南开大学22秋学期《饭店业人力资源管理（一）（二）（EI双语）》在线作业二

奥鹏教育南开大学平时作业

22秋学期（高起本1709-1803、全层次1809-2103）《饭店业人力资源管理（一）（二）（EI双语）》在线作业-00002

Which of the following is not a factor that makes it difficult for HERE to unionize large segments of the hospitality industry?
A:The majority of hotel and restaurant employees are satisfied with their current employment conditions.
B:More than 40 percent of hotel and restaurant employees work less than thirty-five hours per week.
C:Many hotel and restaurant employees are from groups that have traditionally resisted unionization, e.g., women and minorities.
D:Many hotel and restaurant workers change jobs frequently.
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Which of the following job design techniques requires cross-training employees?
A:job simplification
B:job enlargement.
C:job rotation.
D:job enrichment.
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下面哪个培训方法不属于管理者培训?
A:会议培训
B:行为模仿
C:模拟培训
D:案例研究培训
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A selection method that consistently leads all managers to hire employees who then fail is:
A:reliable and valid.
B:reliable but invalid.
C:unreliable but valid.
D:unreliable and invalid.
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Which of the following statements about ergonomics is false?
A:Managers are responsible for monitoring workplace ergonomics.
B:Failure to implement good ergonomics policies can cost thousands of dollars.
C:The most common type of health problem that results from poor ergonomics is heart trouble.
D:Ergonomics is the applied science of equipment design intended to maximize productivity by reducing operator fatigue and discomfort.
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White-collar union membership has increased over the last 30 years. Much of this increase has come from:
A:public employees and teachers.
B:mid-level managers caught in downsizing programs.
C:administrators and faculty at small private colleges and universities.
D:service-sector employees.
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The social readjustment rating scale identifies and ranks which of the following?
A:job safety risks
B:job satisfaction
C:sources of stress
D:causes of turnover
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有些饭店把岗位引导分为两个部分,第一部分侧重(),第二部分侧重于具体工作环境。
A:企业历史
B:企业文化
C:企业宗旨
D:企业整体情况
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You are a human resources management consultant and you are trying to convince a hotel’s general manager to be more careful in the way he handles discharges. Your strongest argument would be that:
A:building a culture of discipline demands swift punishment.
B:failure to handle discharges properly could land the employer in court.
C:managers who handle discharges well have higher self-esteem and personal power than managers who do not.
D:surveys show that employee satisfaction skyrockets when managers handle discharges properly.
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工会谈判队伍一般由商业代理、工会管理员、谈判人员和()组成。
A:主谈判员
B:工会委员
C:工会代表
D:当地工会主任
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根据员工工作中的关键事件或具体行为进行评估的方法,与其他方法相比,这种方法较少依赖评估人的个人好恶判断。这种绩效评估方法是()。
A:强制分布
B:目标管理
C:关键事件
D:叙述文章
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Given the following paired comparison rankings, which employee would receive the highest appraisal in relation to guest service?
Guest Service Skills
Ellen is better than Jerome. Jerome is better than Lori. Bart is better than Jerome. Ellen is better than Lori. Ellen is better than Bart. Bart is better than Lori.
A:Ellen
B:Bart
C:Jerome
D:Lori
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Which of the following statements about forecasting the labor supply needs of a hospitality operation is false?
A:A succession chart helps estimate the internal supply of employees for a particular position.
B:Skills inventories generally list each employee’s current skills, ability to learn new skills, qualifications, and career goals.
C:Succession charts are useful when filling open management positions.
D:Skills inventories for managers generally stress problem-solving skills.
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Which of the following pre-employment testing techniques asks applicants to perform or simulate specific tasks they would do on the job?
A:validity tests
B:weighted application tests
C:work sample test奥鹏教育南开大学平时作业s
D:reliability tests
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Unions and company managers typically do their best to resolve grievances before arbitration becomes necessary. Arbitration is the last resort, primarily because:
A:arbitration usually involves the company president for the first time in the process.
B:in arbitration, a union official typically presents the written grievance to the company president and they discuss it.
C:neither side generally likes the final result.
D:arbitration costs both the union and the company a lot of money and time.
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把工作细分成最小构成部分,然后评价每一个部分的工作是如何进行的,亦称作“时间动作分析法”的方法是( )。
A:工作扩大化
B:工作丰富化
C:工作简化
D:工作轮换
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所有工资政策和薪酬支付过程都受到()的约束,任何实施与该法律不符的政策或过程的企业都会被处以罚金,并责令补足欠发工资。
A:《民权法》
B:《公平工资法》
C:《公平就业机会》
D:《公平劳动标准法》
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Long-term remedies for turnover differ from short-term prescriptions in that long-term remedies focus on:
A:time-intensive program development.
B:organizational change.
C:collecting and using information.
D:hiring “warm bodies” to fill immediate job needs.
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In one resort hotel, new chefs are given multiple opportunities to succeed. Which of the following aspects of socialization strategy is related to the number of chances a new employee is given to succeed?
A:serial vs. disjunctive
B:formal vs. informal
C:tournament vs. contest
D:fixed vs. variable
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Traditional approaches to discipline:
A:are reactive in nature.
B:are those in which disciplinary action precedes the undesirable behavior.
C:work well only with new hires.
D:emphasize the administration of discipline before an employee fails organizational norms and Standards.
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不同于远期校标效度和即期校标效度的预测方法,内容效度衡量方法是听取专家意见,其中包括以下哪些步骤( )?
A:完全工作分析
B:设计测试
C:由专家审查测试内容
D:由人力资源部门对测试内容进行修改
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为了吸引更多的申请者(并且录用后他们可以更有用)雇主希望培训的内容包括( )。
A:针对女性的技能培训
B:实地数学和阅读培训
C:针对英语非母语人士的英语培训
D:资助雇员在贸易和技术学校的学习
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对于企业而言,员工流动的成本很高。流动成本可以分为()?
A:可见成本
B:直接成本
C:间接成本
D:不可见成本
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适合各层级员工培训的方法包括( )?
A:工作轮换
B:角色扮演
C:在职培训
D:团队培训
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当今劳动力正在经历巨大的变化,下面哪些变化趋势影响到人力资源的规划和招聘?
A:劳动力在减少，技术不熟练
B:全球化趋势加强
C:变化越来越大
D:老龄化趋势严重
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研究人员发现造成流动的原因可以分为三种:报酬低;以及()。
A:团队成员的排挤
B:错误或不当的聘用行为
C:不适用企业的文化
D:管理不善和企业道德的缺失
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社交化过程通常包括以下哪几个阶段( )?
A:欢迎活动
B:熟悉组织的规章制度
C:执行真正的上岗入职计划
D:了解组织的历史、价值和目标
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即期校标效度和远期校标效度的区别是( )。
A:测试的内容不同
B:收集标准测试资料的时间尺度不同
C:关注点不同
D:由不同的专家审查测试内容
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在饭店企业招聘中人力资源计划中有几个步骤是关键的,这其中包括以下哪些内容( )?
A:物色潜在雇员
B:雇员的职业阶梯
C:鼓励潜在雇员来应聘
D:为不同职位甄选合适的人选
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基本纪律管理方法有三种,它们之间界限不很清晰,有重复的地方。以下哪些属于基本的纪律管理方法()?
A:红热炉法
B:地递进纪律法
C:口头警告
D:停薪留职
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技能清单、更换和接替图表都能简化内部招聘,而且经理可以通过内部招聘了解谁有能接受新的岗位,谁有意向做新的工作。
A:对
B:错
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所谓“五分之四”原则指的是任何种族、民族、性别群体的员工选择率和选择率最高的群体之比如果低于80%,就构成反向歧视的有力证据。
A:对
B:错
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怨气校标效度是用来预测应聘者将来在工作中是否会有出色的表现。
A:对
B:错
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外部招聘来源可以包括:职业中介、学校、大学、青年团体、公开招聘等形式。
A:对
B:错
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在人力资源信息系统中,个人资料不应包括有关个人婚姻状况的信息。
A:对
B:错
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选择是针对应聘者进行的合法歧视,其目的是选择能胜任工作的应聘者。选择应兼顾可靠性和有效性。
A:对
B:错
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人力资源管理过程包括企业需求和为这种需求提供适用的员工配备两方面。
A:对
B:错
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面试根据面试人的面试尺度可以分为3类:非机构性面试、半结构性面试和结构性面试。
A:对
B:错
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Return on investment (ROI) is the primary indicator used to evaluate training programs.
A:对
B:错
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一般申请表和个人情况介绍表提供的情况是可以证实的,而加权申请表所提供的信息是无法证实的。
A:对
B:错
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McClelland’s N-Achievement Theory is one of the content theories of motivation. According to this theory, the desire to assume leadership is portrayed by the need for affiliation.
A:对
B:错
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航空公司禁止怀孕空姐执行飞行任务是触犯《民权法》中名为经营必需的辩护的法律。
A:对
B:错
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Human resources management is the practice of legal discrimination; i.e., it adheres to the guidelines, laws, and regulations of the Equal Employment Opportunity Commission (EEOC).
A:对
B:错
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预测需求的目的是使供给能满足企业对员工和技能的要求。
A:对
B:错
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Waivers signed by job applicants that grant permission to contact references and to verify other credentials release the company from legal liability.
A:对
B:错
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Job rotation is one of the job design techniques which requires cross-training employees.
A:对
B:错
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社交化是了解组织文化及如何与组织内部其他人员相处的过程。
A:对
B:错
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Experienced managers are objective and unbiased when appraising employee performance.
A:对
B:错
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由于目的不同,工作分析需要收集的信息资料是不同的,工作分析过程中需收集的信息包括:实际工作活动;工具、设备及其他工作辅助设施;工作背景;个人特点;行为要求和表现水平。
A:对
B:错
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根据1978年的《怀孕歧视法》,雇主不能限定雇员产假开始和结束的时间。
A:对
B:错
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