Test Bank For Fundamentals Of Human Resource Management, 6th Edition

Name: Test Bank For Fundamentals Of Human Resource Management, 6th Edition
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Test Bank For Fundamentals Of Human Resource Management, 6th Edition ensures a smooth preparation journey with concise summaries, past questions, and step-by-step solutions.

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Chapter 01
Managing Human Resources
True / False Questions
1. Managers and economists traditionally have seen human resource management as a source of value
to their organizations.
True False
2. The concept of "human resource management" implies that employees in an organization cannot be
considered as a resource and hence are interchangeable.
True False
3. Human resources cannot be imitated.
True False
4. High-performance work systems have been essential in making organizations strong enough to
weather the storm of a recession and remain profitable when the economy begins to expand after the
recession.
True False

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5. No two human resource departments have precisely the same roles and responsibilities.
True False
6. Greater concern for innovation and quality has shifted the job trend to using more broadly defined
jobs.
True False
7. An organization makes selection decisions in order to add employees to its workforce, as well as to
transfer existing employees to new positions.
True False
8. Establishing and administering personnel policies allows a company to handle problematic situations
more fairly and objectively than if it addressed such incidents on a case-by-case basis.
True False
9. When a person evaluating performance is not familiar with the details of a job, outcomes tend to be
easier to evaluate than specific behaviors.
True False
10. Human resource management requires the ability to communicate through a variety of channels.
True False
11. Current federal laws fail to outline how to use employee databases in order to protect employees'
privacy while also meeting employers' and society's concern for security.
True False

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12. Human resource management is increasingly becoming a purely administrative function.
True False
13. Evidence-based HR refers to the practice of initiating disciplinary action against employees only in
the presence of clear and demonstrable proof of undesirable behavior.
True False
14. In organizations with sustainable strategies, the HR departments focus on employee development
and empowerment rather than short-term costs.
True False
15. An HR professional can be an effective talent manager or organizational designer only when he has
the knowledge of how an organization is structured and how that structure might be adjusted to help it
meet its goals for developing and using employees' talents.
True False
16. Being able to influence people and build interpersonal relationships is an important characteristic of a
successful HR professional.
True False
17. HR activities are exclusively carried out by an HR specialist in small organizations.
True False

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18. The supervisors in an organization play a key role in employee relations because they are most often
the voice of management for the employees.
True False
19. The right of free consent states that employers can conceal the nature of a job while hiring an
employee for a particular position.
True False
20. Kira feels that being denied a promotion has more to do with being a woman than with her overall
performance. However, her supervisors and the HR department are refusing to hear her case. This
suggests that Kira has been denied her right to due process.
True False
21. In companies that are ethical and successful, senior executives are the only stakeholders who are
responsible for the actions of the company.
True False
22. For human resource practices to be considered ethical, they must result in the greatest good for the
largest number of people.
True False
23. The role of an HR generalist is essentially limited to recruitment and selection.
True False

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24. The vast majority of HRM professionals have a college degree.
True False
25. The Society for Human Resource Management (SHRM) is the primary professional organization for
HRM and the world's largest human resource management association.
True False
Multiple Choice Questions
26. The policies, practices, and systems that influence employees' behavior, attitudes, and performance
are important dimensions of:
A. supply chain management.
B. materials management.
C. human resource management.
D. labor laws.
E. employment laws.

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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.
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
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.

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30. How do human resources professionals provide an organization with a valuable advantage?
A. They hire highly skilled and knowledgeable employees who are commonly available.
B. They can inspire the organization to easily duplicate the success of competitors.
C. They can help the organization to develop strong commitment toward its employees.
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 but lack job experience and training.
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, but they are the source of a company's
success or failure.
B. Employees have good substitutes as they 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.
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.

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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 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.
34. Identify the 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
35. 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

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36. In a recent trend, some companies are doing away with their human resource (HR) 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.
37. Jonathan is a part of the HR department in an advertising firm. During a performance review,
Jonathan realized he does not know the details of the job performed by a certain group of employees.
However, he proceeds with the review and evaluates their performance. Which of the following is
most likely to have occurred after the performance review?
A. The outcome was easier to evaluate than the specific behaviors of the employees.
B. The outcome was difficult to evaluate because Jonathan did not have the employees' job details.
C. The performance review was deemed redundant because Jonathan did not know the details of the
employees' jobs.
D. Jonathan did not have enough data to complete the performance review because he did not have
the employees' job details.
E. Jonathan was unable to evaluate the specific behaviors of the employees.

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38. 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 (HRM)
practices is being performed by Edgar?
A. Performance management
B. Employee relations
C. Selection
D. Training
E. Compensation
39. Joshua, the human resource (HR) 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.

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40. Ryan filed a lawsuit against his previous employer because he was fired without warning. Which of
the following events most likely compelled Ryan to file the lawsuit?
A. He was not promoted to the new position that was initially promised to him.
B. He was asked to move to a different department within the same company.
C. Ryan was asked to take a pay cut to keep his job.
D. Ryan was fired from the company without prior notice.
E. Ryan was forced to serve his probationary period of three months before leaving the company.
41. 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.

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42. 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.
43. 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 (HRM)
practices is being performed by Julie?
A. Performance management
B. Employee relations
C. Selection
D. Training
E. Compensation

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44. Nicole, an employee at Neo Corp., develops and distributes newsletters that announce upcoming
events in the company. Which of the following human resource management (HRM) practices is
being performed by Nicole?
A. Performance management
B. Employee relations
C. Selection
D. Training
E. Compensation
45. Olivia works in the human resource (HR) department at Hercules Corp. Her chief responsibilities
include administering salaries, determining incentives, managing group insurance and employee
vacation and leave. Identify the human resource management (HRM) function being performed by
Olivia.
A. Performance management
B. Employee relations
C. Selection
D. Training and development
E. Compensation and benefits

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46. 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
47. 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

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48. Joanna, a local farmer, is affected by the operations of Wooster Inc. because she buys the products
manufactured by the company. This indicates that Joanna is a _____.
A. stakeholder
B. change steward
C. strategic architect
D. business ally
E. strategic partner
49. Ellie is a human resource (HR) manager at Harris Corp. She has the greatest impact on the firm's
success. She is highly admired and respected by others in the organization because she is extremely
reliable. This scenario indicates that Ellie is a _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. strategic partner
50. Jacob is the human resource (HR) manager at Platinum Corp. He clearly understands the values,
beliefs, convictions, vision, and mission of the company. He also enhances and modifies these
aspects by understanding their significance. This scenario indicates that Jacob is a _____.
A. cultural and change steward
B. credible activist
C. strategic architect
D. business ally
E. strategic partner

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