Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 1
1. Which of the following statements is true of human resource management?
a.
It refers to auditing the finances of an organization.
b.
It involves generating business by identifying potential customers and ensuring customer satisfaction.
c.
It involves evaluating the external competition impacting an organization.
d.
It refers to designing formal systems in an organization to manage human talent for accomplishing
organizational goals.
ANSWER:
d
2. Binkers Inc. is a start-up that believes in hiring only the best talent. The company has about 100 highly efficient and
motivated employees. Given this information, it can be said that Binkers most likely understands the importance of _____.
a.
human capital
b.
benchmarking
c.
contingency planning
d.
job enlargement
ANSWER:
a
3. Unit labor cost is computed by dividing:
a.
the total cost of workers by their average levels of output.
b.
the total level of output by the total cost of workers.
c.
the average level of output by the average cost of workers.
d.
the average cost of workers by their average levels of output.
ANSWER:
d
4. Big Drop Inc. plans to increase employee productivity by eliminating some layers of management and changing
reporting relationships. The senior managers of the company decide to downsize the company and lay off some
employees. This is an example of _____.
a.
organizational restructuring
b.
benchmarking
c.
aligning HR activities
d.
onboarding
ANSWER:
a
5. _____ is a method to increase employee productivity by making changes to the way work gets done by focusing on the
characteristics of jobs and altering how tasks are structured and coordinated.
a.
Organizational restructuring
b.
Benchmarking
c.
Onboarding
d.
Redesigning work
ANSWER:
d
6. _____ is a method to increase employee productivity by ensuring that HR efforts and practices are consistent with
organizational efforts to improve productivity and satisfy strategic goals.
a.
HR auditing
b.
Benchmarking
c.
Aligning HR activities
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 2
d.
Organizational restructuring
ANSWER:
c
7. In the context of improving employee productivity, which of the following activities is involved in organizational
restructuring?
a.
Cutting staff through layoffs
b.
Implementing job enrichment programs
c.
Providing feedback to employees
d.
Providing training to new recruits
ANSWER:
a
8. In the context of improving employee productivity, which of the following activities is involved in redesigning work?
a.
Reshaping jobs because of technology changes
b.
Revising organizational structures
c.
Training, developing, and evaluating employees
d.
Outsourcing operations internationally
ANSWER:
a
9. In the context of improving employee productivity, which of the following activities is involved in aligning HR
activities?
a.
Changing workloads and combining jobs
b.
Revising organizational structures
c.
Using domestic vendors instead of employees
d.
Training, developing, and evaluating employees
ANSWER:
d
10. In the context of improving employee productivity, which of the following activities is involved in outsourcing
analyses?
a.
Revising organizational structure
b.
Using domestic vendors instead of employees
c.
Changing workloads and combining jobs
d.
Attracting and retaining employees
ANSWER:
b
11. Which of the following is true of organizational culture?
a.
It generally varies across an organization.
b.
It changes frequently over time.
c.
It provides members of an organization with rules of behavior.
d.
It is quickly established.
ANSWER:
c
12. In the context of the seven HR management functions, which of the following is a component of employee and labor
relations?
a.
HR policies
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 3
b.
Health and wellness
c.
HR effectiveness
d.
Affirmative action
ANSWER:
a
13. In the context of the seven HR management functions, which of the following is a component of strategy and
planning?
a.
Diversity
b.
HR retention
c.
HR policies
d.
Compensation
ANSWER:
b
14. Which of the following is a component of the talent acquisition function of HR management?
a.
Recruiting
b.
Training
c.
Orientation
d.
Career planning
ANSWER:
a
15. Which of the following is true of the administrative role of HR departments?
a.
It involves managing HR activities based on the strategies and operations identified by management.
b.
It helps define an organization’s business strategy relative to human capital and its contribution to the
organization’s results.
c.
It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
d.
It focuses on recordkeeping, including essential legal paperwork and policy implementation.
ANSWER:
d
16. Which of the following is true of the operational role of HR departments?
a.
It focuses on clerical administration and recordkeeping, including essential legal paperwork and policy
implementation.
b.
It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.
c.
It involves managing HR activities based on the strategies and operations identified by management.
d.
It helps define an organization’s business and HR strategies relative to human capital and its contribution to the
organization’s results.
ANSWER:
c
17. Which of the following has traditionally been the dominant role for human resources?
a.
Operational role
b.
Employee advocate role
c.
Administrative role
d.
Strategic role
ANSWER:
c
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 4
18. Sara, an HR Manager at Comp Inc., is moving from an administrative role in the HR department to an operational
role. Which of the following best describes the change in Sara’s role?
a.
Moving from processing legal paperwork to serving as a “champion” for employee concerns
b.
Moving from managing strategic HR activities to helping management define strategies to manage human
capital
c.
Moving from helping management define the strategy to manage human capital to serving as a “champion” for
employee concerns
d.
Moving from helping management define the strategy to manage human capital to processing legal paperwork
ANSWER:
a
19. Bob, an HR executive at Axis Inc., is moving from an operational role in the HR department to a strategic role. Which
of the following best describes the change in Bob’s role?
a.
Moving from serving as “champion” for employee concerns to helping management define the business
strategy relative to human capital
b.
Moving from helping management define the strategy to manage human capital to processing legal paperwork
c.
Moving from processing legal paperwork to serving as a “champion” for employee concerns
d.
Moving from processing legal paperwork to helping management define the strategy to manage human capital
ANSWER:
a
20. David, an HR Manager at RedWall Inc., is moving from an administrative role in the HR department to a strategic
role. Which of the following best describes the change in David’s role?
a.
Moving from serving as a “champion” for employee concerns to processing legal paperwork
b.
Moving from helping management define the strategy to manage human capital to serving as “champion” for
employee concerns
c.
Moving from processing legal paperwork to helping management define the business strategy relative to
human capital
d.
Moving from helping management define the strategy to manage human capital to processing legal paperwork
ANSWER:
c
21. Miguel, an HR Executive at Oyster Studios, is moving from an operational role in the HR department to an
administrative role. Which of the following best describes the change in Miguel’s role?
a.
Moving from processing legal paperwork to serving as a “champion” for employee concerns
b.
Moving from serving as “champion” for employee concerns to helping management define the strategy to
manage human capital
c.
Moving from processing legal paperwork to helping management define the strategy to manage human capital
d.
Moving from serving as a “champion” for employee concerns to processing legal paperwork
ANSWER:
d
22. Donna, an HR Manager at Loch Inc., is moving from a strategic role in the HR department to an operational role.
Which of the following best describes the change in Donna’s role?
a.
Moving from helping management define the strategy to manage human capital to serving as “champion” for
employee concerns
b.
Moving from helping management define the strategy to manage human capital to processing legal paperwork
c.
Moving from processing legal paperwork to helping management define the strategy to manage human capital
d.
Moving from serving as “champion” for employee concerns to processing legal paperwork
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 5
ANSWER:
a
23. Sunny, an HR Executive at FlyHi Inc., is moving from a strategic role in the HR department to an administrative role.
Which of the following best describes the change in Sunny’s role?
a.
Moving from processing legal paperwork to serving as “champion” for employee concerns
b.
Moving from serving as “champion” for employee concerns to helping management define the strategy to
manage human capital
c.
Moving from helping management define the strategy to manage human capital to serving as “champion” for
employee concerns
d.
Moving from helping management define the strategy to manage human capital to processing legal paperwork
ANSWER:
d
24. _____ is the process whereby new ideas are generated that create value for an organization.
a.
Onboarding
b.
Innovation
c.
Recruitment
d.
Benchmarking
ANSWER:
b
25. Which of the following is a component of the equal employment opportunity (EEO) function of HR management?
a.
Recruiting
b.
Training
c.
Affirmative action
d.
Career planning
ANSWER:
c
26. Which of the following is the primary advantage of outsourcing the HR administrative function?
a.
HR personnel will no longer need to serve as “champions” for employee issues and can focus on
recordkeeping.
b.
HR personnel can learn specialized skills by training under outsourced vendors.
c.
Organizations will no longer need to internally define and implement business strategies relative to human
capital.
d.
Organizations can save money on HR staffing.
ANSWER:
d
27. Raul, an HR Manager at Endetech, is tasked with conducting workforce planning to anticipate the retirement of
employees at various levels in the organization. In this scenario, Raul is responsible for fulfilling the _____ role of human
resources.
a.
administrative
b.
operational
c.
employee advocate
d.
strategic
ANSWER:
d
28. Jane, an HR Executive at YouBrain Consultants, is in charge of ensuring that all employees are treated equally
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 6
regardless of their personal background. Jane is also required to ensure that the organization does not face lawsuits from
employees. In this scenario, Jane is responsible for fulfilling the _____ role of human resources.
a.
administrative
b.
strategic
c.
employee advocate
d.
employee advisor
ANSWER:
c
29. The gig economy is an economy where:
a.
most work is performed by a group of shareholders rather than paid employees.
b.
work is carried out by a group of young workers who identify themselves as Generation Y workers.
c.
most work is performed by freelance workers rather than full-time employees.
d.
work is divided into stages and each stage is completed by different core teams.
ANSWER:
c
30. Which of the following is an approach used by organizations to improve workforce skills?
a.
Providing retention bonuses to employees
b.
Creating apprenticeship programs
c.
Increasing ethnic diversity at the workplace
d.
Providing workplace flexibility
ANSWER:
b
31. Janet, a new employee at Nalpot Inc., expects employers to utilize social media platforms as the primary
communication method. Janet most likely belongs to a group of workers called _____.
a.
gig workers
b.
temporary workers
c.
Generation Z
d.
Generation X
ANSWER:
c
32. In the context of organizations that have a global presence, which of the following statements is true?
a.
Companies feel they do not communicate their strategy clearly, finding it difficult to be flexible as they
expand to other markets.
b.
Companies find it difficult to adapt to globalization as it involves shifting from integrating global operations to
trade and investment.
c.
Sharing the cost of distant centers decreases the expense of local operations.
d.
Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze.
ANSWER:
d
33. Which of the following is a disadvantage of an aging workforce in economically developed countries?
a.
Having to implement new benchmarking strategies
b.
Having to decrease the span of control
c.
Having to increase power distance
d.
Having to replace experience and talent
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 7
ANSWER:
d
34. Which of the following is true of Generation Y workers in organizations?
a.
They include the set of workers born since the mid-1990s.
b.
They are expected to retire in the near future.
c.
They are expected to represent 25 percent of the workforce by the year 2025.
d.
They value jobs that allow them to make a social impact.
ANSWER:
d
35. Which of the following is true of a Human Resource Information System (HRIS)?
a.
It became extinct after the 1960s.
b.
It allowed HR to run its own reports and make changes without help from information technology staff.
c.
It functioned exclusively in the cloud and enabled self-service.
d.
It processed payroll, tracked employees and their benefits, and produced reports for HR managers.
ANSWER:
d
36. Which of the following statements is true of PeopleSoft?
a.
It was popular until the 1970s.
b.
It allowed HR to run its own reports and make changes without help from information technology
professionals.
c.
It functioned exclusively in the cloud and allowed self-service.
d.
It was used to ensure privacy of organizational data and provided security from third-party applications.
ANSWER:
b
37. Which of the following is true of software as a service (SaaS)?
a.
It functions in a vendor’s data center and allows self-service.
b.
It is software that allows HR to run its own reports and make changes with help from information technology
staff.
c.
It is software that functions exclusively in the cloud.
d.
It requires firms to buy licenses rather than merely renting software packages from vendors.
ANSWER:
a
38. Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?
a.
PeopleSoft was popular in the 1970s, whereas HRISs gained popularity after 1989.
b.
PeopleSoft did not allow HR to run its own reports, whereas HRISs allowed it.
c.
HRISs were run by information technology staff, whereas PeopleSoft allowed HR to run its own reports.
d.
HRISs functioned exclusively in the cloud, whereas PeopleSoft functioned in vendors’ data centers.
ANSWER:
c
39. Which of the following is the difference between a Human Resource Information System (HRIS) and software as a
service (SaaS)?
a.
HRISs enable firms to rent software packages from vendors, whereas SaaS requires firms to buy licenses.
b.
HRISs allowed HR to run its own reports, while SaaS functioned in vendors’ data centers.
c.
SaaS was popular in the 1970s, whereas HRISs gained popularity after 1989.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 8
d.
SaaS allows self-service, whereas HRISs require support from information technology staff.
ANSWER:
d
40. Using technology to support HR activities increases:
a.
the workload for hiring managers.
b.
the efficiency of the administrative HR functions.
c.
costs for HR.
d.
privacy and security.
ANSWER:
b
41. The organizational policy that encourages employees to bring their personal devices into the workplace so that they
can be used to complete work is called the _____.
a.
employee personal device policy
b.
personal devices for productivity policy
c.
bring your own device policy
d.
workplace personal device policy
ANSWER:
c
42. Which of the following programs developed by organizations focuses on the enhancement of stakeholder interests and
the advancement of social good?
a.
Equal employment opportunity programs
b.
Corporate social responsibility programs
c.
Social etiquette and behavior programs
d.
Corporate social networking programs
ANSWER:
b
43. Which of the following is a human resource competency outlined by the Society for Human Resource Management
(SHRM)?
a.
Technological expertise
b.
Business acumen
c.
Time management
d.
Deductive skills
ANSWER:
b
44. Josh works in the HR department of AmPro Inc. He was recently promoted to a managerial role. In the context of the
Society for Human Resource Management (SHRM) competency framework, which of the following skills does Josh most
likely have to build to succeed in his new role?
a.
Administrative capabilities
b.
Recordkeeping
c.
Leadership and navigation
d.
Legal capabilities
ANSWER:
c
45. Stanley is responsible for performing a variety of human resource activities such as posting job openings and reporting
current employees’ job satisfaction. He is most likely an _____.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 9
a.
HR specialist
b.
HR planner
c.
HR strategist
d.
HR generalist
ANSWER:
d
46. Which of the following is a prominent specialized HR organization?
a.
The WorldatWork Association
b.
The Organization for Economic Cooperation
c.
The Ethics Resource Center
d.
The U.S. Small Business Association
ANSWER:
a
47. Evelyn, an HR Executive, used to handle a variety of tasks such as employee recruitment and compensation. She was
recently promoted and is now responsible for reporting current employees’ job satisfaction as well as handling employee
recruitment, compensation, and benefits. Which of the following statements best describes her role?
a.
Evelyn’s previous role and her new role are HR generalist roles.
b.
Evelyn’s previous role and her new role are HR specialist roles.
c.
Evelyn moved from the role of an HR generalist to that of an HR specialist.
d.
Evelyn moved from the role of an HR specialist to that of an HR generalist.
ANSWER:
a
48. Suzie, an HR Executive at ZedNet Inc., was responsible for employee recruitment and compensation. She was
recently promoted and is now responsible only for recruitment. She is required to have in-depth knowledge of the
activities involved in recruiting. Which of the following statements best describes Suzie’s role?
a.
Suzie’s previous role and her new role are HR generalist roles.
b.
Suzie’s previous role and her new role are HR specialist roles.
c.
Suzie moved from the role of an HR specialist to that of an HR generalist.
d.
Suzie moved from the role of an HR generalist to that of an HR specialist.
ANSWER:
d
49. Ramone, an HR Manager at TelVille Inc., was initially responsible only for recruitment. He was recently promoted
and is now responsible exclusively for employee benefits. Which of the following statements best describes Ramone’s
role?
a.
Ramone’s previous role and his new role are HR generalist roles.
b.
Ramone’s previous role and his new role are HR specialist roles.
c.
Ramone moved from the role of an HR specialist to that of an HR generalist.
d.
Ramone moved from the role of an HR generalist to that of an HR specialist.
ANSWER:
b
50. Max, an HR Executive at Axis Inc., was initially responsible only for recruitment. He was recently promoted and is
now responsible for a variety of tasks such as recruitment, compensation, and benefits. Which of the following best
describes Max’s role?
a.
Max’s previous role and his new role are HR generalist roles.
b.
Max’s previous role and his new role are HR specialist roles.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 10
c.
Max moved from the role of an HR specialist to that of an HR generalist.
d.
Max moved from the role of an HR generalist to that of an HR specialist.
ANSWER:
c
51. Human resources professionals in some companies have been involved with mergers, acquisitions, and outsourcing.
a.
True
b.
False
ANSWER:
True
52. Human resource management involves designing formal systems in an organization to manage human talent for
accomplishing organizational goals.
a.
True
b.
False
ANSWER:
True
53. Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are
classified as intellectual property assets.
a.
True
b.
False
ANSWER:
True
54. Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an
organization’s workforce.
a.
True
b.
False
ANSWER:
True
55. A core competency is a unique capability that creates high value for a company.
a.
True
b.
False
ANSWER:
True
56. Using unit labor costs, one can see that relatively high wages will affect competitiveness if high productivity levels are
achieved.
a.
True
b.
False
ANSWER:
False
57. Unit labor cost is computed by dividing the total cost of workers by their average levels of output.
a.
True
b.
False
ANSWER:
False
58. Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work,
aligning HR activities, and outsourcing analyses.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 11
a.
True
b.
False
ANSWER:
True
59. Organizational culture consists of the shared values and beliefs that give members of an organization meaning and
provide them with rules for behavior.
a.
True
b.
False
ANSWER:
True
60. Rules of behavior in an organization are perpetuated as newcomers learn organizational culture from senior
employees.
a.
True
b.
False
ANSWER:
True
61. The operational role of HR involves focusing on clerical administration and recordkeeping, including essential legal
paperwork and policy implementation.
a.
True
b.
False
ANSWER:
False
62. The administrative role of HR involves serving as “champion” for employee issues and concerns.
a.
True
b.
False
ANSWER:
False
63. The administrative role of HR involves defining and implementing an organization’s business strategy relative to
human capital.
a.
True
b.
False
ANSWER:
False
64. The strategic role of HR involves recordkeeping and has given HR management the reputation of being “paper-
pushers.”
a.
True
b.
False
ANSWER:
False
65. SaaS agreements require firms to buy licenses rather than merely renting software packages from vendors.
a.
True
b.
False
ANSWER:
False
66. Work–life integration is a key area of success for women in leadership roles.
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 12
a.
True
b.
False
ANSWER:
True
67. Replacing the experience and talents of long-service workers is a challenge facing employers in all industries.
a.
True
b.
False
ANSWER:
True
68. An increasing number of individuals characterize themselves as multiracial.
a.
True
b.
False
ANSWER:
True
69. Women constitute about 50 percent of the U.S. workforce.
a.
True
b.
False
ANSWER:
True
70. Many states, including New Mexico, Arkansas, California, and Utah, have laws that enable organizations to obtain
access to job applicants’ social media accounts.
a.
True
b.
False
ANSWER:
False
71. Companies often rely on a number of programs to increase employees’ awareness of ethical issues.
a.
True
b.
False
ANSWER:
True
72. A recruitment coordinator for a manufacturing plant and a regional HR manager for European operations in a global
food company are examples of field and subsidiary HR professionals.
a.
True
b.
False
ANSWER:
True
73. Professional certification has decreased in importance for HR generalists and specialists.
a.
True
b.
False
ANSWER:
False
74. A person who has in-depth knowledge and expertise in a specific area of HR is known as an HR generalist.
a.
True
b.
False
ANSWER:
False
Name:
Class:
Date:
Copyright Cengage Learning. Powered by Cognero.
Page 13
75. A person with the responsibility of performing a variety of HR activities is known as an HR specialist.
a.
True
b.
False
ANSWER:
False
76. The membership of HR professionals in the Society for Human Resource Management (SHRM) is more than 75
percent male.
a.
True
b.
False
ANSWER:
False
77. The Professional in Human Resources (PHR) certification is sponsored by the WorldatWork Association.
a.
True
b.
False
ANSWER:
False
78. Senior Professional in Human Resources (SPHR), an HR certification, is sponsored by the Human Resource
Certification Institute (HRCI).
a.
True
b.
False
ANSWER:
True
79. The Society for Human Resource Management (SHRM) certification can be earned at three levels.
a.
True
b.
False
ANSWER:
False
80. Certified Compensation Professional (CCP), an HR certification, is offered by the WorldatWork Association.
a.
True
b.
False
ANSWER:
True
81. Define human resource management.
ANSWER:
Human resource management is designing formal systems in an organization to manage human talent for
accomplishing organizational goals.
82. Define human capital.
ANSWER:
Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of
an organization’s workforce.
83. What is core competency?
ANSWER:
Developing and implementing business strategies must be based on an organization‘s areas of strength.
Referred to as core competencies, those strengths are the foundation for creating the organization’s competitive
advantage. A core competency is a unique capability that creates high value for a company.
Name:
Class:
Date:
3. Intellectual property assets: Specialized research capabilities, patents, information systems, designs,
operating processes, copyrights, and so on
84. Define productivity.
ANSWER:
Productivity is defined as a measure of the quantity and quality of work done, considering the cost of the
resources used.
85. List the seven categories of HR functions.
ANSWER:
The seven HR functions are as follows:
1. Strategy and planning
2. Employee and labor relations
3. Risk management and worker protection
4. Rewards
5. Talent management
6. Staffing
7. Equal employment opportunity
86. Briefly describe the ability-motivation-opportunity (AMO) model.
ANSWER:
A useful framework to understand how HR practices serve as the foundation for human capital is called the
ability-motivation-opportunity (AMO) model. The AMO model involves HR practices that lead to greater
skill, greater motivation, and greater opportunity for workers to contribute to the organization. HR practices in
high-performing organizations often focus on these elements of the employee experience to enhance the
employees’ sense of competence and dedication to the organizational goals.
87. Briefly describe a Millennial.
ANSWER:
Millennials (also called Generation Y) are an emerging group of workers in organizations today, and their
numbers are expected to represent 75 percent of the workforce by the year 2025. These individuals value jobs
that allow them to make a social impact, offer retirement investment options, respect their time for family, and
provide for their personal development.
88. Briefly describe changes in the U.S. workforce.
ANSWER:
The U.S. workforce today is more racially and ethnically diverse, more women are employed than ever before,
and the average age of its members is increasing.
89. List a few organizational programs that promote employees’ awareness on ethical issues.
ANSWER:
The following organizational programs promote employees’ awareness on ethical issues:
1. A written code of ethics and standards of conduct
2. Training on ethical behavior for all executives, managers, and employees
3. Advice to employees on ethical situations they face, often given by HR
4. Systems for confidential reporting of ethical misconduct or questionable behavior
5. Public recognition and commendation when employees behave ethically
90. Briefly describe the role of an HR specialist.
ANSWER:
An HR specialist is a person who has in–depth knowledge and expertise in a specific area of HR. Common
areas of HR specialty include benefits, compensation, staffing and recruitment, and training and development.
91. Briefly describe the four types of assets that organizations must manage to be successful.
ANSWER:
Organizations must manage four types of assets to be successful:
1. Physical assets: Buildings, land, furniture, computers, vehicles, equipment, and so on
2. Financial assets: Cash, financial resources, stocks, bonds or debt, and so on
Name:
Class:
Date:
Name:
Class:
Date:
performance, pay, training, career progress, and disciplinary actions. Managers can make better HR-related
depends on what management expects from HR and what competencies the HR staff members possess. The
roles are as follows:
1. Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork
and policy implementation
2. Operational and employee advocate: Managing HR activities based on the strategies and operations that
have been identified by management and serving as “champion” for employee issues and concerns
3. Strategic: Helping define and implement the business strategy relative to human capital and its contribution
to the organization’s results
While the administrative role has traditionally been the dominant one for HR, the operational and employee
advocate roles are increasingly being emphasized in many organizations. The strategic role requires the ability
and focus to contribute to strategic decisions and to be recognized by upper management for these efforts. This
practice is likely to grow as firms expect HR groups to be involved in the strategic planning process and to
prepare employees to be more strategic.
95. Describe the administrative role of HR management.
ANSWER:
The administrative role of HR management involves processing information and recordkeeping. This role has
given HR management in some organizations the reputation of being “paper-pushers” who primarily fill out
forms and tell managers and employees what cannot be done, usually because of some policy or problem from
the past. If limited to the administrative role, HR staff members are often clerical and lower-level
administrative aides to the organization. Two major shifts driving the transformation of the administrative role
are greater use of technology and outsourcing.
96. Describe the common HR challenges when an organization has a global presence.
ANSWER:
Although individual companies do not respond to all HR challenges in exactly the same way, research
suggests that all must face and overcome a common set of difficulties when an organization has a global
presence. The areas of difficulties are as follows:
1. Strategy: Companies feel they do not communicate their strategy clearly, finding it difficult to be flexible as
they expand to other markets.
2. People: Executives feel their companies are not good at transferring lessons from one country to another
and are not sufficiently effective at recruiting, retaining, training, and developing people in all geographic
locations.
3. Complexity: Complexity arises as standardization of processes clashes with local needs, and sharing the cost
of distant centers increases the expense of local operations.
4. Risk: Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze,
which results in sometimes rejecting approaches they perhaps should have taken.
97. Describe the benefits of technology in HR management.
ANSWER:
The increased use of technologies in the workplace is greatly impacting the way HR activities and other
managerial functions are performed in organizations. In particular, the rapid expansion of HR technology
serves a number of important purposes. Administrative and operational efficiency and effectiveness can be
enhanced when technology is appropriately incorporated into the workplace.
Another common use of technology is tracking EEO/affirmative action activities. HR technology can also
facilitate strategic HR planning. Having accessible data enables HR planning and managerial decision making
Name:
Class:
Date: