Test Bank 1-MGMT Human Resource Management Testbank.

Test Bank 1-MGMT Human Resource Management Testbank. Chapter 1—Human Resource Management in Organizations MULTIPLE CHOICE 1. Which of the following statements is true of the functions of human resource management? a. It is a clerical operation in large companies concerned with payroll and employee records. b. It refers to a department which looks into the legal ramifications of policies and procedures that affect only the employees in an organization. c. It is a function concerned with costs, planning, and the implications of various strategies for organizations. d. It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals. 2. A useful way to measure the productivity of a workforce is: a. to determine the total cost of people required for each unit of output. b. to determine the total cost of people required for an output of 100 units. c. to determine the total cost of people required to complete a day’s worth of work. d. to determine the total cost of people required to complete a year’s worth of work. PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 3. How is unit labor cost computed? a. By dividing the total cost of workers by the total level of output b. By dividing the total level of output by the total cost of workers c. By dividing the average level of output by the average cost of workers d. By dividing the average cost of workers by their average levels of output PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 4. _____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs. a. Organizational restructuring b. Redesigning work c. Aligning human resource activity d. Outsourcing PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 5. _____, a method to increase employee productivity, involves having fewer employees who perform multiple job tasks. a. Organizational restructuring b. Aligning HR activity c. Outsourcing d. Redesigning work PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 6. _____, a method to increase employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity. a. Outsourcing b. Redesigning work c. Aligning human resource activity d. Organizational restructuring PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 7. Which of the following is a part of the process of restructuring an organization? a. Aiding in mergers and acquisitions b. Reshaping jobs because of technology changes c. Attracting and retaining employees d. Using domestic vendors instead of employees PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 8. Which of the following is a part of the process of redesigning work? a. Reshaping jobs because of technology changes b. Revising organizational structures c. Training, developing, and evaluating employees d. Outsourcing operations internationally PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 9. Which of the following is a part of the process of aligning human resource activities? a. Changing workloads and combining jobs b. Revising organizational structure c. Using domestic vendors instead of employees d. Training, developing, and evaluating employees PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 10. Which of the following is a part of the process of outsourcing analyses? a. Revising organizational structure b. Using domestic vendors instead of employees c. Changing workloads and combining jobs d. Attracting and retaining employees PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 11. Which of the following is true of organizational culture? a. It increases the diversity of an organization. b. It decreases the diversity of an organization. c. It tells people how to behave in an organization. d. It does not take a very long time to evolve. PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Comprehension 12. Which of the following is a part of the human resource function of employee and labor relations? a. Human resource policies b. Health and wellness c. Human resource effectiveness d. Affirmative action PTS: 1 DIF: Easy OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: HR Management Functions KEY: Bloom's: Knowledge 13. Which of the following is a part of the strategy and planning function of human resource management? a. Diversity b. Human resource retention c. Job analysis d. Compensation PTS: 1 DIF: Easy OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: HR Management Functions KEY: Bloom's: Knowledge 14. Which of the following is a part of the staffing function of human resource management? a. Recruiting b. Training c. Orientation d. Career planning PTS: 1 DIF: Easy OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: HR Management Functions KEY: Bloom's: Knowledge 15. Which of the following is true of the administrative role of human resource departments? a. It involves managing most human resource activities in keeping with strategies and operations that have been identified by management. b. It involves helping to define the strategy relative to human capital and its contribution to organizational results. c. It involves identifying possible strategies to attract and retain talent with a focus on organizational growth. d. It focuses on record keeping, including essential legal paperwork and policy implementation. PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Comprehension 16. Which of the following is true of the operational role of human resource departments? a. It involves focusing 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 most human resource activities in keeping with the strategies that have been identified by management. d. It involves helping to define the strategy relative to human capital and its contribution to organizational results. PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Comprehension 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 PTS: 1 DIF: Easy OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Knowledge 18. Sara, a human resource manager at Comp Inc., is moving from an administrative role in the human resource department to an operational role. Which of the following is best describes Sara’s change of role? a. Moving from processing legal paperwork to serving as a “champion” of employee concerns b. Moving from processing legal paperwork to helping define the strategy to manage human capital c. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns d. Moving from helping define the strategy to manage human capital to processing legal paperwork PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 19. Bob, a human resources executive at Axis Inc., is moving from an operational role in the human resources department to a strategic role. Which of the following best describes Bob’s change of role? a. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital b. Moving from helping define the strategy to manage human capital to processing legal paperwork c. Moving from processing legal paperwork to serving as a “champion” of employee concerns d. Moving from processing legal paperwork to helping define the strategy to manage human capital PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 20. David, a human resources manager at RedWall Inc., is moving from an administrative role in the human resource department to a strategic role. Which of the following best describes David’s change of role? a. Moving from serving as a “champion” of employee concerns to processing legal paperwork b. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns c. Moving from processing legal paperwork to helping define the strategy to manage human capital d. Moving from helping define the strategy to manage human capital to processing legal paperwork PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 21. Mike, a human resources executive at Oyster Studios, is moving from an operational role in the human resources department to an administrative role. Which of the following best describes Mike’s change of role? a. Moving from processing legal paperwork to serving as a “champion” of employee concerns b. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital c. Moving from processing legal paperwork to helping define the strategy to manage human capital d. Moving from serving as a “champion” of employee concerns to processing legal paperwork PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 22. Donna, a human resources manager at Loch Inc., is moving from a strategic role in the human resources department to an operational role. Which of the following best describes Donna’s change of role? a. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns b. Moving from helping define the strategy to manage human capital to processing legal paperwork c. Moving from processing legal paperwork to helping define the strategy to manage human capital d. Moving from serving as a “champion” of employee concerns to processing legal paperwork PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 23. Sunny, a human resources executive at FlyHi Inc., is moving from a strategic role in the human resources department to an administrative role. Which of the following best describes Sunny’s change of role? a. Moving from processing legal paperwork to serving as a “champion” of employee concerns b. Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital c. Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns d. Moving from helping define the strategy to manage human capital to processing legal paperwork PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Reflective Thinking TOP: Roles for Human Resource Departments KEY: Bloom's: Application 24. A(n) _____ is a citizen of one country working in a second country and employed by an organization headquartered in the first country. a. host-country national b. expatriate c. third-country national d. independent contractor PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 25. A(n) _____ is a citizen of one country who is working in that country and employed by an organization headquartered in a second country. a. expatriate b. independent contractor c. host-country national d. third-country national PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 26. A(n) _____ is a citizen of one country who is working in a second country and employed by an organization headquartered in a third country. a. expatriate b. second-country national c. host-country national d. third-country national PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 27. Raul, a U.S. citizen, works in Mexico for an organization headquartered in the United States. Which of the following statements is true of Raul? a. He is a host-country national. b. He is an independent contractor. c. He is a third-country national. d. He is an expatriate. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Challenges KEY: Bloom's: Application 28. Jane, a citizen of the country of Aria, works in the country of Polia for an organization headquartered in Aria. Which of the following best describes Jane? a. She is a host-country national. b. She is a third-country national. c. She is an independent contractor. d. She is an expatriate. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Challenges KEY: Bloom's: Application 29. Peter, a U.S. citizen, works in the United States for an organization headquartered in Mexico. Which of the following best describes Peter? a. He is an independent contractor. b. He is a third-country national. c. He is a host-country national. d. He is an expatriate. PTS: 1 DIF: Moderate OBJ: LO:01-04 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Challenges KEY: Bloom's: Application 30. Smith, a U.S. citizen, works in his country for an organization headquartered in a different country. Which of the following best describes Smith? a. He is a third-country national. b. He is a host-country national. c. He is a third-country national. d. He is an independent contractor. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Challenges KEY: Bloom's: Application 31. Joe, a U.S. citizen, works in Mexico for an organization headquartered in the United Kingdom. Which of the following best describes Joe? a. He is an expatriate. b. He is a host-country national. c. He is an inpatriate. d. He is a third-country national. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Challenges KEY: Bloom's: Application 32. Which of the following is true of the common challenges for global human resource? a. Companies feel that it is easier to be locally flexible as they expand. b. Executives always feel that their companies are good at transferring lessons from one country to another. 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. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 33. Which of the following is a disadvantage of an aging workforce in economically developed countries? a. Having to provide retirement benefits b. Having to decrease the span of control c. Having to provide flexible work arrangements d. Having to replace experience and talent PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 34. Which of the following is an advantage of using a contingent workforce? a. Committed employees b. No training needed c. Lower cost d. Wider span of control PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 35. Which of the following is true about a Human Resource Information System? a. It is a software that allowed human resources to run its own reports and make changes without help from IT. b. It is a software that runs in a vendor’s data center or on the Cloud and it allows selfservice. c. It is a software that runs only on the Cloud and allows self-service. d. It is a software that did payroll, kept track of employees, and ran reports for human resource managers with support from IT. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 36. Which of the following is true of PeopleSoft? a. It is a software that runs in a vendor’s data center or on the Cloud and it allows selfservice. b. It is a software that allowed human resources to run its own support and make changes without help from IT. c. It is a software that runs only on the Cloud and allows self-service. d. It is a software that kept track of employees for human resource managers with support from IT. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 37. Which of the following is true of Software-as-a-Service? a. It is a software that runs in a vendor’s data center or on the Cloud and it allows selfservice. b. It is a software that allowed the human resource unit to run its own support and make changes with help from IT. c. It is a software that runs only on the Cloud and allows self-service. d. It is a software that kept track of employees and ran reports for human resource managers with support from IT. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 38. Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft? a. PeopleSoft used the Cloud while an HRIS used a vendor’s data center. b. PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it. c. An HRIS was run on support from IT people while PeopleSoft did not require any support from IT. d. An HRIS used the Cloud while PeopleSoft used a vendor’s data center. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 39. Which of the following is the difference between a Human Resource Information Systems (HRIS) and Software-as-a-Service (SaaS)? a. An HRIS uses a vendor’s data center, while SaaS uses the Cloud. b. An HRIS uses the Cloud, while SaaS uses a vendor’s data center. c. SaaS requires support from IT, while an HRIS allows self-service. d. SaaS allows self-service, while an HRIS requires support from IT. PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 40. In the context of social media, the disclosure of which of the following is most likely to be considered a risk by employers? a. Policy changes b. Customer lists c. Competitive service details d. Operational changes PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Technology TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 41. Which of the following is a recommendation of the Organization for Economic Cooperation? a. It has recommended that global multinational firms give equal employment opportunities to all segments of the society. b. It has recommended that all countries should encourage and facilitate global trade and open their financial markets to globalization. c. It has recommended that global multinational firms establish and implement stricter ethical standards to aid business development. d. It has recommended and encouraged free trade policies like the North American Free Trade Agreement between Canada, Mexico, and the United States. PTS: 1 DIF: Moderate OBJ: LO: 01-05 NAT: BUSPROG: Analytic TOP: Organizational Ethics and Human Resource Management KEY: Bloom's: Comprehension 42. Which of the following is true of the Sarbanes-Oxley Act? a. It was passed in 2000 by Congress to encourage free trade between Canada, Mexico, and the United States. b. It was passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that could reduce the likelihood of illegal behavior. c. It was passed in 2006 by Congress to ensure stricter adherence of guidelines in the hiring practices of immigrant workers in the American workforce. d. It was passed in 2004 by Congress to encourage foreign direct investments by providing tax subsidies to increase the rate of return for investments. PTS: 1 DIF: Moderate OBJ: LO: 01-05 NAT: BUSPROG: Analytic TOP: Organizational Ethics and Human Resource Management KEY: Bloom's: Comprehension 43. In the context of the Sarbanes-Oxley Act, the biggest concerns are linked to: a. immigrant workers. b. executive compensation. c. employee productivity. d. workplace safety. PTS: 1 DIF: Moderate OBJ: LO: 01-05 NAT: BUSPROG: Analytic TOP: Organizational Ethics and Human Resource Management KEY: Bloom's: Comprehension 44. Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role? a. Administrative capabilities b. Operational knowledge c. Ability to lead changes d. Legal capabilities PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Application 45. A person who is responsible for performing a variety of human resource activities is known as a _____. a. human resource specialist b. human resource planner c. human resource strategist d. human resource generalist PTS: 1 DIF: Easy OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resource Management Competencies and Careers KEY: Bloom's: Knowledge 46. Which of the following is a specialized human resource organization? a. WorldatWork Association b. Organization for Economic Cooperation c. Ethics Resource Center d. U.S. Small Business Association PTS: 1 DIF: Easy OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Knowledge 47. Josh, a human resource manager, used to handle employee recruitment and compensation for his organization. After a promotion, he was responsible for handling employee recruitment, compensation, and benefits. Which of the following is true of Josh? a. Both the roles played by Josh are generalist roles. b. Both the roles played by Josh are specialist roles. c. Josh moved from a generalist role to a specialist role. d. Josh moved from a specialist role to a generalist role. PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Application 48. Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie? a. Both the roles that Suzie played were generalist roles. b. Both the roles that Suzie played were specialist roles. c. Suzie moved from a specialist role to a generalist role. d. Suzie moved from a generalist role to a specialist role. PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Application 49. Ramone, a human resource manager, works for TelVille Inc. Initially, he was responsible only for recruitment. After a promotion, he was made responsible exclusively for employee benefits. Which of the following is true of Ramone? a. Both the roles that Ramone played were generalist roles. b. Both the roles that Ramone played were specialist roles. c. Ramone moved from a specialist role to a generalist role. d. Ramone moved from a generalist role to a specialist role. PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Application 50. Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment but after his promotion was responsible for recruitment, compensation, and benefits. Which of the following best describes Max? a. Both the roles played by Max were generalist roles. b. Both the roles played by Max were specialist roles. c. Max moved from a specialist role to a generalist role. d. Max moved from a generalist role to a specialist role. PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Reflective Thinking TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Application TRUE/FALSE 1. Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-01 NAT: BUSPROG: Analytic TOP: What is Human Resource Management? KEY: Bloom's: Knowledge 2. Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-01 NAT: BUSPROG: Analytic TOP: What is Human Resource Management? KEY: Bloom's: Knowledge 3. Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are classified as intellectual capital. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-01 NAT: BUSPROG: Analytic TOP: What is Human Resource Management? KEY: Bloom's: Knowledge 4. Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-01 NAT: BUSPROG: Analytic TOP: What is Human Resource Management? KEY: Bloom's: Knowledge 5. A core competency is a unique capability that creates high value in which an organization excels. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-01 NAT: BUSPROG: Analytic TOP: What is Human Resource Management? KEY: Bloom's: Knowledge 6. A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 7. Unit labor cost is computed by dividing the total cost of workers by their total levels of output. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 8. Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 9. Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 10. Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-02 NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core Competency KEY: Bloom's: Knowledge 11. The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Knowledge 12. The administrative role of human resource involves serving as employee “champion” for employee issues and concerns. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Knowledge 13. The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-03 NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments KEY: Bloom's: Knowledge 14. An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 15. A host-country national is a citizen of one country who is working in a second country and employed by an organization which is headquartered in a third country. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 16. A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 17. Replacing the experience and talents of longer-service workers is a challenge facing employers in all industries. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 18. Contingent workers include temporary workers, independent contractors, leased employees, and part-timers. ANS: T PTS: 1 DIF: Easy OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Knowledge 19. By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 20. Firms using tweets on competitive service details lead to problems associated with using social media. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-04 NAT: BUSPROG: Analytic TOP: Human Resources Management Challenges KEY: Bloom's: Comprehension 21. The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-05 NAT: BUSPROG: Analytic TOP: Organizational Ethics and Human Resource Management KEY: Bloom's: Comprehension 22. The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-05 NAT: BUSPROG: Analytic TOP: Organizational Ethics and Human Resource Management KEY: Bloom's: Comprehension 23. It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Knowledge 24. A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Knowledge 25. A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist. ANS: F PTS: 1 DIF: Easy OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Knowledge 26. For human resource specialists, the largest organization is the Society for Human Resource Management. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Knowledge 27. Professional in Human Resources (PHR) is sponsored by the WorldatWork Association. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Comprehension 28. Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Comprehension 29. Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development. ANS: F PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Comprehension 30. Certified Compensation Professional (CCP), a human resource certification, is sponsored by the WorlatWork Association. ANS: T PTS: 1 DIF: Moderate OBJ: LO: 01-06 NAT: BUSPROG: Analytic TOP: Human Resources Management Competencies and Careers KEY: Bloom's: Comprehension Chapter 2—Human Resources Strategy and Planning MULTIPLE CHOICE 1. Which of the following is typically the first step in the strategic planning process for organizations? a. Organizational mission b. SWOT analysis c. Formulating organizational strategy d. Establishing goals and objectives PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Analytic TOP: Organizational Strategic Planning KEY: Bloom's: Knowledge 2. Which of the following is typically the last step in the strategic planning process for organizations? a. Formulating supporting functional strategies b. Evaluating and reassessing strategy c. Establishing goals and objectives d. Stating the organizational mission PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Analytic TOP: Organizational Strategic Planning KEY: Bloom's: Knowledge 3. Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken’s next step in the strategic planning process? a. Evaluate and reassess strategy b. Implement strategy c. Establish goals and objectives d. Formulate supporting functional strategies PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Reflective Thinking TOP: Organizational Strategic Planning KEY: Bloom's: Application 4. Kurt, a manager at LionShare LLC., is responsible for the strategic planning process in his organization. He is currently at the stage of implementing the strategy. Which of the following stages of strategic planning would have Kurt engaged in just before he moved on to implementation? a. Stating the organizational mission b. Conducting a SWOT analysis c. Establishing goals and objectives d. Formulating supporting functional strategies PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Reflective Thinking TOP: Organizational Strategic Planning KEY: Bloom's: Application 5. Which of the following best defines multinational corporations? a. An organization that has facilities and other assets in at least one country other than its home country b. An organization that imports goods from other countries to its home country c. An organization that exports goods from its home country to other countries d. An organization that has facilities and other assets only in its home country PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 6. Which of the following is best classified as an ethnocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 7. Which of the following is best classified as a polycentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 8. Which of the following is best classified as a geocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals in the region of the subsidiary. PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 9. Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing? a. Managers from headquarters staff key positions. b. Host-country nationals staff key positions. c. An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. d. Key positions are filled by individuals from the same geographic area as the subsidiary. PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 10. Which of the following is typically the first step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 11. Which of the following is typically the last step in the HR planning process? a. Review organization’s environmental analysis/strategic plans b. Develop HR staffing plans and actions c. Compile HR planning forecasts d. Assess external and internal workforce PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 12. Mark, an HR manager, is responsible for the HR planning process in his organization. He has reviewed the organization’s strategic plans. Which of the following is most likely to be Mark’s next step in the planning process? a. Develop HR staffing plans and actions b. Compile HR planning forecasts c. Implement HR staffing plans and actions d. Assess external and internal workforce PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Reflective Thinking TOP: Human Resource Planning KEY: Bloom's: Application 13. Which of the following is a factor of the external environment in an organization? a. Leadership bench strength b. Organizational culture c. Quality of talent d. Competitive forces PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 14. Which of the following is a factor of the internal environment in an organization? a. Quality of talent b. Economic forces c. Political forces d. Competitive forces PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 15. The term _____ refers to the process of identifying a plan for the orderly replacement of key employees. a. attrition b. succession planning c. due diligence d. benchmarking PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 16. Which of the following is a judgmental method of HR forecasting? a. Simulation models b. Estimates c. Staffing ratios d. Productivity ratios PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 17. Which of the following is a mathematical method of HR forecasting? a. The rule of thumb b. Estimates c. Staffing ratios d. Nominal groups PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 18. _____ is a mathematical HR forecasting method that involves making a comparison of past relationships among various factors. a. Statistical regression analysis b. Productivity ratio c. Staffing ratio d. Delphi technique PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 19. _____ refers to the judgmental method of HR forecasting that relies on general guidelines applied to a specific situation within the organization. a. Statistical regression analysis b. Rule of thumb c. Delphi technique d. Simulation model PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 20. A(n) _____ refers to the judgmental method of HR forecasting that requires experts to meet face to face. a. simulation model b. estimate c. nominal group d. regression analysis PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 21. Internal Supply for next year = _____. a. Current staffing level + Projected outflows this year + Projected inflows this year b. Current staffing level - Projected outflows this year - Projected inflows this year c. Current staffing level + Projected outflows this year - Projected inflows this year d. Current staffing level - Projected outflows this year + Projected inflows this year PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Comprehension 22. Which of the following is a source of inflow in the current staffing level? a. Internal transfers b. Turnover c. Demotions d. Retirements PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 23. Which of the following is a source of outflow in the current staffing level? a. External hires b. Promotions c. Recalls d. Internal transfers PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 24. Which of the following is an effective method of managing a talent surplus? a. Outsourcing to a third party b. Using contingent workers c. Freezing hiring d. Increase employee work hours through overtime PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply = Demand KEY: Bloom's: Comprehension 25. Which of the following is an effective method for managing a talent shortage? a. Reducing employee work hours b. Encouraging attrition c. Implementing voluntary separation programs d. Outsourcing to a third party PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Comprehension 26. Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act? a. Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves. b. Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment. c. Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment. d. Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves. PTS: 1 DIF: Moderate OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Comprehension 27. Which of the following is true of the Older Workers Benefit Protection Act? a. The act requires employers to disclose the ethnicity and gender of both terminated and retained employees in layoff situations. b. The act requires employers to disclose the ages of both terminated and retained employees in layoff situations. c. The act requires employers to disclose ages of only the terminated employees in layoff situations. d. The act requires employers to disclose ages of only the retained employees in layoff situations. PTS: 1 DIF: Moderate OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Comprehension 28. Which of the following is true of the Worker Adjustment and Retraining Notification Act? a. It requires private or commercial organizations that employ 20 or more full-time workers who have worked more than a year with the organization to give a 30-day notice before implementing a layoff or facility closing that involves more than 10 people. b. It requires private and commercial organizations that employ 50 or more full-time employees who have worked more than three months in the previous year to give a 45-day notice before implementing a layoff or facility closing that involves more than 30 people. c. It requires private or commercial organizations that employ 100 or more full-time workers who have worked more than six months in the previous year to give a 60-day notice before implementing a layoff or facility closing that involves more than 50 people. d. It requires private or commercial organizations that employ more than 50 or more fulltime workers who have worked more than a year with the organization to give a 30-day notice before implementing a layoff or facility closing that involves more than 20 people. PTS: 1 DIF: Moderate OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Comprehension 29. Which of the following is a consequence that employers face when they violate the WARN Act? a. Delisting from the stock exchange b. Revocation of trade licenses c. Imposition of trade embargo d. Incurring heavy fines PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Comprehension 30. Which of the following is an HR activity that should be performed before engaging in mergers and acquisitions? a. Conducting due diligence b. Retaining key talent c. Optimizing workforce d. Recognizing cultural differences PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Knowledge 31. Which of the following is an HR activity that should be conducted during integration in mergers and acquisitions? a. Assessing risks b. Retaining key talent c. Identifying possible conflicts d. Conducting due diligence PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Knowledge 32. Which of the following is an HR activity to be performed post integration in mergers and acquisitions? a. Assessing risks b. Retaining key talent c. Identifying and establishing new culture d. Conducting due diligence PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Knowledge 33. During mergers and acquisitions, risk must be assessed _____. a. post integration b. after making the deal c. before making the deal d. during integration PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Knowledge 34. During mergers and acquisitions, the workforce must be optimized _____. a. post integration b. pre integration c. before making the deal d. during integration PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Knowledge 35. Which of the following best defines the term ‘effectiveness’? a. The degree to which operations are done in an economical manner b. The ability to produce a specific desired effort or result that can be measured c. The degree to which operations are done in the least possible time d. The ability to produce a specific desired effort or result that cannot be measured PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Comprehension 36. HR-to-employee ratio is classified as a(n) _____ metric of Human Resource. a. training b. development c. HR staff and expenses d. compensation PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Knowledge 37. Cost per hire is classified as a _____ metric of Human Resource. a. development b. training c. compensation d. staffing PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Knowledge 38. Annual wages and pay increases are classified as a _____ metric of Human Resource. a. compensation b. training c. development d. staffing PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Knowledge 39. Average tenure of employees is classified as a _____ metric of Human Resource. a. compensation b. training c. retention and quality d. development PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Knowledge 40. Positions filled internally are classified as a _____ metric of Human Resource. a. compensation b. training c. retention and quality d. development PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Knowledge 41. Which of the following best defines HR analytics? a. An evidence-based approach to making HR decisions on the basis of quantitative tools and models b. An assumption-based approach to making HR decisions on the basis of quantitative tools and models c. An evidence-based approach to making HR decisions on the basis of qualitative tools and models d. An assumption-based approach to making HR decisions on the basis of qualitative tools and models PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resource and Human Capital KEY: Bloom's: Comprehension 42. In the balanced scorecard framework, operational effectiveness is classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 43. In the balanced scorecard framework, which of the following factors would considered most important to ensure that the organization is meeting customer expectations? a. profit and loss b. institutional knowledge c. customer satisfaction d. utilization of capital PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 44. In the balanced scorecard framework, employee capabilities are classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 45. In the balanced scorecard framework, utilization of capital is classified under _____. a. financial measures b. internal business processes c. customer relations d. learning and growth activities PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 46. Which of the following is the function of compliance audits? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Comprehension 47. Which of the following is the function of benefit programs audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Comprehension 48. Which of the following is the function of I-9 audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing specific HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Comprehension 49. Which of the following is the function of specific program audit? a. Reviewing regulatory compliance, benefits administration and reporting b. Checking record keeping on state and federal paperwork requirement c. Reviewing particular HR areas such as compensation, training, and so on d. Reviewing compliance with immigration regulations and the I-9 form requirement PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Comprehension TRUE/FALSE 1. The strategic planning process begins with an assessment of the current state of the business and the environmental forces that may be important during the planning cycle. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Reflective Thinking TOP: Organizational Strategic Planning KEY: Bloom's: Knowledge 2. The SWOT analysis helps managers in formulating a strategic plan that considers the organization’s ability to deal with the situation at hand. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Reflective Thinking TOP: Organizational Strategic Planning KEY: Bloom's: Comprehension 3. Implementing the strategy is typically the last step in the strategic planning process. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-01 NAT: BUSPROG: Reflective Thinking TOP: Organizational Strategic Planning KEY: Bloom's: Knowledge 4. Instead of making a choice, a good strategy will try to accommodate many different demands and interests. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-02 NAT: BUSPROG: Analytic TOP: Organizational Strategic Planning KEY: Bloom's: Comprehension 5. Good strategies involve an accurate diagnosis of the challenge, an approach to overcome the obstacles, and a focus on coherent actions to make the approach work. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-02 NAT: BUSPROG: Analytic TOP: Organizational Strategic Planning KEY: Bloom's: Comprehension 6. Organizational strategy is independent of Human Resource management. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Comprehension 7. A multinational corporation, sometimes called a transnational corporation, is an organization that has facilities and other assets in at least one country other than its home country. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Knowledge 8. The policy of assigning host-country nationals to key staff positions in offshore organizations is known as the ethnocentric policy of global staffing strategies. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Comprehension 9. Assigning an international cadre of skilled managers to global subsidiaries regardless of their nationality is known as the polycentric policy of global staffing strategies. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Comprehension 10. The policy of filling key positions with individuals in the region of the subsidiary in offshore organizations is known as the polycentric policy of global staffing strategies. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resources and Strategy KEY: Bloom's: Comprehension 11. The focus of HR planning is to ensure that the organization has the right number of Human Resources, with the right capabilities, at the right times, and in the right places. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 12. In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 13. The internal environment of planning includes economic, political, and competitive forces that will shape the future. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 14. The external environment of planning includes the quality and quantity of talent, the organizational culture, and the talent pipeline and leadership bench strength. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-03 NAT: BUSPROG: Analytic TOP: Human Resource Planning KEY: Bloom's: Knowledge 15. Short-range forecasts focus on the immediate HR needs of an organization. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 16. Intermediate-range plans usually project one to three years into the future. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-04 NAT: BUSPROG: Analytic TOP: Planning for Internal Workforce Availability KEY: Bloom's: Knowledge 17. Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premium themselves. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Knowledge 18. The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the ages of both terminated and retained employees in layoff situations, and waiver of rights to sue for age discrimination must meet certain requirements. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Knowledge 19. The Worker Adjustment and Retraining Notification Act (WARN) requires private or commercial organizations that employ 100 or more full-time-workers who have worked more than six months in the previous year to give a 60-day notice before implementing a layoff or facility closing that involves more than 50 people. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Workforce Supply Demand KEY: Bloom's: Knowledge 20. After a deal for a merger is closed, the focus of HR activity should be on due diligence. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-05 NAT: BUSPROG: Analytic TOP: Human Resources Planning in Mergers and Acquisitions KEY: Bloom's: Comprehension 21. The value for HR practices cannot be measured. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 22. People-related costs are typically the smallest controllable expense in organizations. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 23. “Percentage of employees with career plan” is an example of the development HR metric. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 24. Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 25. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 26. Revenue per employee is a basic measure of human capital effectiveness. ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 27. The formula for calculating the potential ROI for a new HR activity = operating cost for a new or enhanced system for a time period + one-time cost of acquisition and implementation/value of gains from productivity improvements for the time period. ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 28. The formula for calculating human capital value added = Revenue - (Operating Expense - (Compensation + Benefit Costs)) / Full-Time Head Count ANS: T PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 29. The formula for calculating human capital return on investment = Revenue +(Operating Expense +(Compensation - Benefits Cost)) / (Compensation - Benefit Cost) ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge 30. Human economic value added = Net profit before taxes + Cost of capital / Full-time head count ANS: F PTS: 1 DIF: Easy OBJ: LO: 02-06 NAT: BUSPROG: Analytic TOP: Measuring Effectiveness of Human Resources and Human Capital KEY: Bloom's: Knowledge Chapter 3—Equal Employment Opportunity MULTIPLE CHOICE 1. Which of the following is a legally permissible criterion in making hiring and other employment decisions? a. Education b. Gender c. Age d. Religion PTS: 1 DIF: Easy OBJ: LO: 03-01 NAT: BUSPROG: Analytic TOP: Nature of Equal Employment Opportunity KEY: Bloom's: Knowledge 2. Which of the following is an illegal criterion for rejecting job applicants? a. Education b. Work experience c. Skill sets d. Religion PTS: 1 DIF: Easy OBJ: LO: 03-01 NAT: BUSPROG: Analytic TOP: Nature of Equal Employment Opportunity KEY: Bloom's: Knowledge 3. Which of the following advertisements for recruitment is most likely to be considered illegal? a. “Experienced writers required” b. “Enthusiastic radio jockeys needed” c. “Wanted: Professors with educational background in economics” d. “Young store executives needed” PTS: 1 DIF: Moderate OBJ: LO: 03-01 NAT: BUSPROG: Analytic TOP: Nature of Equal Employment Opportunity