Human Resource Management 15th Edition By Robert Mathis, John Jackson, Sean Valentine, Patricia Meglich (Test Bank)
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Module
Human Resource Management 15e Robert Mathis, John
Institution
Human Resource Management 15e Robert Mathis, John
Human Resource Management 15e Robert Mathis, John Jackson, Sean Valentine, Patricia Meglich (Test Bank)
Human Resource Management 15e Robert Mathis, John Jackson, Sean Valentine, Patricia Meglich (Test Bank)
1. Which of the following statements is true of the functions of human resource management?
a. It is a clerical operation in large companies concerned with payroll and employee
records.
b. It refers to a department that looks into the legal ramifications of policies and
procedures that affect only the employees in an organization.
c. It is a function concerned with costs, planning, and the implications of various
strategies for organizations.
*d. It refers to a design of formal systems in an organization to manage human talent for
accomplishing organizational goals.
2. Binkers, LLC and Toves Inc. have merged, doubling the number of production facilities. To
help decide which facilities to keep open and which should be closed, Bella has been asked
to measure the productivity of the workforces at the facilities. Bella should _____.
*a. determine the total cost of people required for each unit of output
b. determine the total cost of people required for an output of 100 units
c. determine the total cost of people required to complete a day’s worth of work
d. determine the total cost of people required to complete a year’s worth of work
3. How is unit labor cost computed?
a. By dividing the total cost of workers by the total level of output
b. By dividing the total level of output by the total cost of workers
c. By dividing the average level of output by the average cost of workers
*d. By dividing the average cost of workers by their average levels of output
4. Big Drop Inc. wants to increase employee productivity by eliminating layers of management
and changing reporting relationships, as well as cutting staff through layoffs and early retirement
buyout programs. This is an example of _____.
*a. organizational restructuring
b. redesigning work
c. aligning human resource activity
d. outsourcing
5. _____, a method of increasing employee productivity, involves having fewer employees who
perform multiple job tasks.
a. Organizational restructuring
b. Aligning HR activity
c. Outsourcing
, *d. Redesigning work
6. _____, a method of increasing employee productivity, includes ensuring that staffing, training
and development, performance management, and compensation are not working to offset
productivity.
a. Outsourcing
b. Redesigning work
*c. Aligning human resource activity
d. Organizational restructuring
7. Which of the following can be a part of the process of restructuring an organization?
*a. Layoffs
b. Reshaping jobs because of technology changes
c. Attracting and retaining employees
d. Improving employee benefits
8. Which of the following is a part of the process of redesigning work?
*a. Reshaping jobs because of technology changes
b. Revising organizational structures
c. Training, developing, and evaluating employees
d. Outsourcing operations internationally
9. Which of the following is a part of the process of aligning human resource activities?
a. Changing workloads and combining jobs
b. Revising organizational structure
c. Using domestic vendors instead of employees
*d. Training, developing, and evaluating employees
10. Which of the following is a part of the process of outsourcing analyses?
a. Revising organizational structure
*b. Using domestic vendors instead of employees
c. Changing workloads and combining jobs
d. Attracting and retaining employees
11. Which of the following is true of organizational culture?
a. It increases the diversity of an organization.
, b. It decreases the diversity of an organization.
*c. It tells people how to behave in an organization.
d. It does not take a very long time to evolve.
12. Which of the following is a part of the human resource function of employee and labor
relations?
*a. Human resource policies
b. Health and wellness
c. Human resource effectiveness
d. Affirmative action
13. Which of the following is a part of the strategy and planning function of human resource
management?
a. Diversity
*b. Human resource retention
c. Job analysis
d. Compensation
14. Which of the following is a part of the staffing function of human resource management?
*a. Recruiting
b. Training
c. Orientation
d. Career planning
15. Which of the following is true of the administrative role of human resource departments?
a. It involves managing most human resource activities in keeping with strategies and
operations that have been identified by management.
b. It involves helping to define the strategy relative to human capital and its contribution
to organizational results.
c. It involves identifying possible strategies to attract and retain talent with a focus on
organizational growth.
*d. It focuses on record keeping, including essential legal paperwork and policy
implementation.
16. Which of the following is true of the operational role of human resource departments?
a. It involves focusing on clerical administration and recordkeeping, including essential
legal paperwork and policy implementation.
b. It involves identifying possible strategies to attract and retain talent with a focus on
organizational growth.
, *c. It involves managing most human resource activities in keeping with the strategies
that have been identified by management.
d. It involves helping to define the strategy relative to human capital and its contribution
to organizational results.
17. Which of the following has traditionally been the dominant role for human resources?
a. Operational role
b. Employee advocate role
*c. Administrative role
d. Strategic role
18. Sara, a human resource manager at Comp Inc., is moving from an administrative role in the
human resource department to an operational role. Which of the following best describes the
change in Sara’s role?
*a. Moving from processing legal paperwork to serving as a “champion” of employee
concerns
b. Moving from processing legal paperwork to helping define the strategy to manage
human capital
c. Moving from helping define the strategy to manage human capital to serving as a
“champion” of employee concerns
d. Moving from helping define the strategy to manage human capital to processing legal
paperwork
19. Bob, a human resources executive at Axis Inc., is moving from an operational role in the
human resources department to a strategic role. Which of the following best describes the change
in Bob’s role?
*a. Moving from serving as a “champion” of employee concerns to helping define the
strategy to manage human capital
b. Moving from helping define the strategy to manage human capital to processing legal
paperwork
c. Moving from processing legal paperwork to serving as a “champion” of employee
concerns
d. Moving from processing legal paperwork to helping define the strategy to manage
human capital
20. David, a human resources manager at RedWall Inc., is moving from an administrative role in
the human resource department to a strategic role. Which of the following best describes the
change in David’s role?
a. Moving from serving as a “champion” of employee concerns to processing legal
paperwork
b. Moving from helping define the strategy to manage human capital to serving as a
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