Work councils, board representatives, and treating employees as partners can help achieve competitive success. Realistic job previews provide positive and negative job information. Application forms, performance tests, and interviews are useful selection tools. Training prevents errors while job rotation exposes employees to varied tasks. Performance standards, goals, and feedback from multiple sources help evaluate employees.

1. Kamal AL MASRI

2. By Kamal ALMASRI 2
 () Work councils are groupsof nominatedor elected
employees whomustbe consulted when managementmakes
decisions.
 () Boardrepresentatives are employees whositon a
company’sboard of directors and represent the interests of
the firm’semployees.
 ()Workcouncils are employees whosit ona company’s
board of directors andrepresent the interestsof the firm’s
employees.
 () People-oriented HR creates superiorshareholder value.
 ()Treating employees aspartners help achieving
competitivesuccess.
 () High performance workpractices lead tobothhigh
individual andhighorganizationalperformance.

3. By Kamal ALMASRI 3
 () Realistic JobPreview (RJP) is a preview of a job that provides both
positiveand negative information about the job and thecompany.
 () Realistic JobPreview (RJP)is a preview of ajobthat provides only
positiveinformationabout the joband the company.
 ()Employee Orientation refers to introducing a new employeeto his or
her job and theorganization.
 ()Employee recruitment refers to introducing a new employee to his or
her job and theorganization.
 () Research indicates that applicants who receivean RJP willbe more
performing.
 ()Thefirst step in the HRM process isselecting employees followedby
recruiting.

4. By Kamal ALMASRI 4
 ()Job specificationis a writtenstatementthat describesa
job.
 ( )Job description is awrittenstatementthatdescribes a job.
 ( )Job specification isa writtenstatementof the minimum
qualifications that a person must possess to perform a given
job successfully.
 ( )Recruitmentmeans locating,identifying, and attracting
capableapplicants
 ( )Decruitmentmeansreducing an organization’s workforce.

5. By Kamal ALMASRI 5
 ( ) Application Forms,as selection tools, are most useful for
gathering information.
 ( ) Performance-Simulation Tests can be usedfor selecting
employees.
 ( ) Interviews,as selection tools, cannot be useful for
managerial positions.
 ( ) Training can preventor significantlyreduce maintenance and
human errors.
 ( ) Managers are responsible for deciding what type of training
employees need, whenthey need it, and what form that training
should take.

6. By Kamal ALMASRI 6
 ( )EmployeesTurnovermeans thatemployeeswork at
different jobs in a particular area, getting exposureto a variety
of tasks.
 () E-learning isconsidered to bea tradition training method.
 ( )E-learningisan Internet-basedlearning whereemployees
participatein multimediasimulations or other interactive
modules.
 ( )Job rotation is consideredas a methodof training.
 ( )By Job rotation we meanthat employeeswork at different
jobs in a particular area, getting exposure to a variety of tasks.

7. By Kamal ALMASRI 7
 () A performancemanagement system establishes performance
standards that are used to evaluate employee performance.
 ( ) In HRM,Downsizing refersto the planned elimination of jobs
in an organization.
 ( ) In MBO employees are evaluated on how well they
accomplish specific goals.
 ( ) 360-Degree Appraisal is a performance appraisal method
that utilizes feedback from supervisors,employees, and
coworkers.
 ( ) In “Critical Incident” an evaluator focuses on criticalbehaviors
that separate effective and ineffective performance.

8. By Kamal ALMASRI 8
Organizations thatrepresent workers and seek to
protect their interests through collective bargaining.
Groups of nominated or elected employees who
must be consulted when management makes
decisions.
Employees whosit on a company’s board of
directors and represent the interests of the firm’s
employees.
None of the above.

9. By Kamal ALMASRI 9
An assessment that defines jobs and the
behaviors necessary to performthem.
A written statement of the minimum
qualifications that a person must possess
to perform a given job successfully.
Locating, identifying, and attracting
capable applicants.
None of the above.

10. By Kamal ALMASRI 10
Decentralized decision making
Extensive employeeinvolvement
Giving employees more control over
decision making
Increasing employee accessto
information
All of the above

11. By Kamal ALMASRI 11
Extensive employee involvement
Giving employeesmore control over
decision making
Increasing employeeaccess to
information
Centralized decision making

12. By Kamal ALMASRI 12
The economy.
Employee laborunions.
Governmental laws and
regulations.
All of the above.

13. By Kamal ALMASRI 13
ApplicationForms
WrittenTests and Physical
Examinations
Performance-SimulationTests
Interviews
All of the above.

14. By Kamal ALMASRI 14
Explain what is a “Labor union ”.
Discussthe importance of employee
training.
Listsome tradition training methods.
Discuss what determines payand
benefits of employees.