Latest PDF of CBM: Certified Business Manager (APBM CBM)

Certified Business Manager (APBM CBM) Practice Test

CBM test Format | Course Contents | Course Outline | test Syllabus | test Objectives

Exam: CBM (Certified Business Manager)

Exam Details:
- Number of Questions: The test consists of multiple-choice questions and case studies.
- Time: Candidates are given a specified amount of time to complete the exam.

Course Outline:
The Certified Business Manager (CBM) course is designed to provide candidates with a comprehensive understanding of essential business management principles and practices. The course outline includes the following topics:

1. Business Management Fundamentals
- Overview of business management concepts and theories
- Roles and responsibilities of a business manager
- Business ethics and social responsibility

2. Business Strategy and Planning
- Strategic management process and framework
- Developing and implementing business strategies
- Business planning and goal setting

3. Leadership and Team Management
- Leadership styles and skills
- Building and managing effective teams
- Motivating and engaging employees

4. Financial Management
- Financial statements and analysis
- Budgeting and financial planning
- Financial decision-making and risk management

5. Marketing and Sales Management
- Market analysis and research
- Developing marketing strategies and campaigns
- Sales planning and customer relationship management

6. Operations and Project Management
- Operations management principles and practices
- Project management fundamentals
- Process improvement and quality management

7. Human Resource Management
- Employee recruitment and selection
- Performance management and employee development
- Employee relations and legal compliance

8. Business Communication
- Effective communication strategies
- Business writing and presentation skills
- Interpersonal and cross-cultural communication

Exam Objectives:
The CBM test aims to assess candidates' knowledge and understanding of fundamental business management principles and their ability to apply management concepts and techniques effectively. The test objectives include:

1. Demonstrating a comprehensive understanding of business management concepts, theories, and practices.
2. Applying strategic management principles to develop and implement business strategies.
3. Effectively leading and managing teams to achieve organizational goals.
4. Applying financial management techniques in decision-making and risk management.
5. Developing and implementing marketing and sales strategies to drive business growth.
6. Managing operations and projects efficiently to optimize business performance.
7. Understanding and applying human resource management practices for effective employee management.
8. Demonstrating effective business communication skills in various contexts.

Exam Syllabus:
The test syllabus covers the following topics:

- Business Management Fundamentals
- Business Strategy and Planning
- Leadership and Team Management
- Financial Management
- Marketing and Sales Management
- Operations and Project Management
- Human Resource Management
- Business Communication

Candidates are expected to have a deep understanding of these courses and demonstrate their ability to apply business management concepts and techniques in practical scenarios. The test assesses their knowledge, critical thinking skills, and proficiency in various aspects of business management.

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Certified Business Manager (APBM CBM)
https://killexams.com/pass4sure/exam-detail/CBM
Answer: A
QUESTION: 335
A formal research effort that evaluates the current state of HR management in an organization is called:
1. HR Service
2. HR Mandate
3. HR Audit
4. HR Examination
Answer: C
QUESTION: 336
The formula for Return on Investment is calculated as:
1. Return on Investment = A / (B + C)
2. Return on Investment = (A + C) / B
3. Return on Investment = (A + B) / C
4. Return on Investment = C / (A + B)
A = operations costs for a new or enhanced system for the time period B = one-time cost of acquisition and implementation
C = value if gains from productivity improvements for the time period
Answer: D
QUESTION: 337
In Maslow�s hierarchy of needs which of the following factor is NOT included?
1. physiological needs
2. self-actualization needs
3. safety and security needs
4. equipment and technology needs
Answer: D
QUESTION: 338
What is defined as the perceived fairness of what the person does compared with what the person receives?
1. Actuality
2. Equity
3. Justice
4. Evenhandedness
Answer: B
QUESTION: 339
Expectation theory focuses on:
1. Effort performance expectations
2. Performance reward linkage
3. Value of rewards
4. All of the above
Answer: D
QUESTION: 340
All of the above the underwritten expectations employees and employers have about the nature of their work relationships is known as:
1. Fairness contract
2. Psychological contract
3. Loyalty contract
4. None of the above
Answer: B
QUESTION: 341
Which of the following is NOT the type of turnover?
1. Involuntary turnover
2. Functional turnover
3. Faulty turnover
4. Controllable turnover
Answer: C
QUESTION: 342
Some employees have a ______________ program in which vacation time, holidays, and
sick leave for each employee are combined into its that account.
1. non-faulty
2. paid time-off
3. value-added
4. relief-sanction
Answer: B
QUESTION: 343
Organizing tasks, duties, and responsibilities into a productive unit of work is known as:
1. Job design
2. Job description
3. Job plan
4. Job model
Answer: A
QUESTION: 344
Increasing the depth of s job by adding the responsibility for planning, organizing,
controlling, and evaluating the job in called:
1. Job rotation
2. Job enlargement
3. Job enrichment
4. Job extension
Answer: C
QUESTION: 345
The extent of individual freedom and discretion in the work and its scheduling indicates:
1. Autonomy
2. Self-rule
3. Feedback
4. Sovereignty
Answer: A
QUESTION: 346
A larger work segment composed of several tasks that are performed by an individual is referred to as:
1. Task
2. Duty
3. Responsibility
4. Chore
Answer: B
QUESTION: 347
Which of the following is NO the step in developing job descriptions and job
specifications?
1. Draft job descriptions and specifications
2. Review and compile data
3. Review drafts with managers and employees
4. Identify recommendations
Answer: B
QUESTION: 348
Duties that are part of a job but are incidental or ancillary to the purpose and nature of a
job are called:
1. Marginal functions
2. Essential job functions
3. Frequency functions
4. Supervisory functions
Answer: A
QUESTION: 349
Basic characteristics that can be linked to enhanced performance by individuals or teams
are called:
1. Proficiencies
2. Competencies
3. Expertise
4. Capabilities
By which reason organizations use a competency approach?
1. to communicate valued behaviors throughout the organization
2. to raise the competency levels of the organization
3. to emphasize the capabilities of people to enhance organizational competitive advantage
4. All of the above
Answer: D
QUESTION: 351
are the external supply pool from which employers attract employees.
1. Labor markets
2. Recruiting markets
3. Applicant markets
4. Administrative markets
Answer: A
QUESTION: 352
A system in which he employer provides notices of job openings and employees respond
to apply is the job posting.
1. True
2. False
Answer: A
QUESTION: 353
A comparison of the number of applicants at one stage of the recruiting process to the
number at the next stage is called:
1. Labor ratios
2. Surrender ratios
3. Yield ratios
4. Revenue ratios
Characteristic that a person must have to do a job successfully is known as:
1. Intelligence criterion
2. Selection criterion
Job performance tactics
3. Skills of service
Answer: B

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References

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