78) A ________ metric focuses on measuring the activities that contribute to achieving the
company’s strategic aims.
A) strategy-based
B) high-performance
C) human resource
D) benchmark
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
79) An HR specialist conducting an HR audit should review which of the following when
auditing recruitment and selection practices?
A) disciplinary procedures
B) FLSA compliance
C) workers’ compensation
D) background check policies
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
80) Which area of an HR audit is most likely being assessed by an HR specialist who is
reviewing job descriptions and the employment status of current employees?
A) employee relations
B) roles and head count
C) mandated benefits
D) group benefits
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
31
81) An HR specialist conducting a compliance audit should most likely have a solid
understanding of ________.
A) health benefits
B) federal employment laws
C) employee selection tools
D) corporate termination policies
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
82) Which of the following terms refers to the quantitative measure of a human resource
management yardstick such as employee turnover or qualified applicants per position?
A) high-performance work system
B) human resource scorecard
C) human resource metric
D) human resource audit
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
83) Which of the following terms refers to the process of comparing and analyzing the practices
of one firm with those of a high-performing company?
A) benchmarking
B) diversifying
C) outsourcing
D) strategizing
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
32
84) Using data, facts, scientific rigor, and case studies to support HR management proposals and
practices is best known as ________.
A) evidence-based HR management
B) strategic HR management
C) international HR management
D) management by objectives
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
85) With evidence-based HR management, the evidence is LEAST likely to come from
________.
A) actual measurements
B) existing data
C) personnel reports
D) research studies
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
33
86) Which of the following refers to an analysis by which an organization measures where it
currently stands and determines what it has to accomplish to improve its HR functions?
A) HR methodology
B) HR benchmark
C) HR audit
D) HR ratio
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
87) As an HR manager, you have been given the task of conducting an HR audit. Which of the
following areas would you be LEAST likely to address in the audit process?
A) federal compliance
B) group benefits
C) termination policies
D) media communication
AACSB: Application of knowledge
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Application
34
88) Which of the following is most likely a true statement about high-performance companies?
A) Most employees receive regular performance appraisals.
B) The employee turnover rate is extremely high.
C) Only executives are eligible for incentive pay.
D) The majority of jobs are filled externally.
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
89) Which of the following is a software application used to evaluate data about employee
backgrounds, capabilities, and performance for the purpose of predicting employee retention?
A) talent management
B) strategy mapping
C) workforce analytics
D) ratio analysis
AACSB: Application of knowledge
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
35
90) Which term refers to the set of activities used to find new, hidden, or unexpected patterns in
data?
A) benchmarking
B) data mining
C) data management
D) strategic mapping
AACSB: Application of knowledge
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Concept
91) What is a high performance work system? How can HR audits support a high performance
work system?
AACSB: Application of knowledge
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Synthesis
36
92) What is evidence-based human resource management? Do you think it can improve the
success of an HR department? Why or why not?
AACSB: Reflective thinking
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Critical Thinking
93) How do firms use workforce analytics and data mining to evaluate HR practices?
AACSB: Information Technology
Chapter: 3
LO: 3.3: Explain with examples why metrics are important for managing human resources.
Skill: Application
94) The primary purpose of implementing high-performance practices such as recruiting,
screening, and training is to ________.
A) foster a strong organizational culture
B) develop a trained and self-motivated workforce
C) create management opportunities for new hires
D) use benchmarks to compare personnel skills within an industry
Chapter: 3
LO: 3.4: Answer the question “What are high-performance work systems?” and give examples
of how they differ from non-high-performance ones.
Skill: Concept
37