Question 1

Joanna,a local farmer,buys her equipment exclusively from the manufacturer Wooster.Inc.Because of this,Joanna is affected by Wooster Inc.'s operations.This indicates that Joanna is a _____.

Accepted Answer

Joanna's dependence on Wooster Inc. for her equipment makes her a stakeholder in the company, as the success or failure of Wooster Inc. directly impacts her own business operations.

Question 2

The parties with an interest in a company's success-typically,shareholders,the community,customers,and employees-constitute which members of the company?

Accepted Answer

The parties with an interest in a company's success are typically referred to as stakeholders. This includes shareholders, the community, customers, and employees. Therefore, B is the correct choice as it directly corresponds to the definition given.

Question 3

A human resource professional of a company exhibits the competency of business acumen when he or she

Accepted Answer

The competency of business acumen involves understanding how HR functions contribute to the overall success of the business. Acquiring knowledge of other cultures (A), responding to reports of unethical conduct (B), and using HR technology correctly (E) are important skills for HR professionals, but not specifically related to business acumen. While applying statistical knowledge (C) may be useful in analyzing data, it is not necessarily indicative of business acumen on its own.

Question 4

Costabin Inc. ,a company in the recycling business,has revamped its management and business criteria.It has also added new objectives that would require recruitment of new and skilled labor.The responsibility of identifying the numbers and the kinds of employees lies with the HR department of the firm.This responsibility of the HR department is known as

Accepted Answer

The responsibility of identifying the numbers and kinds of employees required for the new objectives added by the company lies with the HR department. This responsibility of the HR department is known as human resource planning. Supply chain management is related to the management of the flow of goods and services, performance management is related to the process of setting and achieving organizational goals, utilization analysis is related to analyzing the use of resources within the organization, and performance planning is related to setting goals and objectives for individual employee performance.

Question 5

Which of the following is defined as a systematic,planned effort to attract,retain,develop,and motivate highly skilled employees and managers?

Accepted Answer

Talent management is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers. Work flow analysis involves the study of work processes to identify inefficiencies and areas for improvement. Job analysis is the process of gathering and analyzing information about the content and requirements of a job. Conjoint analysis is a market research technique used to determine the preferences of consumers for different product features. Performance management is the process of assessing and improving employee performance.

Question 6

What is the advantage of establishing and administering policies in organizations?

Accepted Answer

Establishing and administering policies in organizations allows companies to handle situations more fairly and objectively. Policies provide clear guidelines and procedures for how things should be done, leaving little room for favoritism or subjective decision-making. By having policies in place, employees know what is expected of them and what the consequences will be if they don't comply. It also helps protect the company from legal liability by ensuring that decisions are made consistently and following a standard procedure.

Question 7

_____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals.

Accepted Answer

Workforce analytics refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. Conjoint analysis involves analyzing consumer preferences, performance management involves setting expectations and measuring employee performance, career development involves employee growth and advancement, and task analysis involves breaking down tasks to determine necessary skills and knowledge.

Question 8

An organization's ability to profit without depleting its resources,including employees,natural resources,and the support of the surrounding community,is called

Accepted Answer

The definition provided in the question aligns with the concept of sustainability, which is the ability of an organization to operate in a way that meets the needs of the present without compromising the ability of future generations to meet their own needs. It involves balancing economic, environmental, and social factors to ensure long-term success. The other options presented (adjustability, absorbability, substitutability, and credibility) do not fully capture the idea of sustainability as described in the question.

Question 9

An HR manager can demonstrate competency in communication by excelling at which of the following behaviors?

Accepted Answer

Listening effectively is a key component of communication, as it involves understanding and responding appropriately to others.

Question 10

The HR function of maintaining positive employee relations includes

Accepted Answer

Maintaining communication with union representatives is a key aspect of maintaining positive employee relations as unions represent a collective group of employees and can negotiate on their behalf. The other options do not specifically address the maintenance of employee relations.

Question 11

When a manufacturer experienced a slowdown in sales,it laid off the two employees with the poorest attendance.One of the employees sued the company,saying it should have laid off the most recently hired workers.What defense would the company most likely offer?

Accepted Answer

The company would most likely offer the defense that the layoffs were instances of employment at will. In most states, employment is at-will, meaning that an employer can terminate an employee for any reason, except for reasons that are prohibited by law. In this case, the employer's decision to layoff employees based on attendance would likely fall under the employer's right to terminate employment at-will. Therefore, the company's defense would be that it had the legal right to layoff employees based on its business needs.

Question 12

Albright Corp.uses a set of quantitative tools to assess employee data such as performance,compensation,designations,and benefits.This is done to arrive at decisions based on accurate findings from analyses that can help the firm achieve its goals.Albright is engaging in the practice of _____.

Accepted Answer

Albright Corp is engaging in the practice of workforce analytics which involves using quantitative tools to analyze employee data in order to make informed decisions that can help the company achieve its goals.

Question 13

Which of the following best describes evidence-based HR?

Accepted Answer

Evidence-based HR is all about using data and research to make informed HR decisions that have a positive impact on the company's profits or key stakeholders. It involves analyzing data, conducting research, and using that information to inform HR strategies and practices. Option A is incorrect because evidence-based HR is more than just using statistical models. Option B is incorrect because it only refers to performance management and doesn't encompass all of HR. Option D is incorrect because it only focuses on the alignment of employee activities with organizational goals. Option E is incorrect because it only focuses on job-related knowledge and not on evidence-based decision-making.

Question 14

Fiona,a manager at Norman Corp. ,is responsible for workforce analytics in the organization.Her supervisor,Martin,argues it is an unnecessary expense as he believes that collecting employee-related information is just an administrative responsibility.Which of the following statements,if true,would weaken Martin's argument?

Accepted Answer

Identifying potential leaders based on data suggests that the collection and analysis of workforce analytics goes beyond administrative responsibilities and can have a significant impact on the organization's success.

Question 15

What clusters of competencies are necessary for success in human resource management?

Accepted Answer

Technical competencies are necessary to understand legal and technical aspects of HR management; Interpersonal competencies are important for building relationships, effective communication, and conflict resolution; Business competencies include understanding organizational strategy, economics, and finance; Leadership competencies are essential for leading and managing teams. Competencies such as hiring, compensation, event planning and training fall under technical, interpersonal and leadership competencies. Motivation is also covered under interpersonal competencies. Therefore, option B covers all the required clusters of competencies.

Question 16

According to your text,it is not enough for HR professionals to know how to perform tasks specific to human resource management.HR professionals also must be able to work effectively with others,contribute to business success,and

Accepted Answer

The text states that HR professionals must be able to work effectively with others and contribute to business success, which include leading others ethically. A, B, D, and E are not mentioned in the text.

Question 17

Heather is a benefits specialist at McCoy Manufacturing.She negotiates contracts for insurance,retirement plans,and other employee benefits in order to get the best possible deal while meeting all legal requirements.She understands the details of each benefit and is able to help employees understand the value of their benefits.This scenario illustrates Heather's competency in the area of

Accepted Answer

Heather's role as a benefits specialist involves expertise in human resources, understanding legal requirements, negotiating contracts, and helping employees understand the value of their benefits. All of these tasks require a strong understanding of human resource practices and regulations.

Question 18

Blandings Corp. ,an apparel manufacturer,has been profitable for a long time without depleting its resources-raw materials,employees,and the support of the local community.The company also caters to the needs of all its stakeholders.Which of the following characteristics is illustrated in this scenario?

Accepted Answer

The scenario describes Blandings Corp as profitable without depleting its resources and catering to the needs of all stakeholders which indicates a commitment to sustainability.

Question 19

According to the SHRM competency model,which of the following competencies is part of the interpersonal cluster?

Accepted Answer

Global and cultural effectiveness is part of the interpersonal cluster in the SHRM competency model, focusing on the ability to value and consider the perspectives and backgrounds of all parties.

Question 20

Identify the correct statement regarding sustainable organizations.

Accepted Answer

Sustainable organizations prioritize justice and fairness over short-term profits. They strive to balance economic success with social and environmental responsibility, taking a long-term perspective on decision-making. This often involves developing and empowering employees and implementing high-quality standards for products and services. Smooth turnover and outsourcing may be used but are not the primary focus. Maximizing profits and focusing solely on output are not sustainable practices.

Quiz 1: Managing Human Resources