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CHAPTER 1—THE CHALLENGE OF HUMAN RESOURCES MANAGEMENT
TRUE/FALSE
1. In general, many companies are realizing diminished demand for "touch labor"
and an increasing
demand for "knowledge workers."
ANS: T
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
2. Knowledge workers are employees whose responsibilities focus on problem
solving.
ANS: F
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: U
3. A Human Resource Information System (HRIS) provides current and accurate data
for control and
decision-making by managers.
ANS: T
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
4. To proactively manage change, organizations should wait to see how external
forces impact an
organization's performance, then develop a plan to address those changes.
ANS: F
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: U
5. The strategies companies are pursuing today increasingly involve one or more
elements of
globalization.
ANS: T
PTS: 1
REF: p. 8
OBJ: 1-2 TYPE: K
6. A firm's ability to compete through people depends upon its ability to manage
human capital.
ANS: T
PTS: 1
REF: p. 4
OBJ: 1-1 TYPE: U
7. Human capital is owned by the organization and is part of the company's core
competencies.
ANS: F
PTS: 1
REF: p. 5
OBJ: 1-3 TYPE: K
8. Companies are increasingly rotating non-HR managers into HR positions and
vice versa to give
exposure to different areas of the organization.
ANS: T
PTS: 1
REF: p. 8
OBJ: 1-8 TYPE: A
9. Proactive change is change that occurs when external forces have started
affecting performance.
ANS: F
PTS: 1
REF: p. 8
OBJ: 1-2 TYPE: U
10. Human capital is intangible, but can still be managed the way organizations
manage jobs, products,
and technologies.
ANS: F
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE: U
11. Development of human capital is the responsibility of the HR group.
ANS: F
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE: U
12. Total-quality management is a set of principles and practices whose core
ideas include doing things
right the first time and striving for continuous improvement.
ANS: T
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
13. To be successful, organizations should constantly seek to align their
processes with customer needs.
ANS: T
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: U
14. 'Six Sigma' refers to the six criteria for Malcolm Baldrige National Quality
Award.
ANS: F
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: U
15. Six Sigma is a set of principles and practices whose core ideas include
doing things right the first time
and striving for continuous improvement.
ANS: F
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: K
16. In absolute terms, the United States remains the world’s most productive
nation, even when it comes
to manufacturing.
ANS: T
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: K
17. Reengineering is a statistical method of translating customer needs into
separate tasks and defining the
best way to perform each task.
ANS: F
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
18. Over the past twenty-five years, the employment relationship between
companies and
employees has shifted from transaction based to relationship based.
ANS: F
PTS: 1
REF: p. 18
OBJ: 1-5 TYPE: U
19. Labor costs are one of the largest expenditures of any organization.
ANS: T
PTS: 1
REF: p. 16
OBJ: 1-5 TYPE: K
20. Furloughing is a situation in which a firm asks an employee to take time
off, but the employee is still
provided with full pay and benefits.
ANS: F
PTS: 1
REF: p. 18
OBJ: 1-5 TYPE: K
21. Methods of reducing labor costs include downsizing, outsourcing, and
employee leasing.
ANS: T
PTS: 1
REF: p. 16
OBJ: 1-5 TYPE: K
22. Downsizing is often used by organizations for the planned elimination of
jobs.
ANS: T
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
23. Downsizing was used extensively by firms during the Great Recession of 2008,
causing the U.S.
unemployment rate to jump up to about 10 percent.
ANS: T
PTS: 1
REF: p. 16
OBJ: 1-5 TYPE: K
24. Technology, transportation, communications, and utilities industries tend to
spend
the least on training.
ANS: F
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
25. Some organizations have instituted "No Layoff" policies to help preserve
institutional memory and
worker productivity.
ANS: T
PTS: 1
REF: p. 17
OBJ: 1-5 TYPE: K
26. Outsourcing refers to employing workers in their homes rather than within
the traditional office
environment.
ANS: F
PTS: 1
REF: p. 18
OBJ: 1-5 TYPE: U
27. Offshoring greatly improves key competencies of a firm.
ANS: F
PTS: 1
REF: p. 19
OBJ: 1-5 TYPE: K
28. Corporate social responsibility requires the organization to act in the best
interests of the people AND
communities affected by its activities.
ANS: T
PTS: 1
REF: p. 10
OBJ: 1-3 TYPE: U
29. Older workers have significantly higher training costs than younger workers.
ANS: F
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: K
30. Educational level is positively related to annual earnings.
ANS: T
PTS: 1
REF: p. 26
OBJ: 1-7 TYPE: U
31. As many as half of all high school seniors are unable to handle basic math
involving fractions,
decimals, and simple algebra.
ANS: T
PTS: 1
REF: p. 26
OBJ: 1-7 TYPE: U
32. Women now account for slightly more than half of the American workforce.
ANS: F
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: K
33. By 2050, the percentage of Hispanics in the United States is expected to
nearly triple, while
the percentage of people of Asian descent is expected to significantly decrease.
ANS: F
PTS: 1
REF: p. 22
OBJ: 1-6 TYPE: U
34. Older workers are often willing to work flexible hours.
ANS: T
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: U
35. Employees today are less likely to define success in terms of financial
gain.
ANS: T
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: K
36. Family-friendly practices include offering flexible hours, telecommuting,
and job sharing.
ANS: T
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: U
37. One of the responsibilities of HR managers is to provide advice and counsel
to line managers.
ANS: T
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: U
38. An HR manager is typically expected to function as an in-house consultant to
supervisors, managers,
and executives.
ANS: T
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: K
39. Because HR managers function in an advisory role, they are responsible for
issuing policy revisions
and implementing them.
ANS: F
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: A
40. One of the roles of HR managers is to act as employee advocates despite
their positions as managers.
ANS: T
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: U
41. HR managers establish credibility by supporting the policies and values of
the firm.
ANS: F
PTS: 1
REF: p. 32
OBJ: 1-8 TYPE: A
42. Employee leasing shifts administrative costs from the company to a
professional employer
organization.
ANS: T
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: K
MULTIPLE CHOICE
1. Which of the following is NOT a competitive challenge within the Human
Resources Management
framework?
a. changes in the marketplace
b. globalization
c. technology
d. employee rights
ANS: D
PTS: 1
REF: p. 6
OBJ: 1-1 TYPE: K
2. The World Trade Organization (WTO) utilizes ____ to establish rules and
guidelines for global
commerce.
a. NAFTA (North American Free Trade Agreement)
b. GATT (General Agreement on Tariffs and Trade)
c. FTAA (Free Trade Area of the Americas)
d. APEC (Asia Pacific Economic Cooperation)
ANS: B
PTS: 1
REF: p. 9
OBJ: 1-2 TYPE: K
3. Knowledge workers require skills in all of the following areas except:
a. computer programming.
b. planning.
c. decision-making.
d. problem solving.
ANS: A
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: U
4. Which of the following is the largest employment agency in the United States?
a. Snelling Personnel Services
b. Kelly Services
c. Manpower Inc.
d. Labor Ready
ANS: C
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
5. An HRIS extends information technology beyond storing and retrieving
information to:
a. overseeing production planning.
b. providing current and accurate data for purposes of control and decision
making.
c. providing managers easy access to personnel records.
d. serving as an intranet communication system.
ANS: B
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: U
6. Which of the following is not a primary impact that technology has had on
HRM?
a. It has altered the methods of collecting employment information.
b. It has speeded up the processing of employment data.
c. It has diminished the role of supervisors in managing employees.
d. It has improved the processes of internal and external communications.
ANS: C
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
7. The operational impact of information technology on HRM includes all of the
following except:
a. administering benefits programs.
b. improving productivity internal to the HR function.
c. providing a direct connection to recruitment sources such as Monster.com.
d. automating routine tasks.
ANS: C
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
8. The first step in choosing an HRIS is for the HR personnel to:
a. evaluate the most time-consuming tasks.
b. examine the user-friendliness of the software.
c. calculate the cost savings in using an HRIS.
d. calculate the time required to train the HR staff.
ANS: A
PTS: 1
REF: p. 14
OBJ: 1-4 TYPE: K
9. A needs assessment for IT investments should include all of the following
except:
a. Initial costs and annual maintenance.
b. Who will have access to private records.
c. Ability to upgrade.
d. User friendly capability.
ANS: B
PTS: 1
REF: p. 15
OBJ: 1-4 TYPE: K
10. ____ is closely related to corporate social responsibility.
a. downsizing
b. furloughing
c. sustainability
d. offshoring
ANS: C
PTS: 1
REF: p. 10
OBJ: 1-3 TYPE: K
11. Organizational changes are said to be ____ when external forces have already
affected an
organization's performance.
a. proactive
b. intentional
c. reactive
d. negative
ANS: C
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: K
12. What change is initiated by management to take advantage of targeted
opportunities?
a. proactive
b. intentional
c. reactive
d. negative
ANS: A
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: K
13. Today, approximately ____ of private sector workers have pension plans?
a. 5 percent
b. 15 percent
c. 25 percent
d. 40 percent
ANS: B
PTS: 1
REF: p. 16
OBJ: 1-5 TYPE: K
14. ____ is the process of moving jobs closer to one’s home country.
a. Nearshoring
b. Outsourcing
c. Offshoring
d. The Boomerang Effect.
ANS: A
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: K
REF: p. 24
OBJ: 1-6 TYPE: K
15. Millennials are also known as:
a. Baby Boomers
b. Generation X
c. Generation Y
d. Screenagers
ANS: C
PTS: 1
16. The value, skills, and capabilities that have a tremendous impact on an
organization's performance but
does not show up on its balance sheet are known as:
a. intellectual capital.
b. human capital.
c. core competencies.
d. employee capital.
ANS: B
PTS: 1
REF: p. 4
OBJ: 1-1 TYPE: K
17. Women who are employed full-time today earn make about ____ of what men
employed full-time
make.
a. 50%
b. 2/3’s
c. 80%
d. 100%
ANS: C
PTS: 1
REF: p. 25
OBJ: 1-6 TYPE: K
18. To build human capital in organizations, managers should rely upon staffing
programs that focus on:
a. identifying cheap sources of qualified labor.
b. identifying and hiring the best and brightest talent available.
c. identifying college graduates with the requisite skills.
d. identifying individuals with highly specialized skills.
ANS: B
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE: A
19. _____ is a process used to translate customer needs into a set of optimal
tasks that are performed in
concert with one another.
a. Six Sigma
b. Total Quality Management
c. Reengineering
d. Change Management
ANS: A
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: K
20. Managers have to find ways to empower employees and encourage their
participation and involvement
to more fully utilize human capital because:
a. They are figured as part of training costs.
b. Firms are moving away from team-based structures.
c. Employee skills often go unused.
d. Knowledge exchange is the best method of human capital development.
ANS: C
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE: U
21. A survey conducted by the Human Resource Planning Society revealed that ____
percent of the
responding companies believe that their HR group plays an important role in
developing human
capital.
a. less than 30
b. nearly 50
c. between 30 and 40
d. nearly 65
ANS: D
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE: U
22. About ___ of what Americans produce every year dollar-wise is sold abroad.
a. 50 percent
b. 30 percent
c. 10 percent
d. 2 percent
ANS: C
23. TQM:
PTS: 1
REF: p. 9
OBJ: 1-2 TYPE: K
a. Focuses on understanding customer needs, doing things right the first time,
and striving
for continuous improvement.
b. Uses statistical methods to translate customer needs into separate tasks and
defining the
best way to perform them.
c. Fundamentally redesigns business processes to achieve improvements in cost,
quality,
service, and speed.
d. Changes the purpose and function of the HR group.
ANS: A
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
24. The trend towards opening up foreign markets to international trade and
investment is knows as:
a. globalization
b. offshoring
c. outsourcing
d. international economic diversity
ANS: A
PTS: 1
REF: p. 8
OBJ: 1-2 TYPE: K
25. Six Sigma is a systematic approach to quality that:
a. Focuses on understanding customer needs, doing things right the first time,
and striving
for continuous improvement.
b. Uses statistical methods to translate customer needs into separate tasks and
defining the
best way to perform them.
c. Fundamentally redesigns business processes to achieve improvements in cost,
quality,
service, and speed.
d. Focuses on improving the HR function through six principles.
ANS: B
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: K
26. ______ paved the way for the formation of many major trade agreements and
institutions.
a. GATT
b. The WTO
c. NAFTA
d. The EU
ANS: A
PTS: 1
REF: p. 9
OBJ: 1-2 TYPE: U
27. Reengineering:
a. Focuses on understanding customer needs, doing things right the first time,
and striving
for continuous improvement.
b. Uses statistical methods to translate customer needs into separate tasks and
defining the
best way to perform them.
c. Fundamentally redesigns business processes to achieve improvements in cost,
quality,
service, and speed.
d. Changes the purpose and function of the HR group.
ANS: C
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
28. Which of the following is NOT a characteristic of organizations that have
been successful in
engineering change?
a. linking the change to business strategy
b. Engaging key employees early in the change process
c. investing in the implementation of change
d. showing how the change has created qualitative benefits
ANS: D
PTS: 1
REF: p. 8
OBJ: 1-1 TYPE: A
29. Which of the following is one of the largest expenditures of service
companies?
a. production costs.
b. marketing costs.
c. labor costs.
d. distribution costs.
ANS: C
PTS: 1
REF: p. 16
OBJ: 1-5 TYPE: K
30. Which of the following is not an approach used by organizations to try to
lower labor costs?
a. productivity enhancements
b. outsourcing
c. employee leasing
d. employee development
ANS: D
PTS: 1
REF: pp. 19-20
OBJ: 1-5 TYPE: U
31. Which strategy is the planned elimination of jobs?
a. downsizing.
b. outsourcing
c. TQM
d. reengineering
ANS: A
PTS: 1
REF: p. 7
OBJ: 1-1 TYPE: K
32. Approximately ____ of the U.S. economy today is affected by international
competition, including
small companies.
a. 25-40 percent
b. 50-65 percent
c. 70-85 percent
d. 90-100 percent
ANS: C
PTS: 1
REF: p. 9
OBJ: 1-2 TYPE: K
33. A Watson Wyatt study showed that companies with excellent recruiting and
retention policies provide
a ____ return to shareholders compared to those that do not.
a. exact rate of
b. 1.4% lower rate of
c. 1.4% higher rate of
d. 14% higher rate of
ANS: C
PTS: 1
REF: p. 17
OBJ: 1-5 TYPE: K
34. Layoffs can incur all of the following hidden costs except:
a. pension and benefit payoffs
b. increased training expenses
c. loss of institutional memory and human capital
d. a paranoid, political workforce
ANS: B
PTS: 1
REF: p. 17
OBJ: 1-5 TYPE: K
35. Which one of the following is not an HR cost that is typically incurred as a
result of downsizing?
a. severance pay
b. vacation and sick-day payouts
c. potential lawsuits
d. developmental expenses
ANS: D
PTS: 1
REF: p. 17
OBJ: 1-5 TYPE: A
36. A fiercely loyal workforce, a recruiting edge, and workers who aren't afraid
to innovate are all benefits
of:
a. downsizing
b. outsourcing
c. companies that establish "no layoff" policies
d. productivity enhancements
ANS: C
PTS: 1
REF: p. 17
OBJ: 1-5 TYPE: K
37. Hiring someone outside the company to perform tasks that could be done
internally is known as:
a. outplacement.
b. contracting.
c. outsourcing.
d. employee leasing.
ANS: C
PTS: 1
REF: p. 18
OBJ: 1-5 TYPE: K
38. The practice of moving jobs overseas is known as:
a. outplacement.
b. offshoring.
c. outsourcing.
d. employee leasing.
ANS: B
PTS: 1
REF: p. 19
OBJ: 1-5 TYPE: K
39. A method of containing costs that allows firms to maintain working
relationships while shifting
administrative costs to another firm is known as ____.
a. Outsourcing
b. Employee Leasing
c. Gainsourcing
d. Professional employer organization
ANS: B
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: K
40. Employee productivity be summarized as a function of all of the following
except:
a. Ability
b. Motivation
c. Environment
d. Compensation
ANS: D
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: U
41. It is anticipated that in the future, the American workforce will exhibit:
a. about the same demographic mix as it does today.
b. an increase in ethnic diversity.
c. a decrease in ethnic diversity.
d. a decrease in the number of older workers.
ANS: B
PTS: 1
REF: p. 22
42. Baby Boomers comprise approximately ____ of the population.
a. 16 percent
b. 26 percent
OBJ: 1-6 TYPE: A
c. 36 percent
d. 46 percent
ANS: B
PTS: 1
REF: p. 23
OBJ: 1-6 TYPE: K
43. Managers are concerned that the expertise of employees will be rapidly
drained from their companies
because:
a. recruitment of minorities is increasing
b. large portions of some workforces are nearing retirement
c. older workers' skills and performance decline
d. older workers have higher absentee and accident rates
ANS: B
PTS: 1
REF: p. 23
OBJ: 1-6 TYPE: K
44. Labor force demographics are expected to change in which of the following
ways?
a. Minorities will make up a smaller share of the U.S. labor force than they did
in the past.
b. Women will make up a smaller share of the U.S. labor force than they did in
the past.
c. Shrinking pool of entry-level workers.
d. Increased use of temporary workers.
ANS: C
PTS: 1
REF: p. 29
OBJ: 1-7 TYPE: U
45. Older workers:
a. have lower performance than younger workers
b. have higher performance than younger workers
c. are more willing to work more flexible hours
d. learn new behaviors more quickly because of their experience
ANS: C
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: K
46. Over the last few decades, the educational attainment of the U.S. labor
force has:
a. risen dramatically.
b. fallen dramatically.
c. remained at about the same level.
d. had little influence on HRM.
ANS: A
PTS: 1
REF: p. 26
OBJ: 1-7 TYPE: K
47. The average payoff in annual earnings from education has:
a. declined.
b. remained the same
c. increased
d. resulted in a higher literacy rate
ANS: C
PTS: 1
REF: p. 26
OBJ: 1-7 TYPE: K
48. Approximately ___ of mother with school-age children are employed.
a. 11 percent
b. 31 percent
c. 51 percent
d. 71 percent
ANS: D
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: K
49. The use and disclosure of personal medical information is protected by:
a. the Privacy Act of 1974
b. the Health Insurance Portability and Accountability Act of 1996
c. the Electronic Communications Privacy Act of 1986
d. Title VII of the Civil Rights Act of 1964
ANS: B
PTS: 1
REF: p. 27
OBJ: 1-7 TYPE: U
50. Which of the following does not represent a cultural change emerging in
organizations?
a. an increased concern for privacy
b. changing attitudes toward work
c. balancing work and family demands
d. accommodating unemployed workers
ANS: D
PTS: 1
REF: p. 27
OBJ: 1-7 TYPE: U
51. Employee rights include all of the following except:
a. company funded pension plan.
b. equal employment opportunity.
c. union representation.
d. equal pay for equal work.
ANS: A
PTS: 1
REF: p. 27
OBJ: 1-7 TYPE: K
52. In an attitude survey of 3000 workers, 86 percent of workers said that ____
were their top priorities.
a. work-life balance and being successful at work
b. work fulfillment and work-life balance
c. work fulfillment and being successful at work
d. being successful at work and high pay
ANS: B
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: K
53. Family friendly work options include all of the following except:
a. day care.
b. spousal benefits
c. parental leave.
d. job sharing.
ANS: B
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: K
54. About _____ of Fortune 500 companies provide same-sex partner health
insurance benefits.
a. 34 percent
b. 57 percent
c. 72 percent
d. 81 percent
ANS: B
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: K
55. Which of the following is False?
a. A majority of employees have no children under 18
b. Family friendly policies have no positive outcomes for firms
c. Flextime options are on the rise for employees
d. Family friendly policies may include day care, part-time work, and job
sharing
ANS: B
PTS: 1
REF: p. 28
OBJ: 1-7 TYPE: A
56. A firm’s top ____ manager is in a good position to be the “chief ethics
officer” of an organization.
a. HR
b. Finance
c. Production
d. Marketing
ANS: A
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: K
57. Which of the following is NOT an issue related to employee rights?
a. equal pay for equal work
b. whistle-blowing
c. concerns for privacy
d. job sharing
ANS: D
PTS: 1
REF: p. 29
OBJ: 1-7 TYPE: U
58. As an employee advocate, HR managers:
a. formulate and issue policy revisions
b. listen to employees and represent their needs to management.
c. provide individual orientation and training to every employee.
d. assist employees with labor negotiations.
ANS: B
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: K
59. ____ is a competency of the HR manager that entails knowing the business of
their organization
thoroughly. One must understand its economic and financial capabilities as well
as develop external
relations skills focused on their customers.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
ANS: C
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: U
60. Which of the following is NOT a general responsibility of the HR manager?
a. Employee supervision
b. Strategic advice and counsel
c. Policy formulation and implementation
d. Employee advocacy
ANS: A
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: U
61. ____ is a competency of the HR manager earned by developing personal
relationships with internal
customers, by demonstrating the values of the firm, by standing up for one's own
beliefs, and by being
fair-minded in dealing with others.
a. Change Mastery
b. HR Mastery
c. Business Mastery
d. Personal Credibility
ANS: D
PTS: 1
REF: pp. 31-32
62. Globalization is really of interest to_________ companies.
a. service
b. consumer product
c. large
d. all
OBJ: 1-8 TYPE: U
ANS: D
PTS: 1
REF: p. 9
OBJ: 1-2 TYPE: K
63. Free trade agreements stir fierce debate, especially when it comes
to____________.
a. equal employment opportunities for women
b. jobs
c. proprietary technology
d. information exchange
ANS: B
PTS: 1
REF: p. 10
OBJ: 1-2 TYPE:A
64. Globalization has led to a new focus on________________.
a. corporate social responsibility
b. media
c. recruiting
d. employee performance evaluation
ANS: A
PTS: 1
REF: p. 10
OBJ: 1-2 TYPE: K
65. The most obvious impact of technology on HRM has been_____________.
a. in the area of HR research
b. operational
c. applying the latest government regulations
d. in outsourcing jobs
ANS: B
PTS: 1
REF: p. 13
OBJ: 1-4 TYPE: K
66. Understanding the organization’s customers and economic and financial
capabilities is a part of which
of the following competencies required of HR managers?
a. personal credibility
b. HR mastery
c. business mastery
d. change mastery
ANS: C
PTS: 1
REF: p. 31
OBJ: 1-8 TYPE: K
67. Human capital is _____ and _____ be managed the way organizations manage
jobs, products, and
technologies.
a. tangible; cannot
b. tangible; can
c. intangible; cannot
d. tangible; can
ANS: C
PTS: 1
REF: p. 5
OBJ: 1-1 TYPE:U
68. L. L. Bean softened the impact of downsizing on its employees through_____.
a. early retirement and “sweetened” voluntary separation programs
b. outplacement
c. hefty benefits
d. aggressive career counseling
ANS: A
PTS: 1
REF: p. 17
69. In absolute terms, which country in the world is most productive?
a. Japan
b. United States
c. Germany
OBJ: 1-5 TYPE: K
d. Sweden
ANS: B
PTS: 1
REF: p. 20
OBJ: 1-5 TYPE: K
70. Today about _____ % of women in the U.S. 16 years of age and older
participate in the work force.
a. 40
b. 80
c. 30
d. 60
ANS: D
PTS: 1
REF: p. 24
OBJ: 1-6 TYPE: K
ESSAY
1. What are the seven competitive challenges facing human resources management
departments?
ANS:
Students should expand upon the following:
1. Responding strategically to changes in the marketplace;
2. Competing, recruiting and staffing globally;
3. Setting and achieving corporate social responsibility and sustainability
goals;
4. Advancing HRM with technology;
5. Containing costs while retaining top talent and maximizing productivity;
6. Responding to the demographic and diversity challenges of the workforce;
7. Adapting to educational and cultural shifts affecting the workforce.
PTS: 1
REF: pp. 6-26
OBJ: 1-1 | 1-2 | 1-3 | 1-4 | 1-5 | 1-6 | 1-7
2. Discuss the concept of downsizing and some of the hidden costs associated
with it.
ANS:
Downsizing is defined as the planned elimination of jobs. Employers have used
downsizing
extensively during the Great Recession. It has now become a tool continually
used by companies to
adjust to changes in technology, globalization, and the firm’s business
direction. Some of the hidden
costs associated with downsizing include:
1. severance and rehiring costs;
2. accrued vacation and sick day payouts;
3. pension and benefit payouts;
4. potential lawsuits from aggrieved workers;
5. a loss of institutional memory and trust in management;
6. a lack of staff when the economy rebounds;
7. survivors who are risk averse, paranoid, and focused on company politics.
PTS: 1
REF: p. 17
OBJ: 1-5
3. Explain the major activities for which the HR manager is typically
responsible.
ANS:
1. Strategic advice and counsel. The HR manager serves as in-house counsel to
managers, supervisors
and executives. They may help in the areas of legal compliance and ethical
decision-making, as well
as serving on compensation committees.
2. Service. HR managers perform such services as recruiting, selecting, testing,
and planning and
conducting training programs.
3. Policy formation and implementation. HR managers propose, draft, and at times
interpret company
policy. They also monitor employees to ensure that they are following
established policies, procedures
and protocols.
4. Employee advocacy. HR managers listen to employee concerns and represent
their needs. The HR
manager must ensure that the interests of the employee align with the interests
of the organization.
PTS: 1
REF: p. 31
OBJ: 1-8
4. What implications do the anticipated changes in age and demographics of the
workforce have for the
management of human resources?
ANS:
Demographically, the labor force is expected to age (with the aging of the baby
boomers), creating a
larger number of older workers and a shrinking pool of young workers. HRM
implications for aging
workers include increases in
(1) the competition for entry level workers;
(2) the costs of compensation, health care, and retirement benefits;
(3) career plateauing and related motivational concerns; and
(4) training techniques that help senior workers "unlearn" old behaviors while
acquiring new
ones.
Diversity in the workplace will continue, with a higher proportion of women and
minorities in the
workforce. HRM efforts that will be required to accommodate the needs of these
workers include
(1) flexible schedules, parental leave, and day-care options for dual-career
families; and
(2) training for supervisors in the management of a diverse workforce.
Educational levels are expected to rise, but functional and technological
illiteracy will continue to be a
problem for employers. HR managers will need to plan training programs to assist
employees in
attaining basic and developmental skills and overcoming these deficiencies.
Managing diversity involves managing employees as individuals while maintaining
awareness of
characteristics common to all employees.
PTS: 1
REF: pp. 21-26
OBJ: 1-5 | 1-6 | 1-7
5. What are some of the key competencies needed by Human Resource Managers to
become full business
partners?
ANS:
As top executives expect HR managers to assume a broader role in overall
organizational strategy,
many of these managers will have to acquire a complementary set of competencies.
These
competencies are business mastery, HR mastery, change mastery, and personal
credibility.
1. Business mastery. HR professionals need to know the business of their
organization
thoroughly. This required HR professionals to develop skills at customer focused
external
relations and an understanding of their organization’s economic and financial
capabilities.
These skills will enable them to join a team of “business managers” to develop
the firm’s
strategic direction.
2. HR mastery. HR professionals are a firm’s behavioral science experts. It is
important that they
are current with developments and changes in their professional field.
3. Personal credibility. This competency is earned by developing personal
relationships with
internal customers, by demonstrating the values of the firm, by standing up for
one's own
beliefs, and by being fair-minded in dealing with others.
PTS: 1
REF: p. 31
OBJ: 1-8
6. Describe the role of the line manager.
ANS:
Managing people ultimately depends on the effective supervisor and line manager.
This text tries to
help all managers manage effectively. Close cooperation between HRM and line
management is
always needed. More people become line managers than HR specialists. Each group
needs to
understand and be able to work together with the other. They each play
significant roles in
contributing to organizational effectiveness.
PTS: 1
REF: p. 30
OBJ: 1-7
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