Human Resource Management 11th Edition By Raymond Noe-Test Bank

Test Bank For Human Resource Management 11th Edition By Raymond Noe

Chapter 1 Human Resource Management: Gaining a Competitive Advantage

1) Companies have historically looked at HRM as a means to contribute to profitability and quality.

Answer: FALSE
Explanation: Only recently have companies looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.
Difficulty: 1 Easy
Topic: What Responsibilities and Roles do HR Departments Perform?
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

2) Samir is responsible for orientation and providing basic computer training. He must be a member of the HR analysis and design team.

Answer: FALSE
Explanation: Orientation, skills training, development programs, and career development are responsibilities of those involved in the training and development functions of HR.

Refer to: Table 1.1
Difficulty: 2 Medium
Topic: What Responsibilities and Roles do HR Departments Perform?
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

3) The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles.

Answer: TRUE
Explanation: One way to think about the roles and responsibilities of HR departments is to consider HR as a business within the company with three product lines—namely, administrative services and transactions, business partner services, and strategic partner roles.
Difficulty: 1 Easy
Topic: What Responsibilities and Roles do HR Departments Perform?
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Remember
AACSB: Analytic
Accessibility: Keyboard Navigation

4) The amount of time that the HRM function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing.

Answer: TRUE
Explanation: The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing.
Difficulty: 1 Easy
Topic: Strategic Role of the HRM Function
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

5) Since HR can use the Internet for training, benefits, and contracts, their role in providing self-service has decreased.

Answer: TRUE
Explanation: The availability of the Internet has decreased the HRM role in maintaining records and providing self-service to employees. Self-service refers to giving employees online access to information about HR issues such as training, benefits, compensation, and contracts; enrolling online in programs and services; and completing online attitude surveys.
Difficulty: 2 Medium
Topic: Strategic Role of the HRM Function
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

6) CompCo has contracted with Move Bros for relocation services. This type of practice is not the norm for outsourcing.

Answer: FALSE
Explanation: Outsourcing is the practice of having another company (a vendor, third party, or consultant) provide services. The most commonly outsourced activities include those related to benefits administration (e.g., flexible spending accounts, health plan eligibility status), relocation, and payroll.
Difficulty: 2 Medium
Topic: Strategic Role of the HRM Function
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

7) When a firm shifts to evidence-based HRM, it should stop using workforce analytics.

Answer: FALSE
Explanation: Evidence-based HR requires the use of HR or workforce analytics. HR or workforce analytics is the practice of using quantitative methods and scientific methods to analyze data from human resource databases, corporate financial statements, employee surveys, and other data sources to make evidence-based human resource decisions and show that HR practices influence the organization’s “bottom line,” including profits and costs.
Difficulty: 1 Easy
Topic: Strategic Role of the HRM Function
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation
8) Evidence-based HR refers to the demonstration that human resource practices have no impact on the company’s bottom line or key stakeholders.

Answer: FALSE
Explanation: Evidence-based HR refers to the demonstration that human resources practices have a positive influence on the company’s bottom line or key stakeholders.
Difficulty: 1 Easy
Topic: Competitive Challenges Influencing Human Resource Management
Learning Objective: 01-01 Discuss the roles and activities of a company’s human resource management function.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

9) Intangible assets are equally as or more valuable than financial and physical assets, but they are difficult to duplicate or imitate.

Answer: TRUE
Explanation: Intangible assets are equally as or even more valuable than financial and physical assets, but they are difficult to duplicate or imitate.
Difficulty: 1 Easy
Topic: Competitive Challenges Influencing Human Resource Management
Learning Objective: 01-02 Discuss the implications of the economy; the makeup of the labor force; and ethics for company sustainability.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

10) In a learning organization, improvements in product or service quality do not stop when formal training is completed.

Answer: TRUE
Explanation: A learning organization embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledge. Improvements in product or service quality do not stop when formal training is completed.
Difficulty: 1 Easy
Topic: Competitive Challenges Influencing Human Resource Management
Learning Objective: 01-02 Discuss the implications of the economy; the makeup of the labor force; and ethics for company sustainability.
Bloom’s: Remember
AACSB: Analytic
Accessibility: Keyboard Navigation
11) In exchange for working longer hours without job security, employees want companies to provide flexible work schedules and comfortable working conditions.

Answer: TRUE
Explanation: In exchange for top performance and working longer hours without job security, employees want companies to provide flexible work schedules, comfortable working conditions, more autonomy in accomplishing work, training and development opportunities, and financial incentives based on how the company performs.
Difficulty: 1 Easy
Topic: Competitive Challenges Influencing Human Resource Management
Learning Objective: 01-02 Discuss the implications of the economy; the makeup of the labor force; and ethics for company sustainability.
Bloom’s: Understand
AACSB: Analytic
Accessibility: Keyboard Navigation

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