Exam 1: Human Resource Management and Competitive Advantage

Line managers carry out many procedures and methods devised by HR professionals. Which of the following is not an example of such procedures and methods?

Product differentiation will create a competitive advantage if the firm's customers are willing to pay enough to cover extra production costs.

Which of the following has not been found to effect employee retention?

Employees working harder and longer to link rewards to the quality and quantity of output is an example of HRM practices leading to _____.

Which of the following does not come under an HR professional's area of responsibility?

Describe the areas of responsibility that human resource professionals typically assume in organizations today.

_____ is defined as the extent to which employees are satisfied with their jobs, committed to their organizations, and act as good organizational citizens.

_____ is an HRM practice in which companies assess and choose from among job candidates.

The development of human resource management procedures and methods usually does not require inputs from line managers.

Research indicates that investment in human resources can help a firm develop a competitive advantage.

Advising and assisting line managers on human resource management matters is often considered the most important role played by HR professionals.

Job analysis includes all of the following EXCEPT:

Development is a planned learning experience that only focuses on teaching workers how to perform their current jobs more effectively.

Which of the following is a line manager's responsibility?

Which of the following is not traditionally considered as a source of competitive advantage?

Which of the following is used to measure the adequacy of employees' job performances and communicate these evaluations to them?

Describe the various phases of the employment cycle.

Explain how the achievement of employee-centered outcomes can lead to favorable organization-centered outcomes.

Managers that make employment selection decisions in an arbitrary fashion are decreasing their firm's exposure to discrimination-related lawsuits.

The enactment of federal, state, and local laws that regulate workplace behavior have not radically changed most human resource management practices during the last 40 years.