1.

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

True False

2.

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

True False

3.

Human resources cannot be imitated.

True False

4.

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.

True False

5.

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

True False

6.

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

True False

7.

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

True False

8.

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.

True False

9.

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

True False

10.

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

True False

11.

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

True False

12.

Human resource management is increasingly becoming a purely administrative function.

True False

13.

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.

True False

14.

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

True False

15.

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

True False

16.

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

True False

17.

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

True False

18.

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

True False

19.

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

True False

20.

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.

True False

21.

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

True False

22.

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

True False

23.

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

True False

24.

The vast majority of HRM professionals have a college degree.

True False

25.

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

True False

26.

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

27.

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

28.

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

29.

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?

30.

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

31.

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

32.

Identify the correct statement regarding human resources.

33.

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?

34.

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

35.

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?

36.

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

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?

38.

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

39.

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

40.

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

41.

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

42.

Which of the following best describes job design?

43.

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?

44.

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?

45.

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

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

47.

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?

48.

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

49.

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?

50.

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?

51.

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

52.

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

53.

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?

54.

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?

55.

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

56.

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?

57.

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?

58.

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

59.

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?

60.

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

61.

The HR function of maintaining positive employee relations includes

62.

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

63.

_____ 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.

64.

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?

65.

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 _____.

66.

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?

67.

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

68.

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

69.

Which of the following best describes evidence-based HR?

70.

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

71.

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?

72.

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

73.

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 _____.

74.

Identify the correct statement regarding sustainable organizations.

75.

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

76.

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

77.

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

78.

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

79.

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

80.

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

81.

Ellie is a human resource manager at Harris Corp. She skillfully handles personal interactions with her staff and the other department managers. She is highly admired by others in the organization because she treats others with respect and builds trust. This scenario indicates Ellie has strengths in the HR success competency of

82.

Acme Manufacturing wants to build a new factory and is comparing locations in three states. How could an HR professional use consultation competencies to support this effort?

83.

Reese, the human resource manager at Axis Inc., has developed an inspiring vision of how the HR function should contribute to employees' well-being and the company's success. She models the values and behaviors supporting that vision, and she gets her staff excited to be part of realizing the vision. This indicates that Reese has competencies in the area of

84.

Nikita heads the human resource team at Strait Corp., a marketing firm with a diverse group of employees in three countries. She has knowledge about the cultures of the employees and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all her employees bring different strengths to the company, and she helps to foster a climate in which all are encouraged to contribute. This scenario illustrates Nikita's competency in the area of

85.

Charles heads the human resource department at technology development company Schultz Inc. There, he monitors trends of the labor markets in Schultz's industry. Studying the trends, Charles realizes the company is likely going to need more sources of employees skilled in robotics. He gathers information about the best robotics training programs in the regions where the company operates. Then he applies that information to build connections with selected schools, thereby resolving a recruitment problem before it becomes serious. This scenario illustrates Charles's competency in

86.

Jacob is the human resource manager at Platinum Corp. He clearly understands the company's strategy. He has a solid understanding of business principles, and he applies these to help the HR department contribute to Platinum's success. This scenario indicates that Jacob has competency in the area of

87.

Which of the following is the correct statement about the HR responsibilities of supervisors?

88.

Craig, one of the senior managers at Clayton Inc., insists that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument?

89.

Which of the following is TRUE of ethics in human resource management?

90.

Which of the following views on employment reflects the ethical principles embodied in the U.S. Constitution and Bill of Rights?

91.

According to the philosopher Immanuel Kant, the right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic right of

92.

Jarvis, a manager at Carmile Inc., is rigid with his employees and does not allow them to voice their opinions or criticisms about their superiors. On the other hand, Michelle, another manager at the same firm, encourages her subordinates to communicate with her openly. Which of the following statements uses basic rights to argue in favor of Michelle's practice over that of Jarvis's?

93.

Which of the following scenarios demonstrates a violation of the right of freedom of conscience in a workplace environment?

94.

Which of Kant's basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order?

95.

According to your text, the right of privacy is the right to

96.

By keeping employees' personal records confidential, an employer respects their right of

97.

Patrick, an employee at Jones Inc., was unhappy with the firm's existing project management system. Hence, he communicated this to the top management by expressing his complaints in an e-mail. According to the work of philosopher Immanuel Kant, Patrick applied his right of

98.

Kurt, a manager at Marshall Inc., was asked by his supervisor to sign a contract with a new supplier. The contract stated that the industrial waste released by the company would be released into a local river. Kurt was against this idea of polluting the river with the waste, so he refused to sign the contract. In this scenario, Kurt exercised his right of

99.

If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to

100.

Which of the following describes companies that are ethical and successful?

101.

Which of the following is a standard that human resource managers must satisfy for HRM practices to be ethical?

102.

Which of the following is one of the four principles that guides how ethical companies act?

103.

When Ulysses Corp., a travel insurance company, decided to introduce new goals for its internal management, there was a rift regarding what should be implemented. Group A emphasized short-term goals that would benefit the company, while Group B believed in introducing policies that would create more mutually-beneficial relationships with client businesses, such as major airlines. Which of the following results would prove Group B's decision to be ideal?

104.

Which of the following statements is true about the HR profession?

105.

Which of the following is the primary professional organization for HRM that provides education and information services, and is also the world's largest human resource management association?

106.

List the qualities associated with human resources that help an organization gain a sustainable competitive advantage.

107.

List five of the HRM functions, briefly describing the specific activities associated with each.

108.

Differentiate between training and development of employees.

109.

Discuss the responsibility of HR with regard to planning and administering pay and benefits. Also, analyze the impact of this function on an organization.

110.

Explain human resource planning and evidence-based HR. How do these concepts help HR in supporting an organization's strategy?

111.

In an organization with a sustainable strategy, human resource departments focus on employee development and empowerment rather than short-term costs. Define the typical stakeholders in an organization. Then explain how sustainability positively affects both a company and its stakeholders.

112.

Briefly describe the nine categories of HRM competencies that the Society for Human Resource Management found to be associated with success. Provide an example of a behavior for each.

113.

Explain why supervisors and non-HR managers are expected to be familiar with the basics of HRM. List five examples of the types of HR responsibilities supervisors are expected to perform.

114.

List and provide an example of the basic human rights suggested by the work of Immanuel Kant.

115.

List the four principles followed by ethical, successful companies.

116.

How would you describe a career in human resource management? Cite the type of positions available, degree requirements, the nature of the work, and salary levels.

1.

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

FALSE

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

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

2.

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

FALSE

The concept of "human resource management" implies that employees are resources of an employer. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system, but the source of the company's success or failure.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

3.

Human resources cannot be imitated.

TRUE

Human resources cannot be imitated. To imitate human resources at a high-performing competitor, one would have to figure out which employees are providing the advantage and how. Then, one would have to recruit people who can do precisely the same thing and set up the systems that enable those people to imitate one's competitor.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

4.

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.

TRUE

High-performance work systems have been essential in making organizations strong enough to weather the storm of a recent recession and remain profitable when the economy slowly begins to expand again. Maintaining a high-performance work system may include development of training programs, recruitment of people with new skill sets, and establishment of rewards for such behaviors as teamwork, flexibility, and learning.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: High-Performance Work Systems

5.

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

TRUE

No two human resource departments have precisely the same roles because of differences in organization sizes and characteristics of the workforce, the industry, and management's values. Many HR tasks may be performed by supervisors or others inside or outside the organization.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

6.

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

TRUE

In general, jobs can vary from having a narrow range of simple tasks to having a broad array of complex tasks requiring multiple skills. In the past, many companies have emphasized the use of narrowly defined jobs to increase efficiency. However, greater concern for innovation and quality has shifted the trend to more use of broadly defined jobs.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Challenges Facing Human Resources Today

7.

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

TRUE

Selection refers to the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

8.

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.

TRUE

Organizations depend on their HR department to help establish policies related to hiring, discipline, promotions, and benefits. Establishing and administering personnel policies allows the company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: The Role of Human Resource Managers

9.

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

TRUE

The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance. The performance measures may emphasize observable behaviors or both. When a person evaluating performance is not familiar with the details of a job, outcomes tend to be easier to evaluate than specific behaviors. The evaluation may focus on the short term or long term and on individual employees or groups.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Characteristics of Effective Performance Appraisals

10.

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

TRUE

For employees to comply with policies in an organization, they have to know and understand the policies. Therefore, human resource management requires the ability to communicate through a variety of channels. Examples include teaching policies by giving presentations at meetings, posting documents online, writing e-mail messages, and setting up social-media pages for employees.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: The Role of Human Resource Managers

11.

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

TRUE

The increased use of and access to electronic databases by employees and employers suggest that in the near future legislation will be needed to protect employee privacy rights. Currently, no federal laws outline how to use employee databases in such a way as to protect employees' privacy while also meeting employers' and society's concern for security.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: How Technology Influences Human Resource Management?

12.

Human resource management is increasingly becoming a purely administrative function.

FALSE

At one time, human resource management was primarily an administrative function. As more organizations have come to appreciate the significance of highly skilled human resources, however, many human resource departments have taken on a more active role in supporting an organization's strategy.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

13.

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.

FALSE

Evidence-based human resource refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders (employees, customers, community, shareholders).

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

14.

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

TRUE

In an organization with a sustainable strategy, human resource departments focus on employee development and empowerment rather than short-term costs, on long-term planning rather than smooth turnover and outsourcing, and on justice and fairness over short-term profits.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

15.

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

TRUE

The Society for Human Resource Management has defined sets of knowledge and skills associated with success, grouping these into nine categories it calls HR success competencies.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-03 Summarize the types of skills needed for human resource management.
Level of Difficulty: 1 Easy
Topic: The Role of Human Resource Managers

16.

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

TRUE

Success competencies fall into four clusters of competencies: technical, interpersonal, business, and leadership. In other words, it is not enough 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 lead others ethically.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-03 Summarize the types of skills needed for human resource management.
Level of Difficulty: 1 Easy
Topic: The Role of Human Resource Managers

17.

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

FALSE

In large organizations, HR departments advise and support the activities of the other departments. In small organizations, there may be an HR specialist, but many HR activities are carried out by line supervisors. Either way, non-HR managers need to be familiar with the basics of HRM and their role with regard to managing human resources.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-04 Explain the role of supervisors in human resource management.
Level of Difficulty: 1 Easy
Topic: Human Resource Management in Small Businesses

18.

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

TRUE

Supervisors play a key role in employee relations, because they are most often the voice of management for their employees, representing the company on a day-to-day basis. In their activities, supervisors can participate in HRM by taking into consideration the ways decisions and policies will affect their employees.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-04 Explain the role of supervisors in human resource management.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

19.

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

FALSE

People have the right to be treated only as they knowingly and willingly consent to be treated. An example that applies to employees would be that employees should know the nature of the job they are being hired to do; the employer should not deceive them.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-05 Discuss ethical issues in human resource management.
Level of Difficulty: 1 Easy
Topic: The Role of Ethics in Human Resource Management

20.

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.

TRUE

In this scenario, Kira has been denied her right to due process. The right to due process states that if people believe their rights are being violated, they have the right to a fair and impartial hearing.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-05 Discuss ethical issues in human resource management.
Level of Difficulty: 3 Hard
Topic: The Role of Ethics in Human Resource Management

21.

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

FALSE

In ethical, successful companies, all employees assume responsibility for the actions of the company.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-05 Discuss ethical issues in human resource management.
Level of Difficulty: 1 Easy
Topic: The Role of Ethics in Human Resource Management

22.

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

TRUE

For human resource practices to be considered ethical, they must satisfy the three basic standards. First, HRM practices must result in the greatest good for the largest number of people. Second, employment practices must respect basic human rights of privacy, due process, consent, and free speech. Third, managers must treat employees and customers equitably and fairly.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-05 Discuss ethical issues in human resource management.
Level of Difficulty: 1 Easy
Topic: The Role of Ethics in Human Resource Management

23.

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

FALSE

HR generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-06 Describe typical careers in human resource management.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

24.

The vast majority of HRM professionals have a college degree.

TRUE

The vast majority of HRM professionals have a college degree, and many also have completed postgraduate work. The typical field of study is business (especially human resources or industrial relations), but some HRM professionals have degrees in social sciences, the humanities, and law programs.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-06 Describe typical careers in human resource management.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

25.

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

TRUE

The primary professional organization for HRM is the Society for Human Resource Management (SHRM). SHRM is the world's largest human resource management association, with more than 250,000 professional and student members throughout the world.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-06 Describe typical careers in human resource management.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

26.

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

The concept of "human resource management" implies that employees are resources of the employer.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

27.

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

As a type of resource, human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

28.

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

As a type of resource, human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 1 Easy
Topic: Understanding Human Resource Management

29.

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?

In terms of business strategy, an organization can succeed if it has a sustainable competitive advantage (is better than competitors at something and can hold that advantage over a sustained period of time). Human resources that are valuable, rare, inimitable, and hard to replace will give a company such an advantage.

AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
Blooms: Analyze
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 3 Hard
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

30.

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

Human resources can provide companies with a sustainable competitive advantage because human resources are valuable, rare, inimitable, and irreplaceable. An organization realizes the potential of these human resources through the ways it practices human resource management.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 2 Medium
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

31.

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

Human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. In other words, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system but the source of the company's success or failure.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 2 Medium
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

32.

Identify the correct statement regarding human resources.

Human resources have no good substitutes. When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. It is difficult to imagine another resource that can match committed and talented employees.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 2 Medium
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

33.

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?

Human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. In other words, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system but the source of the company's success or failure. In this case, Montero Inc. decided to invest heavily in training its employees on automotive maintenance and design instead of hiring more employees because employees are the source of the company's success or failure.

AACSB: Reflective Thinking
Accessibility: Keyboard Navigation
Blooms: Analyze
Learning Objective: 01-01 Define human resource management, and explain how HRM contributes to an organization's performance.
Level of Difficulty: 3 Hard
Topic: Understanding Human Resource Management

34.

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

In this case, Joshua executes his responsibility of providing business partner services. This involves developing effective HR systems that help the organization meet its goals for attracting, keeping, and developing people with the skills it needs. For the systems to be effective, HR people must understand the business so it can understand what the business needs.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Understanding Human Resource Management

35.

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?

One way to define the responsibilities of HR departments is to think of HR as a business within the company with three product lines: administrative services and transactions, business partner services, and strategic partner. Being a strategic partner involves contributing to the company's strategy through an understanding of its existing and needed human resources and ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Analyze
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Understanding Human Resource Management

36.

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

Contributing to a company's strategy through an understanding of its existing and needed human resources are ways HR practices can give the company a competitive advantage. For strategic ideas to be effective, HR people must understand the business, its industry, and its competitors.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: How HRM Helps to Build a Sustainable Competitive Advantage?

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?

In this case, Olivia is executing the HRM function of compensation and benefits. The responsibilities of the HRM function of compensation and benefits include wage and salary administration; incentive pay; insurance; vacation and leave administration; retirement plans; profit sharing; and stock plans.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Formulating Strategic Compensation Programs

38.

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

The HR function of employee relations involves taking attitude surveys; managing labor relations; developing employee handbooks and company publications; ensuring labor law compliance; and relocation and outplacement services.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Labor-Management Relations

39.

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

Human resource planning and forecasting, talent management, and change management help provide support for an organization's overall strategy.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Describe Human Resource Planning and the Categories of HRM Activities

40.

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

No two human resource departments have precisely the same roles, because there are differences in organization sizes and characteristics of the workforce, the industry, and management's values. In a recent trend, some companies are doing away with their HR departments altogether, preferring to flatten their organizational structure and to encourage department managers and other employees to handle HR issues as they arise.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Challenges Facing Human Resources Today

41.

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

Job analysis is the process of getting detailed information about jobs.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Work-flow Analysis

42.

Which of the following best describes job design?

Job design is the process of defining the way work will be performed and the tasks that a given job requires.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Job Analysis and Job Design

43.

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?

Job analysis is the process of getting detailed information about jobs. Job design is the process of defining the way work will be performed and the tasks that a given job requires. These processes help to group tasks in ways that help the organization to operate efficiently and to obtain people with the right qualifications to do the jobs well.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Job Analysis and Job Design

44.

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?

With many simple jobs, a company can easily find workers who can quickly be trained to perform the jobs at relatively low pay. However, greater concern for innovation and quality has shifted the trend to use of more broadly defined jobs.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Job Analysis and Job Design

45.

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

Recruitment is the process through which an organization seeks applicants for potential employment. Organizations may use internal or external sources for their recruitment process.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Steps in the Recruitment and Selection Process

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

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

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Steps in the Recruitment and Selection Process

47.

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?

In this scenario, Edgar is involved in selecting potential employees for his organization. Selection refers to 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. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Steps in the Recruitment and Selection Process

48.

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

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. For example, many organizations offer safety training to teach employees safe work habits.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Employee Training

49.

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?

Most organizations provide ways for their employees to broaden or deepen their knowledge, skills, and abilities through training and development. Development involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. Development programs often focus on preparing employees for management responsibility.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Employee Training

50.

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?

Development involves acquiring knowledge, skills, and behavior that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. Development programs often focus on preparing employees for management responsibility. Likewise, if a company plans to set up teams to manufacture products, it might offer a development program to help employees learn the ins and outs of effective teamwork.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Employee Training

51.

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

Decisions related to training and development include whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. The organization may offer programs to a few employees in whom the organization wants to invest, or it may have a philosophy of investing in the training of all its workers. Some organizations, especially large ones, may have extensive formal training programs, including classroom sessions and training programs online.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Employee Training

52.

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

The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: What is Performance Management?

53.

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?

Circa Financial needs to specifically improve upon the performance management function of HR to resolve the employees' complaints. The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: What is Performance Management?

54.

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?

In this scenario, Julie is involved in performance management. The process of ensuring that employees' activities and outputs match an organization's goals is called performance management. The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. The human resource department may be responsible for developing or obtaining questionnaires and other devices for measuring performance.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: What is Performance Management?

55.

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

The activities of performance management include specifying the tasks and outcomes of a job that contribute to the organization's success. Then various measures are used to compare the employee's performance over some time period with the desired performance.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: What is Performance Management?

56.

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?

Performance measures may emphasize observable behaviors (for example, answering the phone by the second ring), outcomes (number of customer complaints and compliments), or both. When the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. Jonathan should consult with the manager to identify the outcomes that are needed for the department's success.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Characteristics of Effective Performance Appraisals

57.

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?

The pay and benefits that employees earn play an important role in motivating them. A company that wants to provide an exceptional level of service or be exceptionally innovative might pay significantly more than competitors in order to attract and keep the best employees.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Pay-for-Performance Systems

58.

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

Organizations often depend on human resource professionals to help them maintain positive relations with employees. This function includes 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.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Purpose of an Employee Handbook

59.

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?

In this scenario, Nicole's role in the organization is to maintain employee relations. Organizations often depend on human resource professionals to help them maintain positive relations with employees. This function includes 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.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Understanding Human Resource Management

60.

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

Organizations often depend on human resource professionals to help them maintain positive relations with employees. Employees turn to the HR department for answers to questions about benefits and company policy and for communicating grievances. Members of the department should be prepared to address such problems.

AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Understanding Human Resource Management

61.

The HR function of maintaining positive employee relations includes

In organizations where employees belong to a union, employee relations entail additional responsibilities. The organization periodically conducts collective bargaining to negotiate an employment contract with union members. The HR department maintains communication with union representatives to ensure that problems are resolved as they arise.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: What is a Union? Why Do Employees Join Unions?

62.

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

With a policy in place, a company can handle situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: International HRM Policies and Procedures

63.

_____ 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.

Organizations engage in workforce analytics, which is 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.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 1 Easy
Topic: Technology's Role in HRM Activities

64.

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?

Employee-related information is not just an administrative responsibility, thanks to computer tools. It also can be the basis for knowledge that gives organizations an edge over their competitors. They may engage in workforce analytics, which is 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. In this case, as Fiona enforced workforce analytics at Norman Corp., it helped her spot subordinates who could be made leaders in the future with the data.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Technology's Role in HRM Activities

65.

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 _____.

Workforce analytics is 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. In this scenario, Albright Corp. is using workforce analytics as it arrives at decisions based on accurate findings from analyses using quantitative tools that can help the firm achieve its goals.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 2 Medium
Topic: Technology's Role in HRM Activities

66.

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?

Because economic or competitive conditions can force companies to close facilities and lay off employees, cases dealing with the illegal discharge of employees have increased. The issue of "employment at will"—that is, the principle that an employer may terminate employment at any time without notice—will be debated.

AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Analyze
Learning Objective: 01-02 Identify the responsibilities of human resource departments.
Level of Difficulty: 3 Hard
Topic: Employment-at-Will, Wrongful Discharge, Implied Contract and Constructive Discharge

67.

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