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Human Resources Management For Public And Nonprofi
Human Resources Management for Public and Nonprofi
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Human Resources Management for Public and Nonprofit Organizations A Strategic Approach 4th Edition By Joan E. Pynes (Test Bank)
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Human Resources Management For Public And Nonprofi
Human Resources Management for Public and Nonprofit Organizations A Strategic Approach 4e Joan E. Pynes (Test Bank)
Human Resources Management for Public and Nonprofit Organizations A Strategic Approach 4e Joan E. Pynes (Test Bank)
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(Human Resources Management for Public and Nonprofit Organizations A Strategic Approach 4e Joan E.
Pynes)
(Test Bank all Chapters)
Instructor’s Guide for Human Resources
Management for Public and Nonprofit
Organizations
A Strategic Approach
Fourth Edition
Joan E. Pynes
,Exam Questions (Test Bank)
Chapter 1: Introduction to Human
Resources Management in the Public and
Nonprofit Sectors
1. Human resources management includes the recruitment, selection,
training, and development of employees. (T)
2. Public and nonprofit agencies can often use technology to automate
production of products and therefore easily reduce staff. (F)
3. The Pendleton Act set up a civil service commission to make merit-
based decisions for federal jobs. (T)
4. Veterans are given hiring preference for federal and state jobs. (T)
5. Privatizing government services always saves money. (F)
6. One purpose of e-government is to engage citizens through
technology. (T)
7. Nonprofit organizations may distribute profits to the board of directors
of the organization. (F)
8. All nonprofit organizations serve low-income populations. (F)
9. Nonprofits are private organizations. (T)
10. Nonprofits are not affected by cuts in government funding. (F)
11. A nonprofit organization is not allowed to make a profit. (F)
12. The Intergovernmental Personnel Act of 1970
a. required state and local governments to share employees to
save money.
b. made changes to the Pendleton Act.
c. requires federal employees to remain politically neutral.
d. gave grants to state and local governments to improve their
personnel practices.
13. The costs of employees are what percentage of public and nonprofit
2
, budgets?
a. 5–15%
b. 20–45%
c. 50–80%
d. 90–100%
14. Which is a characteristic of a public organization?
a. It has a board of directors
b. It provides goods or services that the market is unable to
address
c. It has a profit goal
d. It is owned and controlled by one person
15. Which of the following is a challenge facing human resources
management today?
a. greater expectations by employees to have a work-life balance
b. lack of technology to assist with human resources planning
c. lack of diversity in the general workforce
d. abundance of resources to recruit, train, and retain employees
16. Which of the following is true about the educational challenges
affecting human resources?
a. Black and Hispanic students are earning college degrees at the
same rate as white students.
b. In the future, a high school education will be enough to keep a
competitive economic edge.
c. Shortages of workers with postsecondary education could
grow by 2020, making it hard to fill jobs in the knowledge-
based economy.
d. Too many people will be overeducated in the future for the
available job market.
Chapter 2: Strategic Human Resources
Management and Planning
1. The strategic role of HR management focuses on the longer-term
implications of HR issues. (T)
2. HR management must consider external forces such as politics, the
3
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