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Human Resource Management, Gaining a Competitive Advantage 13th Edition By Raymond Noe, Hollenbeck, Gerhart, Wright (Test Bank Latest Edition 2023-24, Grade A+, 100% Verified)€20,14
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Human Resource Management, Gaining A Competitive A
Human Resource Management, Gaining a Competitive A
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Human Resource Management, Gaining a Competitive Advantage 13th Edition By Raymond Noe, Hollenbeck, Gerhart, Wright (Test Bank Latest Edition 2023-24, Grade A+, 100% Verified)
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Human Resource Management, Gaining A Competitive A
This is the Original latest edition Test Bank for 13th edition of this title. All other Test Bank in the Market are fake/old editions with the wrong edition number change only.
Human Resource Management, Gaining a Competitive Advantage 13e by Raymond Noe, Hollenbeck, Gerhart, Wright (Test Bank L...
Human Resource Management, Gaining a Competitive A
Human Resource Management, Gaining a Competitive A
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Version 1 1 1) Companies have historically looked at human relations management (HRM) as a means to contribute to profitability and quality. ⊚ true ⊚ false 2) The three product lines of human resources (HR) as a business are administrative services and transactions, business partner services, and strategic partner roles. ⊚ true ⊚ false 3) The amount of time that the human relations management (HRM) function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing. ⊚ true ⊚ false 4) Senior Living Company has contracted with Truck to Go to handle all of its employee relocation services to enable its company ’s HR department to focus on other critical activities. This is an example of outsourc ing. ⊚ true ⊚ false 5) When a firm shifts to evidence -based human relations management (HRM), it should stop using workforce analytics. ⊚ true ⊚ false 6) Intangible assets are less valuable than financial and physical assets, but they are difficult to duplicate or imitate. ⊚ true ⊚ false (Human Resource Management, Gaining a Competitive Advantage 13e by Raymond Noe, Hollenbeck, Gerhart, Wright ) (Test Bank Latest Edition 2023-24, Grade A+, 100% Verified)
Chapter 1(Answer at the end of each Chapter) Version 1 2 7) You have been hired as a consultant by senior management at a senior care services company that is experiencing issues with low employee satisfaction and high turnover. In your meeting with management, you recommend to them that in exchange for working longer hours without job security, employees want companies to provide flexible work schedules and comfortable working conditions. This is a valid recommendation that you made to management. ⊚ true ⊚ false 8) Central Services Incorporated i s faced with a decision to hire part -time employees or more full-time employees. Management has heard that part -time employees make the job easier to fill but take longer to train. On the other hand, it is easier to terminate full -time employees. ⊚ true ⊚ false 9) You have been hired by senior management at a major electric vehicle manufacturer to help them design and implement a balanced scorecard to evaluate the company ’s business performance. In your meeting with management, you recommend to them that to be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments. This is a valid recommendation that you made to management. ⊚ true ⊚ false 10) Equinox Manufacturing Corporation has decided to adopt total quality management (TQM) to enhance the global competitiveness of the company. In doing so, training in quality was only offered to the production employees who worked on the production line. Based on TQM, this was an effective appro ach to implementing a quality program. ⊚ true ⊚ false 11) Big data used in evidence -based HR gathers information from many different sources. ⊚ true ⊚ false Version 1 3 12) Workers with disabilities can be a source of competitive advantage. ⊚ true ⊚ false 13) When it comes to problem s olving, cultural diversity can provide companies with a competitive advantage. ⊚ true ⊚ false 14) Lean is a new way to envision the work. Projects using lean methodology emphasize only new skills to improve and do not encourage the use of old skills in new ways. ⊚ true ⊚ false 15) Management at the Pinnacle Corporation sought to develop a work system that aligned the company’s strategies, structures, and processes with the people and culture in the company. This is an example of a high -performance work system. ⊚ true ⊚ false 16) As part of updating the HR resources available to employees and managers, Alban Company creates an intranet of useful materials that include performance evaluation metrics. This is an example of an HR dashboard. ⊚ true ⊚ false 17) Martina Zgonzalez, an HR specialist, is responsible for record keeping, workforce analytics, social media, intranet and Internet access. This corresponds with the _________ function of human resources. A) legal compliance B) employee data and information systems C) business strategy su pport D) performance management E) analysis and design of work Version 1 4 18) The HR department is most likely to collaborate with other company functions on A) legal compliance. B) outplacement. C) record keeping. D) performance management. E) unemployment compensation. 19) The HR Department at the Empire Corporation spends a lot of time and resources on collecting, analyzing, and evaluating data to demonstrate that HR practices have a positive influence on the company ’s bottom line or key stakeholders. This is an example of A) shared services. B) performance management. C) workforce management. D) workforce analytics. E) evidence -based HR. 20) _________ 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 E) Competency management 21) The training and development function of an HR department includes A) job analysis. B) orientation. C) performance measures. D) attitude surveys. E) policy creatio n.
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