Question 1

Which of the following is NOT an external influence that affects HRM?

Accepted Answer

A) Labor unions 
B) Laws and regulations 
C) Job design 
D) The dynamic environment 
E) Current management practice 
A) Labor unions 
B) Laws and regulations 
C) Job design 
D) The dynamic environment 
E) Current management practice

Question 2

Sofia graduated from your college about 10 years ago with an HRM degree.She has developed job analysis and job evaluation materials for three different organizations.She is well suited for which senior HRM position?

Accepted Answer

A) Compensation and benefits manager 
B) Employee relations manager 
C) Labor relations manager 
D) Training and development manager 
E) Employment manager 
A) Compensation and benefits manager 
B) Employee relations manager 
C) Labor relations manager 
D) Training and development manager 
E) Employment manager

Question 3

Shared services centers are one way to make HR functions more cost-efficient and responsive to the organizational strategy.

Accepted Answer

A) True 
 B)False

Question 4

MATCHING KEY TERMS AND DEFINITIONS
-Activities in HRM concerned with employee commitment and loyalty to the organization.

Accepted Answer

A) Employee relations function 
B) Scientific management 
C) Maintenance function 
D) Training and development function 
E) Hawthorne Studies
F)Controlling
G)Motivation function
H)Planning
I)Leading
J)Organizing
K)Shared services
L)Communication programs
M)Management
N)Strategic human resource management
O)Staffing function
P)Labor union
Q)Compensation and benefits 
A) Employee relations function 
B) Scientific management 
C) Maintenance function 
D) Training and development function 
E) Hawthorne Studies
F)Controlling
G)Motivation function
H)Planning
I)Leading
J)Organizing
K)Shared services
L)Communication programs
M)Management
N)Strategic human resource management
O)Staffing function
P)Labor union
Q)Compensation and benefits

Question 5

Marty, as a manager, is focused on the primary management function that consists of ensuring that the right people are on the job with appropriate skills, and motivating them to high levels of performance.Marty is focused on which of these functions?

Accepted Answer

A) Planning 
B) Organizing 
C) Leading 
D) Controlling 
E) Delegating 
A) Planning 
B) Organizing 
C) Leading 
D) Controlling 
E) Delegating

Question 6

The goal of ____________is to have competent, adapted employees who possess up-to-date skills, knowledge, and abilities to perform their current jobs more successfully.

Accepted Answer

A) training and development 
B) employee training 
C) empowerment training 
D) work process development 
E) organization development 
A) training and development 
B) employee training 
C) empowerment training 
D) work process development 
E) organization development

Question 7

A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration.This situation is an example of

Accepted Answer

A) Outsourcing. 
B) Shared services. 
C) Decentralized work surveillance. 
D) Telecommuting. 
E) Offshoring. 
A) Outsourcing. 
B) Shared services. 
C) Decentralized work surveillance. 
D) Telecommuting. 
E) Offshoring.

Question 8

In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying.

Accepted Answer

A) True 
 B)False

Question 9

Olga is an employment manager whose goal is to get qualified persons into the right job.This activity is better known as _______.

Accepted Answer

A) salary planning 
B) communication programs 
C) benefits 
D) recruiting 
E) career development 
A) salary planning 
B) communication programs 
C) benefits 
D) recruiting 
E) career development

Question 10

A typical HR department has responsibility for transactional work, which is developing solutions that benefit employee work groups, like resolving employee performance issues or work-group conflict.

Accepted Answer

A) True 
 B)False

Which of the following is NOT an external influence that affects HRM?

Sofia graduated from your college about 10 years ago with an HRM degree.She has developed job analysis and job evaluation materials for three different organizations.She is well suited for which senior HRM position?

Shared services centers are one way to make HR functions more cost-efficient and responsive to the organizational strategy.

MATCHING KEY TERMS AND DEFINITIONS -Activities in HRM concerned with employee commitment and loyalty to the organization.

Marty, as a manager, is focused on the primary management function that consists of ensuring that the right people are on the job with appropriate skills, and motivating them to high levels of performance.Marty is focused on which of these functions?

The goal of ____________is to have competent, adapted employees who possess up-to-date skills, knowledge, and abilities to perform their current jobs more successfully.

A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration.This situation is an example of

In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying.

Olga is an employment manager whose goal is to get qualified persons into the right job.This activity is better known as _______.

A typical HR department has responsibility for transactional work, which is developing solutions that benefit employee work groups, like resolving employee performance issues or work-group conflict.

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Foundations of Selection

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters

Exam 1: Functions and Strategy

Which of the following is NOT an external influence that affects HRM?

Sofia graduated from your college about 10 years ago with an HRM degree.She has developed job analysis and job evaluation materials for three different organizations.She is well suited for which senior HRM position?

Shared services centers are one way to make HR functions more cost-efficient and responsive to the organizational strategy.

MATCHING KEY TERMS AND DEFINITIONS -Activities in HRM concerned with employee commitment and loyalty to the organization.

Marty, as a manager, is focused on the primary management function that consists of ensuring that the right people are on the job with appropriate skills, and motivating them to high levels of performance.Marty is focused on which of these functions?

The goal of ____________is to have competent, adapted employees who possess up-to-date skills, knowledge, and abilities to perform their current jobs more successfully.

A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration.This situation is an example of

In an organization, the goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage unqualified candidates from applying.

Olga is an employment manager whose goal is to get qualified persons into the right job.This activity is better known as _______.

A typical HR department has responsibility for transactional work, which is developing solutions that benefit employee work groups, like resolving employee performance issues or work-group conflict.

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Foundations of Selection

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters