the training and development activities is called the

A. design phase.
B. consolidation phase.
C. activity phase.
D. operational phase.
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30. Employees are rarely considered for training and development opportunities, international
assignments or promotion if

A. they perform badly.

B. they are over 45 years of age.
C. they have only been with the organisation for a short time.
D. they have recently taken a leave of absence.

***END OF QUIZ 2***