Question 1

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

Accepted Answer

Job analysis refers to the process of gathering and analyzing detailed information about the tasks, duties, and responsibilities of a job. This information is used to create job descriptions and specifications, which are then used in various HR processes such as recruitment, selection, and performance management.

Question 2

Under the "new" psychological contract,organizations expect employees to contribute time,effort,skills,abilities,and loyalty in return for job security and opportunities for promotion within the organization.

Accepted Answer

In industries such as computer software development, employers say they have difficulty finding enough qualified U.S. workers to fill technical jobs. These employers are pressing for immigration laws to allow a greater supply of foreign-born workers.

Question 3

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

Accepted Answer

Human capital refers to the skills, knowledge, experience, and creativity of an organization's employees. Profitability is a measure of the organization's financial performance and is not directly related to human capital. Therefore, B is the exception.

Question 4

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

Accepted Answer

The answer of Which of the following is NOT one...

Question 5

Electronic human resource management (e-HRM)has the potential to change all traditional HRM functions.

Accepted Answer

Electronic human resource management has the potential to automate and streamline many traditional HRM functions including recruitment, employee records management, performance management, and training and development.

Question 6

Which one of the following refers to the process through which an organization seeks applicants for potential employment?
A)Orientation
B)Selection
C)Recruitment
D)Job Analysis
E)Performance management

Accepted Answer

Recruitment refers to the process of seeking out and attracting potential candidates for employment within an organization. Orientation is the process of introducing new employees to the organization, its culture, and its policies. Selection is the process of choosing the most qualified candidate for a particular job. Job analysis is the process of analyzing and describing the duties and requirements of a particular job. Performance management is the process of evaluating and improving employee performance.

Question 7

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

Accepted Answer

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Orientation refers to the process of introducing new employees to the organization and their jobs, recruitment is the process of finding and attracting potential employees, selection is the process of choosing the best candidate for the job, and development refers to the ongoing process of enhancing an employee's skills and abilities for future roles and responsibilities.

Question 8

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

Accepted Answer

Evidence-based HR involves using data and research to make decisions about HR practices, and one of its goals is to demonstrate the impact of HR practices on the organization's bottom line or key stakeholders. Strategy is a broader concept that involves setting long-term goals and plans to achieve them. Productivity improvement and performance management are related to HR practices, but they do not necessarily focus on demonstrating a positive influence on profits or stakeholders. Compliance refers to adhering to legal and regulatory requirements, which may not necessarily lead to a positive impact on profits or stakeholders.

Question 9

Identifying the numbers and types of employees the organization will require in order to meet its objectives is:
A)workforce planning.
B)development.
C)performance management.
D)job design.
E)none of the abovE.

Accepted Answer

Workforce planning involves identifying the current and future workforce needs of an organization to achieve its goals and objectives. This includes determining the numbers and types of employees needed to fulfill specific roles and responsibilities. Development, performance management, and job design are all important aspects of human resource management, but they do not specifically focus on identifying the workforce needed to meet organizational objectives.

Question 10

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 abovE.

Accepted Answer

A sustainable competitive advantage is when an organization is better than its competitors at something and can hold that advantage over a sustained period of time, giving them an edge in the market. Differentiated focus refers to a company concentrating on a specific product or service, core competency is a unique capability or expertise in a specific area, and low-cost competitive advantage is when a company is able to offer their product or service at a lower cost than their competitors. Therefore, B is the best choice.

Question 11

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.

Accepted Answer

Human capital refers to the knowledge, skills, abilities, and other characteristics of employees that can add economic value to an organization. It is often considered a valuable resource for organizations because it can provide a competitive advantage by improving productivity and innovation. Options A, B, C, and E do not accurately define human capital.

Question 12

The use of alternative staffing arrangements such as independent contractors,on-call workers,temporary workers,and contract company workers is decreasing.

Accepted Answer

According to a report by the Bureau of Labor Statistics, the use of alternative staffing arrangements has been increasing in recent years.

Question 13

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 management responsibility.
D)identifying the top qualities employers look for in employees.
E)All of the choices are the focus of development programs.

Accepted Answer

The answer of Development programs often focus on:
A)enabling employees to...

Question 14

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.

Accepted Answer

Performance management is the process of ensuring that employees' activities and outputs match the organization's goals. It involves setting clear objectives, providing regular feedback, and implementing strategies to improve employee performance. Job analysis involves analyzing the requirements of a job, while strategic management involves developing and implementing strategies to achieve organizational goals. Quality assurance involves ensuring that products or services meet established quality standards, and development involves improving skills and knowledge of employees.

Question 15

Human Resource Management develops which of the following that influence employees' behaviour?
A)Policies
B)Practices
C)Systems
D)Laws
E)"a," "b," and "c"

Accepted Answer

Human Resource Management develops policies, practices, and systems that influence employees' behavior. Laws may also impact employee behavior, but they are not developed by HRM. Therefore, the best choice is "a," "b," and "c."

Question 16

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 answers are correct.

Accepted Answer

All of the answers are correct. Valuable human resources provide expertise, skills, and knowledge to the organization. Rare human resources are not easily found in the job market. Human resources cannot be imitated because each individual has a unique set of skills, experiences, and personalities. There are no good substitutes for human resources because machines and technology cannot replace the creativity and innovation that come from people. Therefore, human resources provide a sustainable competitive advantage for organizations.

Question 17

When the technology,organizational structure,people,and processes of an organization all work together to give it an advantage within its competitive environment,the company has a:
A)global focus.
B)high-performance work system.
C)core competency.
D)differentiated focus.
E)competitive advantagE.

Accepted Answer

A high-performance work system (HPWS) is a combination of technology, organizational structure, people, and processes that work together to give an organization a competitive advantage. The system is designed to improve productivity, quality, and profitability, and to help the organization achieve its strategic goals. Therefore, B is the best choice.

Question 18

Advances in technology have allowed many HR services to be offered on a self-service basis.

Accepted Answer

Self-service technology in HR allows employees to access and manage their personal information, benefits, and other HR-related tasks without the need for direct human interaction. This form of technology has gained popularity due to its convenience and efficiency.

Question 19

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.

Accepted Answer

Outsourcing refers to a company hiring another company or individual to perform a task or function that was previously performed in-house. In this case, the small manufacturing company is outsourcing its accounting function to a medium-sized accounting firm.

Question 20

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

Accepted Answer

Employees who take assignments in other countries are called expatriates.

Quiz 1: Strategies, Trends, and Challenges in Human Resource Management

Which one of the following refers to the process of getting detailed information about jobs?

Under the "new" psychological contract,organizations expect employees to contribute time,effort,skills,abilities,and loyalty in return for job security and opportunities for promotion within the organization.

Human capital means the organization's employees described in terms of all but one of the following.Name the exception.

Which of the following is NOT one of the "product lines" of the business of HR within the organization?

Electronic human resource management (e-HRM)has the potential to change all traditional HRM functions.

Which one of the following refers to the process through which an organization seeks applicants for potential employment?

Which one of the following refers to a planned effort to enable employees to learn job-related knowledge,skills,and behaviour?

______________ refers to demonstrating that human resource practices have a positive influence on the company's profits or key stakeholders.

Identifying the numbers and types of employees the organization will require in order to meet its objectives is:

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:

As a type of resource,human capital refers to:

The use of alternative staffing arrangements such as independent contractors,on-call workers,temporary workers,and contract company workers is decreasing.

Development programs often focus on:

The process of ensuring that employees' activities and outputs match the organization's goals is called:

Human Resource Management develops which of the following that influence employees' behaviour?

Human resources provide an organization with a sustainable competitive advantage because they (are) :

When the technology,organizational structure,people,and processes of an organization all work together to give it an advantage within its competitive environment,the company has a:

Advances in technology have allowed many HR services to be offered on a self-service basis.

A small manufacturing company decides to have its accounting function performed by a medium-sized accounting firm.This is an example of:

Employees who take assignments in other countries are called: