Deck 1: Human Resource Management in Organizations

Question 1

_____, a method to increase employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity.

A) Outsourcing
B) Redesigning work
C) Aligning human resource activity
D) Organizational restructuring

Answer 1

C

Question 2

Which of the following is a part of the process of restructuring an organization?

A) Aiding in mergers and acquisitions
B) Reshaping jobs because of technology changes
C) Attracting and retaining employees
D) Using domestic vendors instead of employees

Answer 2

A

Question 3

_____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs.

A) Organizational restructuring
B) Redesigning work
C) Aligning human resource activity
D) Outsourcing

Answer 3

A

Question 4

Which of the following is a part of the staffing function of human resource management?

A) Recruiting
B) Training
C) Orientation
D) Career planning

Question 5

Sara, a human resource manager at Comp Inc., is moving from an administrative role in the human resource department to an operational role. Which of the following is best describes Sara's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns
B) Moving from processing legal paperwork to helping define the strategy to manage human capital
C) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 6

Which of the following statements is true of the functions of human resource management?

A) It is a clerical operation in large companies concerned with payroll and employee records.
B) It refers to a department which looks into the legal ramifications of policies and procedures that affect only the employees in an organization.
C) It is a function concerned with costs, planning, and the implications of various strategies for organizations.
D) It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals.

Question 7

Which of the following is a part of the process of redesigning work?

A) Reshaping jobs because of technology changes
B) Revising organizational structures
C) Training, developing, and evaluating employees
D) Outsourcing operations internationally

Question 8

_____, a method to increase employee productivity, involves having fewer employees who perform multiple job tasks.

A) Organizational restructuring
B) Aligning HR activity
C) Outsourcing
D) Redesigning work

Question 9

Which of the following is true of organizational culture?

A) It increases the diversity of an organization.
B) It decreases the diversity of an organization.
C) It tells people how to behave in an organization.
D) It does not take a very long time to evolve.

Question 10

Which of the following is a part of the process of aligning human resource activities?

A) Changing workloads and combining jobs
B) Revising organizational structure
C) Using domestic vendors instead of employees
D) Training, developing, and evaluating employees

Question 11

Which of the following is a part of the process of outsourcing analyses?

A) Revising organizational structure
B) Using domestic vendors instead of employees
C) Changing workloads and combining jobs
D) Attracting and retaining employees

Question 12

Which of the following has traditionally been the dominant role for human resources?

A) Operational role
B) Employee advocate role
C) Administrative role
D) Strategic role

Question 13

Which of the following is a part of the strategy and planning function of human resource management?

A) Diversity
B) Human resource retention
C) Job analysis
D) Compensation

Question 14

How is unit labor cost computed?

A) By dividing the total cost of workers by the total level of output
B) By dividing the total level of output by the total cost of workers
C) By dividing the average level of output by the average cost of workers
D) By dividing the average cost of workers by their average levels of output

Question 15

David, a human resources manager at RedWall Inc., is moving from an administrative role in the human resource department to a strategic role. Which of the following best describes David's change of role?

A) Moving from serving as a "champion" of employee concerns to processing legal paperwork
B) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 16

Which of the following is a part of the human resource function of employee and labor relations?

A) Human resource policies
B) Health and wellness
C) Human resource effectiveness
D) Affirmative action

Question 17

A useful way to measure the productivity of a workforce is:

A) to determine the total cost of people required for each unit of output.
B) to determine the total cost of people required for an output of 100 units.
C) to determine the total cost of people required to complete a day's worth of work.
D) to determine the total cost of people required to complete a year's worth of work.

Question 18

Which of the following is true of the operational role of human resource departments?

A) It involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.
B) It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
C) It involves managing most human resource activities in keeping with the strategies that have been identified by management.
D) It involves helping to define the strategy relative to human capital and its contribution to organizational results.

Question 19

Bob, a human resources executive at Axis Inc., is moving from an operational role in the human resources department to a strategic role. Which of the following best describes Bob's change of role?

A) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
B) Moving from helping define the strategy to manage human capital to processing legal paperwork
C) Moving from processing legal paperwork to serving as a "champion" of employee concerns
D) Moving from processing legal paperwork to helping define the strategy to manage human capital

Question 20

Which of the following is true of the administrative role of human resource departments?

A) It involves managing most human resource activities in keeping with strategies and operations that have been identified by management.
B) It involves helping to define the strategy relative to human capital and its contribution to organizational results.
C) It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
D) It focuses on record keeping, including essential legal paperwork and policy implementation.

Question 21

Sunny, a human resources executive at FlyHi Inc., is moving from a strategic role in the human resources department to an administrative role. Which of the following best describes Sunny's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns
B) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
C) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
D) Moving from helping define the strategy to manage human capital to processing legal paperwork

Question 22

Which of the following is true of PeopleSoft?

A) It is a software that runs in a vendor's data center or on the Cloud and it allows self-service.
B) It is a software that allowed human resources to run its own support and make changes without help from IT.
C) It is a software that runs only on the Cloud and allows self-service.
D) It is a software that kept track of employees for human resource managers with support from IT.

Question 23

Donna, a human resources manager at Loch Inc., is moving from a strategic role in the human resources department to an operational role. Which of the following best describes Donna's change of role?

A) Moving from helping define the strategy to manage human capital to serving as a "champion" of employee concerns
B) Moving from helping define the strategy to manage human capital to processing legal paperwork
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from serving as a "champion" of employee concerns to processing legal paperwork

Question 24

Which of the following is an advantage of using a contingent workforce?

A) Committed employees
B) No training needed
C) Lower cost
D) Wider span of control

Question 25

Jane, a citizen of the country of Aria, works in the country of Polia for an organization headquartered in Aria. Which of the following best describes Jane?

A) She is a host-country national.
B) She is a third-country national.
C) She is an independent contractor.
D) She is an expatriate.

Question 26

Joe, a U.S. citizen, works in Mexico for an organization headquartered in the United Kingdom. Which of the following best describes Joe?

A) He is an expatriate.
B) He is a host-country national.
C) He is an inpatriate.
D) He is a third-country national.

Question 27

Which of the following is the difference between a Human Resource Information Systems (HRIS) and Software-as-a-Service (SaaS)?

A) An HRIS uses a vendor's data center, while SaaS uses the Cloud.
B) An HRIS uses the Cloud, while SaaS uses a vendor's data center.
C) SaaS requires support from IT, while an HRIS allows self-service.
D) SaaS allows self-service, while an HRIS requires support from IT.

Question 28

A(n) _____ is a citizen of one country who is working in that country and employed by an organization headquartered in a second country.

A) expatriate
B) independent contractor
C) host-country national
D) third-country national

Question 29

Which of the following is true about a Human Resource Information System?

A) It is a software that allowed human resources to run its own reports and make changes without help from IT.
B) It is a software that runs in a vendor's data center or on the Cloud and it allows self-service.
C) It is a software that runs only on the Cloud and allows self-service.
D) It is a software that did payroll, kept track of employees, and ran reports for human resource managers with support from IT.

Question 30

Raul, a U.S. citizen, works in Mexico for an organization headquartered in the United States. Which of the following statements is true of Raul?

A) He is a host-country national.
B) He is an independent contractor.
C) He is a third-country national.
D) He is an expatriate.

Question 31

A(n) _____ is a citizen of one country who is working in a second country and employed by an organization headquartered in a third country.

A) expatriate
B) second-country national
C) host-country national
D) third-country national

Question 32

A(n) _____ is a citizen of one country working in a second country and employed by an organization headquartered in the first country.

A) host-country national
B) expatriate
C) third-country national
D) independent contractor

Question 33

Which of the following is true of Software-as-a-Service?

A) It is a software that runs in a vendor's data center or on the Cloud and it allows self-service.
B) It is a software that allowed the human resource unit to run its own support and make changes with help from IT.
C) It is a software that runs only on the Cloud and allows self-service.
D) It is a software that kept track of employees and ran reports for human resource managers with support from IT.

Question 34

Which of the following is true of the common challenges for global human resource?

A) Companies feel that it is easier to be locally flexible as they expand.
B) Executives always feel that their companies are good at transferring lessons from one country to another.
C) Sharing the cost of distant centers decreases the expense of local operations.
D) Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze.

Question 35

Peter, a U.S. citizen, works in the United States for an organization headquartered in Mexico. Which of the following best describes Peter?

A) He is an independent contractor.
B) He is a third-country national.
C) He is a host-country national.
D) He is an expatriate.

Question 36

In the context of social media, the disclosure of which of the following is most likely to be considered a risk by employers?

A) Policy changes
B) Customer lists
C) Competitive service details
D) Operational changes

Question 37

Smith, a U.S. citizen, works in his country for an organization headquartered in a different country. Which of the following best describes Smith?

A) He is a third-country national.
B) He is a host-country national.
C) He is a third-country national.
D) He is an independent contractor.

Question 38

Which of the following is a disadvantage of an aging workforce in economically developed countries?

A) Having to provide retirement benefits
B) Having to decrease the span of control
C) Having to provide flexible work arrangements
D) Having to replace experience and talent

Question 39

Mike, a human resources executive at Oyster Studios, is moving from an operational role in the human resources department to an administrative role. Which of the following best describes Mike's change of role?

A) Moving from processing legal paperwork to serving as a "champion" of employee concerns
B) Moving from serving as a "champion" of employee concerns to helping define the strategy to manage human capital
C) Moving from processing legal paperwork to helping define the strategy to manage human capital
D) Moving from serving as a "champion" of employee concerns to processing legal paperwork

Question 40

Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?

A) PeopleSoft used the Cloud while an HRIS used a vendor's data center.
B) PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.
C) An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.
D) An HRIS used the Cloud while PeopleSoft used a vendor's data center.

Question 41

Unit labor cost is computed by dividing the total cost of workers by their total levels of output.

Question 42

Which of the following is a specialized human resource organization?

A) WorldatWork Association
B) Organization for Economic Cooperation
C) Ethics Resource Center
D) U.S. Small Business Association

Question 43

Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie?

A) Both the roles that Suzie played were generalist roles.
B) Both the roles that Suzie played were specialist roles.
C) Suzie moved from a specialist role to a generalist role.
D) Suzie moved from a generalist role to a specialist role.

Question 44

Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.

Question 45

A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization.

Question 46

A person who is responsible for performing a variety of human resource activities is known as a _____.

A) human resource specialist
B) human resource planner
C) human resource strategist
D) human resource generalist

Question 47

Josh, a human resource manager, used to handle employee recruitment and compensation for his organization. After a promotion, he was responsible for handling employee recruitment, compensation, and benefits. Which of the following is true of Josh?

A) Both the roles played by Josh are generalist roles.
B) Both the roles played by Josh are specialist roles.
C) Josh moved from a generalist role to a specialist role.
D) Josh moved from a specialist role to a generalist role.

Question 48

In the context of the Sarbanes-Oxley Act, the biggest concerns are linked to:

A) immigrant workers.
B) executive compensation.
C) employee productivity.
D) workplace safety.

Question 49

Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role?

A) Administrative capabilities
B) Operational knowledge
C) Ability to lead changes
D) Legal capabilities

Question 50

Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses.

Question 51

Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment but after his promotion was responsible for recruitment, compensation, and benefits. Which of the following best describes Max?

A) Both the roles played by Max were generalist roles.
B) Both the roles played by Max were specialist roles.
C) Max moved from a specialist role to a generalist role.
D) Max moved from a generalist role to a specialist role.

Question 52

A core competency is a unique capability that creates high value in which an organization excels.

Question 53

Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing.

Question 54

Which of the following is true of the Sarbanes-Oxley Act?

A) It was passed in 2000 by Congress to encourage free trade between Canada, Mexico, and the United States.
B) It was passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that could reduce the likelihood of illegal behavior.
C) It was passed in 2006 by Congress to ensure stricter adherence of guidelines in the hiring practices of immigrant workers in the American workforce.
D) It was passed in 2004 by Congress to encourage foreign direct investments by providing tax subsidies to increase the rate of return for investments.

Question 55

Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

Question 56

Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are classified as intellectual capital.

Question 57

Ramone, a human resource manager, works for TelVille Inc. Initially, he was responsible only for recruitment. After a promotion, he was made responsible exclusively for employee benefits. Which of the following is true of Ramone?

A) Both the roles that Ramone played were generalist roles.
B) Both the roles that Ramone played were specialist roles.
C) Ramone moved from a specialist role to a generalist role.
D) Ramone moved from a generalist role to a specialist role.

Question 58

Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.

Question 59

Which of the following is a recommendation of the Organization for Economic Cooperation?

A) It has recommended that global multinational firms give equal employment opportunities to all segments of the society.
B) It has recommended that all countries should encourage and facilitate global trade and open their financial markets to globalization.
C) It has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.
D) It has recommended and encouraged free trade policies like the North American Free Trade Agreement between Canada, Mexico, and the United States.

Question 60

Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.

Question 61

An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

Question 62

Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.

Question 63

The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.

Question 64

Replacing the experience and talents of longer-service workers is a challenge facing employers in all industries.

Question 65

Contingent workers include temporary workers, independent contractors, leased employees, and part-timers.

Question 66

The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.

Question 67

Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development.

Question 68

Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute.

Question 69

For human resource specialists, the largest organization is the Society for Human Resource Management.

Question 70

It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact.

Question 71

The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.

Question 72

A host-country national is a citizen of one country who is working in a second country and employed by an organization which is headquartered in a third country.

Question 73

A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist.

Question 74

The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.

Question 75

A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

Question 76

By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination.

Question 77

A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist.

Question 78

Certified Compensation Professional (CCP), a human resource certification, is sponsored by the WorlatWork Association.

Question 79

The administrative role of human resource involves serving as employee "champion" for employee issues and concerns.

Question 80

Firms using tweets on competitive service details lead to problems associated with using social media.