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| 1 | |
Feedback and coaching are part of the _____ function of an HR department. |
| | A) | performance management |
| | B) | compensation and benefits |
| | C) | employee relations |
| | D) | personnel records |
| | E) | recruitment and selection |
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| 2 | |
Providing customer service to organizational stakeholders is an example behavior of _____. |
| | A) | HR technical expertise and practice |
| | B) | ethical practice |
| | C) | relationship management |
| | D) | business acumen |
| | E) | critical evaluation |
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| 3 | |
_____ assets include human capital, customer capital, social capital, and intellectual capital. |
| | A) | Intangible |
| | B) | Physical |
| | C) | Financial |
| | D) | Material |
| | E) | Fixed |
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| 4 | |
Employee engagement is the degree to which employees: |
| | A) | are committed to personal growth in the organization. |
| | B) | are given freedom to make decisions on their own. |
| | C) | are involved with each other in a social setting. |
| | D) | are involved in their work and their commitment to the company. |
| | E) | are made to stay in the company for a longer period of time. |
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| 5 | |
When considering a balanced scorecard that depicts a company from a(n) _____ perspective, the examples of critical business indicators include improving operating efficiency, launching new products, continuous improvement, and empowering the workforce. |
| | A) | training and development |
| | B) | internal |
| | C) | financial |
| | D) | customer |
| | E) | innovation and learning |
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| 6 | |
Which of the following categories for the Malcolm Baldrige National Quality Award Examination focuses on design, management, and improvement of work systems? |
| | A) | Leadership |
| | B) | Customer focus |
| | C) | Operations focus |
| | D) | Customer and market focus |
| | E) | Results |
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| 7 | |
Which of the following is true of emerging trends in the international market? |
| | A) | Offshoring involves low-skilled manufacturing jobs with repeatable tasks. |
| | B) | Globalization is limited to a particular sector of the economy. |
| | C) | U.S. managers in overseas locations typically have the necessary cultural understanding to attract and retain talented employees. |
| | D) | In most emerging markets, companies are now facing an excess of talented employees. |
| | E) | Although companies may be attracted to offshoring because of potential lower labor costs, reshoring is becoming more common. |
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| 8 | |
Concerns about the level of service customers receive from overseas operations are likely to: |
| | A) | increase outsourcing of jobs to developing countries. |
| | B) | increase the company's public image. |
| | C) | discourage employing U.S. citizens for the job. |
| | D) | result in a cost advantage of shifting the job offshore. |
| | E) | increase reshoring of jobs back to the United States. |
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| 9 | |
Which of the following is true about the use of social networking tools within an organization? |
| | A) | It may result in employees wasting time. |
| | B) | It reduces distribution of job postings. |
| | C) | It undermines learning. |
| | D) | It discourages online expert communities. |
| | E) | It leads to loss of expert knowledge. |
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| 10 | |
Which of the following is true of a human resource information system (HRIS)? |
| | A) | It is a manual system, which was used traditionally by the HR departments. |
| | B) | Managers rely on HR personnel for retrieving data from the HRIS. |
| | C) | It provides only day-to-day data, which cannot be used to evaluate policies and programs. |
| | D) | Managers can request the HRIS to automatically prepare a personnel report. |
| | E) | Employees are prevented from accessing any of the information on the HRIS. |
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| 11 | |
An HR dashboard of a company: |
| | A) | does not include productivity metrics. |
| | B) | relies on secondary data from external sources. |
| | C) | cannot be accessed by employees. |
| | D) | impedes evidence-based decision-making. |
| | E) | helps conduct workforce analytics. |
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| 12 | |
Which of the following HRM practices supporting high-performance work systems is associated with decentralized decision-making, reduced status distinctions, and information sharing? |
| | A) | Work design |
| | B) | Performance management |
| | C) | Training |
| | D) | Staffing |
| | E) | Compensation |
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| 13 | |
Which of the following statements about HRM practices is true? |
| | A) | According to research on HRM practices, it is more effective to focus on a few isolated practices than improve HRM practices as a whole. |
| | B) | When effective HRM practices are implemented, it substantially reduces the autonomy of employees. |
| | C) | HRM practices directly affect an employee's ability to satisfy customer needs. |
| | D) | Firms with HRM practices prefer not to filter employees on how they value customer relations. |
| | E) | HRM practices should be implemented independent of a company's strategic goals. |
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| 14 | |
Ensuring that HRM practices comply with federal, state, and local laws is part of: |
| | A) | managing the human resource environment. |
| | B) | acquiring and preparing human resources. |
| | C) | compensating human resources. |
| | D) | assessment of human resources. |
| | E) | development of human resources. |
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| 15 | |
Which of the following dimensions of HRM practices measures employees' performance? |
| | A) | Linking human resource to business objectives |
| | B) | Managing the human resource environment |
| | C) | Acquiring and preparing human resources |
| | D) | Compensating human resources |
| | E) | Assessing and developing human resources |
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