HRM ch1

One of the largest costs for most organizations is their employees. The main reason for this is _______. A) all of these are reasons B) the mismanagement of employees C) selecting and retaining employees D) the need for employee development

A. All of these are reasons

Contingent labor is a growing segment in the workforce population. Which of the following are not considered contingent laborers? A) Full time workers B) part-time laborers C) Outsourced employees D) Contractors

A. Full time workers

Henry works at Nordstrom's Department Store and he moved from a job that focused on processing paperwork into a sales job with a goal to provide excellent customer service to employees. Adjusting which of the following practices is likely to be most effective in helping him focus on that goal A) His performance evaluation criteria B) His satisfaction C) His benefits plan options D) His compensation level

A. His performance evaluation criteria

Human resources practices refer to _______. A) practices that a company has put in place to manage employees B) specific functions of the HR department C) the resources employees have to conduct work D) policies that mangers use to manage employees

A. Practices that a company has put in place to manage employees

When an organization designs jobs, they are looking to make it clear as to who will do what and how that will affect their coworkers. It is crucial when designing a job to _______. A) emphasize the way work will get done B) the skills they will need to learn for promotion C) decide on the pay rate and benefits D) decide on how many people are needed for the job

A. emphasize the way work will get done

Recruitment is best when _____. A) it is matched to the job the organization is recruiting for B) it is done internally, since they know the culture of the organization already C) the organization is sure that it needs people, but is unsure where to place them D) it is as very selective in reaching candidates

A. it is matched to the job the organization is recruiting for

Perhaps the most critical issue when selecting employees is _____. A) making sure the candidates possesses the most important competencies for success on the job B) ensuring they are strong enough for success of the job C) making sure they have a high level of intelligence to learn about the job D) making sure they have enough experience for success on the job

A. making sure the candidates possesses the most important competencies for success on the job

HR faces many challenges when conducting business. The three main challenges are _______. A) organizational demands, environmental influences, and regulatory issues B) environmental influences, controlling costs, and workforce planning C) environmental influences, employee happiness, and controlling costs D) organizational demands, environmental influences, and employee happiness

A. organizational demands, environmental influences, and regulatory issues

The textbook highlighted Lincoln Electric and 3M for their approaches to compensation for their employees. When it comes to compensation, in these companies ________. A) they reward different behaviors B) they reward similar behaviors C) they are mostly concerned with lowering the market pay D) while there is some variance between how these companies value particular activities or levels of performance, both companies pay at the market wage

A. they reward different behaviors

Southwest Airlines was an example provided in the textbook. Southwest is said to have a strong culture. In fact, _______. A) while there is nothing unique about what they do, there is something unique about how they do it B) while their atmosphere is fun and hardworking, a strong emphasis is placed on controlling costs, not customer service C) they have an advantage since they bend the regulations D) they are extremely picky on who they hire, as they are looking for a specific set of skills.

A. while there is nothing unique about what they do, there is something unique about how they do it

All of the following are examples of a company trying to address employee concerns EXCEPT ________. A) Supporting telecommuting B) Hiring an employee's family member C) Providing family friendly benefits D) Providing employees with scheduling flexibility

B. Hiring an employee's family member

When it comes to an organization's size, which of the following is true? A) Small business have abundant resources for employees B) Smaller companies may need to have broader jobs to make up for lack of employee numbers C) Smaller companies tend to have narrow jobs to ensure no mistakes are made. D) Employees enjoy being in smaller organizations for flexibility

B. Smaller companies may need to have broader jobs to make up for lack of employee numbers

James had an accident on the job and was injured when using a new piece of machinery. This likely would have been prevented by _______. A) more managerial supervision B) better training to get him comfortable with new equipment C) stronger OSHA regulations for use of the machine D) better selection methods for conscientiousness

B. better training to get him comfortable with new equipment

Which of the following are not considered primary HR activities? A) workforce design and planning B) ensuring employees are happy C) managing employee competencies D) managing employee attitudes and behaviors

B. ensuring employees are happy

Beyond good publicity, Starbucks believes that its social responsibility policy _____. A) is unsuccessful because employees are devoting too much time to volunteering B) is successful because it shares the wealth C) is successful since they offer part timers a wide range of perks D) is successful because they are socially responsible above all else

B. is successful because it shares the wealth

Which of the following are benefits not mandated by law? A) Worker's Compensation B) Social Security C) Employee paid time off D) Family and Medical Leave

C. Employee paid time off

Which of the following are not strong company responses to unethical behaviors? A) Hiring additional teams of ethics officers B) Implementing a full-scale ethics program C) Encouraging better financial performance D) Attending training programs to promote ethical decision-making

C. Encouraging better financial performance

A company's strategy does not affect which of the following? A) The industry in which they compete B) People they select C) Their desire to create value D) HR practices

C. Their desire to create value

Competitive advantage is defined as _______. A) a company's ability to have the lowest price B) having the most innovative equipment and patents C) a company's ability to create more economic value than its competitors D) having the best HR practices

C. a company's ability to create more economic value than its competitors

Learning and development are important for organizations because _____. A) they must go through rigorous training right after hiring so they will have all the skills they need for the rest of their career B) you can hire anyone and train them to do any job C) even the most qualified applicants may not have all the necessary skills D) they cost so little and the benefits are so great, that everyone should be trained extensively

C. even the most qualified applicants may not have all the necessary skills

HR departments have expanded to include a wide variety of tasks. These tasks do not include _______. A) implementing new company policies and procedures B) ensuring employees are paid C) managing technological advances D) recruiting and selecting employees

C. managing technological advances

"Regulatory issues in HR" is about how legislation is designed to _____. A) fill quotas in organizations B) protect businesses from frivolous lawsuits C) protect the rights of individuals in the employment process D) make businesses more selective to hire the best individuals

C. protect the rights of individuals in the employment process

Some of the major practices that mangers use to guide employee motivation do NOT include _____. A) performance management systems B) rewards C) selection of new employees D) compensation

C. selection of new employees

HR Alignment refers to _______. A) the extent to which the three primary HR activities are designed to make the organization's employees happy B) the extent to which the three primary HR activities are designed to comply with the law C) the extent to which the three primary HR activities are designed to achieve the goals of the organization D) how one organization's three primary HR activities are aligned with competitors' HR activities

C. the extent to which the three primary HR activities are designed to achieve the goals of the organization

Given fewer slack financial resources, smaller companies often cannot give their employees comparable ________ when compared to larger companies. A) levels of pay B) benefits C) training opportunities D) All of these are examples of differences

D. All of these are examples of differences

When selecting employees, it is best to _____. A) consider the applicant and find the best job for them B) select on past experiences C) select on personality D) consider the nature of the job and competencies needed to perform

D. consider the nature of the job and competencies needed to perform

Organizations can face a labor surplus from time to time. If it is seen to be temporary, an organization should consider _____. A) retraining and redeploying in other areas of the organization B) outsourcing work and laying off those workers C) beginning a layoff process D) different programs, such as furloughs, to reduce hours

D. different programs, such as furloughs, to reduce hours

External alignment focuses on _______. A) how well HR activities are consistent with society as a whole B) whether or not HR activities are in concert with those outside the organization C) how well HR activities are consistent with industry standards D) how well HR activities align with the challenges (opportunities and threats) a company will face

D. how well HR activities align with the challenges (opportunities and threats) a company will face

Performance management ________. A) is sitting down with an employee once a year to discuss their performance B) is a chance for managers to get to know employees and what they do C) is reviewing an evaluation form with the employee and rate them on certain items to determine merit pay and possible promotions D) is designed to help employees continuously improve

D. is designed to help employees continuously improve

Organizational culture is defined as ________. A) how the three primary HR activities are aligned with the organization's goals B) the set of underlying values and beliefs that come from society as a whole C) whether or not the organization will lead in cost efficiency or differentiation D) the set of underlying values and beliefs that employees of a company share

D. the set of underlying values and beliefs that employees of a company share