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1. Managers and economists traditionally have seen human resource management as a
source of value to their organizations.
2. The concept of “human resource management” implies that employees in an organization
cannot be considered as a resource and hence are interchangeable.
3. Human resources cannot be imitated.
4. High-performance work systems have been essential in making organizations strong
enough to weather the storm of a recession and remain profitable when the economy begins to
expand after the recession.
5. No two human resource departments will have precisely the same roles and
responsibilities.
6. The concern for innovation and quality in recent times has forced companies to use more
narrowly defined jobs to increase efficiency.
7. The process of selection is limited to hiring new employees for job openings and excludes
internal transfers and promotions.
8. Establishing and administering personnel policies allows the company to handle
problematic situations more fairly and objectively than if it addressed such incidents on a case-
by-case basis.
9. Companies following a low-cost strategy closely align their pay packages to the industry
norms.
10. Establishing and administering personnel policies allows the company to handle
problematic situations more fairly and objectively than if it addressed such incidents on a case-
by-case basis.
11.
(p. 10)
The current federal laws fail to outline how to use employee databases in order to protect
employees’ privacy while also meeting employers’ and society’s concerns for security.
12. Human resource management is increasingly becoming a purely administrative function.
13. Evidence-based HR refers to the practice of initiating disciplinary action against
employees only in the presence of clear and demonstrable proof of undesirable behavior.
14. In organizations with a sustainable strategy, the HR departments focus on employee
development and empowerment rather than short-term costs.
15. An HR professional can be an effective talent manager or organizational designer only
when he has the knowledge of how the organization is structured and how that structure might be
adjusted to help it meet its goals for developing and using employees’ talents.
16. Knowledge of business trends is essential for the strategic architect role of an HR
professional.
17. The HR activities are exclusively carried out by an HR specialist in small organizations.
18. The supervisors play a key role in employee relations as they are most often the voice of
management for the employees.
19. The right of free consent states that employers can conceal the nature of the job while
hiring an employee for a particular position.
20. Mimi feels that her being denied promotion has more to do with her being a woman than
with her performance. However, her supervisors and the HR department are refusing to hear her
case. This indicates that Mimi has been denied her right to due process.
21. In companies that are ethical and successful, the owners are the only stakeholders who
are responsible for the actions of the company.
22. For human resource practices to be considered ethical, they must result in the greatest
good for the largest number of people.
23. The role of HR generalist is essentially limited to recruitment and selection.
24. The vast majority of HRM professionals have a college degree.
25. The Society for Human Resource Management is the primary professional organization for
HRM and the world’s largest human resource management association.
26. The policies, practices, and systems that influence employees' behavior, attitudes, and
performance constitute:
27. The concept of "human resource management" implies that employees:
28. As a type of resource, human capital refers to the:
29. The term _____ is used to describe the employees of an organization in terms of their
training, experience, judgment, intelligence, relationships, and insight.
30. One of the qualities of human resources is that _____.
31. Human resources provide an organization with a sustainable competitive advantage
because:
32. Which one of the following responsibilities is specifically associated with the HR function
of employee relations?
