Terms Flashcards
It is a popular performance appraisal method that involves
evaluation input from multiple levels within the firm as well as external sources. In this method, people all around the rated employee may provide ratings, including senior managers, the employee himself or herself, supervisors, subordinates, peers, team members, and internal or external customers.
360-degree Feedback
refers to assessments designed to
measure an individual’s knowledge, skills, or competencies in specific areas that are relevant to their job performance.
Achievement Testing
refers to a strategic approach
used by organizations to thoroughly assess candidates for employment beyond the traditional interview process. This method aims to gather comprehensive insights into candidates’ skills, competencies, experiences, and potential contributions to
the organization.
Advanced Interviewing
is the performance appraisal method for employees where assessor selects the best and worst employees based on certain trait/criterion and ranks them accordingly.
Alternation Ranking
Also known as a personality assessment or personality
inventory, this test is used to evaluate the personality traits, characteristics, and preferences of job applicants. It aims to predict how well an individual might fit into a specific role or organizational culture based on their personality profile.
Applicant Personality Test
is a formal discussion process between an employee and his/her manager regarding performance and other aspects of job role. In this interview, the employer and the employee discuss the performances of the individual and the key areas of improvement and how the employee can grow through a feedback mechanism.
Appraisal Interview
is a formalized program
combining on-the-job training (OJT) with classroom instruction. It is typically used in skilled trades and professions, where apprentices (learners) work under the guidance of experienced mentors or journeymen to develop practical skills and theoretical knowledge necessary for the job.
Apprenticeship Training
It is a part of the hiring process in which an investigation is carried out to check a potential employee’s background, based on criteria such as education, criminal records, past work experiences, etc. This verification is done because organizations often need to confirm if the information provided by the candidate is true or not.
Background Check
is a performance appraisal method that combines elements of the traditional rating scales and critical incident methods; various performance levels are shown along a scale with each described in terms of an
employee’s specific job behavior.
Behaviorally Anchored Rating Scale (BARS) Method
involve comparing job roles and
responsibilities within an organization or across different organizations to
determine the relative value and pay structure for similar jobs in the job market. It helps in establishing competitive compensation and benefits packages.
Benchmarking Jobs
additional monetary rewards given to employees on top of their base salary, typically based on individual, team, or organizational performance.
Bonuses
It is part of the employee onboarding process in which a new hire is
assigned a buddy who guides the new hire on the different aspects of the job. It may include making him/her familiar with the office environment and other
members of the team.
Buddy System
An individual seeking employment or appointment to a particular job,
role, or office. They manifest interest by submitting an application, usually
accompanied by a resume or curriculum vitae.
Candidate
is an external source of recruitment,
where the educational institutions such as, colleges and universities make provision of information to the students regarding employment opportunities.
Campus Recruitment
is a formal approach used by the
organization to ensure that people with the proper qualifications and experiences are available when needed.
Career Development
Trainees are given in-depth descriptions (5 to 30 pages) of the
experiences of disguised organizations. This allows them to see the experiences of numerous managers in a short period of time.
Case Studies
is an evaluation appraisal error
that occurs when employees are incorrectly rated near the average or middle of a
scale.
Central Tendency Error
In this method, a superior gives training to a subordinate as his understudy like an assistant to a manager or director.
Coaching
It measures the candidate’s ability to solve problems and think critically.
Cognitive Ability
is a specialized role within the
Human Resources (HR) function of an organization. Their primary responsibility is to design, implement, and manage the organization’s compensation and benefits programs.
Compensation Manager
is a framework for defining the skill and
knowledge requirements of a job. It is a collection of competencies that define the skills and abilities that enable successful job performance.
Competency Model
is someone who performs tasks for
an organization without being formally hired as the organization’s permanent
employee.
Contingent Personnel
managing HR strategy and policy
across the organization.
Corporate HR teams
is a performance appraisal
method that requires keeping written records of highly favorable and unfavorable employee work actions.
Critical Incident Method
is a semi-structured interview, where the candidates have to give detailed information about their educational qualifications, work experience, special interests, skills, aptitude and so forth.
Depth Interview
refers to the external source of
recruitment, where the recruitment of qualified candidates are carried out by
putting a notice regarding job vacancy on the notice board of the organization.
Direct Recruitment
HR units integrated into specific departments to provide
localized HR support.
Embedded HR teams
often referred to simply as benefits or perks, is a set of non-wage compensations provided to
employees in addition to their regular wages or salaries. These benefits are
designed to enhance the overall compensation package offered by employers and typically include various forms of insurance, retirement plans, wellness programs, and other fringe benefits.
Employee Benefits Program
is a process of improving employees’ existing competencies and skills and developing newer ones to support
the organization’s goals.
Employee Development
refers to the level of commitment
workers make to their employer, seen in their willingness to stay at the firm and to go beyond the call of duty.
Employee Engagement
often referred to as a matrix organizational structure, is a management structure where employees are grouped simultaneously by two different operational dimensions. Typically, this involves employees reporting to both a functional manager (based on their expertise or specialization) and a project manager (based on the specific project they are working on).
Employee Matrix
is the process of introducing new
hires to their jobs, co-workers, responsibilities, and workplace.
Employee Orientation
It is the process of hiring new capitals through the references of the employees, who are currently employed within the organization.
Employee Referral
refers to the process by which
organizations choose individuals from a pool of job applicants to fill job vacancies. It is a critical aspect of human resource management aimed at identifying and hiring candidates who are most likely to succeed in the job and contribute effectively to the organization’s goals.
Employee Selection
refers to the process of assessing job
applicants or current employees through various types of tests and assessments. These tests are designed to evaluate specific skills, abilities, knowledge, personality traits, or other attributes relevant to the job or organizational requirements.
Employee Testing
These are firms or organizations that assist employers in finding suitable candidates for job openings. They often have access to a pool of pre-screened candidates and can help with various aspects of the recruitment process.
Employement Agency
a government entity, where the
details of the job seekers are deposited and given to the employers for filling the vacant positions.
Employment Exchange
It is an organization that is
responsible for the enforcement of federal laws that prohibit organizations from discriminating against employees on the basis of multiple factors including race, color, nationality, religion, gender, etc.
Equal Employment Opportunity Commission
is a performance appraisal method in which the rater writes a brief narrative describing the employee’s performance. This method tends to focus on extreme behavior in the employee’s work rather than on routine day-to-day performance.
Essay Method
are conducted for those employees, who want to leave the organization. The significance of the exit interview is to ascertain the reasons behind leaving the job.
Exit Interview
requires the rater to assign individuals in a work group to a limited number of categories, similar to a normal frequency distribution. The purpose of forced distribution is to keep managers from being excessively lenient and having a disproportionate number of employees in the “superior”
.
Forced Distribution Method
organized in an informal manner, i.e., the candidate will be aware about the dates and timings of the interview well in advance and the interviewer plans and prepares the questions for the interview.
Formal Interview
all the candidates or a group of
candidates are interviewed together.
Group Interview
occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher
rating.
Halo Error
refers to the economic value of a worker’s experience and skills. Human capital includes assets like education, training, intelligence, skills, health, and other things employers value such as loyalty and punctuality.
Human Capital
is an HR employee who typically reports to an HR manager or director. HR generalists handle daily core HR functions, such as recruitment, employee relations, compensation and compliance.
HR Generalist
is the continuous process of systematic planning to achieve optimum use of an organization’s most valuable asset—quality employees. HR planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.
Human Resource Planning
the process of predicting how a
company’s staffing needs change with time so that it can remain prepared to
operate successfully. HR forecasting ensures a company will have the right number of employees on staff.
Human Resource Forecasting
involves coordinating, managing, and allocating human capital, or employees, in ways that move an organization’s goals forward. HRM focuses on investing in employees,
ensuring their safety, and managing all aspects of staffing from hiring to
compensation and development.
Human Resource Management
is designed to assess a candidate’s
adaptive thinking, problem-solving, judgement, administrative abilities, planning, organizing, delegating, and integrative skills while dealing with memos, e-mails, requests, messages, handwritten notes, and other items while under pressure.
In-Basket Exercise
interview takes place on a one
to one basis. In this case, there will be a verbal and a visual interaction between two people, an interviewer and a candidate.
Individual Interview
the process of receiving and welcoming of the employees, after they have been selected and providing them the required training needed to settle
down adequately.
Induction
Such interviews are conducted in an informal way, i.e., the interview will be stable without any written communication and can be arranged at
any place.
Informal Interview
also known as internal promotion or
internal hiring, refers to the process of identifying and filling job vacancies within an organization from its existing workforce. Instead of hiring external candidates, internal recruiting involves considering current employees for open positions, whether they are within the same department or elsewhere in the organization.
Internal Recruitment
involve one-on-one or group discussions between a job
analyst (interviewer) and employees, supervisors, or subject matter experts. During the interview, the analyst asks structured or semi-structured questions to gather information about job duties, skills required, work conditions, and other aspects relevant to job roles.
Interview
posting job openings on the organization’s internal network or intranet. It is used to inform current employees about job opportunities
within the company, encouraging internal mobility and career advancement.
Intranet Job Posting
procedure through which you determine the duties of the positions and the characteristics of the people to hire them
Job Analysis
work in the human resources (HR) department of a company or organization, conducting in-depth research about occupations and job
descriptions. They focus on worker classification systems while studying the effects of industry and occupational trends upon worker relationships.
Job Analyst
the monetary and non-monetary benefits offered to employees in exchange for their work. It includes base salary, bonuses, incentives, benefits (like healthcare and retirement plans), and other perks that contribute to the overall compensation package
Job Compensation and Salary
the broader environment or conditions in which a job is performed. It includes factors such as the physical work environment, organizational culture, relationships with coworkers and supervisors, tools and equipment used, and any other relevant contextual information.
Job Context
a written statement that outlines the duties, responsibilities, tasks, and requirements of a particular job. It typically includes information such as job title, job summary, essential functions, qualifications, and
reporting relationships.
Job Description
refers to expanding a job’s scope by adding more tasks or responsibilities of a similar level of complexity. It aims to provide employees with a broader range of duties within their current role to enhance job satisfaction and skill development.
Job Enlargement
involves redesigning jobs to incorporate higher levels of responsibility, autonomy, decision-making authority, and complexity. The goal of job enrichment is to enhance the intrinsic motivation and satisfaction of
employees by providing opportunities for growth, challenge, and achievement
within their current roles.
Job Enrichment
is a structured training
method suitable for jobs with clear and logical sequences of steps. It involves
breaking down tasks into smaller components, teaching each step sequentially, and ensuring the trainee can perform each task correctly before moving on to the next. This method is effective for quickly teaching specific job skills and procedures.
Job Instruction Training
refers to the practice of publishing and displaying advertisements of an open job to the employees.
Job Posting
involves moving employees through a variety of positions within an organization or department.
Job Rotation
refers to a statement that outlines the
qualifications, skills, knowledge, abilities, and personal attributes required to perform a specific job effectively. It details the qualifications and characteristics that an ideal candidate should possess to succeed in the role
Job Specification
open position within an organization or company that requires a qualified individual to fill it
Job Vacancy
rules, regulations, and
ethical standards that organizations must adhere to when recruiting and selecting employees. These practices are designed to ensure fairness, equality, and compliance with applicable laws throughout the hiring process.
Legal Hiring Practices
Giving undeserved high ratings to an employee.
Leniency
This is a structured evaluation method used to assess managerial potential or leadership qualities in individuals. It typically involves a series of simulations, exercises, and interviews designed to evaluate skills such as
leadership, decision-making, communication, and problem-solving in a controlled
setting.
Management Assessment Center
This refers to a training approach where employees are provided with condensed or abbreviated versions of job tasks or responsibilities to learn and practice. It allows individuals to gain practical experience and skills relevant to their roles in a controlled and manageable setting before performing
the tasks independently or in a real work environment.
Miniature Job Training
the act of hiring an external firm to handle part or all of your human resource needs instead of relying on a dedicated internal HR department or employee
Outsourcing
the process of moving a new hire from applicant to employee status, ensuring that paperwork is done and orientation is completed
Onboarding
Websites or platforms where employers can post job openings to reach a wide audience of potential candidates on the internet. Job seekers can search and apply for positions based on their skills and preferences.
Online Job Boards
is being conducted by a group of people. In this type of interview, three to five members of the selection
committee will be asking questions to the candidates on various concepts.
Panel Interview
A temporary team, often consisting of people from different areas or functions, that works on real projects.
Project Team (Active Learning)
is a performance appraisal method in which the rater ranks all employees from a group in order of overall performance.
Ranking Method
is a performance appraisal method that rates employees according to defined factors
Rating Scale Method
are mechanisms used by
organizations to recognize, motivate, and reward employees for their contributions, efforts, achievements, and behaviors that align with organizational goals and values
Rewards and Incentives
An HR professional responsible for finding and hiring qualified candidates
Recruiter
refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it
Recruitment
the process of evaluating job applications, scanning resumes and selecting suitable candidates that match with the job description
Selection
A psychological technique in which intensive group discussion and interaction are used to increase individual awareness of self and others; it is practiced in a variety of forms under such names as T-group, encounter group, human relations, and group-dynamics training.
Sensitivity Training
are structured databases or systems used by organizations to catalog and manage information about the skills, competencies, qualifications, and experiences of their employees. These inventories are valuable tools for human resources (HR) departments and organizational leaders to understand the capabilities of their workforce and make informed decisions related to talent management, workforce planning, training and development, and
succession planning.
Skill Inventories
Occurs when managers allow individual differences to affect the ratings they give. These differences are gender, race, or age.
Stereotyping
are conducted to ascertain how a candidate would react during the time of stress and cope up with problems. In this type of interview, the interviewer will come to know whether the candidate can deal in an effective manner with the demands and needs of a complicated job
Stress Interview
Being unduly critical of an employee’s work performance.
Strictness
the interview is planned, designed and detailed in advance. A structured interview is pre-planned, precise, and reliable in hiring the candidates.
Structured Interview
the the goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees
Talent Management
an HR professional who sources and screens candidates that best fit the company’s future goals. Their duties include establishing hiring criteria, understanding recruiting needs and finding the right candidates.
Talent Specialist
also known as performance evaluation or performance review, is a systematic process used by organizations to assess and evaluate the job performance of employees. It involves gathering and
analyzing information about employees’ performance, accomplishments,
strengths, weaknesses, and areas for improvement
Performance Appraisal
a structured process used by organizations to assess and evaluate employees’ job performance, contributions, and achievements within a specific period
Performance Appraisal System
refers to the continuous process of setting objectives, assessing progress, and providing feedback to employees to ensure that organizational goals are met effectively and efficiently
Performance Managementv
refers to advancement of the employees by evaluating their
job performance. It is the process of shifting an employee from a lower position to a higher position with more responsibilities, remuneration, facilities, and status
Promotion
refers to the fixed amount of money paid to an employee for performing a job role over a specific period, typically on a monthly or annual basis
Salary
the process when an employee evaluates their performance. Employees are given a chance to examine their performance and determine their strengths and flaws during this process
Self-appraisal
the process of hiring eligible candidates in the organization or company for specific positions
Staffing
This is a type of psychological test used in the assessment of candidates or employees. It presents hypothetical scenarios relevant to the job and asks respondents to choose the most appropriate action or decision from a set of options.__ assess judgment, problem-solving abilities, and
decision-making skills in specific contexts
Situational Judgment Test
proactive process of identifying and developing potential future leaders or key employees within an organization to fill key roles when they become vacant. The primary goal of succession planning is to ensure a smooth transition of leadership and critical positions to minimize disruptions and maintain organizational stability.
Succession Planning
refers to the process of teaching specific skills and knowledge
to employees to improve their performance in current roles. It typically involves structured programs, workshops, seminars, or on-the-job training aimed at developing technical, operational, or job-specific competencie
Training
refers to the process of equipping employees with the knowledge, skills, and competencies required to perform their job effectively and to contribute to organizational success. It is a critical function within Human Resources (HR) that focuses on enhancing employee
performance, productivity, and engagement through structured learning
experiences
Training and Development
also known as a Training Coordinator or
Training and Development Specialist, is a professional within the Human Resources (HR) function who specializes in planning, implementing, and evaluating training programs for employees.
Training Specialist
refers to the process of interchanging from one job to another without any change in the designation and responsibilities. It can also be the
shifting of the employees from one department to another department or from one location to another, depending upon the requirement of the position.
Transfer
is an individual who is trained to take over the responsibilities of a specific position if the current job holder is unable to perform their duties (e.g., due to illness, vacation, or promotion)
Understudy
This type of interview is an unexpected one, where the interview questionnaire is not prepared. The interviewers are not well prepared regarding the questions that are to be asked and in obtaining accurate answers.
Unstructured Interview
is a process where subordinates or
employees provide anonymous feedback on their supervisor’s performance. This feedback mechanism allows employees to share their perspectives on their supervisor’s leadership, communication, management style, and other relevant aspects of their role.
Upward Feedback
a type of training that involves creating a simulated work environment for employees to practice job-related tasks and skills.
Vestibule Training
This refers to a method used in industrial and organizational psychology to assess how employees spend their time on various tasks. It involvestaking random samples of work activities to gain insights into work patterns, efficiency, and productivity.
Work Sampling Event
The work standards method is a performance appraisal method that compares each employee’s performance to a predetermined
standard or expected level of output.
Work Standard Method
The basic functions of the management process include all of the following EXCEPT ________.
A) planning
B) organizing
C) outsourcing
D) leading
C. Outsourcing
Which of the following is the person responsible for accomplishing an organization’s goals by managing the efforts of the organization’s people?
A) manager
B) entrepreneur
C) generalist
D) marketer
Answer: A
A. Manager
Which of the following includes five basic functions—planning, organizing, staffing, leading, and controlling?
A) a job analysis
B) strategic management
C) the management process
D) adaptability screening
C) the management process
Which function of the management process requires a manager to establish goals and standards and to develop rules and procedures?
A) planning
B) organizing
C) staffing
D) leading
Answer: A
A) planning
Claire spends most of her time at work establishing goals for her staff of fifty employees and developing procedures for various tasks. In which function of the management process does Claire spend most of her time?
A) leading
B) controlling
C) organizing
D) planning
B) controlling
Jolene, a manager, delegates the authority for a project to Lee, her subordinate. Jolene is most likely involved in which function of the management process?
A) staffing
B) organizing
C) motivating
D) leading
B) organizing
When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of the management process.
A) planning
B) leading
C) controlling
D) organizing
C) controlling
Which function of the management process includes selecting employees, setting performance standards, and compensating employees?
A) organizing
B) planning
C) motivating
D) staffing
D) staffing
Larry, a manager at a commercial real estate firm, has established a monthly sales quota for his sales team. Which basic function of management best describes Larry’s actions?
A) planning
B) organizing
C) controlling
D) staffing
C) controlling
________ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns.
A) Labor relations
B) Human resource management
C) Behavioral management
D) Organizational health and safety management
B) Human resource management
In the management process, which of the following is an activity associated with the leading function?
A) motivating subordinates
B) setting performance standards
C) training new employees
D) developing procedures
A) motivating subordinates
Personnel activities associated with human resource management most likely include all of the following EXCEPT ________.
A) orienting and training new employees
B) appraising employee performance
C) building employee commitment
D) developing customer relationships
D) developing customer relationships
Since human resources is important to all managers, which is NOT a personnel mistake a manager wants to avoid making while managing?
A) waste time with useless interviews
B) hire the wrong person
C) have your people not doing their best
D) experience low turnover
D) experience low turnover
________ is the right to make decisions, to direct the work of others, and to give orders.
A) Leadership
B) Authority
C) Management
D) Responsibility
B) Authority
Which of the following best defines line authority?
A) management over a small staff in a public firm
B) management with flexible decision-making powers
C) a manager’s right to advise other managers or employees
D) a manager’s right to issue orders to other managers or employees
D) a manager’s right to issue orders to other managers or employees
In most organizations, human resource managers are categorized as ________, who assist and advise ________ in areas like recruiting, hiring, and compensation.
A) staff managers; line managers
B) line managers; middle managers
C) line managers; staff managers
D) functional managers; staff managers
A) staff managers; line managers
Gerard is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. Gerard is most likely a ________.
A) training specialist
B) staff manager
C) line manager
D) recruiter
C) line manager
Which of the following is NOT considered one of the line supervisor’s responsibilities for effective human resources management under the general headings outlined by a major company discussed in the textbook?
A) protecting employees’ health and physical condition
B) changing employees’ attitudes regarding work
C) developing the abilities of each person
D) interpreting the company policies and procedures
B) changing employees’ attitudes regarding work
A line manager’s human resource responsibilities most likely include all of the following EXCEPT ________.
A) maintaining department morale
B) controlling labor costs
C) protecting employees’ health
D) marketing new products and services
D) marketing new products and services
Which of the following refers to the authority a manager has to advise other managers or employees?
A) staff authority
B) line authority
C) functional authority
D) corporate authority
C) functional authority
Which of the following is most likely a line function of the human resource manager? A) ensuring that line managers are implementing HR policies
B) advising top managers about how to implement EEO laws
C) representing the interests of employees to senior management
D) directing the activities of subordinates in the HR department
D) directing the activities of subordinates in the HR department
One of the ________ functions of a human resource manager includes directing the activities of his or her subordinates in the HR department.
A) coordinative
B) corporate
C) staff
D) line
D) line
Will works at a position in his organization where he maintain contacts within the local community and travels to search for qualified job applicants. Will’s position is best described as:
A) recruiter
B) manager
C) labor relations specialist
D) job analyst
A) recruiter
________ functions involve assisting and advising line managers.
A) Staff
B) Advocacy
C) Line
D) Coordinative
A) Staff
All of the following are major areas in which an HR manager assists and advises line managers EXCEPT ________.
A) recruiting
B) hiring
C) strategic business planning
D) compensation
C) strategic business planning
Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department.
A) line authority; staff authority
B) staff authority; line authority
C) functional authority; line authority
D) staff authority; implied authority
A) line authority; staff authority
The HR staff member who has the job of advising management on all aspects of union- management aspects is the ________.
A) recruiter
B) line manager
C) compensation manager
D) labor relations specialist
D) labor relations specialist
All of the following are examples of human resource specialties EXCEPT ________.
A) job analyst
B) financial advisor
C) compensation manager
D) labor relations specialist
B) financial advisor
Ralph works in the HR department and is in charge of developing the plans for how people are paid and how the employee benefits program is run. Ralph is most likely holding the position of:
A) training specialist
B) recruiter
C) compensation manager
D) job analyst
C) compensation manager
Which of the following human resource management specialties calls for collecting data to write job descriptions?
A) job analyst
B) job training specialist
C) compensation manager
D) EEO coordinator
A) job analyst
Which of the following focuses on using centralized call centers and outside vendors as a way to provide specialized support in day-to-day HR activities?
A) embedded HR units
B) corporate HR groups
C) HR centers of expertise
D) shared HR groups
D) shared HR groups
An HR generalist at Wilson Manufacturing has been assigned to the sales department to provide HR management assistance as needed. Which of the following best describes the structure of the HR services provided at Wilson Manufacturing?
A) shared HR teams
B) embedded HR teams
C) centers of expertise
D) corporate HR teams
B) embedded HR teams
Roberta Whitman has recently been hired by Jackson Pharmaceuticals as the senior vice president of human resources. Jackson Pharmaceuticals has a history of problems within its HR department including difficulties recruiting and retaining qualified employees, EEO violations, inadequate employee training programs, and confusion regarding health benefit enrollment and coverage. With years of experience transforming HR departments in other firms, Whitman believes she can correct the problems at Jackson Pharmaceuticals.
Which of the following best supports Whitman’s idea to develop a shared services arrangement to handle benefits administration?
A) An embedded HR unit would assist top management with big picture issues as well as benefits administration.
B) Extensive training has been provided to line managers so that they fully understand the different insurance options available to employees.
C) Outside vendors specializing in all aspects of benefits administration would provide improved support to the firm’s employees.
D) Lower insurance premiums would eliminate the need for outsourcing services and improve employee health coverage.
C) Outside vendors specializing in all aspects of benefits administration would provide improved support to the firm’s employees.
Roberto Sanchez has recently been hired by Slate Pharmaceuticals as the senior vice president of human resources. Slate Pharmaceuticals has a history of a variety of significant problems within its HR department such as EEO violations, inadequate employee training programs, and employee confusion regarding health benefit enrollment and coverage. With 20 years of experience transforming HR departments in other firms, Sanchez believes he can correct the major problems at Slate Pharmaceuticals.
Which of the following best supports the argument that Sanchez should create embedded HR units and assign relationship managers to each department within the company?
A) Employees frequently complain about the inconsistent assistance they receive from the HR department due to its large size.
B) The global nature of the firm makes it difficult for the HR department to effectively communicate corporate messages to employees scattered around the world.
C) Centralized call centers would enable the HR department to provide specialized support on daily transactional activities.
D) Line managers want to implement additional screening and evaluations to improve the quality of their subordinates.
A) Employees frequently complain about the inconsistent assistance they receive from the HR department due to its large size.
Which of the following areas is NOT a major area where human resource managers assist and advise line managers?
A) recruiting
B) hiring
C) compensation
D) performance management
D) performance management
Which organization of the human resource function involves dedicated HR members that assist top management in issues such as developing the personnel aspects of the company’s long- term strategic plan?
A) embedded HR teams
B) corporate HR teams
C) centers of expertise
D) shared services
B) corporate HR teams
The vice president of marketing tells a marketing manager to prepare a presentation by the end of the week. The vice president is most likely exercising which of the following?
A) staff authority
B) procedural authority
C) line authority
D) functional authority
C) line authority
Which HR specialty involves preparing job descriptions?
A) compensation manager
B) EEO coordinator
C) job analyst
D) recruiter
C) job analyst
Which of the following would most likely provide assistance to executives about long-term strategic plans?
A) centers of expertise
B) embedded HR teams
C) corporate HR teams
D) professional employee organizations
C) corporate HR teams
Setting standards such as sales quotas, quality standards, or production levels is part of the leading function of human resource management.
False
The planning function of management includes establishing goals and standards and developing forecasts.
True
Communicating is one of the five basic functions of the management process.
False
Hiring the wrong person for the job, committing unfair labor practices, and having your people not doing their best are personnel mistakes that hinder firms from achieving positive results.
True
Autonomy is the right to make decisions, direct the work of others, and give orders.
False
Staff managers are authorized to issue orders to subordinates and are directly in charge of accomplishing the organization’s basic goals.
False
Human resource managers are generally staff managers.
True
Staff managers have staff authority which enables them to issue orders down the chain of command unlike line managers.
False
In small organizations, line managers frequently handle all personnel duties without the assistance of a human resource staff.
True
Human resource managers assist line managers with recruiting, hiring, and compensation.
True
Staff authority gives a manager the right to advise other managers or employees.
True
Shared service HR teams focus on assisting top management in big picture issues such as developing a firm’s long-term strategic plan.
False
The role of labor relations specialists includes investigating EEO grievances and collecting data about jobs for the purpose of writing job descriptions.
False
Centralized HR units whose employees are shared by all the companies’ departments to obtain advice are called shared service.
True
Centers of expertise are specialized HR that act like consulting firms within the company on particular topics.
True
A key concept of the textbook is that human resource management is the sole responsibility of human resource managers, so line managers and staff managers rely heavily on HR specialists to hire the best employees.
False
A key concept of the textbook is that effective human resource management practices add measurable value to an organization.
True
________ refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad.
A) Expansion
B) Globalization
C) Export growth
D) Diversification
B) Globalization
All of the following are the most common reasons that firms decide to globalize EXCEPT ________.
A) lower costs
B) supervising quality control methods
C) make employees more productive
D) to do things better
B) supervising quality control methods
Which of the following is NOT one of the five main types of digital technologies driving the transfer of functionality from HR professionals to automation?
A) Email
B) Social media
C) Mobile applications
D) Cloud computing
A) Email
What term refers to the knowledge, skills, and abilities of a firm’s workers? A) human resources
B) human capital
C) intangible assets
D) contingent personnel
B) human capital
What is the term for workforces like those at the company Uber, where freelancers and independent contractors work when they can, on what they want to work on, and when the company needs them?
A) tele-commuters
B) human capital
C) job-analysts
D) on-demand workers
D) on-demand workers
Which of the following best describes a nontraditional worker?
A) workers near retirement age
B) ethnically diverse workers
C) workers with multiple jobs
D) service-based workers
C) workers with multiple jobs
The recent trend where in some occupations (such as high-tech) unemployment rates are low, while in others unemployment rates are still very high and recruiters in many companies can’t find candidates, while in others there’s a wealth of candidates is called:
A) talent analytics
B) globalization
C) the unbalanced labor force
D) human capital
C) the unbalanced labor force
Which term refers to exporting jobs to lower-cost locations abroad?
A) freelancing
B) offshoring
C) rightsizing
D) warehousing
B) offshoring
Tools such as Twitter, Facebook, and LinkedIn that can be used to recruit new employees are known as:
A) data analytics
B) social media
C) mobile applications
D) cloud computing
B) social media
________ involves using statistical techniques, algorithms, and problem-solving to identify relationships among data for the purpose of solving particular problems.
A) Data analytics
B) Social media
C) Cloud computing
D) Gaming
A) Data analytics
On-demand workers are freelancers and independent contractors who work when they can, on what they want to work on, and when the company needs them.
True
Cloud computing basically means using statistical techniques, algorithms, and problem-solving to identify relationships among data for the purpose of solving particular problems.
False
________ involves formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.
A) Employee engagement
B) Data analytics
C) Strategic human resource management
D) Sustainability
C) Strategic human resource
Which of the following is an aspect of “distributed” HR?
A) more centralized HRM decisions
B) HRM tasks redistributed to the company’s employees and line managers
C) more paperwork
D) HR professional embedded in all departments
B) HRM tasks redistributed to the company’s employees and line managers
Strategic human resource management refers to ________.
A) formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve strategic aims
B) planning the balance of internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage
C) emphasizing the knowledge, education, training, skills, and expertise of a firm’s workers
D) extending a firm’s sales, ownership, and manufacturing to new markets
A) formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve strategic aims
________ refers to ensuring that the human resources management function is delivering its services efficiently.
A) Strategic planning
B) Strategic human resource management
C) HR department lever
D) Human resource scorecard approach
C) HR department lever
Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.
A) scientific rigor
B) existing data
C) research studies
D) qualitative opinions
D) qualitative opinions
Which term refers to the HR manager putting into place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals? A) HR department lever
B) strategic results lever
C) practices
D) employee cost lever
B) strategic results lever
________ refers to being psychologically involved in, connected to, and committed to getting one’s jobs done.
A) Ethics
B) Sustainability
C) Human capital
D) Employee engagement
D) Employee engagement
Distributed HR is the idea that more and more human resource management tasks are now being redistributed from a central HR department to the company’s employees and line managers.
True
Strategic human resource management refers to performing basic day-to-day duties that satisfy the needs and demands of both the employees and the employer.
False
The HR department lever has HR managers put in place the policies and practices that produce the employee competencies and skills the company needs to achieve its goals .
False
The evidence used in evidence-based human resource management may come from actual measurements, existing data, or critically evaluated research studies.
True
Which of the following refers to the standards someone uses to decide what his or her conduct should be?
A) ethics
B) strategies
C) preferences
D) competencies
A) ethics
Which SHRM HR manager competency involves the ability to provide guidance to organizational stakeholders?
A) consultation
B) ethical practice
C) business acumen
D) critical evaluation
A) consultation
Pablo has the ability to understand and apply information with which to contribute to his organization’s overall strategic plan. This is the SHRM HR competency of:
A) communication
B) critical evaluation
C) business acumen
D) leadership & navigation
C) business acumen
Which SHRM HR manager competency involves the ability to effectively exchange information with stakeholders?
A) relationship management
B) communication
C) ethical practice
D) controlling
B) communication
Ethics are the standards someone uses to decide what his or her conduct should be
True
The SHRM human resource manager competencies include ethical practice, business acumen, and relationship management.
True
