Ch1 Flashcards
(49 cards)
1
Q
- Which of the following is not part of the management process?
a) Planning
b) Organizing
c) Controlling
d) Marketing
e) Staffing
A
D. Marketing
2
Q
- Why is human resource management important to all managers?
a) To avoid personnel mistakes
b) To increase the company’s market share
c) To focus only on financial aspects
d) To manage inventory
e) None of the above
A
A. To avoid personnel mistakes
3
Q
- Which type of authority gives you the right to issue orders to other managers or employees?
- a) Staff authority
- b) Line authority
- c) Delegated authority
- d) Regulatory authority
- e) Supervisory authority
A
B. Line authority
4
Q
-
Which of the following is not a responsibility of line managers in HR management?
- a) Training employees for new jobs
- b) Placing the right person in the right job
- c) Starting new employees in the organization
- d) Hiring external consultants
- e) Developing the abilities of each person
A
D. Hiring external consultants
5
Q
-
What does the term “employee engagement” refer to?
- a) Being psychologically involved in one’s job
- b) Employee compensation
- c) Scheduling work hours
- d) Organizing team-building activities
- e) Planning career advancement
A
A. Being psychologically involved in one’s job
6
Q
-
Which of the following is not a trend in human resource management?
- a) Workforce demographics and diversity
- b) Technological trends
- c) Economic trends
- d) Marketing trends
- e) Globalization trends
A
D. Marketing Trends
7
Q
-
Which digital technology is not one of the six main types driving HR automation?
- a) Social Media
- b) Mobile Applications
- c) Data Analytics
- d) Blockchain
- e) Artificial Intelligence
A
D. Blockchain
8
Q
-
Which term refers to the responsibility of ensuring companies are measured by maximizing profits, environmental, and social performance?
- a) Corporate Social Responsibility
- b) Sustainability
- c) Employee Engagement
- d) Strategic Planning
- e) Human Resource Development
A
A. Corporate social responsibility
9
Q
-
What does “DEI” stand for in human resource management?
- a) Diversity, Equality, and Improvement
- b) Diversity, Equity, and Inclusion
- c) Development, Engagement, and Inclusion
- d) Diversity, Engagement, and Integrity
- e) Development, Equality, and Innovation
A
B. Diversity, Equity, and Inclusion
10
Q
A
11
Q
-
Which of the following best describes evidence-based human resource management?
- a) Using intuition to make decisions
- b) Applying traditional management practices
- c) Using data, facts, and research to support decisions
- d) Focusing only on employee surveys
- e) Implementing HR decisions based on market trends
A
C. Using Data, Facts, and research to support decisions
12
Q
-
Which of the following does not belong to the HR technology trends?
- a) Cloud Computing
- b) Social Media
- c) Manual Record Keeping
- d) Data Analytics
- e) Augmented Reality
A
C. Manual Record Keeping
13
Q
-
Which area is part of a human resource manager’s key knowledge areas today?
- a) Financial management
- b) Supply chain management
- c) Employee performance management
- d) Marketing strategies
- e) Stock management
A
C. Employee performance management
14
Q
-
What is the primary role of a strategic human resource manager?
- a) Hiring employees quickly
- b) Managing payroll efficiently
- c) Formulating and executing HR policies that support the company’s strategic goals
- d) Focusing on administrative tasks
- e) Organizing team events
A
C. Formulating and executing HR policies that support the company’s strategic goals
15
Q
-
Why is the manager’s human resource philosophy considered important?
- a) It affects only the HR department
- b) It is required by law
- c) It influences the actions of top managers and the entire organization
- d) It has no impact on employee performance
- e) It is used for marketing purposes
A
C. It influences the actions of top managers and the entire organization
16
Q
A group consisting of people with
formally assigned roles who work
together to achieve the organiza-tion’s goals.
A
Organization
17
Q
Someone who is responsible for
accomplishing the organization’s
goals, and who does so by manag-ing the efforts of the organization’s
people
A
Manager
18
Q
Which of the following activities is part of the “Planning” function in management?
a) Delegating authority
b) Establishing goals and standards
c) Recruiting prospective employees
d) Motivating subordinates
e) Evaluating performance
A
B. Establishing goals and standards
19
Q
Which function of management involves giving each subordinate a specific task and establishing departments?
a) Planning
b) Leading
c) Controlling
d) Organizing
e) Staffing
A
D. Organizing
20
Q
Which of the following activities is not part of the “Staffing” function?
a) Selecting employees
b) Developing plans and forecasts
c) Counseling employees
d) Recruiting prospective employees
e) Setting performance standards
A
B. Developing plans and forecasts
21
Q
Which function of management focuses on getting others to complete tasks, maintaining morale, and motivating subordinates?
a) Planning
b) Organizing
c) Leading
d) Staffing
e) Controlling
A
Leading
22
Q
In which function of management would checking actual performance against set standards and taking corrective action fall under?
a) Planning
b) Organizing
c) Staffing
d) Leading
e) Controlling
A
E. Controlling
23
Q
The process of acquiring, training,
appraising, and compensating
employees, and of attending to their
labor relations, health and safety,
and fairness concerns.
A
Human Resource Management
24
Q
Which of the following best defines “authority”?
a) The right to advise others
b) The responsibility to accomplish tasks
c) The right to make decisions, direct others’ work, and give orders
d) The process of developing plans and forecasts
e) The ability to motivate subordinates
A
C. The right to make decisions, direct others’ work, and give orders
25
Which type of manager has the right to advise other managers or employees but does not have the authority to issue orders?
a) Line manager
b) Staff manager
c) Project manager
d) Team manager
e) Operations manager
B. Staff Manager
26
Who is responsible for accomplishing the organization's tasks and is authorized to direct the work of subordinates?
a) Staff manager
b) Operations manager
c) Line manager
d) Project manager
e) Assistant manager
c. Line manager
27
Which of the following statements best describes a staff manager?
a) A manager with the authority to give direct orders to employees
b) A manager who supervises the entire organization
c) A manager who assists and advises line managers
d) A manager responsible for setting goals and standards
e) A manager who evaluates employee performance
C. A manager who assists and advises line managers
28
Assessing trends and focusing on six categories of trends
Environmental scanning
29
The composition of the workforce will continue to become more
diverse, with more women, minority group members, and older workers in the work-force.
a.) True
b.) False
True
30
The principles of conduct governing
an individual or a group; specifcally,
the standards you use to decide
what your conduct should be
Ethics
31
Which of the following is a primary responsibility of a recruiter?
a) Developing compensation plans
b) Investigating EEO grievances
c) Using various methods to search for qualified job applicants
d) Advising management on union–management relations
e) Planning training activities
c. Using various methods to search for qualified job applicants
32
Who is responsible for investigating and resolving EEO grievances and examining organizational practices for potential violations?
a) Job analysts
b) Compensation managers
c) Labor relations specialists
d) EEO representatives or affirmative action coordinators
e) Training specialists
d) EEO representatives or affirmative action coordinators
33
Which role involves collecting and examining detailed information about job duties to prepare job descriptions?
a) Recruiter
b) Job analyst
c) Training specialist
d) Labor relations specialist
e) Compensation manager
b) Job analyst
34
Who is responsible for developing compensation plans and handling employee benefits programs?
a) Training specialists
b) EEO representatives
c) Compensation managers
d) Labor relations specialists
e) Recruiters
c) Compensation managers
35
Which of the following best describes the role of labor relations specialists?
a) Planning and organizing training activities
b) Advising management on all aspects of union–management relations
c) Preparing job descriptions
d) Searching for qualified job applicants
e) Developing compensation plans
b) Advising management on all aspects of union–management relations
36
Which of the following occupations saw a rise in job openings due to pandemic trends?
a) Customer service and sales
b) Production and warehousing
c) Office support workers
d) Health aides and care workers
e) None of the above
d. Health aides and care workers
37
What percentage of the U.S. workforce is currently employed in producing and delivering services rather than products?
a) 50%
b) 60%
c) 70%
d) 80%
e) 90%
80%
38
Which technological trend is mentioned as requiring special training and employee testing?
a) Cobots working with humans
b) Using social media tools for recruiting
c) Online job applications
d) Manufacturing new products
e) Global marketing strategies
a) Cobots working with humans
39
True or False: The majority of job growth in the coming decade will be in the manufacturing sector
False
40
True or False: The pandemic accelerated trends that were already affecting occupational shifts.
True
41
True or False: The increasing use of technology in jobs has reduced the need for employee training.
False
42
True or False: Globalization presents challenges in international human resource management, such as differences in political, social, legal, and cultural aspects.
True
43
What is "strategic human resource management" primarily focused on?
a) Handling daily employee complaints
b) Formulating and executing HR policies that produce the competencies and behaviors needed to achieve the company’s strategic aims
c) Increasing the number of employee training sessions
d) Monitoring employee attendance
e) Enforcing strict work schedules
b) Formulating and executing HR policies that produce the competencies and behaviors needed to achieve the company’s strategic aims
44
Which of the following strategies is suggested to improve employer–employee relationships, especially after disruptions like pandemics?
a) Reducing employee salaries
b) Increasing work hours
c) Building stronger employer–employee relationships
d) Implementing more regulations
e) Outsourcing employee responsibilities
c) Building stronger employer–employee relationships
45
Which of the following is a responsibility of line managers in human resource management?
a) Advising on labor relations
b) Testing employees
c) Placing the right person on the job
d) Creating HR policies for strategic objectives
e) Evaluating compensation plans
c) Placing the right person on the job
46
What is the role of staff HR managers?
a) They make decisions on employee hiring
b) They train new employees
c) They advise on matters such as labor relations and employee testing
d) They handle payroll processing
e) They conduct interviews for all departments
c) They advise on matters such as labor relations and employee testing
47
Which trend is influencing how human resource managers operate today?
a) A decreasing workforce diversity
b) Less reliance on technology
c) An older and more diverse workforce
d) Less competition due to globalization
e) Fewer expectations for high performance
c) An older and more diverse workforce
48
What do employers expect from human resource management teams today?
a) To focus solely on hiring processes
b) To manage only administrative tasks
c) To focus more on big-picture issues and support strategic objectives
d) To handle employee grievances alone
e) To decrease training and development programs
c) To focus more on big-picture issues and support strategic objectives
49
True or False: Staff HR managers are responsible for placing the right person on the job and training new employees.
False (This is the role of line managers.)
