17. A person with the responsibility of performing a variety of human resource activities is known as a
human resource specialist.
18. For human resource generalists, the largest organization is the Society for Human Resource
Management.
19. Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.
20. Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the
Human Resource Certification Institute.
21. Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the
American Society for Training and Development.
22. Certified Compensation Professional (CCP), a human resource certification, is sponsored by the World
at Work Association.
23. The strategic planning process begins with an assessment of the current state of the business and the
environmental forces that may be important during the planning cycle.
24. The SWOT analysis helps managers in formulating a strategic plan that considers the organization’s
ability to deal with the situation at hand.
25. Implementing the strategy is typically the last step in the strategic planning process.
26. Instead of making a choice, a good strategy will try to accommodate many different demands and
interests.
27. Organizational strategy is independent of Human Resource management.
28. The focus of HR planning is to ensure that the organization has the right number of human resources,
with the right capabilities, at the right times, and in the right places.
29. In the final part of the planning process, HR plans are developed to provide specific direction for the
management of HR activities related to employee recruiting, selection, and retention.
30. Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), displaced workers can
retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their
dependents, if they pay the premium themselves.
31. The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to disclose the
ages of both terminated and retained employees in layoff situations, and waiver of rights to sue for age
discrimination must meet certain requirements.
32. The value for HR practices cannot be measured.
33. People-related costs are typically the smallest controllable expense in organizations.
34. Benchmarking is the process of comparing business processes and outcomes to an industry standard or
best practice.
35. The balanced scorecard is a framework organizations use to report on a diverse set of performance
measures.
36. Revenue per employee is a basic measure of human capital effectiveness.
37. The formula for calculating the potential ROI for a new HR activity = operating cost for a new or
enhanced system for a time period + one-time cost of acquisition and implementation/value of gains
from productivity improvements for the time period.
38. The formula for calculating human capital return on investment = Revenue +(Operating Expense
+(Compensation – Benefits Cost)) / (Compensation – Benefit Cost)
39. Human economic value added = Net profit before taxes + Cost of capital / Full-time head count
SHORT ANSWER
1. Define human resource management.
2. Define human capital.
3. What is core competency?
4. Define productivity.
5. List the elements of ethics programs whose existence is most likely to lead to ethical behavior.
6. Briefly describe the role of a human resources specialist.
7. List the seven categories of human resources functions.
8. Define strategic planning.
9. Define organizational mission.
10. Define strategic HR management.
11. Describe how HR professionals can contribute to the strategic planning process.
12. Define Human Resource planning.
13. Define forecasting.
ESSAY
1. Describe the major ways of increasing employee productivity.
2. Describe the different roles played by the human resource department in an organization.
3. What are the two major purposes of human resource technology in organizations?
4. Describe human resource management as a career field.
5. Describe the Human Resource Certification Institute (HRCI) certification.
6. Describe the strategic planning process for organizations.
7. Describe the Human Resource planning process.
8. Discuss current and future jobs audit and the key questions that are addressed during internal jobs
assessment.
9. Discuss forecasting the supply of Human Resources.
10. Discuss a legal consideration for workforce reduction.
11. Discuss balanced scorecard.