Chap 1.
38. Which of the following is a responsibility that is specifically associated with the HR function of employee relations? A. conducting attitude surveys B. analyzing work C. creating HR information systems D. planning and forecasting human resources E. creating a job design
A
71. 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? A. sustainability B. strategic architecture C. compliance with law D. talent management E. workforce analytics
A
73. 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 _____. A. stakeholder B. business partner C. workforce analyst D. talent manager E. strategic partner
A
86. Jacob is the human resource manager at Platinum Corp. He clearly understands the company's strategy. He has a solid understanding of business principles, and he applies these to help the HR department contribute to Platinum's success. This scenario indicates that Jacob has competency in the area of A. business acumen. B. ethical practice. C. communication. D. leadership and navigation. E. relationship management.
A
88. Craig, one of the senior managers at Clayton Inc., insists that company supervisors handle employee relations as part of their jobs. Which of the following statements strengthens Craig's argument? A. The supervisors represent the company on a day-to-day basis. B. The supervisors have the business experience to take up additional responsibilities. C. The supervisors do not hold any stakes in the organization. D. The supervisors are not a part of the employees' union. E. The supervisors are responsible for any action taken by the employees.
A
59. Nicole, an employee at Neo Corp., develops and distributes newsletters that announce upcoming events in the company. Which of the following human resource management practices is being performed by Nicole? A. performance management B. employee relations C. selection D. training E. compensation
B
72. The parties with an interest in a company's success—typically, shareholders, the community, customers, and employees—constitute which members of the company? A. advisors B. stakeholders C. management D. personnel E. strategic partners
B
75. An HR manager can demonstrate competency in communication by excelling at which of the following behaviors? A. setting a vision for the HR function B. listening effectively C. supporting inclusiveness D. maintaining confidentiality E. applying knowledge of business principles
B
104. Which of the following statements is true about the HR profession? A. A degree in law is the sole requirement for those who wish to choose HRM as a profession. B. All HRM professionals have a postgraduate degree. C. Professional certification in HRM continues to be the only way to get into the field. D. Usually, HR generalists get paid substantially more than HR training directors. E. HR generalists usually perform the full range of HRM activities.
E
31. In the context of today's organizations, which of the following statements is true of employees? A. Employees are not easily the replaced parts of a system; they are the source of a company's success or failure. B. Employees have good substitutes when the substitutes are well trained and highly motivated. C. Employees with high levels of the required skills and knowledge can be easily imitated. D. Employees within an organization seldom perform critical functions. E. Employees do not have the right to refuse to do what violates their moral beliefs. Human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization. In other words, for an organization to succeed at what it does, it needs employees with certain qualities, such as particular kinds of training and experience. This view means employees in today's organizations are not interchangeable, easily replaced parts of a system but the source of the company's success or failure.
A
42. Which of the following best describes job design? A. It is the process of defining the way work will be performed and the tasks that a given job requires. B. It is the process of generating a pool of potential candidates for a job. C. It is the process of identifying suitable candidates for jobs. D. It is the technique of enabling employees to learn job-related knowledge, skills, and behavior. E. It is the technique of presenting candidates with detailed information about a job.
A
44. Which of the following is responsible for the shift in the job trend, from the use of narrowly defined jobs to the use of broadly defined jobs in organizations? A. emphasis on innovation and quality B. increased demand for low skilled workers C. increased focus on simplifying jobs D. lack of competition E. reduced use of team-based projects
A
50. If a company, as part of its job redesign program, plans to set up teams to manufacture products, which of the following programs might it offer to help employees learn the ins and outs of effective teamwork? A. development programs B. recruitment programs C. orientation programs D. selection programs E. performance management programs
A
51. In the context of HRM functions, the activities of training and development include A. making decisions whether an organization will emphasize enabling employees to perform their current jobs, preparing them for future jobs, or both. B. keeping track of how well employees are performing relative to objectives such as job descriptions and goals for a particular position. C. attempting to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. D. preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a website on the organization's intranet. E. establishing policies related to hiring, discipline, promotions, and benefits.
A
54. Julie works at Matrix Inc. Her primary role in the company is to create self-rating, job-related questionnaires for the employees. Which of the following human resource management practices is being performed by Julie? A. performance management B. employee relations C. selection D. training E. compensation
A
101. Which of the following is a standard that human resource managers must satisfy for HRM practices to be ethical? A. Managers must treat employees as family. B. Human resource practices must result in the greatest good for the largest number of people. C. Employment practices must respect employees' right of lifetime employment. D. Managers must always maintain that customers are right. E. Employment practices must limit the application of the principle of employment-at-will as it is unfair to employees.
B
28. Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight? A. performance management B. human capital C. tangible capital D. traditional management E. working capital As a type of resource, human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.
B
33. Montero Inc., an automobile manufacturing company, had the largest number of employees in the manufacturing sector last year. Instead of hiring more employees, the company decided to invest heavily in training its employees on automotive maintenance and design. Which of the following beliefs has most likely led the company to take this decision? A. The employees in the company are interchangeable. B. The employees are the source of the company's success or failure. C. The union employees in the company will resign once their contract expires. D. A majority of the employees own shares in the company. E. A majority of the employees in the company have an automotive engineering background.
B
35. Kathleen is a member of the human resource department at Jade Corp. Setting a goal to enhance the firm's strategy, Kathleen works to attain it by understanding the current human resources. Through a series of surveys, interviews, and observations, she learns what talents the various departments of Jade Corp. are currently in need of, and attracts new human resources according to those requirements. What kind of HRM responsibility does this example illustrate? A. HRM's responsibility to handle administrative tasks B. HRM's responsibility to serve as a strategic partner C. HRM's responsibility to carry out transactions D. HRM's responsibility to develop effective systems E. HRM's responsibility to answer questions
B
39. Which of the following responsibilities is specifically associated with the HR function of support for strategy? A. temporary labor recruitment and record keeping B. human resource planning and forecasting C. wage and salary administration D. development of employee handbooks and company publications E. development of an HR information system
B
43. At Tech Scale Inc., a company that deals in software products, employees often complain about the lack of clarity regarding the tasks they are required to perform. Often there are two employees working on overlapping tasks, while some tasks are not designated to any employee. Though employees are satisfied with the pay and work culture, this aspect of their work environment has led to a lot of conflict in the workplace. From the information provided, this complaint of the employees can be closely linked to which of the following HR functions? A. compliance with laws B. analysis and design of work C. compensation and benefits D. maintenance of employee relations E. recruitment and selection
B
46. The process by which an organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as A. orientation. B. selection. C. compensation. D. work analysis. E. performance management.
B
58. Which of the following HR functions includes preparing and distributing employee handbooks that detail company policies? A. recruitment and selection B. maintaining positive employee relations C. ensuring compliance with labor laws D. performance management E. planning and administering pay and benefits
B
60. Some of the employees of RVZ Services are unhappy with their supervisor's comments and remarks. They feel they are being unduly discriminated against by the supervisor, and so they turn to the HR department for help. Addressing such problems is a part of the HR function of A. recruitment and selection. B. employee relations. C. training and development of employees. D. performance management. E. planning and administration of pay and benefits.
B
69. Which of the following best describes evidence-based HR? A. It is the exclusive use of statistical models for planning, forecasting, and other related HR activities. B. It refers to establishing overlapping performance goals and desired outcomes during performance management. C. It refers to demonstrating that human resource practices have a positive influence on a company's profits or key stakeholders. D. It is the process of ensuring that employees' activities and outputs match an organization's goals. E. It is the organization-wide planned effort to enable employees to learn job-related knowledge, rather than teamwork or communication skills.
C
74. Identify the correct statement regarding sustainable organizations. A. They primarily focus on maximizing profits and delivering high returns to investors. B. They focus on smooth turnover and outsourcing rather than long-term planning. C. They are more concerned about justice and fairness rather than short-term profits. D. They are less concerned about employee development and empowerment. E. They are more concerned with the quantum of output than quality standards.
C
79. 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 A. keep up-to-date on technology laws. B. Instruct others in the use of HR technology. C. lead others ethically. D. occasionally gather relevant data. E. ensure policies remain unchanged.
C
85. Charles heads the human resource department at technology development company Schultz Inc. There, he monitors trends of the labor markets in Schultz's industry. Studying the trends, Charles realizes the company is likely going to need more sources of employees skilled in robotics. He gathers information about the best robotics training programs in the regions where the company operates. Then he applies that information to build connections with selected schools, thereby resolving a recruitment problem before it becomes serious. This scenario illustrates Charles's competency in A. global and cultural effectiveness. B. communication. C. critical evaluation. D. leadership and navigation. E. relationship management.
C
89. Which of the following is TRUE of ethics in human resource management? A. evidence shows that HRM practices are invariably ethical B. the general public has a positive perception of the ethical conduct of U.S. businesses C. HR managers must view employees as having basic rights D. most managers have a positive perception of the ethical conduct of U.S. businesses E. most people believe that individuals apply values they hold in their personal lives to their professional activities
C
93. Which of the following scenarios demonstrates a violation of the right of freedom of conscience in a workplace environment? A. A supervisor shares the previous employment details of an employee with a colleague. B. An interviewer does not specify the details of a job to a prospective employee. C. A supervisor coerces an employee to use unsafe practices to keep a project on schedule. D. An employee complains about his supervisor during a conference call with a client. E. A supervisor does not provide a fair hearing when an employee complains about a colleague.
C
95. According to your text, the right of privacy is the right to A. know the nature of the job a person is being hired for. B. autonomy in how a person carries out their work. C. control what a person reveals about their private life. D. a fair and impartial hearing. E. fight against a wrongful discharge.
C
97. Patrick, an employee at Jones Inc., was unhappy with the firm's existing project management system. Hence, he communicated this to the top management by expressing his complaints in an e-mail. According to the work of philosopher Immanuel Kant, Patrick applied his right of A. freedom of conscience. B. first refusal. C. freedom of speech. D. privacy. E. free consent.
C
99. If people believe their rights are being violated, they have the right to a fair and impartial hearing. This reflects the basic human right to A. lifetime employment. B. privacy. C. due process. D. free consent. E. freedom of conscience.
C
The concept of "human resource management" implies that employees are A. a secondary component of a business. B. troublesome and need to be monitored. C. resources of the employer. D. an unnecessary cost to an employer. E. a rare component of the business world. The concept of "human resource management" implies that employees are resources of the employer.
C
32. Identify the correct statement regarding human resources. A. Human resources can be imitated. B. Human resources are commonly found. C. Human resources have no good substitutes. D. Human resources seldom perform critical functions. E. Human resources are interchangeable, easily replaced parts of a system. Human resources have no good substitutes. When people are well trained and highly motivated, they learn, develop their abilities, and care about customers. It is difficult to imagine another resource that can match committed and talented employees.
C
34. Joshua, the human resource manager at Potter Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Joshua's responsibility of A. providing administrative services. B. preparing a job analysis. C. providing business partner services. D. creating a job design. E. maintaining positive employee relations.
C
45. Identify the process through which an organization seeks applicants for potential employment. A. orientation B. training C. recruitment D. work analysis E. job design
C
47. Edgar works at Alpha Inc. He is responsible for identifying individuals with skills required for the various roles in the organization. Which of the following human resource management practices is being performed by Edgar? A. performance management B. employee relations C. selection D. training E. compensation
C
48. Which of the following describes a planned effort to enable employees to learn job-related knowledge, skills, and behavior? A. selection B. performance appraisal C. training D. compensation E. recruitment
C
49. Which HR function involves offering programs through which employees acquire knowledge, skills, and behavior that improve their ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs? A. recruitment B. personnel policy C. development D. employee relations E. selection
C
55. In the context of HRM functions, the activities of performance management include A. identifying applicants with the necessary knowledge and abilities that will help an organization achieve its goals. B. making a planned effort to enable employees to learn job-related knowledge, skills, and behavior. C. specifying the tasks and outcomes of a job that contribute to an organization's success. D. acquiring knowledge and skills that improve employees' ability to meet the challenges of a variety of new or existing jobs. E. seeking applicants for potential employment.
C
63. _____ 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. A. Conjoint analysis B. Performance management C. Workforce analytics D. Career development E. Task analysis
C
67. 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 A. supply chain management. B. performance management. C. human resource planning. D. utilization analysis. E. performance planning.
C
84. Nikita heads the human resource team at Strait Corp., a marketing firm with a diverse group of employees in three countries. She has knowledge about the cultures of the employees and applies that knowledge to build cooperation and resolve conflicts. She appreciates that all her employees bring different strengths to the company, and she helps to foster a climate in which all are encouraged to contribute. This scenario illustrates Nikita's competency in the area of A. ethical practice. B. critical evaluation. C. business acumen. D. global and cultural effectiveness. E. human resource expertise.
D
94. Which of Kant's basic human rights is violated when a supervisor requires an employee to do something that is unsafe or environmentally damaging, in spite of the employee clearly objecting to the order? A. right of freedom of speech B. right of equal opportunity employment C. right to due process D. right of freedom of conscience E. right of privacy
D
100. Which of the following describes companies that are ethical and successful? A. They are solely concerned about the benefits of the company while making business decisions. B. The owners most often assume responsibility for the actions of the company, rather than the employees. C. They are less concerned about the interests of the people involved in the business. D. Their main aim is to maximize profits in all their transactions. E. They have a sense of purpose and vision that the employees value and use in their day-to-day work.
E
29. Daniel, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Melissa, the CFO of the organization, opposes Daniel's view because she thinks HRM is an unnecessary expense for the company. Which of the following statements weakens Melissa's belief? A. HRM is highly substitutable and interchangeable. B. HRM is easily available for all companies to utilize. C. HRM helps an organization imitate human resources at a high-performing competitor. D. HRM ensures that persons with high levels of the needed skills and knowledge are easily found. E. HRM is indispensable for building a competitive advantage. In terms of business strategy, an organization can succeed if it has a sustainable competitive advantage (is better than competitors at something and can hold that advantage over a sustained period of time). Human resources that are valuable, rare, inimitable, and hard to replace will give a company such an advantage.
E
37. Olivia works in the human resource department at Hercules Corp. Her chief responsibilities include administering salaries, determining incentives, managing group insurance, and employee vacation and leave. Which human resource management function is being performed by Olivia? A. performance management B. employee relations C. selection D. training and development E. compensation and benefits
E
40. In a recent trend, some companies are doing away with their human resource departments altogether because they A. prefer to have vertical organizational structures. B. want to establish a centralized decision-making system. C. need more narrowly-defined jobs due to greater concern for innovation and quality. D. do not need HR for recruitment as they rely heavily on promotions from within and applicants referred by current employees. E. want to encourage department managers and other employees to handle HR issues as they arise.
E
65. 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 _____. A. training and development B. job design C. employee relations D. talent management E. workforce analytics
E
78. According to the SHRM competency model, which of the following competencies is part of the interpersonal cluster? A. leadership B. human resource expertise C. business acumen D. critical evaluation E. global and cultural effectiveness
E
87. Which of the following is the correct statement about the HR responsibilities of supervisors? A. Supervisors do not interview job candidates. B. In large organizations, all HR activities are carried out by supervisors. C. Supervisors do not need to be familiar with the basics of HRM. D. Job analysis and job design are techniques that lie outside the purview of supervisors. E. Supervisors typically have responsibilities related to all the HR functions.
E
96. By keeping employees' personal records confidential, an employer respects their right of A. autonomy. B. freedom of conscience. C. equal opportunity. D. freedom of speech. E. privacy.
E
102. Which of the following is one of the four principles that guides how ethical companies act? A. short change customers and vendors B. perform only in ways that benefit the company C. have a sense of purpose or vision that employees value and use D. only permit top management to take responsibility for the company E. emphasize fairness only if it suits the company
C
105. Which of the following is the primary professional organization for HRM that provides education and information services, and is also the world's largest human resource management association? A. the Collective for Strategic Human Resource Management B. the Foundation for the Recognition of Professionals International C. the Society for Human Resource Management D. the Human Resource Certification Institute E. the Association for Human Resource Professionals
C
41. Which of the following refers to the process of getting detailed information about jobs? A. job rotation B. supply chain management C. job analysis D. policy creation E. job orientation
C
56. Jonathan is a part of the HR department in an advertising firm that has recently brought in employees specializing in analysis of large volumes of data about consumer behavior. The manager to whom these analysts report does not share their knowledge of quantitative methods, but wants them to develop recommendations for better decision making. Jonathan is supporting the department by developing a form the manager will follow in measuring the analysts' performance. What kinds of performance measures should Jonathan focus on? A. The form should measure outcomes, such as timely and useful recommendations, because the manager will not be able to evaluate specific technical behaviors. B. The form should measure specific technical behaviors, because the methods used by the analysts will determine the usefulness of their recommendations. C. The form should measure both outcomes and behaviors, because both are essential to success in the job. D. The form should measure personal traits, such as getting along with others, because Jonathan and the manager don't understand the technical requirements. E. The form should ask broad questions, so the manager can discuss whatever they think is important.
A
62. What is the advantage of establishing and administering policies in organizations? A. It allows companies to handle situations more fairly and objectively. B. It allows companies to address issues on a case-by-case basis. C. It eliminates the need for documentation and record keeping. D. It encourages employees to defend themselves by claiming ignorance of disciplinary norms. E. It leaves a lot of room for subjective decision-making.
A
90. Which of the following views on employment reflects the ethical principles embodied in the U.S. Constitution and Bill of Rights? A. HR managers must view employees as having basic rights. B. HR managers have the right to lifetime employment. C. HR managers have the right to hire whoever they deem best suited for a job. D. HR managers must view employees as a necessary expense. E. HR managers must set aside quotas for minorities.
A
98. Kurt, a manager at Marshall Inc., was asked by his supervisor to sign a contract with a new supplier. The contract stated that the industrial waste released by the company would be released into a local river. Kurt was against this idea of polluting the river with the waste, so he refused to sign the contract. In this scenario, Kurt exercised his right of A. freedom of conscience. B. first refusal. C. freedom of speech. D. privacy. E. free consent.
A
64. 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? A. Fiona established policies regarding violations of company regulations. B. Fiona identified subordinates who showed the potential to become leaders in the company based on the data. C. Fiona prepared and distributed company publications on the organization's intranet. D. Fiona was able to actively recruit candidates from external sources, such as Internet job postings and college recruiting events. E. Fiona was able to specify the tasks and outcomes of a job that contributed to the organization's success.
B
77. What clusters of competencies are necessary for success in human resource management? A. hiring, compensation, event planning, and training B. technical, interpersonal, business, and leadership C. technical, hiring, motivation, and compensation D. business, development, leadership, and interpersonal E. technical, business, training, and hiring
B
80. 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 A. consultation. B. human resource expertise. C. relationship management. D. ethical practice. E. business acumen.
B
81. Ellie is a human resource manager at Harris Corp. She skillfully handles personal interactions with her staff and the other department managers. She is highly admired by others in the organization because she treats others with respect and builds trust. This scenario indicates Ellie has strengths in the HR success competency of A. consultation. B. relationship management. C. leadership and navigation. D. global and cultural effectiveness. E. critical evaluation.
B
91. According to the philosopher Immanuel Kant, the right of employees to know the nature of the job they are being hired to do and the obligation of a company not to deceive them in this respect is mainly reflective of the basic right of A. privacy. B. free consent. C. freedom of speech. D. freedom of conscience. E. first refusal.
B
92. Jarvis, a manager at Carmile Inc., is rigid with his employees and does not allow them to voice their opinions or criticisms about their superiors. On the other hand, Michelle, another manager at the same firm, encourages her subordinates to communicate with her openly. Which of the following statements uses basic rights to argue in favor of Michelle's practice over that of Jarvis's? A. It enables Michelle to keep a tab on the grapevine communication in the company. B. It engages the employees in expressing constructive criticisms and opinions. C. It reduces the possibility of any whistle blowers in the company. D. It enhances the chances of more employees being promoted. E. It curbs the privacy and confidential requirements of an employee.
B
103. When Ulysses Corp., a travel insurance company, decided to introduce new goals for its internal management, there was a rift regarding what should be implemented. Group A emphasized short-term goals that would benefit the company, while Group B believed in introducing policies that would create more mutually-beneficial relationships with client businesses, such as major airlines. Which of the following results would prove Group B's decision to be ideal? A. rival businesses going bankrupt due to a slow economy B. an increase of quarterly bonuses offered to executives C. studies showing a rise in the number of consumers looking to take a vacation D. an increase of airline customers purchasing Ulysses' insurance E. a steady decline of unhappy employees at Ulysses Corp. due to new healthcare benefits
D
27. In the context of human resource management, human capital refers to the A. wages, benefits, and other costs incurred in support of HR functions in an organization. B. cash, equipment, technology, and facilities that an organization uses. C. tax-deferred value of an employee's 401(k) plan. D. organization's employees, which add economic value to the company. E. total budget allocated to the HR department in an organization. As a type of resource, human capital means the organization's employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight—the employee characteristics that can add economic value to the organization.
D
30. How do human resources professionals provide an organization with a sustainable competitive advantage? A. They manage commonly available resources. B. They help the organization do what competitors are doing. C. They keep the organization focused on the short term. D. They hire high-quality employees who provide a needed service as they perform many critical functions. E. They hire employees who are very enthusiastic despite lacking job experience and training. Human resources can provide companies with a sustainable competitive advantage because human resources are valuable, rare, inimitable, and irreplaceable. An organization realizes the potential of these human resources through the ways it practices human resource management.
D
36. How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage? A. by handling administrative tasks with a commitment to quality B. by providing business partner services to meet the company's goals C. by providing skills training and career development programs D. by understanding the existing human resources and providing new ones E. by answering questions on employee hiring and benefits
D
52. Which of the following is defined as the process of ensuring employees' activities and outputs match an organization's goals? A. job analysis B. supply chain management C. employee development D. performance management E. career planning
D
53. The employees at Circa Financial often complain that they are not provided feedback about their work. They feel that they do not get proper information as to how they have performed and the areas in which they need to improve. They also claim that the performance goals are vague and not measurable. Which of the following HR functions does Circa Financial need to specifically improve upon to resolve the complaints put forth by its employees? A. recruitment B. employee selection C. training and development D. performance management E. planning and administering pay and benefits
D
57. In an attempt to motivate its current employees and to attract skilled professionals, Labyrinth Inc. decides to increase salaries as well as year-end bonuses for its best performers. Which of the following HR functions is demonstrated in this scenario? A. performance management B. training and development C. recruitment D. planning and administering pay and benefits E. maintaining positive employee relations
D
61. The HR function of maintaining positive employee relations includes A. maintaining performance measures on outcomes. B. offering training programs on effective teamwork. C. selecting only those applicants that are referred by employees. D. maintaining communication with union representatives. E. planning employee pay and benefits.
D
66. 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? A. The layoffs were not discriminatory. B. The company was forced to make the layoffs. C. There are no federal laws that apply to this situation. D. The layoffs were instances of employment at will. E. The age of the company's workforce has been rising.
D
68. Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers? A. work flow analysis B. job analysis C. conjoint analysis D. talent management E. performance management
D
70. An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community, is called A. adjustability. B. absorbability. C. substitutability. D. sustainability. E. credibility.
D
76. A human resource professional of a company exhibits the competency of business acumen when he or she A. acquires knowledge of other cultures. B. responds to reports of unethical conduct. C. applies statistical knowledge to understand data. D. applies knowledge of how HR functions contribute to business success. E. uses HR technology correctly.
D
82. Acme Manufacturing wants to build a new factory and is comparing locations in three states. How could an HR professional use consultation competencies to support this effort? A. by handling the personal interactions among the decision makers B. by encouraging people to collaborate on a decision C. by setting a vision for the HR function D. by gathering data about labor supply and demand in the states E. by gaining knowledge of business principles
D
83. Reese, the human resource manager at Axis Inc., has developed an inspiring vision of how the HR function should contribute to employees' well-being and the company's success. She models the values and behaviors supporting that vision, and she gets her staff excited to be part of realizing the vision. This indicates that Reese has competencies in the area of A. global and cultural effectiveness. B. critical evaluation. C. relationship management. D. leadership and navigation. E. human resource expertise.
D
