Test Bank for Human Resource Management Gaining a Competitive Advantage 7th Edition by Noe

Test Bank for Human Resource Management Gaining a Competitive Advantage 7th Edition by Noe Chapter 01 Human Resource Management: Gaining a Competitive Advantage True / False Questions 1. Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations. True False 2. The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation. True False 3. The three product lines of HR include a) administrative services and transactions, B) financial services, and c) strategic partners. True False 4. The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing. True False 5. Advances in technology have allowed HR services to be offered more on a self-service basis than in the past. True False 6. HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently. True False 7. Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition. True False 8. Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds. True False 9. Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors. True False 10. A learning organization places the highest emphasis on completion of formal employment training. True False 11. The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions. True False 12. The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking. True False 13. To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments. True False 14. The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy. True False 15. Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits. True False 16. ISO 9000 certification is an integral component of W. Edwards Deming's quality control process. True False 17. The skills and motivation of a company's internal labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems. True False 18. Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees. True False 19. Cultural diversity can provide a company competitive advantage regarding problem- solving. True False 20. The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance. True False 21. Every business must be prepared to deal with the global economy. True False 22. One of the disadvantages of technology is that it does not allow older workers to postpone retirement. True False 23. E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits. True False 24. An HR dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system. True False 25. Compensating human resources involves measuring employees' performance. True False Multiple Choice Questions 26. refers to a company's ability to maintain and gain market share in its industry. A. Outsourcing B. Competitiveness C. Self-service D. Empowerment 27. refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance. A. Total quality management B. Financial management C. Human resource management D. Production and operations management 28. Strategic HR management includes all but one of the following. Name the exception. A. Financial planning B. Training and development C. Performance management D. Recruiting talent 29. Which of the following is NOT a responsibility of HR departments? A. Recruiting B. Benefits C. Community relations D. Production and operations 30. Which of the following is NOT a product line of human resources? A. Administrative services and transactions B. Strategic partner C. Human capital partner D. Business partner services 31. Which of the following best describes a cultural steward? A. Shapes the organization. B. Delivers results with integrity. C. Facilitates change. D. Recognizes business trends and their impact on the business. 32. A strategic architect is one who: A. facilitates change. B. recognizes business trends and their impact on the business. C. implements workplace policies conducive to work environment. D. develops talent and designs reward systems. 33. Giving employees online access to information about HR issues such as training, benefits, and compensation is known as: A. outsourcing. B. continuous learning. C. self-service. D. strategic planning. 34. The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as: A. e-commerce. B. empowering. C. outsourcing. D. benchmarking. 35. Traditionally, the HRM department was primarily a(n): A. proactive agency. B. finance expert. C. employer advocate. D. administrative expert. 36. Which of the following statements about evidence-based HR is FALSE? A. It helps show that the money invested in HR programs is justified and that HR is contributing to the company's goals and objectives. B. It emphasizes that HR is being transformed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage. C. It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and showing their relationship with HR practices. D. It refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders. 37. Which one of the following statements about the HR profession is FALSE? A. A college degree is required of HR specialists, but not of generalists. B. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations. C. Professional certification in HRM is less common than membership in professional associations. D. The primary professional organization for HRM is the Society for Human Resource Management. 38. All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT: A. the global challenge. B. the challenge of sustainability. C. the political challenge. D. the technology challenge.