Type:
Test Bank
Resource:
Human Resource Management Essential Perspectives
Edition:
7th Edition
Author(s):
Robert L. Mathis John Jackson Sean Valentine
Chapter 1—HR’s Role, Strategy, and Planning MULTIPLE CHOICE 1. 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. ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: What is Human Resource Management? PAGE: 02
2. 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. ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Where Employees Can Be a Core Competency PAGE: 04
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 ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Where Employees Can Be a Core Competency PAGE: 04
4. _____, 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 ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Where Employees Can Be a Core Competency PAGE: 04
5. _____, 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 ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Where Employees Can Be a Core Competency PAGE: 04
6. 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 ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Where Employees Can Be a Core Competency PAGE: 04
7. 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 staffing ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Where Employees Can Be a Core Competency PAGE: 04
8. 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 provides employees with rules for behavior. d. It does not take a very long time to evolve. ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Where Employees Can Be a Core Competency PAGE: 05
9. Which of the following is a part of the process of outsourcing analyses? a. Revising organizational structure b. Using vendors instead of employees c. Changing workloads and combining jobs d. Attracting and retaining employees ANS: B PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Where Employees Can Be a Core Competency PAGE:
10. 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. ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 06
11. 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. ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 06
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 ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Roles for Human Resource Departments PAGE: 07
13. 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 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 ANS: A PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
14. 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 ANS: A PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
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 ANS: C PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
16. 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 ANS: D PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
17. 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 ANS: A PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
18. 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 ANS: D PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Moderate TOP: Roles for Human Resource Departments PAGE: 07
19. 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 ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resources Management Challenges PAGE: 09
20. 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 ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Easy TOP: Human Resources Management Challenges PAGE: 09
21. 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 ANS: D PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resource Management Competencies and PAGE: 11
22. Which of the following is a specialized human resource organization? a. World at Work Association b. Organization for Economic Cooperation c. Ethics Resource Center d. U.S. Small Business Association ANS: A
PTS: 1
DIF: Easy
NAT: BUSPROG: Analytic Careers KEY: Bloom's: Knowledge
TOP: Human Resources Management Competencies and PAGE: 12
23. 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. ANS: A PTS: 1 NAT: BUSPROG: Reflective Thinking Careers KEY: Bloom's: Application
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 11
24. 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. ANS: D PTS: 1 NAT: BUSPROG: Reflective Thinking Careers KEY: Bloom's: Application
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 11
25. 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. ANS: B PTS: 1 NAT: BUSPROG: Reflective Thinking Careers KEY: Bloom's: Application
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 11
26. Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment, but after his promotion, he 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. ANS: C PTS: 1 NAT: BUSPROG: Reflective Thinking Careers KEY: Bloom's: Application
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 11
27. Which of the following is typically the first step in the strategic planning process for organizations? a. Organizational mission b. SWOT analysis c. Formulating organizational strategy d. Establishing goals and objectives ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 12
28. Which of the following is typically the last step in the strategic planning process for organizations? a. Formulating supporting functional strategies b. Evaluating and reassessing strategy c. Establishing goals and objectives d. Stating the organizational mission ANS: B PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 13
29. Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken’s next step in the strategic planning process? a. Evaluate and reassess strategy b. Implement strategy c. Establish goals and objectives d. Formulate organization-level strategies ANS: D PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Easy TOP: Organizational Strategic Planning PAGE: 13
30. Which of the following is typically the first step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resource Planning PAGE: 15
31. Which of the following is typically the last step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce ANS: B PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resource Planning PAGE: 15
32. Mark, an HR manager, is responsible for the HR planning process in his organization. He has reviewed the organization’s strategic plans. Which of the following is most likely to be Mark’s next step in the planning process? a. Develop HR staffing plans and actions b. Compile HR planning forecasts c. Implement HR staffing plans and actions d. Assess external and internal workforce ANS: D PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Application
DIF: Easy TOP: Human Resource Planning PAGE: 15
33. Which of the following is a factor of the external environment in an organization? a. Leadership bench strength b. Organizational culture c. Quality of talent d. Competitive forces ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resource Planning PAGE: 15
34. Which of the following is an effective method of managing a talent surplus? a. Outsourcing to a third party b. Using contingent workers c. Freezing hiring d. Increasing employee work hours through overtime ANS: C PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Easy TOP: Workforce Supply = Demand PAGE: 18
35. Which of the following is an effective method for managing a talent shortage? a. Reducing employee work hours b. Encouraging attrition c. Implementing voluntary separation programs d. Outsourcing to a third party ANS: D PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Easy TOP: Workforce Supply Demand PAGE: 18
36. Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act? a. Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves. b. Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment. c. Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment. d. Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves. ANS: A
PTS: 1
DIF: Moderate
NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
TOP: Workforce Supply Demand PAGE:
37. Which of the following best defines the term ‘effectiveness’? a. The degree to which operations are done in an economical manner b. The ability to produce a specific desired effort or result that can be measured c. The degree to which operations are done in the least possible time d. The ability to produce a specific desired effort or result that cannot be measured ANS: B PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resource and PAGE: 19
38. Which of the following best defines HR analytics? a. An evidence-based approach to making HR decisions on the basis of quantitative tools and models b. An assumption-based approach to making HR decisions on the basis of quantitative tools and models c. An evidence-based approach to making HR decisions on the basis of qualitative tools and models d. An assumption-based approach to making HR decisions on the basis of qualitative tools and models ANS: A PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resource and PAGE: 20
39. Which of the following is the function of compliance audits? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement ANS: B PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 22
40. 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 ANS: B PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: HR Management Functions PAGE: 06
41. Which of the following is the function of benefit programs audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement
c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement ANS: A PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 22
42. Which of the following is the function of I-9 audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations ANS: D PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 22
43. Which of the following is the function of specific program audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing particular HR subareas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement ANS: C PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Comprehension
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 22
44. Which of the following is a part of the staffing function of human resource management? a. Recruiting b. Training c. Orientation d. Career planning ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: HR Management Functions PAGE: 06
45. 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 ANS: A PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: HR Management Functions PAGE: 06
TRUE/FALSE 1. Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing.
NAT: BUSPROG: Analytic Careers KEY: Bloom's: Knowledge
TOP: Human Resources Management Competencies and PAGE: 11
17. A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist. ANS: F PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resources Management Competencies and PAGE: 11
18. For human resource generalists, the largest organization is the Society for Human Resource Management. ANS: T PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Knowledge
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 11
19. Professional in Human Resources (PHR) is sponsored by the WorldatWork Association. ANS: F PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Comprehension
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 12
20. Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute. ANS: T PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Comprehension
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 12
21. Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development. ANS: F PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Comprehension
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 12
22. Certified Compensation Professional (CCP), a human resource certification, is sponsored by the World at Work Association. ANS: T PTS: 1 NAT: BUSPROG: Analytic Careers KEY: Bloom's: Comprehension
DIF: Moderate TOP: Human Resources Management Competencies and PAGE: 12
23. The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle.
ANS: T PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 12
24. The SWOT analysis helps managers in formulating a strategic plan that considers the organization’s ability to deal with the situation at hand. ANS: T PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Comprehension
DIF: Easy TOP: Organizational Strategic Planning PAGE: 13
25. Implementing the strategy is typically the last step in the strategic planning process. ANS: F PTS: 1 NAT: BUSPROG: Reflective Thinking KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 13
26. Instead of making a choice, a good strategy will try to accommodate many different demands and interests. ANS: F PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Easy TOP: Organizational Strategic Planning PAGE: 13
27. Organizational strategy is independent of Human Resource management. ANS: F PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Comprehension
DIF: Easy TOP: Human Resources and Strategy PAGE: 13
28. The focus of HR planning is to ensure that the organization has the right number of human resources, with the right capabilities, at the right times, and in the right places. ANS: T PTS: 1 DIF: Easy NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge PAGE: 14 29. In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention. ANS: T PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resource Planning PAGE: 15
30. Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premium themselves. ANS: T PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Workforce Supply Demand PAGE:
31. The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages of both terminated and retained employees in layoff situations, and waiver of rights to sue for age discrimination must meet certain requirements. ANS: F PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Workforce Supply Demand PAGE:
32. The value for HR practices cannot be measured. ANS: F PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 20
33. People-related costs are typically the smallest controllable expense in organizations. ANS: F PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 20
34. Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice. ANS: T PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 21
35. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. ANS: T PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 21
36. Revenue per employee is a basic measure of human capital effectiveness. ANS: T PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 21
37. The formula for calculating the potential ROI for a new HR activity = operating cost for a new or enhanced system for a time period + one-time cost of acquisition and implementation/value of gains from productivity improvements for the time period. ANS: F PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 21
38. The formula for calculating human capital return on investment = Revenue +(Operating Expense +(Compensation - Benefits Cost)) / (Compensation - Benefit Cost) ANS: F PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 21
39. Human economic value added = Net profit before taxes + Cost of capital / Full-time head count ANS: F PTS: 1 NAT: BUSPROG: Analytic Human Capital KEY: Bloom's: Knowledge
DIF: Easy TOP: Measuring Effectiveness of Human Resources and PAGE: 32
SHORT ANSWER 1. Define human resource management. ANS: Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: What is Human Resource Management? PAGE: 02
2. Define human capital. ANS: Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge 3.
DIF: Easy TOP: What is Human Resource Management? PAGE: 03
What is core competency? ANS: The development and implementation of specific strategies must be based on the areas of strength in an organization. Referred to as core competencies, those strengths are the foundation for creating a competitive advantage for an organization. A core competency is a unique capability that creates high value in which an organization excels. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
4. Define productivity. ANS:
DIF: Easy TOP: What is Human Resource Management? PAGE: 03
Productivity is defined as a measure of the quantity and quality of work done, considering the cost of the resources used. PTS: 1 NAT: BUSPROG: Analytic Competency KEY: Bloom's: Knowledge
DIF: Easy TOP: Where Employees Can Be a Core PAGE: 04
5. List the elements of ethics programs whose existence is most likely to lead to ethical behavior. ANS: When the following four elements of ethics programs exist, ethical behavior is more likely to occur: (1) A written code of ethics and standards of conduct (2) Training on ethical behavior for all executives, managers, and employees (3) Advice to employees on ethical situations they face, often made by human resource PTS: 1 NAT: BUSPROG: Analytic Management KEY: Bloom's: Comprehension
DIF: Moderate TOP: Organizational Ethics and Human Resource PAGE: 11
6. Briefly describe the role of a human resources specialist. ANS: The human resource (HR) specialist is a person who has in-depth knowledge and expertise in a limited area of HR. The most common areas of HR specialty, in order of frequency, are benefits, employment and recruitment, and compensation. PTS: 1 NAT: BUSPROG: Analytic Competencies and Careers KEY: Bloom's: Knowledge 7.
DIF: Easy TOP: Human Resources Management PAGE: 11
List the seven categories of human resources functions. ANS: The seven categories of human resources functions are: (1) Strategy and Planning (2) Employee and Labor Relations (3) Risk Management and Worker Protection (4) Rewards (5) Talent Management (6) Staffing (7) Equal Employment Opportunity PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: HR Management Functions PAGE: 06
8. Define strategic planning. ANS: Strategic planning is the process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy.
PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 12
9. Define organizational mission. ANS: Organizational mission is the core reason for the existence of the organization and what makes it unique. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Organizational Strategic Planning PAGE: 12
10. Define strategic HR management. ANS: Strategic HR management refers to the use of Human Resource management practices to gain or keep a competitive advantage. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Easy TOP: Human Resources and Strategy PAGE: 13
11. Describe how HR professionals can contribute to the strategic planning process. ANS: To contribute to the strategic planning process, HR professionals provide their perspective and expertise to operating managers by the following: Understand the business: Knowing the financials and key drivers of business success is important to understanding the need for certain strategies. Focus on the key business goals: Programs that have the greatest relevance to business objectives should get priority. Know what to measure: Metrics are a vital part of assessing success, which means picking those measures that directly relate to the business goals. Prepare for the future: Strategic thinking requires preparing for the future, not focusing on the past— except as a predictor of the future. PTS: 1 NAT: BUSPROG: Analytic KEY: Bloom's: Knowledge
DIF: Moderate TOP: Human Resources and Strategy PAGE: 13
12. Define Human Resource planning. ANS: Human Resource planning is the process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives. PTS: 1
DIF:
Easy