Ch1 Test Questions & Answers Introduction To Human Resource - HR Management People Data & Analytics 1e | Test Bank by Talya Bauer by Talya Bauer. DOCX document preview.
Chapter 1: Introduction to Human Resource Management
Test Bank
Multiple Choice
1. ______ refers to the constellation of decisions and actions associated with managing individuals throughout the employee life cycle to maximize employee and organization effectiveness in attaining goals.
A. Knowledge revolution
B. People decisions
C. Human resource management
D. Organizational culture
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
2. Filling out an application is part of the human resource management ______ function.
A. training
B. selection
C. hiring
D. screening
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
3. Ultimately, HRM is about “people decisions,” which means ______.
A. decisions made about people
B. decisions people make
C. decisions made managers
D. decisions made by applicants
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
4. ______ bias is the tendency to rely more on information that is readily available to us and thus we discount alternative information.
A. Availability
B. Anchoring
C. Overconfidence
D. Ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
5. ______ bias is the tendency to rely too much on the first piece of information given.
A. Availability
B. Anchoring
C. Overconfidence
D. Ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
6. ______ bias is the tendency to seek confirmation of one’s own beliefs or expectations.
A. Availability
B. Anchoring
C. Overconfidence
D. Ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
7. When making decisions, Larry tends to rely more on information that is readily available to him and to discount alternative information. It is likely that Larry is guilty of ______ bias.
A. availability
B. anchoring
C. overconfidence
D. ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Cognitive reasoning and individual behaviors in organizations and society
SHRM: Structure of the HR Function
8. A small construction company with all male workers is hiring. The human resource manager does not consider placing ads that might be targeted toward women because he believes the work is better suited for men. This is an example of ______.
A. a clan culture
B. bias
C. the Hawthorne Effect
D. perspective
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
9. Suzanne, a human resource manager, interviews Carol. Carol shares that she currently works at ABC Hospital. Suzanne has hired others from ABC Hospital before, and they have performed well. She decides to hire Carol instead of another equally qualified applicant from an unknown hospital based on her past experience hiring from ABC Hospital. This is an example of ______ bias.
A. availability
B. anchoring
C. overconfidence
D. ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
10. Malcolm, a human resource manager, hears that an internal applicant for an open position calls out sick frequently. During an interview, the applicant explains that a recent issue in her current position was absences related to recovering from pneumonia but that she is better now. Malcolm worries frequent call outs will be an issue if he moves this applicant into a new position. This is an example of ______ bias.
A. availability
B. anchoring
C. overconfidence
D. ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
11. Kathleen, a human resource manager, believes all nurse educators should be nurses rather than professional trainers. She discusses her belief with the Director of Nursing for confirmation, even though the Director of Training has explained that professional trainers can provide the required trainings assigned to the opened position. This is an example of ______ bias.
A. availability
B. anchoring
C. overconfidence
D. ethical
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
12. Which of the following is an example of availability bias?
A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion.
B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee.
C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from.
D. The human resource manager carefully weighs the information about a new hire before making a decision.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Analysis
Answer Location: What Is Human Resource Management?
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
13. Which of the following is an example of anchoring bias?
A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion.
B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee.
C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from.
D. The human resource manager carefully weighs the information about a new hire before making a decision.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Analysis
Answer Location: What Is Human Resource Management?
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
14. Which of the following is an example of overconfidence bias?
A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion.
B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee.
C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from.
D. The human resource manager carefully weighs the information about a new hire before making a decision.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Analysis
Answer Location: What Is Human Resource Management?
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
15. Research shows that only about ______ of all decisions made within organizations are successful.
A. 25%
B. 35%
C. 50%
D. 60%
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Organizational Effectiveness & Development
16. When making a decision, if you answer “no” to the question “Would I be proud to have my course of action shared on the Internet or on the front page of the local newspaper?” it is likely that your decision does not have the ______ characteristic of good decision-making.
A. Is this decision ethical?
B. Is this decision based on evidence and data?
C. Does this course of action take a systematic perspective and consider various stakeholders?
D. Is this course of action time and resource efficient?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
17. While decisions should not be made based solely on past experiences, considering the ______ characteristic of good decision-making allows you to leverage what is possible to know to rule out alternative courses of action.
A. Does this course of action take a systematic perspective and consider various stakeholders?
B. Is this decision based on evidence and data?
C. Will pursuing this course of action help to make the organization healthier?
D. Is this course of action time and resource efficient?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
18. Making a decision that will help employees in your department without considering how the decision will impact employees in other departments violates the ______ characteristic of good decision-making.
A. Is this decision ethical?
B. Is this decision based on evidence and data?
C. Will pursuing this course of action help to make the organization healthier?
D. Is this course of action time and resource efficient?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
19. Stopping to consider the ______ characteristic of good decision-making allows a manager to consider whether a decision is likely to help or hinder positive employee–employer relations and could help avoid problems down the line.
A. Is this decision ethical?
B. Is this decision based on evidence and data?
C. Will pursuing this course of action help to make the organization healthier?
D. Does this course of action take a systematic perspective and consider various stakeholders?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
20. Decisions that lead to resource constraints including employee energy and burnout as well as financial constraints likely do not consider the ______ characteristic of good decision-making.
A. Is this decision ethical?
B. Is this decision based on evidence and data?
C. Does this course of action take a systematic perspective and consider various stakeholders?
D. Is this course of action time and resource efficient?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
21. The ______ characteristic of good decision involves many people in the decision-making process and is a helpful way of securing acceptance of a decision.
A. Does this course of action take a systematic perspective and consider various stakeholders?
B. Is this decision based on evidence and data?
C. Will pursuing this course of action help to make the organization healthier?
D. Is this course of action time and resource efficient?
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: Manager’s Toolbox: Am I Making a Good Decision?
Difficulty Level: Medium
TOP: AACSB Standard: Reflective thinking
SHRM: Organizational Effectiveness & Development
22. The ______ framework suggests influence in an organization happens through who is attracted to join the organization, who is selected to join the organization, and who decides to remain or leave the organization.
A. A-S-A
B. selection impact
C. KSAO
D. organizational
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: People Matter
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
23. Human capital refers to ______.
A. people’s decision-making capabilities
B. an individual’s influence over peers
C. the amount of diversity in the workforce
D. people’s knowledge, skills, and abilities
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: People Matter
Difficulty Level: Easy
TOP: AACSB Standard: Reflective Thinking
SHRM: Workforce Management
24. Lower share prices may be an indicator of a(n) ______ workforce.
A. diverse
B. overtrained
C. older
D. disengaged
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Comprehension
Answer Location: People Matter
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
25. Damaris attended a mandatory training at her company. At the end of the training, Damaris was tested on what she learned and did not pass the test. The company values honest feedback and coaching. Given the stated values of the company, what could you assume happened next?
A. Damaris was provided honest feedback and asked to resign from the company.
B. Damaris was provided feedback and demoted to a role that better matches her skill set.
C. Damaris was provided feedback and suspended to allow time for her to study.
D. Damaris was provided feedback and coached to master the necessary knowledge and skills.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Analysis
Answer Location: Organizational Culture Matters
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
26. Jill works in the marketing division of her company. There is emphasis on team work and she is empowered to reach out to internal business partners for collaboration. Jill feels she is part of a cohesive group and enjoys working on a team where people matter. Jill works in a(n) ______ culture.
A. clan
B. adhocracy
C. market
D. hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Application
Answer Location: Organizational Culture Matters
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
27. Organizational ______ is the shared, “taken-for-granted” assumptions that members of the organization have that affect the way they act, think, and perceive their environment.
A. culture
B. structure
C. strategy
D. hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Organizational Culture Matters
Difficulty Level: Easy
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
28. Organizational culture is ______.
A. the degree of diversity within an organization
B. the shared assumptions about an organization
C. the value placed on differences
D. the entrepreneurial spirit of employees
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Comprehension
Answer Location: Organizational Culture Matters
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
29. ______ cultures are collaboration-oriented and are characterized by valuing being cohesive, people-oriented, team players, and empowering employees.
A. Clan
B. Adhocracy
C. Market
D. Hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Types of Organizational Culture
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
30. ______ cultures focus on creating and emphasize being entrepreneurial, flexible, taking risks, and being creative.
A. Clan
B. Adhocracy
C. Market
D. Hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Types of Organizational Culture
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
31. ______ cultures are characterized by competition and value being aggressive, competitive, and customer-oriented.
A. Clan
B. Adhocracy
C. Market
D. Hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Types of Organizational Culture
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
32. ______ cultures focus on controlling and value being efficient, timely, and consistent.
A. Clan
B. Adhocracy
C. Market
D. Hierarchy
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Types of Organizational Culture
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
33. Joe is a project manager for a start-up company. The team is working to design a line of products and needs to move quickly to meet deadlines. Joe notices that the team leads are willing to take risks and think creatively “outside of the box” when barriers arise. There is an expectation for people to adapt quickly to change, understanding that the entrepreneurial spirit of a start-up requires flexibility. Joe works in a(n) ______ culture.
A. adhocracy
B. hierarchy
C. clan
D. market
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Application
Answer Location: Types of Organizational Culture
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
34. Renee is a sales representative at a major pharmaceutical company. She is frequently on the road visiting clients and works aggressively to meet exceed her sales goals. Renee’s boss values her competitiveness. Renee works in a(n) ______ culture.
A. adhocracy
B. clan
C. hierarchy
D. market
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Application
Answer Location: Types of Organizational Culture
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
35. Liam works in a call center. The supervisors are always present and walking around the floor. There is a lot of emphasis on scripting and the metrics such as time to answer a call and one call resolution. Liam works in a(n) ______ culture.
A. adhocracy
B. market
C. hierarchy
D. clan
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Application
Answer Location: Types of Organizational Culture
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
36. By 2030, ______ or more of those in the United States are projected to be aged 65 or older, which is more than double the percentage in 1970.
A. 10%
B. 20%
C. 30%
D. 40%
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Changing Demographics
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
37. In 2015, for every dollar a Caucasian male employee made, Asian male employees made ______.
A. 1.20
B. 0.76
C. 0.68
D. 1.75
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Changing Demographics
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
38. By 2055, Caucasians are estimated to make up less than ______ of the population in the United States.
A. one third
B. one fourth
C. one half
D. three fourth
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Changing Demographics
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
39. Which of these is an example of a glass ceiling?
A. Companies are more hesitant to hire women because of concerns about legal claims.
B. Women and people of color are more likely to participate in a gig economy than White males.
C. African American male employees make 76 cents for every dollar a Caucasian male makes.
D. Only a handful of large multinational corporations are run by CEOs of Hispanic descent.
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Analysis
Answer Location: Changing Demographics
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
40. A ______ economy is characterized by the prevalence of temporary employment positions, and individuals are employed as independent workers rather than actual employees of an organization.
A. gig
B. product
C. market
D. freelance
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Application
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
41. A(n) ______ is defined as a single project or task that a worker is hired to do on demand.
A. competency
B. benchmark
C. signal
D. gig
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Application
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
42. Sue and many of her colleagues accept work as independent workers moving from project to project on demand. They are instructional designers and find a prevalence of freelance opportunities. This is an example of ______.
A. a weak economy
B. a gig economy
C. a slow economy
D. an interest-based economy
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Application
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
43. Kelsi recently was hired by a company, on a temporary basis, to design a new product. This is an example of a(n) ______.
A. job
B. side hustle
C. gig
D. extraction
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Application
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
44. Paige finds that gigs work best for her because she has young children and needs to adapt to their changing schedules. A characteristic of gigs that attract people like Paige is ______.
A. flexibility
B. stability
C. mobility
D. adaptability
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Application
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
45. Most gigs do not offer ______.
A. benefits
B. flexibility
C. experience
D. knowledge
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Comprehension
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
46. Which are the fastest growing economies?
A. United States and China
B. India and Korea
C. China and India
D. United States and India
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Globalization
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
47. ______, put forth in 1965, states the capacity of computer chips would double roughly every 2 years at around the same cost.
A. Hawthorne effect
B. Law of Big Data
C. Law of Capacity
D. Moore’s law
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Comprehension
Answer Location: Availability of Data
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
48. ______ refers to data that are large in volume, variety, and velocity.
A. Analytics
B. Predictive modeling
C. Big data
D. General data
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Comprehension
Answer Location: Availability of Data
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
49. ______ is a system of principles that govern how a business operates, how decisions are made, and how people are treated.
A. Organizational culture
B. Business ethics
C. Hierarchy
D. Adhocracy
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Ethical Challenges and Corporate Social Responsibility
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
50. Who is involved in human resource management?
A. human resource managers
B. recruiters
C. everyone in the organization
D. leadership teams
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HRM as a Profession
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
51. How many years of human resource-related experience do most HR manager jobs require?
A. 5–7 years
B. 4–6 years
C. 3–5 years
D. 1–2 years
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Line Managers and HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
52. Sarah is looking for a job at a new company in human resources. She has worked for the past couple of year in human resources and particularly likes the training functions of the job. She often wishes she could just focus on this one aspect of her job. What role is well-matched to Sarah’s desire to focus on one aspect of human resource management?
A. human resource generalist
B. human resource business partner
C. human resource specialist
D. human resource assistant
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Application
Answer Location: HR Careers
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
53. In an HR ______ function, the employee attends to all aspects of one specific HRM function such as recruitment, compensation, or training.
A. generalist
B. business partner
C. specialist
D. assistant
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HR Careers
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
54. In an HR ______ function, the employee’s work spans multiple HR functions.
A. generalist
B. business partner
C. specialist
D. assistant
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HR Careers
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
55. Alexandra’s work in human resource management spans across multiple human resource functions. Her job description fits the role of a ______.
A. human resource business partner
B. human resource generalist
C. human resource manager
D. human resource assistant
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Comprehension
Answer Location: HR Careers
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
56. The second most frequently advertised job in human resource management is ______.
A. human resource business partner
B. human resource generalist
C. human resource specialist
D. human manager
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HR Business Partners and HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
57. An HR ______ serves as a consultant to management on HR-related Issues.
A. business partner
B. generalist
C. specialist
D. assistant
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HR Business Partners and HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
58. Elaine serves as a consultant about human resource matters to various areas of the business at her company. She works closely with business areas to help align business objectives with employees and management. She also helps to address small concerns before they become large concerns. What job title does Elaine’s job description support?
A. human resource specialist
B. human resource manager
C. human resource associate
D. human resource business manager
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Application
Answer Location: HR Business Partners and HRM
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
59. ______ is the first thing a hiring manager considers about an applicant when looking to fill a human resource position.
A. Level of education and experience
B. Involvement with a professional organization
C. The applicant’s credential compared to the internal talent pool
D. Other offers the applicant may have
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: What Employers Look for in HR Applicants
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
60. Given the projected growth rate of 9% for human resource management jobs over the next decade, this field is considered ______.
A. to have moderate risk associated to it
B. to have decreasing opportunities
C. to have a positive job outlook with solid career opportunities
D. to have high risk associated to it
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Comprehension
Answer Location: Salary and Job Outlook
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
61. A ______ is a cluster of knowledge, skills, abilities, and other characteristics (KSAOs) necessary to be effective at one’s job.
A. forte
B. competency
C. technical skill
D. leadership vision
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: HRM Competencies
Difficulty Level: Easy
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
62. Shane provides human resource management job applicants a self-assessment to rate themselves on their ability to communicate effectively and manage relationships with colleagues. This is an attempt to assess the ______ competency cluster.
A. business competencies
B. interpersonal competencies
C. core technical competencies
D. leadership competencies
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Analysis
Answer Location: HRM Competencies
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
63. ______ occurs when a human resource manager compares a company metric to that same metric achieved by another similar company.
A. Comparing
B. Contrasting
C. Analyzing
D. Benchmarking
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Comprehension
Answer Location: Staying Up to Date: Evidence-Based Management
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
64. A ______ is a number that conveys two important pieces of information: sign and magnitude.
A. p value
B. regression coefficient
C. correlation coefficient
D. statistical significance
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Data and Analytics Exercise: Correlation Does Not Equal Causation
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
65. A ______ occurs when a correlation is found between two variables that are not directly related but that may share a common cause.
A. regression coefficient
B. t test
C. spurious correlation
D. p value
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Data and Analytics Exercise: Correlation Does Not Equal Causation
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
66. The ______ refers to the alteration of one’s behavior to fit what you think is wanted of you, due to the knowledge of being studied or observed.
A. benchmark
B. Hawthorne effect
C. observation bias
D. overconfidence bias
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Data and Analytics Exercise: Correlation Does Not Equal Causation
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
67. To improve productivity and efficiency, ______ emphasized the study of actions in order to establish the most efficient possible way to do a task.
A. scientific management
B. adhocracy
C. benchmarking
D. industrial studies
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Early Years
Difficulty Level: Easy
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
68. Balancing how much weight a worker could lift and sustainability so that the worker was not too tired, a ______ study determined that 21 pounds was the optimal amount to be shoveled at one time.
A. benchmarking
B. Hawthorne
C. scientific management
D. human capital
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Early Years
Difficulty Level: Easy
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
69. In the ______, the idea that specific competencies can be identified for effectiveness and that data can help individuals within organizations be more effective became more commonplace.
A. Industrial Revolution
B. Strategic and Technology HR and Competencies and Analytics Eras
C. Human Relations Era
D. World War II and Post-War Era
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Modern HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
70. Cornell University establishing the School of Industrial and Labor Relations as the first university program to focus on HRM issues was a key event in the ______ of the evolution of HRM.
A. Industrial Revolution
B. Strategic and Technology HR and Competencies and Analytics Eras
C. Human Relations Era
D. World War II and Post-War Era
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Modern HRM
Difficulty Level: Hard
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
71. Until the ______, workers were thought of as interchangeable parts of the organizational machine with little attention paid to how their own thoughts or desires might influence how much or how well the work was done.
A. Industrial Revolution
B. Strategic and Technology HR and Competencies and Analytics Eras
C. Human Relations Era
D. World War II and Post-War Era
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Modern HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of Knowledge
SHRM: Workforce Management
True/False
1. “How should we motivate and reward employees to be effective, innovative, and loyal?” is the type of questions those involved in HRM need to ask.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
2. Small, unconscious biases are harmless in HRM.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Knowledge
Answer Location: What Is Human Resource Management?
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
3. Overreliance on the first piece of information given to us is called the availability bias.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Comprehension
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
4. Regardless of your major, understanding human resource management is beneficial for you and your career.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Why HRM Matters
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
5. Engaged employees are busier and thus have more errors in their work.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Comprehension
Answer Location: People Matter
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
6. Employing people who are valued, highly supported, and engaged promotes company success.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: People Matter
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
7. The Competing Values Framework characterizes types of cultures by their emphasis on collaboration, creating, controlling, or competing.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Knowledge
Answer Location: Types of Organizational Culture
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
8. A factory where there is much focus on control and efficiency is an example of a clan culture.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Comprehension
Answer Location: Types of Organizational Culture
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
9. A start-up company where the focus is on being entrepreneurial and taking risks is an example of an adhocracy culture.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Comprehension
Answer Location: Types of Organizational Culture
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
10. A gig economy ensures the stability of consistent income and security of health-care benefits.
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Comprehension
Answer Location: Emergence of the Gig Economy
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
11. Descriptive analytics focus on what is happening in the present.
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Knowledge
Answer Location: Availability of Data
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
12. Predictive analytics allow managers to project needs for upcoming years based on what is currently known.
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Comprehension
Answer Location: Availability of Data
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
13. Everyone in a business organization is involved in human resource management.
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Comprehension
Answer Location: HRM as a Profession
Difficulty Level: Medium
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
14. Top management teams set the tone for how much human resource management is valued as strategic function to enhance an organization’s effectiveness.
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Knowledge
Answer Location: Top Management Teams and HRM
Difficulty Level: Easy
TOP: AACSB Standard: Application of knowledge
SHRM: Workforce Management
15. An organization with more 35,000 employees is more likely to hire human resource specialists than a smaller company with only 100 employees.
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Comprehension
Answer Location: HR Careers
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
Essay
1. Describe human resource management (HRM).
Ultimately, HRM is about making decisions about people. This decision-making process involves many questions that those within an organization must ask and answer. Over time, the answers may change as the firm experiences growth or decline, external factors change, or the organizational culture evolves
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
2. Describe how HRM systems can be used to overcome one of the following biases: availability, anchoring, or confirmation.
Availability bias: The tendency to rely more on information that is readily available to us and thus we discount alternative information.
Anchoring bias: The tendency to rely too much on the first piece of information given.
Overconfidence bias: The tendency to seek confirmation of one’s own beliefs or expectations.
KEY: Learning Objective: 1.1: Define human resource management (HRM).
REF: Cognitive Domain: Application
Answer Location: What Is Human Resource Management?
Difficulty Level: Medium
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
3. Provide an example of each type of culture included in the Competing Values Framework. Analyze why the example works for the assigned culture.
Clan cultures are collaboration-oriented and are characterized by valuing being cohesive, people-oriented, team players, and empowering employees. An example could be a surgical team at a hospital. Surgical teams need to work together to collaborate toward a common goal. They must be team players because they need to count on one another and should be empowered to act in the best interest of their patients.
Adhocracy cultures focus on creating and emphasize being entrepreneurial, flexible, taking risks, and being creative. An example would be a start-up technology company. A successful start-up is made up of people who are comfortable building a business from the ground up and taking the necessary risks to develop a competitive edge. They must also be creative and able to think outside of the box to differentiate themselves in the market and approach problems in a way that maximizes resources, rather than depletes them.
Market cultures are characterized by competition and value being aggressive, competitive, and customer-oriented. An example could be an insurance company’s sales organization. Insurance companies need aggressive, competitive sales teams to win market share and need to be customer service to sustain customers over the long term.
Hierarchical cultures focus on controlling and value being efficient, timely, and consistent. A factory is an example of a hierarchical culture. Control over processes and procedures maximizes efficiency and safety, standardizes work for consistency, and reduces errors and other sources of waste preventing timely rework.
KEY: Learning Objective: 1.2: Articulate why HRM matters, giving concrete examples.
REF: Cognitive Domain: Analysis
Answer Location: Types of Organizational Culture
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
4. Apply what you have learned about changing demographics to show the impact on the work of human resource management.
KEY: Learning Objective: 1.3: Explain the changing context of HRM and the developing role of analytics and technology.
REF: Cognitive Domain: Analysis
Answer Location: Changing Demographics
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
5. Based on what you have learned from the textbook, write a job description for a human resource manager including job duties, education and experience requirements, and a salary.
KEY: Learning Objective: 1.4: Summarize the HRM profession.
REF: Cognitive Domain: Analysis
Answer Location: Salary and Job Outlook
Difficulty Level: Hard
TOP: AACSB Standard: Analytical thinking
SHRM: Workforce Management
Document Information
Connected Book
HR Management People Data & Analytics 1e | Test Bank by Talya Bauer
By Talya Bauer
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Chapter 14 Employee And Labor Relations
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Chapter 1 Introduction To Human Resource Management
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Chapter 2 HRM and Data-Driven Insights
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Chapter 3 Data Management And Human Resource Information Systems
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