This OpenStax ancillary resource is © Rice University under a CC BY 4.0 International license; it may be reproduced or modified but must be
attributed to OpenStax, Rice University and any changes must be noted.
Chapter 11 HUMAN RESOURCE MANAGEMENT
TRUE-FALSE QUESTIONS
Title: ANSWER: T REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
1. From its earliest inception as a primarily compliance-type function, human resource management has
further expanded and evolved into its current state as a key driver of human capital development.
a. True
b. False
Title: ANSWER: F REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
2. The evolution of HR work can be described terms of waves where wave 1 focused on the integration of
HR strategy with the overall business strategy.
a. True
b. False
Title: ANSWER: F REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
3. In Wave 2 of the evolution of HR, it looks outside their organizations to customers, investors, and
communities to define success—in the form of customer share, investor confidence, and community
reputation.
a. True
b. False
Title: ANSWER: F REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
4. The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age
or older from employment discrimination based on age.
a. True
b. False
Title: ANSWER: T REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
5. The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 weeks of
unpaid, job-protected leave in a 12-month period for specified family and medical reasons.
a. True
b. False
Title: ANSWER: T REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
6. Scheduling HR compliance audits should be part of the company’s overall strategy to avoid legal risk.
a. True
b. False
Title: ANSWER: F REFERENCE: Performance Management LEARNING OUTCOME: 3
7. Performance management began as a simple tool used for employee development.
a. True
b. False
Title: ANSWER: T REFERENCE: Performance Management LEARNING OUTCOME: 3
8. In a recent public survey by Deloitte Services, 58% of executives surveyed believed that their current
performance management approach drives neither employee engagement nor high performance.
, Principles of Management
a. True
b. False
Title: ANSWER: T REFERENCE: Performance Management LEARNING OUTCOME: 3
9. The identification of poor performers is a challenge that has existed since the earliest days of
performance management, and even the most formal performance management process does not seem to
be particularly good at weeding out poor performers.
a. True
b. False
Title: ANSWER: F REFERENCE: Influencing Employee Performance and Motivation LEARNING OUTCOME: 4
10. Compensation and benefits are the two elements that make up the total reward strategy used by
organizations to attract, motivate, retain and engage employees.
a. True
b. False
Title: ANSWER: F REFERENCE: Influencing Employee Performance and Motivation LEARNING OUTCOME: 4
11. Four different drives that underlie motivation include the drives to acquire, enjoy, expand, and defend.
a. True
b. False
Title: ANSWER: F REFERENCE: Building an Organization for the Future LEARNING OUTCOME: 5
12. In organizations today, success depends on talent acquisition outsourcing to external recruiters.
a. True
b. False
Title: ANSWER: T REFERENCE: Building an Organization for the Future LEARNING OUTCOME: 5
13. Best practices for effective recruiting of key leadership hires suggest that every two to three years there
should be a review of high-level leadership requirements based on the strategic plan.
a. True
b. False
Title: ANSWER: T REFERENCE: Talent Development and Succession Planning LEARNING OUTCOME: 6
14. Talent development and succession planning are two of the most critical human resource management
processes within an organization.
a. True
b. False
Title: ANSWER: T REFERENCE: Talent Development and Succession Planning LEARNING OUTCOME: 6
15. Higher-potential employees, no matter what the level, often display the following competencies:
business acumen, strategic thinking, leadership skills, people skills, learning agility, and technology skills.
a. True
b. False
MULTIPLE-CHOICE QUESTIONS
April 30, 2019 2
attributed to OpenStax, Rice University and any changes must be noted.
Chapter 11 HUMAN RESOURCE MANAGEMENT
TRUE-FALSE QUESTIONS
Title: ANSWER: T REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
1. From its earliest inception as a primarily compliance-type function, human resource management has
further expanded and evolved into its current state as a key driver of human capital development.
a. True
b. False
Title: ANSWER: F REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
2. The evolution of HR work can be described terms of waves where wave 1 focused on the integration of
HR strategy with the overall business strategy.
a. True
b. False
Title: ANSWER: F REFERENCE: An Introduction to Human Resource Management LEARNING OUTCOME: 1
3. In Wave 2 of the evolution of HR, it looks outside their organizations to customers, investors, and
communities to define success—in the form of customer share, investor confidence, and community
reputation.
a. True
b. False
Title: ANSWER: F REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
4. The Age Discrimination in Employment Act (ADEA) of 1967 protects individuals who are 30 years of age
or older from employment discrimination based on age.
a. True
b. False
Title: ANSWER: T REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
5. The Family and Medical Leave Act (FMLA) of 1993 entitles eligible employees to take up to 12 weeks of
unpaid, job-protected leave in a 12-month period for specified family and medical reasons.
a. True
b. False
Title: ANSWER: T REFERENCE: Human Resource Management and Compliance LEARNING OUTCOME: 2
6. Scheduling HR compliance audits should be part of the company’s overall strategy to avoid legal risk.
a. True
b. False
Title: ANSWER: F REFERENCE: Performance Management LEARNING OUTCOME: 3
7. Performance management began as a simple tool used for employee development.
a. True
b. False
Title: ANSWER: T REFERENCE: Performance Management LEARNING OUTCOME: 3
8. In a recent public survey by Deloitte Services, 58% of executives surveyed believed that their current
performance management approach drives neither employee engagement nor high performance.
, Principles of Management
a. True
b. False
Title: ANSWER: T REFERENCE: Performance Management LEARNING OUTCOME: 3
9. The identification of poor performers is a challenge that has existed since the earliest days of
performance management, and even the most formal performance management process does not seem to
be particularly good at weeding out poor performers.
a. True
b. False
Title: ANSWER: F REFERENCE: Influencing Employee Performance and Motivation LEARNING OUTCOME: 4
10. Compensation and benefits are the two elements that make up the total reward strategy used by
organizations to attract, motivate, retain and engage employees.
a. True
b. False
Title: ANSWER: F REFERENCE: Influencing Employee Performance and Motivation LEARNING OUTCOME: 4
11. Four different drives that underlie motivation include the drives to acquire, enjoy, expand, and defend.
a. True
b. False
Title: ANSWER: F REFERENCE: Building an Organization for the Future LEARNING OUTCOME: 5
12. In organizations today, success depends on talent acquisition outsourcing to external recruiters.
a. True
b. False
Title: ANSWER: T REFERENCE: Building an Organization for the Future LEARNING OUTCOME: 5
13. Best practices for effective recruiting of key leadership hires suggest that every two to three years there
should be a review of high-level leadership requirements based on the strategic plan.
a. True
b. False
Title: ANSWER: T REFERENCE: Talent Development and Succession Planning LEARNING OUTCOME: 6
14. Talent development and succession planning are two of the most critical human resource management
processes within an organization.
a. True
b. False
Title: ANSWER: T REFERENCE: Talent Development and Succession Planning LEARNING OUTCOME: 6
15. Higher-potential employees, no matter what the level, often display the following competencies:
business acumen, strategic thinking, leadership skills, people skills, learning agility, and technology skills.
a. True
b. False
MULTIPLE-CHOICE QUESTIONS
April 30, 2019 2
