HRM Chapter 1

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1. Chantal helps recruit and hire employees with in- d

formation about time off policies. She is also in-
volved with correcting poor employee behavior. Chan-
tal works in:
a. records management
b. public relations
c. corporate communications
d. human resource management

2. A firm is practicing _________ if it attempts to make a sustainability

profit without depleting any of its resources, including
employees, natural resources, and the support of the
surrounding community.

3. Which of the following are considered stakeholders of a, b, c, e

a firm? (Select all that apply)
a. customers
b. the community
c. shareholders
d. competitors
e. employees

4. What is the focus of the HR department in a firm that b

operates with a sustainability strategy?
a. outsourcing of employees
b. employee development and empowerment
c. short-term profits
d. short-term costs
e. smooth turnover

5. The entities with an interest in an organization's suc- stakeholders

cess are called _________.

6. In a firm that practices sustainability, the HR depart- c, d, e, f

ment focuses on which of the following? (Select all
that apply)
a. short-term costs
b. outsourcing
c. employee development

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d. justice and fairness
e. employee empowerment
f. long-term planning

7. How does the HR function maintain positive employee d, e

relations?
a. ignoring discrimination claims
b. tracking employees on Facebook
c. complaining about employee unions
d. sending out a company newsletter
e. preparing employee handbooks

8. __________ is the process by which the organization Selection

attempts to identify applicants with the necessary
knowledge, skills, abilities, and other characteristics
that will help the organization achieve its goals.

9. Which of the following are external sources of recruit- c, d, e

ment? (Select all that apply)
a. referrals by current employees
b. promotion from within the organization
c. college recruitment events
d. internet job postings
e. online social networks

10. If an organization wanted to provide a way for em- training and devel-
ployees to enhance their knowledge, skills, and abil- opment
ities, it would provide for employee __________ and
___________.

11. Michael is a new employee who doesn't feel confident b

in his particular job skills. However, his company will
provide him with _________ to help him to learn the
needed job-related knowledge, skills, and behavior.
a. a job analysis
b. training
c. a job design
d. workforce analytics
e. development

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12. ___________ involves acquiring knowledge, behav- Development
iors, and skills that improve an employee's ability to
meet changing client and customer demands related
to his or her job.

13. Making sure that employees' production matches the d

organization's goal is called:
a. training and development
b. recruiting
c. human resource management
d. performance management

14. T/F: Pay and benefits play an important role in moti- True
vating employees.

15. Typical HR departments help establish policies relat- d

ed to all of the following EXCEPT:
a. discipline
b. promotions
c. hiring
d. financial data
e. benefits

16. Which of the following is an important aspect to en- c

sure the careful and discrete record keeping of HR
professionals?
a. allowing upper management to review employees'
files at will
b. willingness to share employee information
c. sensitivity to employee privacy
d. eliminating the use of file cabinets to store informa-
tion

17. A company analyzes employee related data to deter- e

mine which departments will need to hire the most
employees in the near future. The company then uses
this information to hire employees for that depart-
ment. In doing so, the company is engaged in:
a. job analysis
b. talent management
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c. job development
d. collective bargaining
e. workforce analytics

18. The government has many laws and regulations re- c

garding the treatment of employees. Which of the fol-
lowing matters is NOT covered by these laws and
regulations?
a. employee pay and benefits
b. job security
c. employee use of the internet
d. equal employment opportunity
e. employee safety and health

19. Legislation will soon be necessary to protect employ- c

ees' privacy rights. This need will be driven by the
increased use of and access to _________ by employ-
ees and employers.
a. salary schedules
b. social security numbers
c. electronic databases
d. social media

20. Lawsuits over job security will continue to influence d

HRM practices, particularly in the case of an employer
terminating employment at any time without notice,
otherwise known as:
a. outsourcing
b. downsizing
c. gender discrimination
d. employment at will

21. When a company attempts to figure out what type of human resource
employees it needs to meet its objectives as well as planning
the number of employees it will need, it is the process
of _________ _________ ________.

22. A systematic effort to find, retain, train, and motivate a

highly skilled workers is called:
a. talent management
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b. workforce analytics
c. job analysis
d. human resource planning

23. What is evidence-based HR? b

a. suggesting to HR professionals they join a national
HR association
b. using data to show HR has a positive impact on the
company's bottom line
c. asking consultants to prove the company's market-
ing plan works
d. requiring clients to verify employees are in the
country legally

24. Select from the following list the three product lines of a, c, d
human resources.
a. business partner services
b. financial adviser
c. strategic partner
d. administrative services and transactions
e. employment consultant

25. What are the four principles that ethical, successful a, c, d, e

companies embrace?
a. emphasizing fairness
b. putting the needs of the company first
c. having employees assume responsibility for com-
pany actions
d. emphasizing mutual benefits with customers
e. having a sense of purpose or vision

26. An organization's employees, described in terms of human capital

their training, experience, judgement, intelligence,
relationships, and insight, are referred to as its
________ _________.

27. _________ is defined as a firm being better than com- d

petitors at something and being able to stay better at
it over a length of time.
a. performance advantage
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b. human resource management
c. human capital
d. sustainable competitive advantage

28. Which of the following describe the essential qualities b, c, d

of human resources? (Select all that apply)
a. human resources can be imitated
b. human resources are valuable
c. human resources have no good substitutes
d. human resources are rare

29. A _________-________ work system is a firm in high-performance

which technology, organizational structure, people,
and processes work together effortlessly. This results
in the firm having an advantage in the competitive
environment.

30. Which of the following would help an organization a, b, d

maintain a high-performance work system? (Select all
that apply)
a. developing training programs
b. recruiting people with new skills
c. setting up union contracts
d. establishing behavioral rewards

31. All of the following are essential qualities of human c

resources EXCEPT:
a. they are rare
b. they are valuable
c. they can be imitated
d. they have no good substitutes

32. Ethics are: d

a. the body of laws and regulations that govern society
b. society's way of classifying behavior
c. the common accepted practices of a society
d. the fundamental principles of right and wrong

33. employee rela-

tions
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The HR function that handles attitude surveys, la-
bor relations and outplacement services is _________
_______.

34. T/F: Some companies are getting rid of their HR de- True
partments and asking department managers and oth-
er employees to handle HR issues are they arise.

35. Which of the following describes the process of get- e

ting detailed information about jobs?
a. job enhancement
b. job design
c. job description
d. job enrichment
e. job analysis

36. Juanita is outlining the tasks required for the jobs in d

her department as well as defining how the work is to
be performed. She is completing a(n):
a. organizational chart
b. job analysis
c. application
d. job design

37. What is the process by which a company seeks appli- c

cants for potential employment:
a. job analysis
b. selection
c. recruitment
d. job design
e. job interviews

38. Trevor is tasked with obtaining detailed information c

about the jobs in his organization. He is performing a
job _________.
a. selection
b. design
c. analysis
d. recruitment

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39. The Society of Human Resource Management (SHRM) nine
has identified __________ categories of skills associ-
ated with success that it calls HR success competen-
cies.

40. Which of the following activities related to human re- b, c, d, e

sources are supervisors likely to be directly involved
in? (Select all that apply)
a. overall company design
b. job analysis and design
c. employee training
d. recommendation of pay increases
e. performance appraisals

41. Which of the following practices are part of human a, b, d, e

resource management? (Select all that apply)
a. employee relations
b. recruitment
c. union organization
d. compensation
e. training and development

42. Which of the following are likely outcomes of an effec- a, c, d

tively managed human resource department? (Select
all that apply)
a. more satisfied customers
b. less company innovation
c. greater employee productivity
d. more favorable company reputation

43. If individuals have the right of freedom of conscience, d

they have the right to:
a. be treated only as they knowingly and willingly
consent to be treated
b. criticize a firm's ethics if they do so in good con-
science and their criticism does not violate the rights
of individuals in the firm
c. to do as they wish in their private lives and control
what they reveal about private activities
d. refuse to do what violates their moral beliefs,
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as long as these beliefs reflect commonly accepted
norms

44. Which of the following is NOT a standard that identi- c

fies human resource practices as being ethical?
a. satisfying the greatest good for the greatest number
of people
b. having respect for basic human rights
c. generating the most profit
d. being fair and equitable

45. As a business within the company, HR has 3 product d

lines, one of which involves contributing to the com-
pany's goals and plans by understanding how HR can
provide a competitive advantage. This is known as:
a. providing business partner services
b. establishing policies
c. handling administrative services and transactions
d. being a strategic partner

46. T/F: Managers traditionally have seen human re- False

source management as a source of value.

47. T/F: HR generalists usually perform one specific as- False

pect of human resource management.

48. Overall, the general public has a(n) _________ percep- a

tion of the ethical conduct of U.S. businesses.
a. negative
b. positive
c. neutral
d. accepting

49. Which of the following trends tends to occur at com- b

panies with effective human resource management?
a. companies tend to be viewed less favorably in the
community
b. customers tend to be more satisfied
c. companies tend to be less innovative
d. employee productivity tends to decrease
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50. Which of the following statements about human re- c

source management is true?
a. HRM deals only with lower-level employees
b. research has demonstrated that HRM is unneces-
sary
c. HRM practices can be valuable to a company
d. HRM is a necessary expense that does not add
additional value to a company

51. Once the human resource needs of a firm have been talent manage-
identified, the firm can concentrate on _________ ment
__________, which is a systematic, planned effort to
attract, retain, develop, and motivate employees and
managers.

52. Evidence-based HR definition One of the key

contributions HR
can make; refers to
demonstrating that
human resource
practices have a
positive influence
on the compa-
ny's profits or key
stakeholders

53. Sustainability definition An organization's

ability to prof-
it without deplet-
ing its resources,
including employ-
ees, natural re-
sources, and the
support of the sur-
rounding commu-
nity

54. Stakeholders definition All the parties who

have an interest in
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the organization's
success

55. Three product lines of HR 1. Administra-

tive services and
transactions
2. Business part-
ner services
3. Strategic part-
ner

56. Administrative services and transactions Handling adminis-

trative tasks effi-
ciently and with
a commitment to
quality; requires
expertise in the
particular tasks

i.e. hiring em-

ployees and an-
swering questions
about benefits

57. Business partner services Developing effec-

tive HR systems
that help the or-
ganization meet its
goals for attract-
ing, keeping, and
developing people
with the skills it
needs; HR peo-
ple must under-
stand the busi-
ness so they know
what the business
needs

58. Strategic partner

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Contributing to the
company's strate-
gy through and
understanding of
its existing and
needed human re-
sources and ways
HR practices can
give the company
a competitive ad-
vantage; HR peo-
ple must under-
stand the busi-
ness, its industry,
and its competi-
tors

59. Responsibilities of HR departments 1. Analysis and de-

sign of work
2. Recruitment
and selection
3. Training and de-
velopment
4. Compensation
and benefits
5. Employee rela-
tions
6. Personnel prop-
erties
7. Employee data
and information
systems
8. Compliance
with laws
9. Support for
strategy

60. Responsibilities of the function: analysis and design

of work

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Work analysis, job
design, job de-
scriptions

61. Responsibilities of the function: recruitment and se- Recruiting, job

lection postings, inter-
viewing, testing,
coordinating use
of temporary labor

62. Responsibilities of the function: training and develop- Orientation, skills

ment training, career
development pro-
grams

63. Responsibilities of the function: performance man- Performance mea-

agement sures, preparation
and administra-
tion of perfor-
mance appraisals,
discipline

64. Responsibilities of the function: compensation and Wage and salary

benefits administration, in-
centive pay, in-
surance, vacation
leave administra-
tion, retirement
plans, profit shar-
ing, stock plans

65. Responsibilities of the function: employee relations Attitude surveys,

labor relations,
employee hand-
books, company
publications, la-
bor law compli-
ance, relocation
and outplacement
services
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66. Responsibilities of the function: personnel policies Policy creation,

policy communica-
tion

67. Responsibilities of the function: employee data and Record keeping,

information systems HR information
systems, work-
force analytics

68. Responsibilities of the function: compliance with laws Policies to en-

sure lawful be-
havior, reporting,
posting informa-
tion, safety inspec-
tions, accessibility
accommodations

69. Responsibilities of the function: support for strategy Human resource

planning and
forecasting, tal-
ent management,
change manage-
ment

70. Development definition Involves acquiring

knowledge, skills,
and behaviors that
improve employ-
ees' ability to
meet the chal-
lenges of a vari-
ety of new or exist-
ing jobs, including
the client and cus-
tomer demands of
those jobs; pro-
grams often focus
on preparing em-
ployees for man-
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agement responsi-
bility

71. Workforce analytics definition The use of quan-

titative tools and
scientific methods
to analyze data
from human re-
source databases
and other sources
to make evi-
dence-based deci-
sions that support
business goals

72. An organization can succeed if it is better than com- sustainable com-

petitors at something and can stay better at it over a petitive advantage
length of time. This is referred to as having a ______
_______ ________.

73. The HR department is involved in establishing and a, b, d, e

administering personnel policies related to which of
the following? (Select all that apply).
a. promotions
b. benefits
c. product development
d. hiring
e. discipline

74. What is the process of acquiring knowledge, skills, c

and behaviors that improve an employee's ability to
meet changes in job requirements?
a. job analysis
b. training
c. development
d. recruitment
e. selection

75. Training

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_________ is a planned effort by an organization that
allows employees to acquire job-related skills, behav-
ior, and knowledge.

76. Which basic right states that people have the right to b
refuse to do what violates their moral beliefs, as long
as these beliefs reflect commonly accepted norms?
a. right to due process
b. right of freedom of conscience
c. right of free consent
d. right of freedom of speech

77. Right of free consent People have the

right to be treated
only as they know-
ingly and willing-
ly consent to be
treated

i.e. employees
should know the
nature of the job
they are being
hired to do, the
employer should
not deceive them

78. Right of freedom of speech People have the

right to criticize
an organization's
ethics if they do
so in good con-
science and their
criticism does not
violate the rights
of individuals in
the organizations;
many organiza-
tions address this

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right by offering
hot lines or poli-
cies and proce-
dures designed to
handle complaints
from employees

79. Right to due process If people believe

their rights are be-
ing violated, they
have the right to
a fair and impartial
hearing

80. Organizations provide ways for employees to expand c

their knowledge or refine their skills through which of
the following?
a. workforce analytics
b. recruitment and selection
c. training and development
d. job design
e. job analysis

81. The policies, practices, and systems that influence b

employees' behavior, attitudes, and performance is
defined as:
a. talent management
b. human resource management
c. workforce analytics
d. human capital
e. employee management

82. The government has established laws and regulations a, b,c,d

regarding the treatment of employees in which of the
following areas? (Check all that apply).
a. employee safety
b. job security
c. employee pay and benefits
d. employee privacy
e. internet use
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83. Internet job postings, online social networks, and col- external
lege recruiting events are all examples of __________
sources for recruitment.

84. Internal sources for recruitment Applicants re-

ferred by current
employees, and
the availability of
in-house people
with the necessary
skills

85. The process by which an organization seeks appli- a

cants for potential employment is known as:
a. recruitment
b. analysis
c. design
d. selection

86. Which of the following describes the work of an HR c

generalist?
a. only responsible for recruiting new employees Recruiting, train-
b. perform only the most basic of HR activities ing, compensa-
c. perform many HRM activities tion, employee re-
d. oversee the department and do not have any spe- lations
cific HR duties

87. Which of the following is NOT an important practice in b

human resource management?
a. compensation
b. union organization
c. recruitment
d. employee relations
e. training and development

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