Test Bank For Fundamentals Of Human Resource Management, 6th Edition

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1-1Chapter 01Managing Human ResourcesTrue / False Questions1.Managers and economists traditionally have seen human resource management as a source of valueto their organizations.TrueFalse2.The concept of "human resource management"implies that employees in an organization cannot beconsidered as a resource and hence are interchangeable.TrueFalse3.Human resources cannot be imitated.TrueFalse4.High-performance work systems have been essential in makingorganizations strong enough toweather the storm of a recession and remain profitable when the economy begins to expand after therecession.TrueFalse

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1-25.No two human resource departments have precisely the same roles and responsibilities.TrueFalse6.Greater concern for innovation and quality has shifted the job trend to using more broadly definedjobs.TrueFalse7.An organization makes selection decisions in order to add employees to its workforce, as well as totransferexisting employees to new positions.TrueFalse8.Establishing and administering personnel policies allows a company to handle problematic situationsmore fairly and objectively than if it addressed such incidents on a case-by-case basis.TrueFalse9.When a person evaluating performance is not familiar with the details of a job, outcomes tend to beeasier to evaluate than specific behaviors.TrueFalse10.Human resource management requires the ability to communicate through avariety of channels.TrueFalse11.Current federal laws fail to outline how to use employee databases in order to protect employees'privacy while also meeting employers' and society's concern for security.TrueFalse

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1-312.Human resourcemanagement is increasingly becoming a purely administrative function.TrueFalse13.Evidence-based HR refers to the practice of initiating disciplinary action against employees only inthe presence of clear and demonstrable proof of undesirablebehavior.TrueFalse14.In organizations with sustainable strategies, the HR departments focus on employee developmentand empowerment rather than short-term costs.TrueFalse15.An HR professional can be an effective talent manager ororganizational designer only when he hasthe knowledge of how an organization is structured and how that structure might be adjusted to help itmeet its goals for developing and using employees' talents.TrueFalse16.Being able to influencepeople and build interpersonal relationships is an important characteristic of asuccessful HR professional.TrueFalse17.HR activities are exclusively carried out by an HR specialist in small organizations.TrueFalse

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1-418.The supervisors in an organization play a key role in employee relations because they are most oftenthe voice of management for the employees.TrueFalse19.The right of free consent states that employers can conceal the nature of a job while hiring anemployee for a particular position.TrueFalse20.Kira feels that being denied a promotion has more to do with being a woman than with her overallperformance. However, her supervisors and the HR department are refusing to hear her case. Thissuggeststhat Kira has been denied her right to due process.TrueFalse21.In companies that are ethical and successful, senior executives are the only stakeholders who areresponsible for the actions of the company.TrueFalse22.For humanresource practices to be considered ethical, they must result in the greatest good for thelargest number of people.TrueFalse23.The role of an HR generalist is essentially limited to recruitment and selection.TrueFalse

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1-524.The vastmajority of HRM professionals have a college degree.TrueFalse25.The Society for Human Resource Management (SHRM) is the primary professional organization forHRM and the world's largest human resource management association.TrueFalseMultiple Choice Questions26.The policies, practices, and systems that influence employees' behavior, attitudes, and performanceare important dimensions of:A.supply chain management.B.materials management.C.human resourcemanagement.D.labor laws.E.employment laws.

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1-627.In the context of human resource management, human capital refers to the:A.wages, benefits, and other costs incurred in support of HR functions in an organization.B.cash, equipment,technology, and facilities that an organization uses.C.tax-deferred value of an employee's 401(k) plan.D.organization's employees, which add economic value to the company.E.total budget allocated to the HR department in an organization.28.Which of the following describes the employees of an organization in terms of their training,experience, judgment, intelligence, relationships, and insight?A.Performance managementB.Human capitalC.Tangible capitalD.TraditionalmanagementE.Working capital29.Daniel, the director of operations, strongly believes that human resource management (HRM) iscritical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel's viewbecause she thinksHRM is an unnecessary expense for the company. Which of the followingstatements weakens Melissa's belief?A.HRM is highly substitutable and interchangeable.B.HRM is easily available for all companies to utilize.C.HRM helps an organizationimitate human resources at a high-performing competitor.D.HRM ensures that persons with high levels of the needed skills and knowledge are easily found.E.HRM is indispensable for building a competitive advantage.

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1-730.How do human resourcesprofessionals provide an organization with a valuable advantage?A.They hire highly skilled and knowledgeable employees who are commonly available.B.They can inspire the organization to easily duplicate the success of competitors.C.They canhelp the organization to develop strong commitment toward its employees.D.They hire high-quality employees who provide a needed service as they perform many criticalfunctions.E.They hire employees who are very enthusiastic but lack jobexperience and training.31.In the context of today's organizations, which of the following statements is true of employees?A.Employees are not easily the replaced parts of a system, but they are the source of a company'ssuccess or failure.B.Employees have good substitutes as they are well trained and highly motivated.C.Employees with high levels of the required skills and knowledge can be easily imitated.D.Employees within an organization seldom perform critical functions.E.Employees do not have the right to refuse to do what violates their moral beliefs.32.Identify the correct statement regarding human resources.A.Human resources can be imitated.B.Human resources are commonly found.C.Human resourceshave no good substitutes.D.Human resources seldom perform critical functions.E.Human resources are interchangeable, easily replaced parts of a system.

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1-833.Montero Inc., an automobile manufacturing company, had the largest number ofemployees in themanufacturing sector last year. Instead of hiring more employees, the company decided to investheavily in training its employees on automotive maintenance and design. Which of the followingbeliefs has led the company to take this decision?A.The employees in the company are interchangeable.B.The employees are the source of the company's success or failure.C.The union employees in the company will resign once their contract expires.D.A majority of the employees ownshares in the company.E.A majority of the employees in the company have an automotive engineering background.34.Identify the responsibility that is specifically associated with the HR function of employee relations.A.Conducting attitudesurveysB.Analyzing workC.Creating HR information systemsD.Planning and forecasting human resourcesE.Creating a job design35.Which of the following responsibilities is specifically associated with the HR function of support forstrategy?A.Temporary labor recruitment and record keepingB.Human resource planning and forecastingC.Wage and salary administrationD.Development of employee handbooks and company publicationsE.Development of an HR informationsystem

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1-936.In a recent trend, some companies are doing away with their human resource (HR) departmentsaltogether because they:A.prefer to have vertical organizational structures.B.want to establish a centralized decision-making system.C.need more narrowly defined jobs due to greater concern for innovation and quality.D.do not need HR for recruitment as they rely heavily on promotions from within and applicantsreferred by current employees.E.want to encourage departmentmanagers and other employees to handle HR issues as they arise.37.Jonathan is a part of the HR department in an advertising firm. During a performance review,Jonathan realized he does not know the details of the job performed by a certain group ofemployees.However, he proceeds with the review and evaluates their performance. Which of the following ismost likely to have occurred after the performance review?A.The outcome was easier to evaluate than the specific behaviors of the employees.B.The outcome was difficult to evaluate because Jonathan did not have the employees' job details.C.The performance review was deemed redundant because Jonathan did not know the details of theemployees' jobs.D.Jonathan did not have enough datato complete the performance review because he did not havethe employees' job details.E.Jonathan was unable to evaluate the specific behaviors of the employees.

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1-1038.Edgar works at Alpha Inc. He is responsible for identifying individuals withskills required for thevarious roles in the organization. Which of the following human resource management (HRM)practices is being performed by Edgar?A.Performance managementB.Employee relationsC.SelectionD.TrainingE.Compensation39.Joshua, the human resource (HR) manager at Potter Inc., has a clear understanding of the firm'sbusiness. This enables him to comprehend the various needs of the business and help the companymeet its goals for attracting, keeping,and developing employees with the required skills. Thisscenario indicates Joshua's responsibility of:A.providing administrative services.B.preparing a job analysis.C.providing business partner services.D.creating a job design.E.maintaining positive employee relations.

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1-1140.Ryan filed a lawsuit against his previous employer because he was fired without warning. Which ofthe following events most likely compelled Ryan to file the lawsuit?A.He was not promoted to the newposition that was initially promised to him.B.He was asked to move to a different department within the same company.C.Ryan was asked to take a pay cut to keep his job.D.Ryan was fired from the company without prior notice.E.Ryan wasforced to serve his probationary period of three months before leaving the company.41.In the context of HRM functions, the activities of training and development include:A.making decisions whether an organization will emphasize enablingemployees to perform theircurrent jobs, preparing them for future jobs, or both.B.keeping track of how well employees are performing relative to objectives such as job descriptionsand goals for a particular position.C.attempting to identifyapplicants with the necessary knowledge, skills, abilities, and othercharacteristics that will help the organization achieve its goals.D.preparing and distributing employee handbooks that detail company policies and, in largeorganizations, company publications such as a monthly newsletter or a website on theorganization's intranet.E.establishing policies related to hiring, discipline, promotions, and benefits.

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1-1242.In the context of HRM functions, the activities of performance managementinclude:A.identifying applicants with the necessary knowledge and abilities that will help an organizationachieve its goals.B.making a planned effort to enable employees to learn job-related knowledge, skills, and behavior.C.specifyingthe tasks and outcomes of a job that contribute to an organization's success.D.acquiring knowledge and skills that improve employees' ability to meet the challenges of a varietyof new or existing jobs.E.seeking applicants for potentialemployment.43.Julie works at Matrix Inc. Her primary role in the company is to create self-rating, job-relatedquestionnaires for the employees. Which of the following human resource management (HRM)practices is being performed by Julie?A.Performance managementB.Employee relationsC.SelectionD.TrainingE.Compensation

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1-1344.Nicole, an employee at Neo Corp., develops and distributes newsletters that announce upcomingevents in the company. Which of the following humanresource management (HRM) practices isbeing performed by Nicole?A.Performance managementB.Employee relationsC.SelectionD.TrainingE.Compensation45.Olivia works in the human resource (HR) department at Hercules Corp. Herchief responsibilitiesinclude administering salaries, determining incentives, managing group insurance and employeevacation and leave. Identify the human resource management (HRM) function being performed byOlivia.A.Performance managementB.Employee relationsC.SelectionD.Training and developmentE.Compensation and benefits

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1-1446.Albright Corp. uses a set of quantitative tools to assess employee data such as performance,compensation, designations, and benefits. This is done toarrive at decisions based on accuratefindings from analyses that can help the firm achieve its goals. Albright is engaging in the practice of_____.A.training and developmentB.job designC.employee relationsD.talent managementE.workforce analytics47.Blandings Corp., an apparel manufacturer, has been profitable for a long time without depleting itsresources—raw materials, employees, and the support of the local community. The company alsocaters to the needs of all itsstakeholders. Which of the following characteristics is illustrated in thisscenario?A.SustainabilityB.Strategic architectureC.Compliance with lawD.Talent managementE.Workforce analytics

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1-1548.Joanna, a local farmer, isaffected by the operations of Wooster Inc. because she buys the productsmanufactured by the company. This indicates that Joanna is a _____.A.stakeholderB.change stewardC.strategic architectD.business allyE.strategic partner49.Ellie is a human resource (HR) manager at Harris Corp. She has the greatest impact on the firm'ssuccess. She is highly admired and respected by others in the organization because she is extremelyreliable. This scenario indicates that Ellie is a _____.A.cultural and change stewardB.credible activistC.strategic architectD.business allyE.strategic partner50.Jacob is the human resource (HR) manager at Platinum Corp. He clearly understands the values,beliefs,convictions, vision, and mission of the company. He also enhances and modifies theseaspects by understanding their significance. This scenario indicates that Jacob is a _____.A.cultural and change stewardB.credible activistC.strategicarchitectD.business allyE.strategic partner

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