Deck 1: Human Resource Management in Organizations

Question 1

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.

Answer 1

C

Question 2

_____ 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

Answer 2

C

Question 3

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

Answer 3

A

Question 4

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

Question 5

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

Question 6

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.

Question 7

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

Question 8

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

Question 9

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

Question 10

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

Question 11

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 organizational goals.

Question 12

In the context of improving employee productivity, which of the following activities is involved in outsourcing analyses?

A) Revising organizational structure
B) Using domestic vendors instead of employees
C) Changing workloads and combining jobs
D) Attracting and retaining employees

Question 13

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.

Question 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

_____ 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

Question 19

Which of the following is a component of the talent acquisition function of HR management?

A) Recruiting
B) Training
C) Orientation
D) Career planning

Question 20

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.
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.

Question 21

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

Question 22

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

Question 23

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.

Question 24

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.

Question 25

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.

Question 26

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.

Question 27

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

Question 28

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.

Question 29

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
D) Generation X

Question 30

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.

Question 31

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.

Question 32

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.

Question 33

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

Question 34

In the context of organizations that have a global presence, which of the following statements is true?

A) Companies feel they do not communicate their strategy clearly, finding it difficult to be flexible as they expand to other markets.
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.

Question 35

Which of the following is true of Generation Y workers in organizations?

A) They include the set of workers born since the mid-1990s.
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.

Question 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

Question 37

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

Question 38

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

Question 39

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
D) strategic

Question 40

_____ is the process whereby new ideas are generated that create value for an organization.

A) Onboarding
B) Innovation
C) Recruitment
D) Benchmarking

Question 41

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

Question 42

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

Question 43

A core competency is a unique capability that creates high value for a company.

Question 44

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

Question 45

Rules of behavior in an organization are perpetuated as newcomers learn organizational culture from senior employees.

Question 46

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

Question 47

Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organization's workforce.

Question 48

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.

Question 49

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

Question 50

Human resource management involves designing formal systems in an organization to manage human talent for accomplishing organizational goals.

Question 51

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

Question 52

Which of the following is a human resource competency outlined by the Society for Human Resource Management (SHRM)?

A) Technological expertise
B) Business acumen
C) Time management
D) Deductive skills

Question 53

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.

Question 54

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

Question 55

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

Question 56

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

Question 57

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?

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.

Question 58

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.

Question 59

Using unit labor costs, one can see that relatively high wages will affect competitiveness if high productivity levels are achieved.

Question 60

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

Question 61

An increasing number of individuals characterize themselves as multiracial.

Question 62

Senior Professional in Human Resources (SPHR), an HR certification, is sponsored by the Human Resource Certification Institute (HRCI).

Question 63

Many states, including New Mexico, Arkansas, California, and Utah, have laws that enable organizations to obtain access to job applicants' social media accounts.

Question 64

The Society for Human Resource Management (SHRM) certification can be earned at three levels.

Question 65

Professional certification has decreased in importance for HR generalists and specialists.

Question 66

The membership of HR professionals in the Society for Human Resource Management (SHRM) is more than 75 percent male.

Question 67

A person who has in-depth knowledge and expertise in a specific area of HR is known as an HR generalist.

Question 68

Women constitute about 50 percent of the U.S. workforce.

Question 69

Work-life integration is a key area of success for women in leadership roles.

Question 70

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

Question 71

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

Question 72

A person with the responsibility of performing a variety of HR activities is known as an HR specialist.

Question 73

The strategic role of HR involves recordkeeping and has given HR management the reputation of being "paper-pushers."

Question 74

The administrative role of HR involves serving as "champion" for employee issues and concerns.

Question 75

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

Question 76

The administrative role of HR involves defining and implementing an organization's business strategy relative to human capital.

Question 77

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.

Question 78

SaaS agreements require firms to buy licenses rather than merely renting software packages from vendors.

Question 79

Companies often rely on a number of programs to increase employees' awareness of ethical issues.

Question 80

Certified Compensation Professional (CCP), an HR certification, is offered by the WorldatWork Association.