Description

1. Which of the following statements is true of the functions of human resource management?
   1. It is a clerical operation in large companies concerned with payroll and employee records.
   2. It refers to a department that looks into the legal ramifications of policies and procedures that affect only the employees in an organization.
   3. It is a function concerned with costs, planning, and the implications of various strategies for organizations.
   4. It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals.

ANSWER: d

1. Binkers, LLC and Toves Inc. have merged, doubling the number of production facilities. To help decide which facilities to keep open and which should be closed, Bella has been asked to measure the productivity of the workforces at the facilities. Bella should _.
2. determine the total cost of people required for each unit of output
3. determine the total cost of people required for an output of 100 units
4. determine the total cost of people required to complete a day’s worth of work
5. determine the total cost of people required to complete a year’s worth of work

ANSWER: a

1. How is unit labor cost computed?
2. By dividing the total cost of workers by the total level of output
3. By dividing the total level of output by the total cost of workers
4. By dividing the average level of output by the average cost of workers
5. By dividing the average cost of workers by their average levels of output

ANSWER: d

1. Big Drop Inc. wants to increase employee productivity by eliminating layers of management and changing reporting relationships, as well as cutting staff through layoffs and early retirement buyout programs. This is an example

of____ _.

1. organizational restructuring
2. redesigning work
3. aligning human resource activity
4. outsourcing

ANSWER: a

1. , a method of increasing employee productivity, involves having fewer employees who perform multiple job tasks.
2. Organizational restructuring
3. Aligning HR activity
4. Outsourcing
5. Redesigning work

ANSWER: d

1. , a method of increasing employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity.
2. Outsourcing
3. Redesigning work
4. Aligning human resource activity
5. Organizational restructuring

ANSWER: c

1. Which of the following can be a part of the process of restructuring an organization?
2. Layoffs
3. Reshaping jobs because of technology changes
4. Attracting and retaining employees
5. Improving employee benefits

ANSWER: a

1. Which of the following is a part of the process of redesigning work?
2. Reshaping jobs because of technology changes
3. Revising organizational structures
4. Training, developing, and evaluating employees
5. Outsourcing operations internationally

ANSWER: a

1. Which of the following is a part of the process of aligning human resource activities?
2. Changing workloads and combining jobs
3. Revising organizational structure
4. Using domestic vendors instead of employees
5. Training, developing, and evaluating employees

ANSWER: d

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

1. Revising organizational structure
2. Using domestic vendors instead of employees
3. Changing workloads and combining jobs
4. Attracting and retaining employees

ANSWER: b

11.Which of the following is true of organizational culture?

1. It increases the diversity of an organization.
2. It decreases the diversity of an organization.
3. It tells people how to behave in an organization.
4. It does not take a very long time to evolve.

ANSWER: c

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

1. Human resource policies
2. Health and wellness
3. Human resource effectiveness
4. Affirmative action

ANSWER: a

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

1. Diversity
2. Human resource retention
3. Job analysis
4. Compensation

ANSWER: b

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

1. Recruiting
2. Training
3. Orientation
4. Career planning

ANSWER: a

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

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

ANSWER: d

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

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

ANSWER: c

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

1. Operational role
2. Employee advocate role
3. Administrative role
4. Strategic role

ANSWER: c

18.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 the change in Sara’s role?

1. Moving from processing legal paperwork to serving as a “champion” of employee concerns
2. Moving from processing legal paperwork to helping define the strategy to manage human capital
3. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns
4. Moving from helping define the strategy to manage human capital to processing legal paperwork

ANSWER: a

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

1. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital
2. Moving from helping define the strategy to manage human capital to processing legal paperwork
3. Moving from processing legal paperwork to serving as a “champion” of employee concerns
4. Moving from processing legal paperwork to helping define the strategy to manage human capital

ANSWER: a

20.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 the change in David’s role?

1. Moving from serving as a “champion” of employee concerns to processing legal paperwork
2. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns
3. Moving from processing legal paperwork to helping define the strategy to manage human capital
4. Moving from helping define the strategy to manage human capital to processing legal paperwork

ANSWER: c

21.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 the change in Mike’s role?

1. Moving from processing legal paperwork to serving as a “champion” of employee concerns
2. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital
3. Moving from processing legal paperwork to helping define the strategy to manage human capital
4. Moving from serving as a “champion” of employee concerns to processing legal paperwork

ANSWER: d

22.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 the change in Donna’s role?

1. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns
2. Moving from helping define the strategy to manage human capital to processing legal paperwork
3. Moving from processing legal paperwork to helping define the strategy to manage human capital
4. Moving from serving as a “champion” of employee concerns to processing legal paperwork

ANSWER: a

23.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 the change in Sunny’s role?

1. Moving from processing legal paperwork to serving as a “champion” of employee concerns
2. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital
   1. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns
   2. Moving from helping define the strategy to manage human capital to processing legal paperwork

ANSWER: d

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

1. host-country national
2. expatriate
3. third-country national
4. independent contractor

ANSWER: b

25.A(n) can help an employee of a corporation make decisions about moving to a worksite in another country.

1. expatriate
2. talent advisor
3. destination consultant
4. coworker

ANSWER: c

26.Which of the following is a key challenge in overseas locations?

1. Expatriates
2. Equipment
3. Banking
4. Talent acquisition

ANSWER: d

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

1. He is a destination consultant.
2. He is a local vendor.
3. He works in the company's headquarters.
4. He is an expatriate.

ANSWER: d

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

1. She is a destination consultant.
2. She is a local vendor.
3. She works in the company's headquarters.
4. She is an expatriate.

ANSWER: d

29.Which of the following statements describes the result of restricting the number of high-skilled workers that can be admitted to the United States from other countries?

1. It has reduced the need for high-skilled workers.
2. It has increased the profit of companies needing high-skilled workers.
3. It has made it difficult to hire enough high-skilled workers.
4. It has reduced the salaries of high-skilled workers.

ANSWER: c

30.Which of the following identifies a challenge faced by overseas locations when dealing with a merger?

1. Currency conversion
2. Succession planning
3. Adequate equipment
4. Manufacturing costs

ANSWER: b

31.Pipes, a Canadian company that installs plumbing in commercial buildings, wants to open an office in a second location. However, like many companies in Canada, Pipes has not had enough people apply for jobs as____________________________________________________________ _.

1. managers
2. artists
3. executives
4. tradespersons

ANSWER: d

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

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

ANSWER: d

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

1. Having to provide retirement benefits
2. Having to decrease the span of control
3. Having to provide flexible work arrangements
4. Having to replace experience and talent

ANSWER: d

34.Which of the following is an advantage of hiring Millennials?

1. Committed employees
2. No training needed
3. Entitled
4. Wider span of control

ANSWER: a

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

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

ANSWER: d

36.Which of the following is true of PeopleSoft?

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

ANSWER: b

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

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

ANSWER: a

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

1. PeopleSoft used the Cloud while an HRIS used a vendor’s data center.
2. PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.
3. An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.
4. An HRIS used the Cloud while PeopleSoft used a vendor’s data center.

ANSWER: c

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

1. An HRIS uses a vendor’s data center, while SaaS uses the Cloud.
2. An HRIS uses the Cloud, while SaaS uses a vendor’s data center.
3. SaaS requires support from IT, while an HRIS allows self-service.
4. SaaS allows self-service, while an HRIS requires support from IT.

ANSWER: d

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

1. Policy changes
2. Customer lists
3. Competitive service details
4. Operational changes

ANSWER: b

41.Which of the following is a risk faced by organizations that have volunteering programs?

1. Employees might not volunteer.
2. Volunteers might have to travel to a distant location.
3. Skilled employees might be hard to replace while they are volunteering.
4. Volunteers might have to pay to participate in the volunteer program.

ANSWER: c

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

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

ANSWER: b

43.In the context of the Sarbanes-Oxley Act, the biggest concerns are linked to_ _.

1. immigrant workers
2. executive compensation
3. employee productivity
4. workplace safety

ANSWER: b

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

1. Administrative capabilities
2. Operational knowledge
3. Ability to guide others during changes
4. Legal capabilities

ANSWER: c

45.Stanley is responsible for performing a variety of human resource activities such as posting job openings and reporting current employees' job satisfaction. He is a _.

1. human resource specialist
2. human resource planner
3. human resource strategist
4. human resource generalist

ANSWER: d

46.Which of the following is a specialized human resource organization?

1. WorldatWork Association
2. Organization for Economic Cooperation
3. Ethics Resource Center
4. U.S. Small Business Association

ANSWER: a

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

1. Both the roles played by Josh are generalist roles.
2. Both the roles played by Josh are specialist roles.
3. Josh moved from a generalist role to a specialist role.
4. Josh moved from a specialist role to a generalist role.

ANSWER: a

48.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?

1. Both the roles that Suzie played were generalist roles.
2. Both the roles that Suzie played were specialist roles.
3. Suzie moved from a specialist role to a generalist role.
4. Suzie moved from a generalist role to a specialist role.

ANSWER: d

49.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?

1. Both the roles that Ramone played were generalist roles.
2. Both the roles that Ramone played were specialist roles.
3. Ramone moved from a specialist role to a generalist role.
4. Ramone moved from a generalist role to a specialist role.

ANSWER: b

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

1. Both the roles played by Max were generalist roles.
2. Both the roles played by Max were specialist roles.
3. Max moved from a specialist role to a generalist role.
4. Max moved from a generalist role to a specialist role.

ANSWER: c

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: True

65.HR leaders are looking into making overseas assignments shorter in length and relying on technology to help build overseas business relationships.

1. True
2. False

ANSWER: True

66.Global staffing has created political issues such as questioning U.S. federal legislation that restricts the number of high-skilled workers admitted from other countries.

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: True

68.An increasing number of individuals characterize themselves as multiracial, changing the diversity of potential workers.

1. True
2. False

ANSWER: True

69.About 50% of the U.S. workforce is female.

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

71.A written corporate code of ethics encourages ethical behavior among employees.

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

Name: Class: Date:

Chapter 1—Human Resource Management in Organizations

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: True

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

1. True
2. False

ANSWER: False

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

1. True
2. False

ANSWER: True

81.Define human resource management.

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

82.Define human capital.

ANSWER: Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

83.What is core competency?

ANSWER: 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.