Test Bank Human Resource Management 5th Edition By Sandra Steen

$45.00

Test Bank Human Resource Management 5th Edition By Sandra Steen

Name: Test Bank Human Resource Management 5th Edition By Sandra Steen
SKU: Test Bank Human Resource Management 5th Edition By Sandra Steen
Price: 45.0 USD
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$45.00

SKU: Test Bank Human Resource Management 5th Edition By Sandra Steen

Description

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

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-03 Human Resources and Organizational Performance

2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that should be managed like any other physical asset.
FALSE

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

4. Recruitment refers to the process by which an organization selects applicants with the right knowledge, skills, and abilities to help the organization achieve its goals.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Hard
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-07 Recruiting and Hiring Employees

5. Performance management requires that employee activities and outputs match the individual's goals.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-09 Performance Management

6. Important decisions in planning pay and benefits include how much to offer employees in salary or wages, as opposed to bonuses, commissions, and other performance-related pay.
TRUE

7. The shift to self-service requires HR to spend more time on day-to-day transactional tasks.
FALSE

8. Compliance with laws and regulations is not an HR responsibility, but rather the sole responsibility of managers within the organization.
FALSE

9. HR is increasingly becoming a purely administrative function.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Easy
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-15 Focus on Strategy

10. As part of its strategic role, one of the key contributions HR can make is to engage in evidence-based HRM.
TRUE

11. Canada underperforms the United States with respect to productivity.
TRUE

12. HRM should have a significant role in carrying out a merger or acquisition.
TRUE

13. Non-traditional workers e.g. contractors and temporary workers, currently represent more than 50 percent of the workforce, and this percentage is expected to increase significantly.
FALSE

14. Setting up a business enterprise in another country (e.g. building a factory in China) is called outsourcing.
FALSE

15. HR Professionals require a small number of highly specialized technical competencies.
FALSE

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 01-02 Summarize competencies; careers; professional accreditation; and ethics in human resource management.
Topic: 01-23 What Competencies Do HR Professionals Need?

16. There are many different types of jobs in the HRM profession.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-02 Summarize competencies; careers; professional accreditation; and ethics in human resource management.
Topic: 01-24 Careers in Human Resource Management

17. Recent surveys indicate that the general public and managers do not have positive perceptions of the ethical conduct of businesses.
TRUE

18. HR activities are carried out exclusively by HR specialists in small organizations.
FALSE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-03 Explain the role of supervisors and managers in human resource management.
Topic: 01-27 What Are the HR Responsibilities of Supervisors and Managers?

19. Canada's labour force is aging.
TRUE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-04 Describe trends in the composition and expectations of the labour force.
Topic: 01-29 Aging of the Workforce

20. Almost one-third of the Indigenous population in Canada is 14 years of age or younger, whereas half of the non-Indigenous population is 14 years of age or younger.
FALSE

21. Technology has not yet had any impact on how HRM is conducted.
FALSE

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-35 Consider Applications Such as Social Networking, Artificial Intelligence (AI), and Robotics

22. Mobile devices are increasingly being used to access HR processes, information, and collaborative tools.
TRUE

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-36 Use HRIS, Mobile Devices, Cloud Computing, and HR Dashboards

Multiple Choice Questions

23. Human Resource Management develops which of the following that influence employees' behaviour?
A. Policies
B. Practices
C. Systems
D. Laws
E. Policies, practices, and systems

24. As a type of resource, human capital refers to:
A. the wages, benefits, and other costs incurred in support of HR functions within an organization.
B. executive talent within an organization.
C. the tax-deferred value of an employee's pension plan.
D. employee characteristics that can add economic value to the organization.
E. substitutes for physical assets.

25. Human capital means the organization's employees described in terms of all but one of the following. Name the exception.
A. Profitability
B. Training
C. Relationships
D. Intelligence
E. Experience

26. When an organization is better than competitors at something, and can hold that advantage over a sustained period of time, it is said to have a:
A. differentiated focus.
B. sustainable competitive advantage.
C. core competency.
D. low-cost competitive advantage.
E. None of the choices are correct.

27. Human resources provide an organization with a sustainable competitive advantage because they (are):
A. valuable.
B. rare.
C. cannot be imitated.
D. have no good substitutes.
E. All of the choices are correct.

28. The degree to which employees are fully involved in their work and the strength of their commitment to their organization is called:
A. employee engagement.
B. employee satisfaction.
C. core competency.
D. differentiated focus.
E. workplace potential.

29. Which of the following is NOT one of the "product lines" of HR?
A. Administrative services and transactions
B. Business partner services
C. Strategic partner
D. Credible activist
E. All of the choices are product lines of HR.

30. Which one of the following refers to the process of getting detailed information about jobs?
A. Job design
B. Recruitment
C. Selection
D. Job analysis
E. Performance management

31. What do you call the process through which an organization seeks applicants for potential employment?
A. Recruitment
B. Selection
C. Onboarding
D. Job analysis
E. Performance management

32. Development programs often focus on:
A. enabling employees to learn job-related knowledge, skills, and behaviour.
B. ensuring that employees' activities and outputs match the organization's goals.
C. preparing employees for leadership responsibilities
D. identifying the top qualities employers look for in employees.
E. All of the choices are the focus of development programs.

33. Which one of the following refers to a planned effort to enable employees to learn job-related knowledge, skills, and behaviours?
A. Orientation
B. Selection
C. Recruitment
D. Training
E. Development

34. The process of ensuring that employees' activities and outputs match the organization's goals is called:
A. job analysis.
B. strategic management.
C. quality assurance.
D. performance management.
E. development.

35. Use of quantitative tools and scientific methods to analyze data from HR databases and other sources to make evidence-based decisions is called:
A. people (human capital) analytics.
B. productivity improvement.
C. performance management.
D. strategic HRM.
E. self-service.

36. __________ is a systematic and planned effort to train, develop, and engage the performance of highly skilled employees and managers.
A. Evidence-based HRM
B. Job analysis
C. Talent acquisition
D. Talent management
E. Performance management

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-15 Focus on Strategy

37. ______________ refers to demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders.
A. Strategy
B. Evidence-based HRM
C. Productivity improvement
D. Compliance
E. Performance management

38. Companies that rely primarily on non-traditional employment to meet service and product demands are competing in the _______ economy.
A. self-service
B. gig
C. contractor
D. on-demand
E. evolving

39. A small manufacturing company decides to have its accounting function performed by a medium-sized accounting firm. This is an example of:
A. offshoring.
B. expatriation.
C. outsourcing.
D. joining forces through a merger.
E. productivity improvement.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-21 Outsourcing

40. Employees who take assignments in other countries are called:
A. knowledge workers.
B. immigrants.
C. expatriates.
D. nationalists.
E. outsourcees.

41. A cluster of competencies related to using the levers available to HR professionals to maximize the performance of organizations, teams, and individuals within the context of executing the organization's strategy refers to what grouping of the HR Professionals' competency framework illustrated in your textbook?
A. Employee and labour relations
B. Total rewards
C. Workforce planning and talent management
D. Professional practices
E. Organizational effectiveness

42. In Ontario, the HRPA has a tiered framework that includes each of the following designations, EXCEPT:
A. CPHR (Chartered Professional in Human Resources).
B. CHRP (Certified Human Resources Professional).
C. CHRL (Certified Human Resources Leader).
D. CHRE (Certified Human Resources Executive).
E. Actually, all of the choices are HR Professional designations provided in Ontario by the HRPA.

43. Ethics refer to:
A. one's religious beliefs.
B. what is required by law.
C. one's political values and beliefs.
D. the fundamental principles of right and wrong.
E. what is acceptable to the company.

44. CPHR Canada's Code of Ethics and Professional Conduct includes duties to each of the following groups, EXCEPT:
A. the public.
B. the profession (of HR).
C. clients and employers.
D. individuals.
E. CPHR Canada's Code of Ethics and Professional Conduct includes duties to all of the groups listed.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-02 Summarize competencies; careers; professional accreditation; and ethics in human resource management.
Topic: 01-26 Ethics in Human Resource Management

45. Which of the following is NOT a typical area of involvement of supervisors and managers in HRM?
A. Train, coach, and develop employees
B. Interview and select candidates
C. Design and implement pension plans
D. Appraise performance
E. Provide a motivational environment

46. Which of the choices is the general term that refers to all people willing and able to work?
A. Labour force
B. Internal labour force
C. External labour market
D. Knowledge workers
E. Passive labour force

47. The only age group that is expected to grow (as a percentage of Canada's total labour force) between 2016 and 2026 are workers:
A. 5 years and younger
B. 6 to 14 years
C. 15 to 24 years
D. 25 to 54 years
E. 55+ years

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-04 Describe trends in the composition and expectations of the labour force.
Topic: 01-29 Aging of the Workforce

48. ________ are presently becoming the "newest" faces in organizations.
A. Traditionalists
B. Generation Z
C. Millennials
D. Baby Boomers
E. Generation X

49. Funmi is a marketing analyst who provides highly specialized social marketing expertise to her employer. Funmi is _________.
A. a knowledge worker
B. a millennial
C. passive talent
D. a data scientist
E. an expatriate

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 01-04 Describe trends in the composition and expectations of the labour force.
Topic: 01-32 Shift to Knowledge Workers

50. Almost 1 in _____ people in Canada's labour force in 2018, had a university degree (or higher).
A. 2
B. 3
C. 5
D. 10
E. 20

51. _________ is a technology that simulates human thinking. It works through queries that allow it to learn from data over time so that it can identify trends and patterns that influence future searches and suggestions.
A. Robotics
B. Social network
C. Knowledge work
D. Evidence-based HRM
E. Artificial intelligence

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-35 Consider Applications Such as Social Networking, Artificial Intelligence (AI), and Robotics

52. A computer system used to acquire, store, retrieve, and distribute information related to a company's human resources is called:
A. big data.
B. a human resource information system (HRIS).
C. a gig system.
D. an HR dashboard.
E. artificial intelligence.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-36 Use HRIS, Mobile Devices, Cloud Computing, and HR Dashboards

53. Arcady views and accesses important HR metrics and other important indicators that are prominently displayed on his computer's desktop and mobile device. This ___________ also provides access to important HR metrics for conducting people analytics.
A. application of artificial intelligence
B. application of robotics
C. HR dashboard
D. psychological contract
E. cloud

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-36 Use HRIS, Mobile Devices, Cloud Computing, and HR Dashboards

54. An organization in which technology, organizational structure, people, and processes all work together seamlessly to give an organization an advantage in the competitive environment is called:
A. a high-performance-work system.
B. an application of cloud computing.
C. strategic HRM.
D. evidence-based HRM.
E. leveraging technology.

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-37 Consider High-Performance Work Systems and Virtual Teams

Short Answer Questions

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

The four qualities are:

1. Human resources are valuable. High-quality employees provide a needed service as they perform many critical functions.
2. Human resources are rare. A person with high levels of the needed skills and knowledge is not common. An organization might spend months looking for a talented and experienced manager or technician.
3. Human resources cannot be imitated. To imitate human resources at a high-performing competitor requires one to first figure out which employees are providing the advantage and how to recruit people who can do precisely the same thing.
4. Human resources have no good substitutes. When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. Few, if any other resources can match committed and talented employees.

56. One way to define the responsibilities of HR departments is to think of HR as a business within the organization with three product lines. Briefly describe each of these product lines. For each of these product lines what type of HR expertise is needed?

The three HR product lines are:

· Administrative services and transactions—Handling administrative tasks such as processing tuition reimbursement applications and answering questions about benefits efficiently and with a commitment to quality. This requires expertise in the particular tasks.
· Business partner services—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.
Requires HR to understand the business so it can understand what the business needs.
· Strategic partner—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.

HR professionals must understand the business, its industry, and its competitors.

57. Explain what is meant by evidence-based HRM?

As part of its strategic role, one of the key contributions HR can make is to engage in evidence-based HRM. Evidence-based HRM refers to demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders (employees, customers, community, shareholders). This practice helps show that the resources invested in HR programs are justified and that HR is contributing to the company's goals and objectives. For example, data collected on the relationship between HR practices and productivity, turnover, workplace injuries, and employee engagement may show that HR functions are as important to the business as finance, accounting, and marketing.

58. What are some of the specific ways human resources professionals support the organization's strategy?

The specific ways in which human resources professionals support the organization's strategy vary according to their level of involvement and the nature of the strategy. Strategic issues include emphasis on innovation and decisions about growth. Human resource management can support these strategies, including efforts such as attracting and retaining critical talent, productivity improvement, mergers and acquisitions, and restructuring. For example, a decision to use outsourcing can make an organization more efficient but can also give rise to many human resource challenges. Global expansion similarly presents a wide variety of HRM challenges and opportunities. In an agile organization, HR needs to provide the same services it's always provided—attracting and hiring, training and development, performance management, compensation and rewards—but in ways that are responsive to the ongoing changes in the culture and work style of the organization.

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 01-01 Define human resource management and explain how HRM contributes to and supports an organization's performance and strategies.
Topic: 01-17 Change and Sustainability Requires Agility

59. Explain why supervisors and managers are expected to be familiar with the basics of HRM. List 5 examples of the types of HR responsibilities supervisors and managers are expected to perform.

Although many organizations have human resource departments, HR activities are by no means limited to HR specialists. Supervisors and managers need to be familiar with the basics of HRM and their role with regard to managing human resources. In small organizations, there may be an HR specialist, but many HR activities are carried out by supervisors and managers who typically have responsibilities related to all the HR functions. Organizations depend on supervisors and managers to help them determine what kinds of work need to be done (job analysis and design) and in what quantities (workforce planning). They typically interview job candidates and participate in the decisions about which candidates to hire. Many organizations expect supervisors and managers to train employees in some or all aspects of the employees' jobs. They conduct performance appraisals and may recommend pay increases. They also play a key role in employee relations, representing the company on a day-to-day basis.

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 01-03 Explain the role of supervisors and managers in human resource management.
Topic: 01-27 What Are the HR Responsibilities of Supervisors and Managers?

60. What are knowledge workers? What do they contribute to the organization and what are the organizational implications of employing knowledge workers?

Knowledge workers are employees whose main contribution to the company is specialized knowledge such as knowledge of customers, a process, or a profession. Employees cannot simply be ordered to perform tasks; they must share knowledge and collaborate on solutions. Knowledge workers contribute specialized knowledge that their managers may not have, such as information about customers. Managers depend on them to share information. Knowledge workers have many job opportunities. If they choose, they can leave a company and take their knowledge to a competitor. Knowledge workers are in demand because companies need their skills and jobs requiring them are growing.

61. What are virtual teams? How can a company use virtual teams?

Virtual teams refer to teams that are separated by time, geographic distance, culture, and/or organizational boundaries and that rely almost exclusively on technology (e.g. messaging, apps, Internet, videoconferencing) to interact and complete their projects. Virtual teams can be formed within one company whose facilities are scattered throughout the country or the world. A company may also use virtual teams in partnerships with suppliers or competitors to pull together the necessary talent to complete a project or speed the delivery of a product to the marketplace.

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 01-05 Discuss how technology is impacting human resource management.
Topic: 01-37 Consider High-Performance Work Systems and Virtual Teams