Deck 1: Managing Human Resources

Question 1

When a person evaluating performance is not familiar with the details of a job,outcomes tend to be easier to evaluate than specific behaviors.

Answer 1

True

Question 2

Greater use of electronic databases has increased concerns about how employers protect employees' privacy.

Answer 2

True

Question 3

An organization makes selection decisions in order to add employees to its workforce,as well as to transfer existing employees to new positions.

Answer 3

True

Question 4

Evidence-based HR refers to the practice of initiating disciplinary action against employees only in the presence of clear and demonstrable proof of undesirable behavior.

Question 5

High-performance work systems have been essential in making organizations strong enough to weather the storm of a recession and remain profitable when the economy begins to expand after the recession.

Question 6

The concept of "human resource management" implies that employees in an organization cannot be considered as a resource and hence are interchangeable.

Question 7

HR competencies are the sets of knowledge and skills associated with successful human resource management.

Question 8

Human resource management requires the ability to communicate through a variety of channels.

Question 9

Kira feels that being denied a promotion has more to do with being a woman than with her overall performance.However,her supervisors and the HR department are refusing to hear her case.This suggests that Kira has been denied her right to due process.

Question 10

Human resource management is increasingly becoming a purely administrative function.

Question 11

The supervisors in an organization play a key role in employee relations because they are most often the voice of management for the employees.

Question 12

HR activities are exclusively carried out by an HR specialist in small organizations.

Question 13

No two human resource departments have precisely the same roles and responsibilities.

Question 14

Managers and economists traditionally have seen human resource management as a source of value to their organizations.

Question 15

Greater concern for innovation and quality has shifted the job trend to using more broadly defined jobs.

Question 16

The right of free consent states that employers can conceal the nature of a job while hiring an employee for a particular position.

Question 17

Human resources cannot be imitated.

Question 18

The clusters of competencies needed by human resource professionals include technical,interpersonal,business,and leadership competencies.

Question 19

In organizations with sustainable strategies,the HR departments focus on employee development and empowerment rather than short-term costs.

Question 20

Establishing and administering personnel policies allows a company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

Question 21

In the context of human resource management,human capital refers to the

A) wages,benefits,and other costs incurred in support of HR functions in an organization.
B) cash,equipment,technology,and facilities that an organization uses.
C) tax-deferred value of an employee's 401(k)plan.
D) organization's employees,which add economic value to the company.
E) total budget allocated to the HR department in an organization.

Question 22

The vast majority of HRM professionals have a college degree.

Question 23

Daniel,the director of operations,strongly believes that human resource management (HRM)is critical to the success of organizations.Melissa,the CFO of the organization,opposes Daniel's view because she thinks HRM is an unnecessary expense for the company.Which of the following statements weakens Melissa's belief?

A) HRM is highly substitutable and interchangeable.
B) HRM is easily available for all companies to utilize.
C) HRM helps an organization imitate human resources at a high-performing competitor.
D) HRM ensures that persons with high levels of the needed skills and knowledge are easily found.
E) HRM is indispensable for building a competitive advantage.

Question 24

For human resource practices to be considered ethical,they must result in the greatest good for the largest number of people.

Question 25

Which of the following describes the employees of an organization in terms of their training,experience,judgment,intelligence,relationships,and insight?

A) performance management
B) human capital
C) tangible capital
D) traditional management
E) working capital

Question 26

Kathleen is a member of the human resource department at Jade Corp.Setting a goal to enhance the firm's strategy,Kathleen works to attain it by understanding the current human resources.Through a series of surveys,interviews,and observations,she learns what talents the various departments of Jade Corp.are currently in need of,and attracts new human resources according to those requirements.What kind of HRM responsibility does this example illustrate?

A) HRM's responsibility to handle administrative tasks
B) HRM's responsibility to serve as a strategic partner
C) HRM's responsibility to carry out transactions
D) HRM's responsibility to develop effective systems
E) HRM's responsibility to answer questions

Question 27

In a recent trend,some companies are doing away with their human resource departments altogether because they

A) prefer to have vertical organizational structures.
B) want to establish a centralized decision-making system.
C) need more narrowly-defined jobs due to greater concern for innovation and quality.
D) do not need HR for recruitment as they rely heavily on promotions from within and applicants referred by current employees.
E) want to encourage department managers and other employees to handle HR issues as they arise.

Question 28

Montero Inc. ,an automobile manufacturing company,had the largest number of employees in the manufacturing sector last year.Instead of hiring more employees,the company decided to invest heavily in training its employees on automotive maintenance and design.Which of the following beliefs has most likely led the company to take this decision?

A) The employees in the company are interchangeable.
B) The employees are the source of the company's success or failure.
C) The union employees in the company will resign once their contract expires.
D) A majority of the employees own shares in the company.
E) A majority of the employees in the company have an automotive engineering background.

Question 29

In the context of today's organizations,which of the following statements is true of employees?

A) Employees are not easily the replaced parts of a system;they are the source of a company's success or failure.
B) Employees have good substitutes when the substitutes are well trained and highly motivated.
C) Employees with high levels of the required skills and knowledge can be easily imitated.
D) Employees within an organization seldom perform critical functions.
E) Employees do not have the right to refuse to do what violates their moral beliefs.

Question 30

In companies that are ethical and successful,senior executives are the only stakeholders who are responsible for the actions of the company.

Question 31

Identify the correct statement regarding human resources.

A) Human resources can be imitated.
B) Human resources are commonly found.
C) Human resources have no good substitutes.
D) Human resources seldom perform critical functions.
E) Human resources are interchangeable,easily replaced parts of a system.

Question 32

The Society for Human Resource Management is the primary professional organization for HRM and the world's largest human resource management association.

Question 33

Which of the following responsibilities is specifically associated with the HR function of support for strategy?

A) temporary labor recruitment and record keeping
B) human resource planning and forecasting
C) wage and salary administration
D) development of employee handbooks and company publications
E) development of an HR information system

Question 34

The role of an HR generalist is essentially limited to recruitment and selection.

Question 35

The concept of "human resource management" implies that employees are

A) a secondary component of a business.
B) troublesome and need to be monitored.
C) resources of the employer.
D) an unnecessary cost to an employer.
E) a rare component of the business world.

Question 36

Joshua,the human resource manager at Potter Inc. ,has a clear understanding of the firm's business.This enables him to comprehend the various needs of the business and help the company meet its goals for attracting,keeping,and developing employees with the required skills.This scenario indicates Joshua's responsibility of

A) providing administrative services.
B) preparing a job analysis.
C) providing business partner services.
D) creating a job design.
E) maintaining positive employee relations.

Question 37

Olivia works in the human resource department at Hercules Corp.Her chief responsibilities include administering salaries,determining incentives,managing group insurance,and employee vacation and leave.Which human resource management function is being performed by Olivia?

A) performance management
B) employee relations
C) selection
D) training and development
E) compensation and benefits

Question 38

How do human resources professionals provide an organization with a sustainable competitive advantage?

A) They manage commonly available resources.
B) They help the organization do what competitors are doing.
C) They keep the organization focused on the short term.
D) They hire high-quality employees who provide a needed service as they perform many critical functions.
E) They hire employees who are very enthusiastic despite lacking job experience and training.

Question 39

How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?

A) by handling administrative tasks with a commitment to quality
B) by providing business partner services to meet the company's goals
C) by providing skills training and career development programs
D) by understanding the existing human resources and providing new ones
E) by answering questions on employee hiring and benefits

Question 40

Which of the following is a responsibility that is specifically associated with the HR function of employee relations?

A) conducting attitude surveys
B) analyzing work
C) creating HR information systems
D) planning and forecasting human resources
E) creating a job design

Question 41

Julie works at Matrix Inc.Her primary role in the company is to create self-rating,job-related questionnaires for the employees.Which of the following human resource management practices is being performed by Julie?

A) performance management
B) employee relations
C) selection
D) training
E) compensation

Question 42

In the context of HRM functions,the activities of training and development include

A) making decisions whether an organization will emphasize enabling employees to perform their current jobs,preparing them for future jobs,or both.
B) keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position.
C) attempting to identify applicants with the necessary knowledge,skills,abilities,and other characteristics that will help the organization achieve its goals.
D) preparing and distributing employee handbooks that detail company policies and,in large organizations,company publications such as a monthly newsletter or a website on the organization's intranet.
E) establishing policies related to hiring,discipline,promotions,and benefits.

Question 43

Which of the following best describes job design?

A) It is the process of defining the way work will be performed and the tasks that a given job requires.
B) It is the process of generating a pool of potential candidates for a job.
C) It is the process of identifying suitable candidates for jobs.
D) It is the technique of enabling employees to learn job-related knowledge,skills,and behavior.
E) It is the technique of presenting candidates with detailed information about a job.

Question 44

The employees at Circa Financial often complain that they are not provided feedback about their work.They feel that they do not get proper information as to how they have performed and the areas in which they need to improve.They also claim that the performance goals are vague and not measurable.Which of the following HR functions does Circa Financial need to specifically improve upon to resolve the complaints put forth by its employees?

A) recruitment
B) employee selection
C) training and development
D) performance management
E) planning and administering pay and benefits

Question 45

In an attempt to motivate its current employees and to attract skilled professionals,Labyrinth Inc.decides to increase salaries as well as year-end bonuses for its best performers.Which of the following HR functions is demonstrated in this scenario?

A) performance management
B) training and development
C) recruitment
D) planning and administering pay and benefits
E) maintaining positive employee relations

Question 46

The process by which an organization attempts to identify applicants with the necessary knowledge,skills,abilities,and other characteristics that will help the organization achieve its goals is referred to as

A) orientation.
B) selection.
C) compensation.
D) work analysis.
E) performance management.

Question 47

Which of the following is defined as the process of ensuring employees' activities and outputs match an organization's goals?

A) job analysis
B) supply chain management
C) employee development
D) performance management
E) career planning

Question 48

In the context of HRM functions,the activities of performance management include

A) identifying applicants with the necessary knowledge and abilities that will help an organization achieve its goals.
B) making a planned effort to enable employees to learn job-related knowledge,skills,and behavior.
C) specifying the tasks and outcomes of a job that contribute to an organization's success.
D) acquiring knowledge and skills that improve employees' ability to meet the challenges of a variety of new or existing jobs.
E) seeking applicants for potential employment.

Question 49

If a company,as part of its job redesign program,plans to set up teams to manufacture products,which of the following programs might it offer to help employees learn the ins and outs of effective teamwork?

A) development programs
B) recruitment programs
C) orientation programs
D) selection programs
E) performance management programs

Question 50

Which HR function involves offering programs through which employees acquire knowledge,skills,and behavior that improve their ability to meet the challenges of a variety of new or existing jobs,including the client and customer demands of those jobs?

A) recruitment
B) personnel policy
C) development
D) employee relations
E) selection

Question 51

Which of the following is responsible for the shift in the job trend,from the use of narrowly defined jobs to the use of broadly defined jobs in organizations?

A) emphasis on innovation and quality
B) increased demand for low skilled workers
C) increased focus on simplifying jobs
D) lack of competition
E) reduced use of team-based projects

Question 52

Identify the process through which an organization seeks applicants for potential employment.

A) orientation
B) training
C) recruitment
D) work analysis
E) job design

Question 53

Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies?

A) recruitment and selection
B) maintaining positive employee relations
C) ensuring compliance with labor laws
D) performance management
E) planning and administering pay and benefits

Question 54

Some of the employees of RVZ Services are unhappy with their supervisor's comments and remarks.They feel they are being unduly discriminated against by the supervisor,and so they turn to the HR department for help.Addressing such problems is a part of the HR function of

A) recruitment and selection.
B) employee relations.
C) training and development of employees.
D) performance management.
E) planning and administration of pay and benefits.

Question 55

At Tech Scale Inc. ,a company that deals in software products,employees often complain about the lack of clarity regarding the tasks they are required to perform.Often there are two employees working on overlapping tasks,while some tasks are not designated to any employee.Though employees are satisfied with the pay and work culture,this aspect of their work environment has led to a lot of conflict in the workplace.From the information provided,this complaint of the employees can be closely linked to which of the following HR functions?

A) compliance with laws
B) analysis and design of work
C) compensation and benefits
D) maintenance of employee relations
E) recruitment and selection

Question 56

Nicole,an employee at Neo Corp. ,develops and distributes newsletters that announce upcoming events in the company.Which of the following human resource management practices is being performed by Nicole?

A) performance management
B) employee relations
C) selection
D) training
E) compensation

Question 57

Jonathan is a part of the HR department in an advertising firm that has recently brought in employees specializing in analysis of large volumes of data about consumer behavior.The manager to whom these analysts report does not share their knowledge of quantitative methods,but wants them to develop recommendations for better decision making.Jonathan is supporting the department by developing a form the manager will follow in measuring the analysts' performance.What kinds of performance measures should Jonathan focus on?

A) The form should measure outcomes,such as timely and useful recommendations,because the manager will not be able to evaluate specific technical behaviors.
B) The form should measure specific technical behaviors,because the methods used by the analysts will determine the usefulness of their recommendations.
C) The form should measure both outcomes and behaviors,because both are essential to success in the job.
D) The form should measure personal traits,such as getting along with others,because Jonathan and the manager don't understand the technical requirements.
E) The form should ask broad questions,so the manager can discuss whatever they think is important.

Question 58

Which of the following describes a planned effort to enable employees to learn job-related knowledge,skills,and behavior?

A) selection
B) performance appraisal
C) training
D) compensation
E) recruitment

Question 59

Edgar works at Alpha Inc.He is responsible for identifying individuals with skills required for the various roles in the organization.Which of the following human resource management practices is being performed by Edgar?

A) performance management
B) employee relations
C) selection
D) training
E) compensation

Question 60

Which of the following refers to the process of getting detailed information about jobs?

A) job rotation
B) supply chain management
C) job analysis
D) policy creation
E) job orientation

Question 61

Joanna,a local farmer,buys her equipment exclusively from the manufacturer Wooster.Inc.Because of this,Joanna is affected by Wooster Inc.'s operations.This indicates that Joanna is a _____.

A) stakeholder
B) business partner
C) workforce analyst
D) talent manager
E) strategic partner

Question 62

The parties with an interest in a company's success-typically,shareholders,the community,customers,and employees-constitute which members of the company?

A) advisors
B) stakeholders
C) management
D) personnel
E) strategic partners

Question 63

A human resource professional of a company exhibits the competency of business acumen when he or she

A) acquires knowledge of other cultures.
B) responds to reports of unethical conduct.
C) applies statistical knowledge to understand data.
D) applies knowledge of how HR functions contribute to business success.
E) uses HR technology correctly.

Question 64

Costabin Inc. ,a company in the recycling business,has revamped its management and business criteria.It has also added new objectives that would require recruitment of new and skilled labor.The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm.This responsibility of the HR department is known as

A) supply chain management.
B) performance management.
C) human resource planning.
D) utilization analysis.
E) performance planning.

Question 65

Which of the following is defined as a systematic,planned effort to attract,retain,develop,and motivate highly skilled employees and managers?

A) work flow analysis
B) job analysis
C) conjoint analysis
D) talent management
E) performance management

Question 66

What is the advantage of establishing and administering policies in organizations?

A) It allows companies to handle situations more fairly and objectively.
B) It allows companies to address issues on a case-by-case basis.
C) It eliminates the need for documentation and record keeping.
D) It encourages employees to defend themselves by claiming ignorance of disciplinary norms.
E) It leaves a lot of room for subjective decision-making.

Question 67

_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

A) Conjoint analysis
B) Performance management
C) Workforce analytics
D) Career development
E) Task analysis

Question 68

An organization's ability to profit without depleting its resources,including employees,natural resources,and the support of the surrounding community,is called

A) adjustability.
B) absorbability.
C) substitutability.
D) sustainability.
E) credibility.

Question 69

An HR manager can demonstrate competency in communication by excelling at which of the following behaviors?

A) setting a vision for the HR function
B) listening effectively
C) supporting inclusiveness
D) maintaining confidentiality
E) applying knowledge of business principles

Question 70

The HR function of maintaining positive employee relations includes

A) maintaining performance measures on outcomes.
B) offering training programs on effective teamwork.
C) selecting only those applicants that are referred by employees.
D) maintaining communication with union representatives.
E) planning employee pay and benefits.

Question 71

When a manufacturer experienced a slowdown in sales,it laid off the two employees with the poorest attendance.One of the employees sued the company,saying it should have laid off the most recently hired workers.What defense would the company most likely offer?

A) The layoffs were not discriminatory.
B) The company was forced to make the layoffs.
C) There are no federal laws that apply to this situation.
D) The layoffs were instances of employment at will.
E) The age of the company's workforce has been rising.

Question 72

Albright Corp.uses a set of quantitative tools to assess employee data such as performance,compensation,designations,and benefits.This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals.Albright is engaging in the practice of _____.

A) training and development
B) job design
C) employee relations
D) talent management
E) workforce analytics

Question 73

Which of the following best describes evidence-based HR?

A) It is the exclusive use of statistical models for planning,forecasting,and other related HR activities.
B) It refers to establishing overlapping performance goals and desired outcomes during performance management.
C) It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders.
D) It is the process of ensuring that employees' activities and outputs match an organization's goals.
E) It is the organization-wide planned effort to enable employees to learn job-related knowledge,rather than teamwork or communication skills.

Question 74

Fiona,a manager at Norman Corp. ,is responsible for workforce analytics in the organization.Her supervisor,Martin,argues it is an unnecessary expense as he believes that collecting employee-related information is just an administrative responsibility.Which of the following statements,if true,would weaken Martin's argument?

A) Fiona established policies regarding violations of company regulations.
B) Fiona identified subordinates who showed the potential to become leaders in the company based on the data.
C) Fiona prepared and distributed company publications on the organization's intranet.
D) Fiona was able to actively recruit candidates from external sources,such as Internet job postings and college recruiting events.
E) Fiona was able to specify the tasks and outcomes of a job that contributed to the organization's success.

Question 75

What clusters of competencies are necessary for success in human resource management?

A) hiring,compensation,event planning,and training
B) technical,interpersonal,business,and leadership
C) technical,hiring,motivation,and compensation
D) business,development,leadership,and interpersonal
E) technical,business,training,and hiring

Question 76

According to your text,it is not enough for HR professionals to know how to perform tasks specific to human resource management.HR professionals also must be able to work effectively with others,contribute to business success,and

A) keep up-to-date on technology laws.
B) Instruct others in the use of HR technology.
C) lead others ethically.
D) occasionally gather relevant data.
E) ensure policies remain unchanged.

Question 77

Heather is a benefits specialist at McCoy Manufacturing.She negotiates contracts for insurance,retirement plans,and other employee benefits in order to get the best possible deal while meeting all legal requirements.She understands the details of each benefit and is able to help employees understand the value of their benefits.This scenario illustrates Heather's competency in the area of

A) consultation.
B) human resource expertise.
C) relationship management.
D) ethical practice.
E) business acumen.

Question 78

Blandings Corp. ,an apparel manufacturer,has been profitable for a long time without depleting its resources-raw materials,employees,and the support of the local community.The company also caters to the needs of all its stakeholders.Which of the following characteristics is illustrated in this scenario?

A) sustainability
B) strategic architecture
C) compliance with law
D) talent management
E) workforce analytics

Question 79

According to the SHRM competency model,which of the following competencies is part of the interpersonal cluster?

A) leadership
B) human resource expertise
C) business acumen
D) critical evaluation
E) global and cultural effectiveness

Question 80

Identify the correct statement regarding sustainable organizations.

A) They primarily focus on maximizing profits and delivering high returns to investors.
B) They focus on smooth turnover and outsourcing rather than long-term planning.
C) They are more concerned about justice and fairness rather than short-term profits.
D) They are less concerned about employee development and empowerment.
E) They are more concerned with the quantum of output than quality standards.