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Exam 1: Managing Human Resources

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Question 1

Multiple Choice

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BrightenUp 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. BrightenUp is engaging in the practice of

A) training and development.
B) job design.
C) employee relations.
D) talent management.
E) workforce analytics.

F) C) and D)
G) D) and E)

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Question 2

Multiple Choice

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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.

F) A) and B)
G) B) and C)

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Question 3

Multiple Choice

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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?

An organization's ability to profit without depleting its resources, including employees, natural resources, and the support of the surrounding community, is called

The parties with an interest in a company's success-typically, shareholders, the community, customers, and employees-constitute which members of the company?

In organizations with sustainable strategies, the HR departments focus on employee development and empowerment rather than short-term costs.

When a GRM Manufacturing 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 GRM Manufacturing most likely offer?

Instabin 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

Eve & Rose 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 characteristic is illustrated in this scenario?

Luke heads the human resource department at a technology development company. There, he monitors trends of the labor markets within the industry. Studying the trends, Luke 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 Luke's competency in

HR competencies are the sets of knowledge and skills associated with successful human resource management.

Claire is a human resource manager at Lewis 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 Claire has strengths in the HR success competency of

Which term refers to the process of ensuring employees' activities and outputs match an organization's goals?

Henry works in the HR department of 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. Henry is supporting the department by developing a form the manager will follow in measuring the analysts' performance. What kinds of performance measures should Henry focus on?

What is one of the four principles that guides how ethical companies act?

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?

Human resource management is increasingly becoming a purely administrative function.

Gia feels that being denied a promotion has more to do with her being a woman than with her overall performance. However, her supervisors and the HR department are refusing to hear her case. This suggests that Gia has been denied her right to due process.

Explain why supervisors and non-HR managers are expected to be familiar with the basics of HRM. List five examples of the types of HR responsibilities supervisors are expected to perform.

Sophia, a manager at Mentor Corp., is responsible for workforce analytics in the organization. Her supervisor, Steve, argues it is an unnecessary expense as he believes that collecting employee-related information is just an administrative responsibility. Which statement, if true, would weaken Steve's argument?