Human Resource Management Gaining A Competitive Advantage 10th Edition By Raymond Andrew Noe-Test Bank

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Test Bank For Human Resource Management Gaining A Competitive Advantage 10th Edition By Raymond Andrew Noe

ISBN-10:1259578127 ,ISBN-13:978-1259578120

Chapter 01: Human Resource Management: Gaining a Competitive Advantage
True / False Questions

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

True    False

2. Orientation and skills training are responsibilities of HR personnel involved in analysis and design of work.

True    False

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

True    False

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.

True    False

5. Advances in technology have decreased HRM’s role in providing self-service to employees.

True    False

6. HR functions related to benefits administration such as health plan eligibility status, relocation, and payroll are usually not outsourced.

True    False

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

True    False

8. Evidence-based HR refers to the demonstration that human resource practices have no impact on the company’s bottom line or key stakeholders.

True    False

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

True    False

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

True    False

11. In exchange for working longer hours without job security, employees want companies to provide flexible work schedules and comfortable working conditions.

True    False

12. From a company perspective, it is harder to add part-time employees than it is to add full-time employees.

True    False

13. To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.

True    False

14. The balanced scorecard should not be used to link a company’s human resource management activities to the company’s business strategy.

True    False

15. A company that adopts total quality management (TQM) trains only selected employees in quality.

True    False

16. Big data used in evidence-based HR gathers information from many different sources.

True    False

17. Projections to the demographics of the U.S. workforce predict that the average age of the workforce will decrease.

True    False

18. Workers with disabilities can be a source of competitive advantage.

True    False

19. When it comes to problem solving, cultural diversity can provide companies with a competitive advantage.

True    False

20. The Sarbanes-Oxley Act of 2002 imposes criminal penalties for corporate governing and accounting lapses.

True    False

21. Lean thinking emphasizes only learning new skills to improve and does not encourage the use of old skills in new ways.

True    False

22. Social networking tools can help prevent the loss of expert knowledge that occurs due to retirement.

True    False

23. High-performance work systems minimize the fit between a company’s social system (employees) and its technical system.

True    False

24. An HR dashboard is a series of indicators that are accessible to both managers and employees.

True    False

25. Measuring employees’ performance is a part of the compensation function of HR.

True    False

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Human Resource Management Gaining A Competitive Advantage 10th Edition By Raymond Andrew Noe-Test Bank

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