(Test Bank) Human Resource Management

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Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 1 Indicate whether the statement is true or false. 1. Human resource management involves designing formal systems in an organization to manage human talent for accomplishing organizational goals. a. True b. False 2. A core competency is a unique capability that creates high value for a company. a. True b. False 3. Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization's workforce. a. True b. False 4. Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior. a. True b. False 5. The operational role of HR involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. a. True b. False 6. A person with the responsibility of performing a variety of HR activities is known as an HR specialist. a. True b. False 7. Certified Compensation Professional (CCP), an HR certification, is offered by the WorldatWork Association. a. True b. False 8. Companies often rely on a number of programs to increase employees' awareness of ethical issues. a. True b. False 9. The membership of HR professionals in the Society for Human Resource Management (SHRM) is more than 75 percent male. a. True b. False 10. The Society for Human Resource Management (SHRM) certification can be earned at three levels. a. True b. False Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 2 11. Using unit labor costs, one can see that relatively high wages will affect competitiveness if high productivity levels are achieved. a. True b. False 12. The Professional in Human Resources (PHR) certification is sponsored by the WorldatWork Association. a. True b. False 13. The strategic role of HR involves recordkeeping and has given HR management the reputation of being "paper-pushers." a. True b. False 14. Senior Professional in Human Resources (SPHR), an HR certification, is sponsored by the Human Resource Certification Institute (HRCI). a. True b. False 15. Human resources professionals in some companies have been involved with mergers, acquisitions, and outsourcing. a. True b. False 16. Rules of behavior in an organization are perpetuated as newcomers learn organizational culture from senior employees. a. True b. False 17. Professional certification has decreased in importance for HR generalists and specialists. a. True b. False 18. SaaS agreements require firms to buy licenses rather than merely renting software packages from vendors. a. True b. False 19. Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning HR activities, and outsourcing analyses. a. True b. False 20. A recruitment coordinator for a manufacturing plant and a regional HR manager for European operations in a global food company are examples of field and subsidiary HR professionals. a. True b. False 21. Replacing the experience and talents of long-service workers is a challenge facing employers in all industries. Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 3 a. True b. False 22. The administrative role of HR involves serving as "champion" for employee issues and concerns. a. True b. False 23. A person who has in-depth knowledge and expertise in a specific area of HR is known as an HR generalist. a. True b. False 24. Women constitute about 50 percent of the U.S. workforce. a. True b. False 25. Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are classified as intellectual property assets. a. True b. False 26. The administrative role of HR involves defining and implementing an organization's business strategy relative to human capital. a. True b. False 27. Work–life integration is a key area of success for women in leadership roles. a. True b. False 28. Unit labor cost is computed by dividing the total cost of workers by their average levels of output. a. True b. False 29. Many states, including New Mexico, Arkansas, California, and Utah, have laws that enable organizations to obtain access to job applicants' social media accounts. a. True b. False 30. An increasing number of individuals characterize themselves as multiracial. a. True b. False Indicate the answer choice that best completes the statement or answers the question. 31. Which of the following is a human resource competency outlined by the Society for Human Resource Management (SHRM)? Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 4 a. Technological expertise b. Business acumen c. Time management d. Deductive skills 32. Which of the following is true of organizational culture? a. It generally varies across an organization. b. It changes frequently over time. c. It provides members of an organization with rules of behavior. d. It is quickly established. 33. Which of the following has traditionally been the dominant role for human resources? a. Operational role b. Employee advocate role c. Administrative role d. Strategic role 34. The gig economy is an economy where: a. most work is performed by a group of shareholders rather than paid employees. b. work is carried out by a group of young workers who identify themselves as Generation Y workers. c. most work is performed by freelance workers rather than full-time employees. d. work is divided into stages and each stage is completed by different core teams. 35. Which of the following is the difference between a Human Resource Information System (HRIS) and software as a service (SaaS)? a. HRISs enable firms to rent software packages from vendors, whereas SaaS requires firms to buy licenses. b. HRISs allowed HR to run its own reports, while SaaS functioned in vendors' data centers. c. SaaS was popular in the 1970s, whereas HRISs gained popularity after 1989. d. SaaS allows self-service, whereas HRISs require support from information technology staff. 36. Which of the following is a disadvantage of an aging workforce in economically developed countries? a. Having to implement new benchmarking strategies b. Having to decrease the span of control c. Having to increase power distance d. Having to replace experience and talent 37. Josh works in the HR department of AmPro Inc. He was recently promoted to a managerial role. In the context of the Society for Human Resource Management (SHRM) competency framework, which of the following skills does Josh most likely have to build to succeed in his new role? a. Administrative capabilities b. Recordkeeping c. Leadership and navigation d. Legal capabilities 38. In the context of improving employee productivity, which of the following activities is involved in outsourcing Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 5 analyses? a. Revising organizational structure b. Using domestic vendors instead of employees c. Changing workloads and combining jobs d. Attracting and retaining employees 39. Stanley is responsible for performing a variety of human resource activities such as posting job openings and reporting current employees' job satisfaction. He is most likely an _____. a. HR specialist b. HR planner c. HR strategist d. HR generalist 40. Which of the following statements is true of PeopleSoft? a. It was popular until the 1970s. b. It allowed HR to run its own reports and make changes without help from information technology professionals. c. It functioned exclusively in the cloud and allowed self-service. d. It was used to ensure privacy of organizational data and provided security from third-party applications. 41. Which of the following is the primary advantage of outsourcing the HR administrative function? a. HR personnel will no longer need to serve as "champions" for employee issues and can focus on recordkeeping. b. HR personnel can learn specialized skills by training under outsourced vendors. c. Organizations will no longer need to internally define and implement business strategies relative to human capital. d. Organizations can save money on HR staffing. 42. Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft? a. PeopleSoft was popular in the 1970s, whereas HRISs gained popularity after 1989. b. PeopleSoft did not allow HR to run its own reports, whereas HRISs allowed it. c. HRISs were run by information technology staff, whereas PeopleSoft allowed HR to run its own reports. d. HRISs functioned exclusively in the cloud, whereas PeopleSoft functioned in vendors' data centers. 43. David, an HR Manager at RedWall Inc., is moving from an administrative role in the HR department to a strategic role. Which of the following best describes the change in David's role? a. Moving from serving as a “champion” for employee concerns to processing legal paperwork b. Moving from helping management define the strategy to manage human capital to serving as "champion" for employee concerns c. Moving from processing legal paperwork to helping management define the business strategy relative to human capital d. Moving from helping management define the strategy to manage human capital to processing legal paperwork 44. Evelyn, an HR Executive, used to handle a variety of tasks such as employee recruitment and compensation. She was recently promoted and is now responsible for reporting current employees' job satisfaction as well as handling employee recruitment, compensation, and benefits. Which of the following statements best describes her role? Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 6 a. Evelyn's previous role and her new role are HR generalist roles. b. Evelyn's previous role and her new role are HR specialist roles. c. Evelyn moved from the role of an HR generalist to that of an HR specialist. d. Evelyn moved from the role of an HR specialist to that of an HR generalist. 45. Which of the following is a component of the talent acquisition function of HR management? a. Recruiting b. Training c. Orientation d. Career planning 46. Which of the following is an approach used by organizations to improve workforce skills? a. Providing retention bonuses to employees b. Creating apprenticeship programs c. Increasing ethnic diversity at the workplace d. Providing workplace flexibility 47. In the context of the seven HR management functions, which of the following is a component of employee and labor relations? a. HR policies b. Health and wellness c. HR effectiveness d. Affirmative action 48. Which of the following is true of a Human Resource Information System (HRIS)? a. It became extinct after the 1960s. b. It allowed HR to run its own reports and make changes without help from information technology staff. c. It functioned exclusively in the cloud and enabled self-service. d. It processed payroll, tracked employees and their benefits, and produced reports for HR managers. 49. Unit labor cost is computed by dividing: a. the total cost of workers by their average levels of output. b. the total level of output by the total cost of workers. c. the average level of output by the average cost of workers. d. the average cost of workers by their average levels of output. 50. Using technology to support HR activities increases: a. the workload for hiring managers. b. the efficiency of the administrative HR functions. c. costs for HR. d. privacy and security. 51. Which of the following is true of Generation Y workers in organizations? a. They include the set of workers born since the mid-1990s. Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 7 b. They are expected to retire in the near future. c. They are expected to represent 25 percent of the workforce by the year 2025. d. They value jobs that allow them to make a social impact. 52. In the context of improving employee productivity, which of the following activities is involved in redesigning work? a. Reshaping jobs because of technology changes b. Revising organizational structures c. Training, developing, and evaluating employees d. Outsourcing operations internationally 53. The organizational policy that encourages employees to bring their personal devices into the workplace so that they can be used to complete work is called the _____. a. employee personal device policy b. personal devices for productivity policy c. bring your own device policy d. workplace personal device policy 54. In the context of the seven HR management functions, which of the following is a component of strategy and planning? a. Diversity b. HR retention c. HR policies d. Compensation 55. Donna, an HR Manager at Loch Inc., is moving from a strategic role in the HR department to an operational role. Which of the following best describes the change in Donna's role? a. Moving from helping management define the strategy to manage human capital to serving as "champion" for employee concerns b. Moving from helping management define the strategy to manage human capital to processing legal paperwork c. Moving from processing legal paperwork to helping management define the strategy to manage human capital d. Moving from serving as "champion" for employee concerns to processing legal paperwork 56. _____ is a method to increase employee productivity by ensuring that HR efforts and practices are consistent with organizational efforts to improve productivity and satisfy strategic goals. a. HR auditing b. Benchmarking c. Aligning HR activities d. Organizational restructuring 57. Raul, an HR Manager at Endetech, is tasked with conducting workforce planning to anticipate the retirement of employees at various levels in the organization. In this scenario, Raul is responsible for fulfilling the _____ role of human resources. a. administrative b. operational c. employee advocate Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 8 d. strategic 58. In the context of improving employee productivity, which of the following activities is involved in organizational restructuring? a. Cutting staff through layoffs b. Implementing job enrichment programs c. Providing feedback to employees d. Providing training to new recruits 59. Sunny, an HR Executive at FlyHi Inc., is moving from a strategic role in the HR department to an administrative role. Which of the following best describes the change in Sunny's role? a. Moving from processing legal paperwork to serving as "champion" for employee concerns b. Moving from serving as "champion" for employee concerns to helping management define the strategy to manage human capital c. Moving from helping management define the strategy to manage human capital to serving as "champion" for employee concerns d. Moving from helping management define the strategy to manage human capital to processing legal paperwork 60. Suzie, an HR Executive at ZedNet Inc., was responsible for employee recruitment and compensation. She was recently promoted and is now responsible only for recruitment. She is required to have in-depth knowledge of the activities involved in recruiting. Which of the following statements best describes Suzie's role? a. Suzie's previous role and her new role are HR generalist roles. b. Suzie's previous role and her new role are HR specialist roles. c. Suzie moved from the role of an HR specialist to that of an HR generalist. d. Suzie moved from the role of an HR generalist to that of an HR specialist. 61. Sara, an HR Manager at Comp Inc., is moving from an administrative role in the HR department to an operational role. Which of the following best describes the change in Sara's role? a. Moving from processing legal paperwork to serving as a “champion” for employee concerns b. Moving from managing strategic HR activities to helping management define strategies to manage human capital c. Moving from helping management define the strategy to manage human capital to serving as a “champion” for employee concerns d. Moving from helping management define the strategy to manage human capital to processing legal paperwork 62. Miguel, an HR Executive at Oyster Studios, is moving from an operational role in the HR department to an administrative role. Which of the following best describes the change in Miguel's role? a. Moving from processing legal paperwork to serving as a “champion” for employee concerns b. Moving from serving as "champion" for employee concerns to helping management define the strategy to manage human capital c. Moving from processing legal paperwork to helping management define the strategy to manage human capital d. Moving from serving as a “champion” for employee concerns to processing legal paperwork 63. Which of the following is true of the operational role of HR departments? a. It focuses on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 9 b. It involves identifying possible strategies to attract and retain talent with a focus on organizational growth. c. It involves managing HR activities based on the strategies and operations identified by management. d. It helps define an organization's business and HR strategies relative to human capital and its contribution to the organization's results. 64. In the context of organizations that have a global presence, which of the following statements is true? a. Companies have multiple strategies, making it difficult to find the right one for an expanding market. b. Companies find it difficult to adapt to globalization as it involves shifting from integrating global operations to trade and investment. c. Sharing the cost of distant centers decreases the expense of local operations. d. Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze. 65. Jane, an HR Executive at YouBrain Consultants, is in charge of ensuring that all employees are treated equally regardless of their personal background. Jane is also required to ensure that the organization does not face lawsuits from employees. In this scenario, Jane is responsible for fulfilling the _____ role of human resources. a. administrative b. strategic c. employee advocate d. employee advisor 66. In the context of improving employee productivity, which of the following activities is involved in aligning HR activities? a. Changing workloads and combining jobs b. Revising organizational structures c. Using domestic vendors instead of employees d. Training, developing, and evaluating employees 67. _____ is a method to increase employee productivity by making changes to the way work gets done by focusing on the characteristics of jobs and altering how tasks are structured and coordinated. a. Organizational restructuring b. Benchmarking c. Onboarding d. Redesigning work 68. _____ is the process whereby new ideas are generated that create value for an organization. a. Onboarding b. Innovation c. Recruitment d. Benchmarking 69. Which of the following statements is true of human resource management? a. It refers to auditing the finances of an organization. b. It involves generating business by identifying potential customers and ensuring customer satisfaction. c. It involves evaluating the external competition impacting an organization. d. It refers to designing formal systems in an organization to manage human talent for accomplishing Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 10 organizational goals. 70. Bob, an HR executive at Axis Inc., is moving from an operational role in the HR department to a strategic role. Which of the following best describes the change in Bob’s role? a. Moving from serving as "champion" for employee concerns to helping management define the business strategy relative to human capital b. Moving from helping management define the strategy to manage human capital to processing legal paperwork c. Moving from processing legal paperwork to serving as a “champion” for employee concerns d. Moving from processing legal paperwork to helping management define the strategy to manage human capital 71. Ramone, an HR Manager at TelVille Inc., was initially responsible only for recruitment. He was recently promoted and is now responsible exclusively for employee benefits. Which of the following statements best describes Ramone's role? a. Ramone's previous role and his new role are HR generalist roles. b. Ramone's previous role and his new role are HR specialist roles. c. Ramone moved from the role of an HR specialist to that of an HR generalist. d. Ramone moved from the role of an HR generalist to that of an HR specialist. 72. Binkers Inc. is a start-up that believes in hiring only the best talent. The company has about 100 highly efficient and motivated employees. Given this information, it can be said that Binkers most likely understands the importance of _____. a. human capital b. benchmarking c. contingency planning d. job enlargement 73. Big Drop Inc. plans to increase employee productivity by eliminating some layers of management and changing reporting relationships. The senior managers of the company decide to downsize the company and lay off some employees. This is an example of _____. a. organizational restructuring b. benchmarking c. aligning HR activities d. onboarding 74. Which of the following is true of the administrative role of HR departments? a. It involves managing HR activities based on the strategies and operations identified by management. b. It helps define an organization's business strategy relative to human capital and its contribution to the organization's results. c. It involves identifying possible strategies to attract and retain talent with a focus on organizational growth. d. It focuses on recordkeeping, including essential legal paperwork and policy implementation. 75. Janet, a new employee at Nalpot Inc., expects employers to utilize social media platforms as the primary communication method. Janet most likely belongs to a group of workers called _____. a. gig workers b. temporary workers c. Generation Z Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 11 d. Generation X 76. Which of the following is a prominent specialized HR organization? a. The WorldatWork Association b. The Organization for Economic Cooperation c. The Ethics Resource Center d. The U.S. Small Business Association 77. Which of the following is true of software as a service (SaaS)? a. It functions in a vendor's data center and allows self-service. b. It is software that allows HR to run its own reports and make changes with help from information technology staff. c. It is software that functions exclusively in the cloud. d. It requires firms to buy licenses rather than merely renting software packages from vendors. 78. Max, an HR Executive at Axis Inc., was initially responsible only for recruitment. He was recently promoted and is now responsible for a variety of tasks such as recruitment, compensation, and benefits. Which of the following best describes Max's role? a. Max's previous role and his new role are HR generalist roles. b. Max's previous role and his new role are HR specialist roles. c. Max moved from the role of an HR specialist to that of an HR generalist. d. Max moved from the role of an HR generalist to that of an HR specialist. 79. Which of the following is a component of the equal employment opportunity (EEO) function of HR management? a. Recruiting b. Training c. Affirmative action d. Career planning 80. Which of the following programs developed by organizations focuses on the enhancement of stakeholder interests and the advancement of social good? a. Equal employment opportunity programs b. Corporate social responsibility programs c. Social etiquette and behavior programs d. Corporate social networking programs 81. What is core competency? 82. Briefly describe the ability-motivation-opportunity (AMO) model. 83. Define human resource management. 84. Briefly describe the role of an HR specialist. 85. Briefly describe changes in the U.S. workforce. Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 12 86. Define human capital. 87. List the seven categories of HR functions. 88. List a few organizational programs that promote employees' awareness on ethical issues. 89. Define productivity. 90. Briefly describe a Millennial. 91. Describe the different functions of human resource management. 92. Describe the different roles played by the HR department in an organization. 93. Describe the common HR challenges when an organization has a global presence. 94. Describe the benefits of technology in HR management. 95. Describe human resource management as a career field. 96. Briefly discuss the Human Resource Certification Institute (HRCI) certifications. 97. List some of the major ways to increase employee productivity. 98. Describe the administrative role of HR management. 99. Briefly describe the four types of assets that organizations must manage to be successful. 100. List the certification programs offered by the WorldatWork Association. Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 13 Answer Key 1. True 2. True 3. True 4. True 5. False 6. False 7. True 8. True 9. False 10. False 11. False 12. False 13. False 14. True 15. True 16. True 17. False 18. False 19. True 20. True 21. True 22. False 23. False 24. True 25. True Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 14 26. False 27. True 28. False 29. False 30. True 31. b 32. c 33. c 34. c 35. d 36. d 37. c 38. b 39. d 40. b 41. d 42. c 43. c 44. a 45. a 46. b 47. a 48. d 49. d 50. b 51. d Name: Class: Date: Chap 01_16e Copyright Cengage Learning. Powered by Cognero. Page 15 52. a 53. c 54. b 55. a 56. c 57. d 58. a 59. d 60. d 61. a 62. d 63. c 64. d 65. c 66. d 67. d 68. b 69. d 70. a 71. b 72. a 73. a 74. d 75. c 76. a