HR Midterm - BU354 Exam Ques ons and answers
Newest RATED A+ 2025/2026 UPDATED WITH
COMPLETE SOLUTION NEW!!
Human resources management (HRM) - Ans the management of people in organiza ons to
drive successful organiza onal performance and achievement of the organiza on's strategic
goals
Human capital - Ans the knowledge, educa on, training, skills, and exper se of an
organiza on's workforce
Scien fic management - Ans the process of scien fically analyzing manufacturing processes,
reducing produc on costs, and compensa ng employees based on their performance levels
Human resources movement - Ans a management philosophy focusing on concern for people
and produc vity
Outsourcing - Ans the prac ce of contrac ng with outside vendors to handle specified
business func ons on a permanent basis
Authority - Ans the right to make decisions, direct others' work, and give orders
Line authority - Ans the authority exerted by an HR manager by direc ng the ac vi es of the
people in his or her own business unit, department, or service area
Staff authority - Ans staff authority gives the manager the right (authority) to advise other
managers or employees
, Line manager - Ans a manager who is authorized to direct the work of subordinates and is
responsible for accomplishing the organiza on's tasks
Staff manager - Ans a manager who assists and advises line managers
employee engagement - Ans the emo onal and intellectual involvement of employees in their
work, such as intensity, focus, and involvement in his or her job and organiza on
Strategy - Ans the company's plan for how it will balance its internal strengths and weaknesses
with external opportuni es and threats to maintain a compe ve advantage
Change agents - Ans specialists who lead the organiza on and its employees through
organiza onal change
Environmental scanning - Ans iden fying and analyzing external opportuni es and threats that
may be crucial to the organiza on's success
Evidence-based HRM - Ans use of data, facts, analy cs, scien fic rigor, cri cal evalua on, and
cri cally evaluated research/case studies to support human resource management proposals,
decisions, prac ces, and conclusions
Metrics - Ans sta s cs used to measure ac vi es and results
Balanced scorecard - Ans a measurement system that translates an organiza ons strategy into
a comprehensive set of performance measures
Cer fica on - Ans recogni on for having met certain professional standards
, Social responsibility - Ans the implied, enforced, or felt obliga on of managers, ac ng in their
official capaci es, to serve or protect the interests of groups other than themselves
Produc vity - Ans the ra o of an organiza on's outputs to its inputs
Primary sector - Ans jobs in agriculture, fishing and trapping, forestry, and mining
Secondary sector - Ans jobs in manufacturing and construc on
Ter ary or service sector - Ans jobs in public administra on, personal and business services,
finance, trade, public u li es, and transporta on/ communica ons
Con ngent/non-standard workers - Ans Workers who do not have regular full- me
employment status
Globaliza on - Ans the emergence of a single global market for most products and services
Organiza onal culture - Ans the core value, beliefs and assump ons that are widely shared by
members of an organiza on
Organiza onal climate - Ans the prevailing atmosphere that exists in an organiza on and its
impact on employees
Empowerment - Ans providing workers with the skills and authority to make decisions that
would tradi onally be made by managers
Tradi onalist (1922-1945) - Ans grew up in an era of hardship, including a war and the Great
Depression
Newest RATED A+ 2025/2026 UPDATED WITH
COMPLETE SOLUTION NEW!!
Human resources management (HRM) - Ans the management of people in organiza ons to
drive successful organiza onal performance and achievement of the organiza on's strategic
goals
Human capital - Ans the knowledge, educa on, training, skills, and exper se of an
organiza on's workforce
Scien fic management - Ans the process of scien fically analyzing manufacturing processes,
reducing produc on costs, and compensa ng employees based on their performance levels
Human resources movement - Ans a management philosophy focusing on concern for people
and produc vity
Outsourcing - Ans the prac ce of contrac ng with outside vendors to handle specified
business func ons on a permanent basis
Authority - Ans the right to make decisions, direct others' work, and give orders
Line authority - Ans the authority exerted by an HR manager by direc ng the ac vi es of the
people in his or her own business unit, department, or service area
Staff authority - Ans staff authority gives the manager the right (authority) to advise other
managers or employees
, Line manager - Ans a manager who is authorized to direct the work of subordinates and is
responsible for accomplishing the organiza on's tasks
Staff manager - Ans a manager who assists and advises line managers
employee engagement - Ans the emo onal and intellectual involvement of employees in their
work, such as intensity, focus, and involvement in his or her job and organiza on
Strategy - Ans the company's plan for how it will balance its internal strengths and weaknesses
with external opportuni es and threats to maintain a compe ve advantage
Change agents - Ans specialists who lead the organiza on and its employees through
organiza onal change
Environmental scanning - Ans iden fying and analyzing external opportuni es and threats that
may be crucial to the organiza on's success
Evidence-based HRM - Ans use of data, facts, analy cs, scien fic rigor, cri cal evalua on, and
cri cally evaluated research/case studies to support human resource management proposals,
decisions, prac ces, and conclusions
Metrics - Ans sta s cs used to measure ac vi es and results
Balanced scorecard - Ans a measurement system that translates an organiza ons strategy into
a comprehensive set of performance measures
Cer fica on - Ans recogni on for having met certain professional standards
, Social responsibility - Ans the implied, enforced, or felt obliga on of managers, ac ng in their
official capaci es, to serve or protect the interests of groups other than themselves
Produc vity - Ans the ra o of an organiza on's outputs to its inputs
Primary sector - Ans jobs in agriculture, fishing and trapping, forestry, and mining
Secondary sector - Ans jobs in manufacturing and construc on
Ter ary or service sector - Ans jobs in public administra on, personal and business services,
finance, trade, public u li es, and transporta on/ communica ons
Con ngent/non-standard workers - Ans Workers who do not have regular full- me
employment status
Globaliza on - Ans the emergence of a single global market for most products and services
Organiza onal culture - Ans the core value, beliefs and assump ons that are widely shared by
members of an organiza on
Organiza onal climate - Ans the prevailing atmosphere that exists in an organiza on and its
impact on employees
Empowerment - Ans providing workers with the skills and authority to make decisions that
would tradi onally be made by managers
Tradi onalist (1922-1945) - Ans grew up in an era of hardship, including a war and the Great
Depression
