南开大学22秋学期《饭店业人力资源管理（一）（二）（EI双语）》在线作业一

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-00001

The most significant problem with conducting performance appraisals annually or semi-annually is that:
A:appraisers cannot maintain employee files for as long as six months.
B:too much activity takes place in six to twelve months to consider in one appraisal session.
C:most hospitality employees don’t stay on that job that long.
D:many appraisers cannot remember events and behaviors that occurred as long as six or twelve months ago
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Managers of a hotel that is slated to open in two weeks are determining whether to establish ranges of pay within the pay grades they recently created. If they do establish ranges of pay, they also need to figure out how large the ranges should be for each grade. With regard to this situation, which of the following statements is false?
A:None of the first group of employees that are hired should receive a promotion or pay raise in the first few months of operation.
B:Normally, jobs on the lower end of the pay scale have narrower pay ranges than those at the top of the scale.
C:Ranges within pay grades allow employees to receive raises without management having to change their grades of pay.
D:Employees are likely to expect raises as they gain experience and skills.
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Jim, a new employee at a large hotel, has gone through orientation. He knows the layout of the facility, the departments in the organization, and all the basic rules and procedures for being an employee of the hotel. He resists the idea of going through a socialization program, because he doesn’t like making small talk. Jim does not know that the real purpose of a socialization program is to:
A:reinforce his knowledge about social interactions in a hospitality setting.
B:get him familiar with all the hotel’s employees.
C:introduce him to the values, norms, and behaviors consistent with success in the organization.
D:make sure he does not suffer from burnout too soon.
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通过一项指定的工作衡量应聘者完成工作或相关任务的能力的雇佣前测试是()。
A:笔试
B:体能测试
C:评价中心
D:工作样本
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A manager considered her training program unsuccessful due to the fact that a majority of the trainees said they did not like it. This manager was using a/an training objective.
A:on-the-job behavior
B:learning-acquired
C:critical-incident
D:reaction-based
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Which of the following is not typically a result of linking pay to performance?
A:The company loses money to increased labor costs.
B:Employees produce more/better goods and services.
C:Employees work toward common goals.
D:Employees feel encouraged to remain with the company.
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An outside consultant has been hired to evaluate a hotel’s jobs to help its managers design a pay scale. Managers have determined that the consultant should use internal equity analysis. They want a systematic comparison of jobs that are often very dissimilar. To keep bias in comparison to a minimum, the consultant is likely to:
A:compare the common elements of the jobs.
B:compare pairs of the most dissimilar jobs.
C:compare jobs only to other jobs in the same department.
D:suggest that the hotel use an external equity analysis instead.
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An unfair labor practice strike occurs at a business, and the employer hires replacement workers.
Which of the following statements about the NLRB’s position in this situation is true?
A:The NLRB has no right to intervene in any way in this situation.
B:The NLRB has the right to order the replacement workers off the job and to reinstate striking employees.
C:The NLRB can only force the company to reinstate striking employees as the replacement employees leave the company.
D:The NLRB has the right to force the company to discharge the striking workers.
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Traditional approaches to discipline:
A:are reactive in nature.奥鹏教育南开大学平时作业
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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()评估是非常好的评估方法,因为这种方法可以制造员工同事间接触的机会,这对饭店企业的团队合作非常重要。
A:同事
B:自我
C:顾客
D:下级员工
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Some companies choose to call their turnover reduction programs “retention programs,” mainly because:
A:most companies that successfully minimize unwanted turnover begin by referring to the problem in positive terms.
B:these companies tend to retain their turnover reduction programs for a significant period of time.
C:managers in these companies want to retain most of the employees that leave their companies.
D:their managers want to use a term that is shorter than “turnover reduction program.”
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Mediation and arbitration are similar in some ways and different in others. Which of the following statements about mediation is true?
A:Mediation is a technique used only by unions to break impasses in negotiations.
B:Mediation is a technique used only by companies to break impasses in negotiations.
C:Mediators can make recommendations, but they cannot force agreement.
D:Mediators can make recommendations and force agreement during negotiations.
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Which of the following types of interview questions encourages job applicants to elaborate on an issue and promotes a comprehensive response?
A:open-ended questions
B:eclectic questions
C:stress questions
D:closed-ended questions
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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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Herzberg’s Two-Factor Theory classifies human needs into only two types. Which of the following is an example of one of Herzberg’s hygiene factors?
A:salary
B:achievement
C:recognition
D:opportunity to advance
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Despite popular thinking, comparable worth is not the same as equal pay. The major difference is that:
A:equal pay deals with the issue of pay in the same job; comparable worth deals with pay in similar jobs.
B:equal pay deals with the issue of pay in similar jobs; comparable worth deals with pay in the same job.
C:comparable worth relates to how to determine job worth, while equal pay relates to pay discrimination within the same job.
D:comparable worth relates to how to determine job worth, while equal pay relates to pay structure design
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All of the following acts that Congress has passed affect human resources management. The act that made unfair labor practices by unions illegal is the:
A:Wagner Act.
B:Taft-Hartley Act.
C:Norris-LaGuardia Act.
D:Landrum-Griffin Act.
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All of the following are arguments in favor of social responsibility except:
A:It is cheaper to prevent problems than to cure them.
B:Societal improvement is good for business.
C:Results of social action are difficult to measure in terms of the bottom line.
D:Corporate action to cure social problems makes some government regulation of corporate activity unnecessary.
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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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通过相关校标效度检验方法,饭店企业可以了解有关测试是否能考察应聘者可能的工作表现,内容效度是测试应聘者( )。
A:完成全部工作内容的工作绩效
B:完成全部工作内容的成产效率
C:完成全部工作内容的全面能力
D:完成工作内容的综合评估
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任何培训的第一步都是需求评估,即培训周期的第一个阶段。进行需求评估时一般从哪几个方面进行分析( )?
A:组织分析
B:任务和行为分析
C:管理者分析
D:专家分析
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饭店使用的绩效评估方法比较多,且每种方法都各有优缺点。排序法是一种常用的方法,通常有以下哪些排序法()?
A:循环对比
B:交叉对比
C:配对对比
D:简单或直线排序
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员工可以享受公司资助的许多其他计划所提供的福利,其中最常见的其他福利包括()?
A:教育福利
B:退休福利
C:养老金计划
D:员工援助项目
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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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女性工作可能产生的问题主要涉及( )
A:小孩看护
B:协作工作
C:灵活的工作时间
D:公平分配薪金
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工会谈判队伍一般由()组成?
A:工人代表
B:商业代理
C:工会管理员
D:当地工会主任
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效度主要体现了选择过程在多大程度上真实反映了选择者需要了解的情况。目前,主要有两种常用的方法可以测试选择的效度,这两种方法是:( )
A:元气校标效度
B:即期校标效度
C:相关校标效度
D:内容效度
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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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有效的员工选择是企业管理层的主要职能之一。管理者进行人员选择时应注意以下哪些方面( )?
A:客观
B:准确
C:彻底
D:连续
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人力资源信息系统存储的信息包括( )。
A:个人资料
B:招聘资料
C:前任雇主资料
D:工作经验资料
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更替型雇员主要分为三类:短期雇员、兼职雇员和外包雇员。
A:对
B:错
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与加权申请表不同,个人情况申请表侧重应聘者的工作经验。
A:对
B:错
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劳动力正在经历着很大的转变,管理者需要意识到其影响规划和招聘,这些产生影响的趋势包括:劳动力在减少,技术不熟练;全球化趋势加强等。
A:对
B:错
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Affirmative action programs require that employers consider applicants in groups
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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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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面试是否能标准化取决于面试环境而不是内容,包括面试者、组织对面试环境的有意无意的改变。
A:对
B:错
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在申请表的设计方面有两个重点问题:一是表格内容必须包括企业需要了解和必须了解的情况;二是申请表的长短设计,有时会出现太长或太短的情况。
A:对
B:错
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产出管理是一种通过管理一定时期内的客房供给数量,调整房价以达到收入最大的管理系统。
A:对
B:错
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工作分析和工作要求指标是从工作分析中得出的管理手段。
A:对
B:错
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所谓合法职业资格(BFOQ)是允许一些合法的歧视的,这些歧视是基于不同性质的工作对不同类型人员的需要。
A:对
B:错
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一个饭店选择员工的方法决定了选择过程的长度,很多饭店用其中最常用的两种方法:多重障碍战略和补偿战略。
A:对
B:错
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在确定由谁来收集信息时,目标、时间和经费都取决于什么人进行信息收集,最好是找一个经过训练的专业人士进行工作要求指标设计以应对公平就业机会委员会的调查。
A:对
B:错
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Hospitality companies may face any of several types of EEO suits. The largest class of EEO cases hospitality companies face is: hiring cases.
A:对
B:错
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A fundamental aspect of job design is analyzing the difficulty, frequency, and importance of work activities associated with a particular job.
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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趋势分析是一种常用的人力资源预测方法,它是选择一个对需求影响最大、和企业性质最直接相关的因素对需求进行预测。
A:对
B:错
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技能清单指将员工现在所掌握的技能、学习新技术的能力、资历和事业目标列成清单。
A:对
B:错
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要求工作分析的外部因素包括:客人流量的增加或减少,季节性差异、出现新的竞争者等。
A:对
B:错
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人力资源管理系统(HRIS)是指收集、存储、组织、分析、汇报人员和工作情况的方法,是招聘工具之一。
A:对
B:错
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