Test Bank 1-MGMT Human Resource Management Testbank.
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Test Bank 1-MGMT Human Resource Management Testbank.
Chapter 1—Human Resource Management in Organizations
MULTIPLE CHOICE
1. Which of the following statements is true of the functions of human resource management?
a. It is a clerical operation in large companies concerned with payroll and emp...
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Chapter 1—Human Resource Management in Organizations
MULTIPLE CHOICE
1. Which of the following statements is true of the functions of human resource management?
a. It is a clerical operation in large companies concerned with payroll and employee records.
b. It refers to a department which looks into the legal ramifications of policies and
procedures that affect only the employees in an organization.
c. It is a function concerned with costs, planning, and the implications of various strategies
for organizations.
d. It refers to a design of formal systems in an organization to manage human talent for
accomplishing organizational goals.
ANS: D
2. A useful way to measure the productivity of a workforce is:
a. to determine the total cost of people required for each unit of output.
b. to determine the total cost of people required for an output of 100 units.
c. to determine the total cost of people required to complete a day’s worth of work.
d. to determine the total cost of people required to complete a year’s worth of work.
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
3. How is unit labor cost computed?
a. By dividing the total cost of workers by the total level of output
b. By dividing the total level of output by the total cost of workers
c. By dividing the average level of output by the average cost of workers
d. By dividing the average cost of workers by their average levels of output
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
4. _____, a method to increase employee productivity, involves eliminating layers of management
and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and
early retirement buyout programs.
a. Organizational restructuring
b. Redesigning work
c. Aligning human resource activity
d. Outsourcing
ANS: A PTS: 1 DIF: Easy OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Knowledge
,5. _____, a method to increase employee productivity, involves having fewer employees who
perform multiple job tasks.
a. Organizational restructuring
b. Aligning HR activity
c. Outsourcing
d. Redesigning work
ANS: D PTS: 1 DIF: Easy OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Knowledge
6. _____, a method to increase employee productivity, includes ensuring that staffing, training and
development, performance management, and compensation are not working to offset
productivity.
a. Outsourcing
b. Redesigning work
c. Aligning human resource activity
d. Organizational restructuring
ANS: C PTS: 1 DIF: Easy OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Knowledge
7. Which of the following is a part of the process of restructuring an organization?
a. Aiding in mergers and acquisitions
b. Reshaping jobs because of technology changes
c. Attracting and retaining employees
d. Using domestic vendors instead of employees
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
8. Which of the following is a part of the process of redesigning work?
a. Reshaping jobs because of technology changes
b. Revising organizational structures
c. Training, developing, and evaluating employees
d. Outsourcing operations internationally
ANS: A PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
9. Which of the following is a part of the process of aligning human resource activities?
a. Changing workloads and combining jobs
b. Revising organizational structure
c. Using domestic vendors instead of employees
d. Training, developing, and evaluating employees
, ANS: D PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
10. Which of the following is a part of the process of outsourcing analyses?
a. Revising organizational structure
b. Using domestic vendors instead of employees
c. Changing workloads and combining jobs
d. Attracting and retaining employees
ANS: B PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
11. Which of the following is true of organizational culture?
a. It increases the diversity of an organization.
b. It decreases the diversity of an organization.
c. It tells people how to behave in an organization.
d. It does not take a very long time to evolve.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 01-02
NAT: BUSPROG: Analytic TOP: Where Employees Can Be a Core
Competency
KEY: Bloom's: Comprehension
12. Which of the following is a part of the human resource function of employee and labor relations?
a. Human resource policies
b. Health and wellness
c. Human resource effectiveness
d. Affirmative action
ANS: A PTS: 1 DIF: Easy OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: HR Management Functions
KEY: Bloom's: Knowledge
13. Which of the following is a part of the strategy and planning function of human resource
management?
a. Diversity
b. Human resource retention
c. Job analysis
d. Compensation
ANS: B PTS: 1 DIF: Easy OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: HR Management Functions
KEY: Bloom's: Knowledge
14. Which of the following is a part of the staffing function of human resource management?
a. Recruiting
b. Training
c. Orientation
, d. Career planning
ANS: A PTS: 1 DIF: Easy OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: HR Management Functions
KEY: Bloom's: Knowledge
15. Which of the following is true of the administrative role of human resource departments?
a. It involves managing most human resource activities in keeping with strategies and
operations that have been identified by management.
b. It involves helping to define the strategy relative to human capital and its contribution to
organizational results.
c. It involves identifying possible strategies to attract and retain talent with a focus on
organizational growth.
d. It focuses on record keeping, including essential legal paperwork and policy
implementation.
ANS: D PTS: 1 DIF: Moderate OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments
KEY: Bloom's: Comprehension
16. Which of the following is true of the operational role of human resource departments?
a. It involves focusing on clerical administration and recordkeeping, including essential legal
paperwork and policy implementation.
b. It involves identifying possible strategies to attract and retain talent with a focus on
organizational growth.
c. It involves managing most human resource activities in keeping with the strategies that
have been identified by management.
d. It involves helping to define the strategy relative to human capital and its contribution to
organizational results.
ANS: C PTS: 1 DIF: Moderate OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments
KEY: Bloom's: Comprehension
17. Which of the following has traditionally been the dominant role for human resources?
a. Operational role
b. Employee advocate role
c. Administrative role
d. Strategic role
ANS: C PTS: 1 DIF: Easy OBJ: LO: 01-03
NAT: BUSPROG: Analytic TOP: Roles for Human Resource Departments
KEY: Bloom's: Knowledge
18. Sara, a human resource manager at Comp Inc., is moving from an administrative role in the
human resource department to an operational role. Which of the following is best describes Sara’s
change of role?
a. Moving from processing legal paperwork to serving as a “champion” of employee
concerns
b. Moving from processing legal paperwork to helping define the strategy to manage human
capital
c. Moving from helping define the strategy to manage human capital to serving as a
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