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Test Bank For Human Resource Management 6th Canadian Edition by Sandra Steen, Raymond Andrew Noe, John Hollenbeck, Barry Gerhart, Patrick Wright$22.99
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Test Bank For Human Resource Management 6th Canadian Edition by Sandra Steen, Raymond Andrew Noe, John Hollenbeck, Barry Gerhart, Patrick Wright
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Course
Principles of Management
Institution
Principles Of Management
Test Bank Human Resource Management 6th Canadian Edition by Sandra Steen, Raymond Andrew Noe, John Hollenbeck, Barry Gerhart, Patrick Wright
Human Resource Management 6ce test bank. ISBN: 9781260881226. Sandra Steen 6ce test bank for Human Resource Management.;TOC-=SECTION 1: The Human Resource En...
TEST BANK Human Resource Management 6th Canadian Edition
Chapter 1: Strategies, Trends, and Challenges in Human Resource Management
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 are interchangeable,
easily replaced assets that should be managed like any other physical asset.
⊚ true
⊚ false
3) No two human resource departments will have precisely the same roles and responsibilities.
⊚ true
⊚ false
4) Recruitment refers to the process by which an organization selects applicants with the right
knowledge, skills, and abilities to help the organization achieve its goals.
⊚ true
⊚ false
5) Performance management requires that employee activities and outputs match the
individual's goals.
⊚ true
⊚ false
6) Important decisions in planning pay and benefits include how much to offer employees in
salary or wages, as opposed to bonuses, commissions, and other performance-related pay.
⊚ true
⊚ false
7) The shift to self-service requires HR to spend more time on day-to-day transactional tasks.
⊚ true
⊚ false
1
,8) Compliance with laws and regulations is not an HR responsibility, but rather the sole
responsibility of managers within the organization.
⊚ true
⊚ false
9) HR is increasingly becoming a purely administrative function.
⊚ true
⊚ false
10) As part of its strategic role, one of the key contributions HR can make is to engage in
evidence-based HRM.
⊚ true
⊚ false
11) Canada underperforms the United States with respect to productivity.
⊚ true
⊚ false
12) HRM should have a significant role in carrying out a merger or acquisition.
⊚ true
⊚ false
13) Non-traditional workers e.g. contractors and temporary workers, currently represent more
than 50 percent of the workforce, and this percentage is expected to increase significantly.
⊚ true
⊚ false
14) Setting up a business enterprise in another country (e.g. building a factory in China) is called
outsourcing.
⊚ true
⊚ false
2
,15) Recent surveys indicate that the general public and managers do not have positive
perceptions of the ethical conduct of businesses.
⊚ true
⊚ false
16) HR activities are carried out exclusively by HR specialists in small organizations.
⊚ true
⊚ false
17) Canada's labour force is aging.
⊚ true
⊚ false
18) Mobile devices are increasingly being used to access HR processes, information, and
collaborative tools.
⊚ true
⊚ false
19) As a type of resource, human capital refers to:
A) the wages, benefits, and other costs incurred in support of HR functions within an
organization.
B) executive talent within an organization.
C) the tax-deferred value of an employee's pension plan.
D) employee characteristics that can add economic value to the organization.
E) substitutes for physical assets.
20) Human capital refers to an organization's employees described in terms of all of the
following, EXCEPT?
A) Profitability
B) Training
C) Relationships
D) Intelligence
E) Experience
3
, 21) When an organization is better than competitors at something, and can hold that advantage
over a sustained period of time, it is said to have a:
A) differentiated focus.
B) sustainable competitive advantage.
C) core competency.
D) low-cost competitive advantage.
E) absolute advantage.
22) In the context of human resources, EX represents:
A) Experience level
B) Emotional intelligence
C) Employee engagement
D) Employee experience
E) Employee expectations
23) The degree to which employees are fully involved in their work and the strength of their
commitment to their organization is called:
A) employee engagement.
B) employee satisfaction.
C) core competency.
D) differentiated focus.
E) workplace potential.
24) Which one of the following refers to the process of getting detailed information about jobs?
A) Job design
B) Recruitment
C) Selection
D) Job analysis
E) Performance management
4
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