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SAGE Publishing, 2019
A. labor
B. human resource
C. staff
D. line
54. At the Acme Global Corporation, the human resources department provides training
to help line managers understand how to avoid inadvertently acting in a way that is
prohibited when dealing with employees. This training covers the ______
responsibilities of line management.
A. legal
B. labor cost controls
C. leadership and motivation
D. training and development
55. Morgan is a line manager who wants to cut costs and make her department more
efficient. She is not sure what she is allowed to do to achieve his goals. Morgan should
ask the human resources department for help understanding the ______ responsibilities
of line management.
A. appraisal and promotion
B. labor cost controls
C. leadership and motivation
D. training and development
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56. Javier wants to improve his workers’ performance and productivity. To learn the best
ways to do so, Javier could work to improve his skills related to the ______
responsibilities of line management.
A. safety and security
B. appraisal and promotion
C. leadership and motivation
D. labor cost controls
57. As a line manager, Gerardo is often one of the first people to see a problem with the
organization’s manufacturing processes caused by lack of employee skill. Resolving the
problem is a part of the ______ responsibilities of line management.
A. legal considerations
B. labor cost controls
C. leadership and motivation
D. training and development
58. Annika, who is a line manager, recommended one of her employees for a new job
higher up in the organization. Based on what she knew of the employee’s capabilities
and limitations, Annika voiced her opinion that her employee would be a good fit for the
position. Her recommendation is part of the ______ responsibilities of line management.
A. legal considerations
B. appraisal and promotion
C. leadership and motivation
D. training and development
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
59. Spencer, who is a line manager, ensures that the machines used by his employees
are regularly examined by inspectors to make sure the machines do not pose a hazard
to his employees. His regular monitoring of these machines is part of the ______
responsibilities of line management.
A. legal considerations
B. labor cost controls
C. leadership and motivation
D. safety and security of employees
60. Human resource ______ jobs are ones in which the employee focuses on a specific
discipline of HR.
A. generalist
B. technical
C. specialist
D. knowledge
61. Human resource ______ jobs are ones in which the human resource employee
works in many different areas.
A. knowledge
B. generalist
C. technical
D. specialist
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62. Kaitlin manages the organization’s employee-related actions to ensure compliance
with equal opportunity laws and regulations as well as organizational affirmative action
plans. Part of her job also involves managing diverse groups of people within the
organization. Kaitlin’s human resource management specialty is ______.
A. training and development
B. compensation and benefits
C. the legal environment
D. ethics and sustainability
63. Chase manages the recruiting process, selecting the best candidates who apply,
and getting them settled into their jobs. Chase’s human resource management specialty
is ______.
A. training and development
B. compensation and benefits
C. staffing
D. labor and industrial relations
64. Isabel manages teaching employees everything from basic job skills to what they
need to know to move up in the organization. Isabel’s human resource management
specialty is ______.
A. training and development
B. employee relations
C. staffing
D. labor and industrial relations
Lussier, Human Resources Management 3e
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65. Alexandra’s role in the organization involves measuring and evaluating job
satisfaction and employee engagement. Alexandra’s human resource management
specialty is ______.
A. staffing
B. labor and industrial relations
C. ethics and sustainability
D. employee relations
66. Eli’s work involves union votes, negotiations for union agreements, contract
collective bargaining, and handling grievances. Eli’s human resource management
specialty is ______.
A. the legal environment
B. compensation and benefits
C. labor and industrial relations
D. safety and security
67. Miguel’s job involves how the organization rewards the people who work for it. He
works with salary surveys, benefits management, and incentive programs. Miguel’s
human resource management specialty is ______.
A. the legal environment
B. compensation and benefits
C. safety and security
D. ethics and sustainability
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
68. Glynn’s work involves helping employees with stress management and designing
the employee assistance program to help employees cope with job demands. Glynn’s
human resource management specialty is ______.
A. ethics and sustainability
B. safety and security
C. training and development
D. staffing
69. Brooklyn’s job involves working on codes of ethics and making sure employees can
report any violations of the code. Brooklyn’s human resource management specialty is
______.
A. training and development
B. labor and industrial relations
C. employee relations
D. ethics and sustainability
70. The ______ discipline of human resource management encompasses all of the
things that need to happen to get people interested in working for a company, including
the recruiting process, selecting the best candidates who apply, and getting them
settled into their new jobs.
Lussier, Human Resources Management 3e
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A. interpersonal
B. training
C. staffing
D. revenue
71. The ______ discipline of human resource management encompasses employee
education in organizations.
A. training and development
B. employee relations
C. staffing
D. revenue
72. The ______ discipline of human resource management includes coaching, conflict
resolution, counseling, and disciplining the workforce. It also involves leadership and
team-building efforts within the organization.
A. staffing
B. interpersonal
C. employee relations
D. technical
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73. A ______ specialist might find jobs in compensation planning, salary surveys,
benefits management, and incentive programs.
A. absenteeism and turnover
B. compensation and benefits
C. effectiveness and efficiency
D. conceptual and design
74. ______ is the largest and most recognized of the HRM advocacy organizations in
the United States.
A. The Society for Human Resource Management
B. Human Resource Certification Institute
C. WorldatWork
D. Association of Human Resource Professionals
75. Section I of the practitioner’s model of human resource management focuses on the
things that are most critical to the organization’s basic stability and success and
contains ______.
A. 21st-Century HRM, strategic planning, and HR laws
B. staffing
C. developing and managing
D. protecting and expanding
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76. Section II of the practitioner’s model of human resource management includes the
items that will allow the organization to get its work done successfully over long periods
of time and is concerned with ______.
A. protecting and expanding
B. staffing
C. developing and managing
D. compensating
77. Once people have been selected into the organization, the ______ section of the
practitioner’s model of human resource management describes how managers might
coach, counsel, and/or discipline employees.
A. 21st-century HRM, strategic planning, and HR laws
B. developing and managing
C. protecting and expanding
D. compensating
78. The ______ section of the practitioner’s model of human resource management
describes base pay, incentives, and worker benefits as ways to reward and maintain a
workforce.
A. 21st-century HRM, strategic planning, and HR laws
B. staffing
C. developing and managing
D. compensating
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
79. As a human resource manager, Chloe seeks to make human resource technology a
part of daily operations at Acme Global. She points out how it can be used in all areas
of human resources. Chloe is helping Acme Global become agile by ______.
A. creating a digital culture
B. developing the ability to thrive on change
C. exploring the value of “on–demand” workers
D. reviewing legacy processes
80. At Acme Global, full-time employees work seamlessly with consultants and
temporary workers. It appears Acme Global has become agile by ______.
A. creating a digital culture
B. developing the ability to thrive on change
C. exploring the value of “on–demand” workers
D. reviewing legacy processes
81. As a human resource manager, Mitchell is examining all the procedures that have
been adopted over the years and have become “the way we do things around here.”
Many of these procedures were adopted to make the workplace more efficient, but
Mitchell wants to check on whether that efficiency still exists. Mitchell is helping Acme
Global become agile by ______.
A. creating a digital culture
B. developing the ability to thrive on change
C. exploring the value of “on–demand” workers
D. reviewing legacy processes
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
True/False
1. Employee engagement is a combination of job satisfaction, ability, and a willingness
to perform for the organization at a high level and over an extended period of time.
2. Effectiveness is the amount of output that an organization gets per unit of input, with
human input usually expressed in terms of units of time.
3. In the present view of the field, human resource management deals primarily with
improving the effectiveness of the people within an organization.
4. Knowledge workers gather and interpret information to improve a product or process.
They are known for using “their head more than their hands.”
Lussier, Human Resources Management 3e
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5. Sustainable competitive advantage is a capability that creates value for customers
that rivals can’t copy quickly or easily and that allows the organization to differentiate its
products or services from those of competitors.
6. Conceptual and design skills include the ability to understand, communicate, and
work well with individuals and groups through developing effective relationships.
7. Staff managers are the individuals who create, manage, and maintain the people and
organizational processes that create whatever it is that the business sells.
8. The Society for Human Resource Management is the largest and most recognized of
the HRM advocacy organizations in the United States.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
9. The developing and managing section of the practitioner’s model of human resource
management includes the items that will allow the organization to get its work done
successfully over long periods of time.
10. The compensating section of the practitioner’s model of human resource
management describes base pay, incentives, and worker benefits as ways to reward
and maintain a workforce.
Essay
1. Describe the traditional view of human resource management and the present view of
human resource management.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
2. There are several major challenges facing HR managers. Identify at least three of
these major challenges.
3. Describe the four critical dependent variables that managers must control to
compete as a modern organization.
4. Describe the four major human resource management skill sets.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
5. Describe four of the six human resource management responsibilities of the line
manager.
6. Describe four of the eight major human resource management discipline areas.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
7. List the eight major human resource management discipline areas.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
8. If you decide to pursue a career in human resource management, there are several
organizations that can help. What are two major organizations you might join to help in
your career?
9. The book describes the five levels of the practitioner’s model for human resource
management. Of the five, which are you looking forward to studying in this book? Be
sure to describe the part of the model in which you have the most interest and why you
look forward to learning more about it.
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
10. The relationship between employee engagement and productivity is complex.
Describe how you would go about increasing productivity through employee
engagement.