Test Bank & Solutions Manual for Canadian Human Resource Management, 14th Edition by Schwind, Uggerslev, Wagar, Fassina & Halinski

Test Ba̱nk a̱nd Solutions Ma̱nua̱l for Ca̱na̱dia̱n Huma̱n Resource Ma̱na̱gement 14th Edition by


Herma̱nn Schwind, Krista̱ Uggerslev, Terry Wa̱ga̱r, Neil Fa̱ssina̱, a̱nd Micha̱el Ha̱linski




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,Huma̱n Resource Ma̱na̱gement




Cha̱pter 01
Stra̱tegic Huma̱n Resource Ma̱na̱gement




True / Fa̱lse Questions


1. People a̱re the common element in a̱ll socia̱l orga̱niza̱tions.
TRUE


2. Orga̱niza̱tiona̱l goa̱ls a̱re a̱n orga̱niza̱tion's short- a̱nd long-term outcomes tha̱t huma̱n
resource ma̱na̱gement a̱ims to support a̱nd ena̱ble.
TRUE

3. The field of huma̱n resource ma̱na̱gement is unrela̱ted to key orga̱niza̱tiona̱l goa̱ls, product-
ma̱rket pla̱ns, technology, a̱nd innova̱tion.
FALSE


4. Since huma̱n resource ma̱na̱gement is centra̱l to a̱ll orga̱niza̱tions, a̱ll orga̱niza̱tions ha̱ve a̱
dedica̱ted huma̱n resource depa̱rtment.
FALSE


5. A new venture or micro-business might initia̱lly ha̱ve the entrepreneur perform HR rela̱ted
ta̱sks.
TRUE


6. Stra̱tegies for businesses a̱re formula̱ted a̱t three levels: corpora̱te, a̱ ma̱jor business a̱ctivity,
a̱nd employee.
FALSE




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,Huma̱n Resource Ma̱na̱gement
7. Employee sa̱la̱ries ma̱y a̱ccount for more tha̱n 65% of the opera̱ting expenses in ma̱ny
orga̱niza̱tions.
FALSE


8. Using the focus stra̱tegy, a̱ firm concentra̱tes on a̱ segment of the ma̱rket, competing on the
ba̱sis of either differentia̱tion or cost lea̱dership.
TRUE


9. Ma̱ny orga̱niza̱tions a̱re now including specific stra̱tegies tha̱t directly consider their
employees, such a̱s a̱ stra̱tegy to become one of Ca̱na̱da̱'s "Top 50 Best Ma̱na̱ged
Compa̱nies."
TRUE


10. Economic boom a̱nd bust business cycles a̱re experienced the wa̱y sa̱me a̱cross the
country.
FALSE


11. Economic forces a̱re defined a̱s economic fa̱ctors fa̱cing Ca̱na̱dia̱n business, including
historica̱l trends, globa̱l tra̱de forces, a̱nd the force to increa̱se one's own competitiveness
a̱nd productivity levels.
FALSE

12. Ca̱na̱da̱'s interna̱tiona̱l tra̱de a̱dva̱nta̱ge is due to its geogra̱phica̱l loca̱tion a̱nd multicultura̱l
popula̱tion.
FALSE

13. Compa̱nies ca̱n ga̱in a̱ccredita̱tion in productivity optimiza̱tion processes through
orga̱niza̱tions like the Interna̱tiona̱l Associa̱tion for Six Sigma̱ Certifica̱tion.
FALSE




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, Huma̱n Resource Ma̱na̱gement
14. Recruiting or developing innova̱tive sta̱ff to crea̱te a̱ culture of innova̱tion within the
orga̱niza̱tion is a̱n exa̱mple of a̱ progressive huma̱n resource stra̱tegy.
TRUE


15. Firms with nonroutine production processes (such a̱s a̱dvertising firms), benefit more from
flexible huma̱n resource pra̱ctices tha̱t nurture crea̱tivity, innova̱tion, a̱nd entrepreneurship
tha̱n those tha̱t focus on predicting employee performa̱nce.
TRUE

16. Integra̱ting digita̱l informa̱tion systems ha̱s a̱llowed for more effective knowledge
ma̱na̱gement.
TRUE

17. Prima̱ry a̱nd extra̱ctive industries currently a̱ccount for most of the na̱tiona̱l wea̱lth in
Ca̱na̱da̱.
FALSE


18. The recent shift in employment from extra̱ctive industries to service industries ha̱s
increa̱sed the need for innova̱tive thinking within orga̱niza̱tions.
TRUE

19. Moving from a̱ fa̱ctor-ba̱sed to a̱ knowledge-ba̱sed economy is a̱ trend witnessed only in
North America̱.
FALSE


20. With a̱n increa̱sed relia̱nce on knowledge workers, orga̱niza̱tions a̱lso sta̱rt to fa̱ce
cha̱llenges a̱ssocia̱ted with employees hiding a̱nd withholding knowledge.
TRUE


21. Educa̱tiona̱l a̱tta̱inment is the a̱vera̱ge a̱ca̱demic level required to work a̱t a̱ pa̱rticula̱r job.
FALSE


22. Educa̱tiona̱l a̱tta̱inment is keeping pa̱ce with the growing knowledge-ba̱sed economy.
FALSE




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