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

Exam Bank For Personnel Management 11th Edition By Raymond Noe

Chapter 1 Personnel Management: Achieving a Competitive Edge

1) Organizations have traditionally viewed HRM as a way to contribute to profitability and excellence.

Response: INCORRECT
Explanation: Only recently have organizations seen HRM as a method to contribute to profitability, excellence, and other business objectives by enhancing and supporting operational activities.
Difficulty Level: 1 Simple
Subject: What Responsibilities and Functions do HR Departments Fulfill?
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

2) Sarah is charged with conducting orientation and offering fundamental computer training. She has to be a part of the HR training and development unit.

Response: INCORRECT
Explanation: Orientation, skills training, developmental programs, and career advancement are duties handled by individuals involved in the training and development aspects of HR.

Refer to: Table 1.1
Difficulty Level: 2 Moderate
Subject: What Responsibilities and Functions do HR Departments Fulfill?
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

3) HR’s business can be broken down into administrative services and dealings, business associate services, and strategic associate roles.

Response: CORRECT
Explanation: A way to view the duties and roles of HR departments is to see HR as a business entity within the organization having three separate areas of focus—namely, administrative services and dealings, business associate services, and strategic associate roles.
Difficulty Level: 1 Simple
Subject: What Responsibilities and Functions do HR Departments Fulfill?
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Remember
AACSB: Analytical
Accessibility: Keyboard Navigation

4) The time dedicated by the HRM department to administrative duties is declining, while its function as a strategic business associate is growing.

Response: CORRECT
Explanation: The HRM department’s decrease in time spent on administrative tasks is matched by its growing roles as a strategic business partner, catalyst for change, and employee proponent.
Difficulty Level: 1 Simple
Subject: Strategic Role of the HRM Department
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

5) Because HR can utilize the Internet for training, benefits, and agreements, its role in offering self-service has dwindled.

Response: CORRECT
Explanation: The introduction of the Internet has decreased HR’s responsibility in maintaining records and providing self-service options to employees. Self-service involves granting employees online access to HR-related information like training, benefits, wages, and agreements; enrolling digitally in programs and services; and completing online opinion surveys.
Difficulty Level: 2 Moderate
Subject: Strategic Role of the HRM Department
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

6) XYZ Company has outsourced relocation services to Move Masters. This practice of outsourcing is the norm.

Response: INCORRECT
Explanation: Outsourcing involves contracting with another company (vendor, third party, consultant) to provide services. Primary outsourced functions commonly include those related to benefits administration (e.g., flex accounts, health plan eligibility), relocation, and payroll.
Difficulty Level: 2 Moderate
Subject: Strategic Role of the HRM Department
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

7) When a company switches to evidence-based HRM, it should cease using workforce statistics.

Response: INCORRECT
Explanation: Evidence-based HR necessitates the use of HR or workforce statistics. HR or workforce statistics refer to employing quantitative and scientific methods to analyze data from HR databases, corporate financial reports, employee surveys, and other sources to make informed HR decisions demonstrating the impact of HR practices on the organization’s “bottom line,” including profits and expenses.
Difficulty Level: 1 Easy
Subject: Strategic Role of the HRM Department
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation
8) Evidence-based HR demonstrates that personnel practices have no effect on the company’s financial performance or key stakeholders.

Response: INCORRECT
Explanation: Evidence-based HR indicates the visible impact of personnel practices on the company’s financial performance or key stakeholders.
Difficulty Level: 1 Easy
Subject: Competitive Challenges Impacting Personnel Management
Learning Objective: 01-01 Discuss the functions and duties of a company’s personnel management department.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

9) Intangible assets are as valuable as, if not more valuable than, financial and physical assets, but they are challenging to replicate or copy.

Response: CORRECT
Explanation: Intangible assets hold as much, or even more, value compared to financial and physical assets but are challenging to replicate or imitate.
Difficulty Level: 1 Easy
Subject: Competitive Challenges Impacting Personnel Management
Learning Objective: 01-02 Discuss the implications of the economy, the labor force composition, and ethics for organizational sustainability.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

10) In a learning-oriented organization, enhancements in product or service quality continue beyond formal training completion.

Response: CORRECT
Explanation: A learning-oriented organization adopts a culture of continual learning, enabling all employees to consistently acquire and exchange knowledge. Enhancements in product or service quality persist beyond the conclusion of formal training.
Difficulty Level: 1 Easy
Subject: Competitive Challenges Impacting Personnel Management
Learning Objective: 01-02 Discuss the implications of the economy, the labor force composition, and ethics for organizational sustainability.
Bloom’s: Remember
AACSB: Analytical
Accessibility: Keyboard Navigation
11) In return for working extended hours without job security, employees seek flexible work schedules and pleasant work environments from companies.

Response: CORRECT
Explanation: Employees expect companies to provide flexible work hours, comfortable work environments, greater autonomy in work execution, training opportunities, and performance-based financial incentives in exchange for exceptional performance and longer work hours without job security.
Difficulty Level: 1 Easy
Subject: Competitive Challenges Impacting Personnel Management
Learning Objective: 01-02 Discuss the implications of the economy, the labor force composition, and ethics for organizational sustainability.
Bloom’s: Understand
AACSB: Analytical
Accessibility: Keyboard Navigation

Personnel Related Exam Banks

Exam Bank For Personnel Sexuality In a World of Diversity Fourth Canadian 4th Edition By Rathus

Exam Bank For Personnel Sexuality in a world of diversity 5th Canadian Edition By Rathus