Liberty University BUSI 342 exam 1 test complete solutions correct answers A+ work

Liberty University BUSI 342 exam 1 test complete solutions correct answers A+ work

More than 5 different versions

A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country

The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development

Firms using tweets on competitive service details lead to problems associated with using social media

Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals

The administrative role of human resource involves serving as employee “champion” for employee issues and concerns

Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing

A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist

Professional in Human Resources (PHR) is sponsored by the WorldatWork Association

A host-country national is a citizen of one country who is working in a second country and employed by an organization which is headquartered in a third country

Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development

“Percentage of employees with career plan” is an example of the development HR metric

Revenue per employee is a basic measure of human capital effectiveness

Short-range forecasts focus on the immediate HR needs of an organization

The formula for calculating human capital value added = Revenue - (Operating Expense - (Compensation + Benefit Costs)) / Full-Time Head Count

People-related costs are typically the smallest controllable expense in organizations

A multinational corporation, sometimes called a transnational corporation, is an organization that has facilities and other assets in at least one country other than its home country

The policy of filling key positions with individuals in the region of the subsidiary in offshore organizations is known as the polycentric policy of global staffing strategies

The policy of assigning host-country nationals to key staff positions in offshore organizations is known as the ethnocentric policy of global staffing strategies

Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice

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

Differences in pay between men and women in the same jobs are permitted when there is a difference in the quality of work

Title VII of the Civil Rights Act states that it is illegal for an employer to fail or refuse to hire or discharge any individual because of such individual’s national origin

Provisions of the Affordable Care Act (2010) allow for break time and a private place for
nursing mothers to express breast milk for one year after the birth of a child

The Americans with Disabilities Act includes restrictions on obtaining and retaining medically related information on applicants and employees

Through cultural awareness training, organizations try to build greater understanding of the differences among people

Nepotism is the practice of preventing relatives from working for the same employer

A hostile environment harassment is a type of sexual harassment in which employment outcomes are typically linked to the individual granting sexual favors

Executive Orders 11246, 11375, and 11478 require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and handicapped individuals

The Immigration Reform and Control Act (IRCA) requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background

A quid pro quo harassment exists when an individual’s work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions

The managerial job analysis questionnaire is a specialized instrument that incorporates checklists, where each job is analyzed on 27 dimensions composed of 187 “elements.”

Job rotation is the process of shifting a person from job to job

A special-purpose team is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished

Telework means that employees work via electronic, telecommunications, and Internet means

A job description identifies the tasks, duties, and responsibilities of a job

Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work

Responsibilities are obligations to perform certain tasks and duties

Comprised of more than 200 statements, the position analysis questionnaire examines a variety of managerial dimensions, including decision making and supervising

Reviewing existing job documentation is typically the last step in the job analysis process

Workflow analysis usually begins with the evaluation of activities that lead to the output

Contingent workers have less legal protection regarding selection, discrimination, benefits, discipline and termination than do regular employees

International firms that move manufacturing operations to low-wage countries overseas are sometimes criticized for being “sweatshop employers.” Which of the following is NOT a defense for an international firm that is taking advantage of the wage disparity between the U.S. and less-developed countries?

Which of the following would NOT be identified as a typical HR operational activity

The explicit aspects of organizational culture include all of the following EXCEPT

When HR professionals from different organizations work together to solve shared business problems they are engaging in

A manufacturer of heavy construction equipment is replacing a number of its assembly line employees with a robotic assembly process. This would be termed organizational restructuring

Woodmere Production Company employees over 2,000 hourly workers. The HR department is debating the introduction of web-based technology to handle employment applications, employee benefit enrollments and other related functions. The move to this technology will most affect the HR department’s ____ role

Most HR outsourcing is related to the administrative role of HR

Pauline is an employee of a large city. She is the lead negotiator for contracts between the city government and the police and firefighters’ unions. Pauline is an HR

A major issue in the modern workplace is that interesting and challenging assembly line jobs have been deskilled into monotonous and repetitive jobs

Despite the increase in global trade, most U.S.-based organizations experience little impact from global competitors or foreign business practices

Employees who value _________ are most likely to be attracted to jobs allowing them to telecommute

Revenue divided by full time employee equivalents is

If an HR manager wishes to determine how much operating profit per employee the firm generates, he/she should calculate Human Capital Value Added (HCVA)

FreeFormPress has experienced a significant increase in the number of magazines it publishes. But, FreeForm is concerned that several of its existing clients may leave at the end of their current contracts. Rather than hiring additional permanent employees to handle the new clients, all of the following options would be a potential solution for the talent shortage EXCEPT

A polycentric approach to international staffing reduces mistakes due to lack of understanding of the host-country’s culture

The new CEO of the firm has told the vice president of HR that all HR activities must use the cost of capital as the benchmark against which their returns from the activities are measured. The new CEO is implementing

Which of the following statements about religious expression in the workplace is TRUE?

All of the following types of organizations fall under Title VII EXCEPT

In order to ward off a complaint of discrimination, every requirement for employment must be

Which of the following is FALSE about workplace romances?

The fundamental job duties of the employment position that an individual with a disability holds or desires are called

If an employee refuses to work with a person afflicted with a life-threatening disease, such as AIDS, that employee could be subject to disciplinary action, up to and including dismissal.
If an employee refuses to work with a person afflicted with a life-threatening disease, such as AIDS, that employee could be the subject of employer investigation and appropriate action

The Immigration Reform and Control Act

A prestigious U.S. university wishes to hire a noted foreign scientist to teach and research in its environmental sciences program. This scientist has unique qualifications and will not displace any U.S. scientist. What must the university do to hire this individual

Clara, an accounts receivable clerk at a large insurance agency, has just converted to a religion which requires women to wear modest clothing (high-necked, long-sleeved tops, ankle-length skirts, closed-toed shoes, and a small bonnet that covers her hair). Clara’s employer must provide reasonable accommodation and allow Clara to wear her garb, even though some of her coworkers are annoyed at Clara’s “ostentatious modesty.”

Which of the following statements in a job description is MOST appropriate?

Members of a virtual teams may have never met in person.

A work flow analysis BEGINS with

Archie is developing performance standards for the job of pediatric nurse practitioner for a pediatrics medical practice. Archie should base these standards directly on

Chuck’s office has moved to a ____ arrangement where Monday through Thursday the employees work from 7 a.m. until 6 p.m. with an hour off for lunch, and everyone takes Friday off.

All of the following are typical advantages of diverse work teams EXCEPT

A major problem for organizations who employ large numbers of Hispanic employees is that there is almost no extensive job description database in Spanish.

Which of the following statements is true?

The competency-based approach to job analysis focuses entirely on behavioral competencies such as customer focus and leadership.

Question 1 Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.

Question 2 The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.

Question 3 Firms using tweets on competitive service details lead to problems associated with using social media.

Question 4 It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact

Question 5 Unit labor cost is computed by dividing the total cost of workers by their total levels of output

Question 6 The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.

Question 7 A core competency is a unique capability that creates high value in which an organization excels

Question 8 Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses

Question 9 A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization.

Question 10 The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.

Question 11 The formula for calculating human capital value added = Revenue - (Operating Expense - (Compensation + Benefit Costs)) / Full-Time Head Count

Question 12 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

Question 13 The external environment of planning includes the quality and quantity of talent, the organizational culture, and the talent pipeline and leadership bench strength.

Question 14 Instead of making a choice, a good strategy will try to accommodate many different demands and interests

Question 15 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.

Question 16 The SWOT analysis helps managers in formulating a strategic plan that considers the organization’s ability to deal with the situation at hand

Question 17 Benchmarking is the process of comparing business processes and outcomes to an industry standard or best practice

Question 18 The balanced scorecard is a framework organizations use to report on a diverse set of performance measures.

Question 19 After a deal for a merger is closed, the focus of HR activity should be on due diligence.

Question 20 The Worker Adjustment and Retraining Notification Act (WARN) requires private or commercial organizations that employ 100 or more full-time-workers who have worked more than six months in the previous year to give a 60-day notice before implementing a layoff or facility closing that involves more than 50 people

Question 21 The Immigration Reform and Control Act (IRCA) requires employers to verify the employment status of all employees, while not discriminating because of national origin or ethnic background.

Question 22 The primary objective of affirmative action plans is to identify the scope of workplace discrimination in the future

Question 23 Nepotism is the practice of preventing relatives from working for the same employer

Question 24 The Pregnancy Discrimination Act (PDA) requires that employers treat maternity leave the same as other personal or medical leaves

Question 25 The Americans with Disabilities Act includes restrictions on obtaining and retaining medically related information on applicants and employees.

Question 26 Congress passed the Genetic Information Nondiscrimination Act (GINA) in 2009 to limit the use of genetic information by health insurance plans and to prohibit employment discrimination on the basis of this information.

Question 27 The Equal Pay Act of 1963 requires employers to pay similar wage rates for similar work without regard to gender

Question 28 The Rehabilitation Act was initially only applicable to federal contractors

Question 29 The Americans with Disabilities Act (ADA) covers all state government employees

Question 30 Restricting employees from wearing garments that might get caught in machinery is a form of discrimination and not a business necessity

Question 31 The Bureau of Labor Statistics classifies people working between 35 and 40 hours per week as part-time workers.

Question 32 Reviewing existing job documentation is typically the last step in the job analysis process

Question 33 Competencies are individual capabilities that can be linked to performance by individuals or teams

Question 34 Job rotation is the process of shifting a person from job to job

Question 35 Job enlargement is increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job

Question 36 Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work

Question 37 A special-purpose team is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished

Question 38 The work sampling method of job analysis allows a job analyst to determine the content and pace of a typical workday through statistical sampling of certain actions rather than through continuous observation and timing of all actions

Question 39 Work is effort directed toward accomplishing results

Question 40 Contingent workers are full time employees.

       1.    Which of the following statements is true of the functions of human resource management?

a.

It is a clerical operation in large companies concerned with payroll and employee records.

b.

It refers to a department which looks into the legal ramifications of policies and procedures that affect only the employees in an organization.

c.

It is a function concerned with costs, planning, and the implications of various strategies for organizations.

d.

It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals.

       2.    A useful way to measure the productivity of a workforce is:

a.

to determine the total cost of people required for each unit of output.

b.

to determine the total cost of people required for an output of 100 units.

c.

to determine the total cost of people required to complete a day’s worth of work.

d.

to determine the total cost of people required to complete a year’s worth of work.

       3.    How is unit labor cost computed?

a.

By dividing the total cost of workers by the total level of output

b.

By dividing the total level of output by the total cost of workers

c.

By dividing the average level of output by the average cost of workers

d.

By dividing the average cost of workers by their average levels of output

       4.    _____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs.

a.

Organizational restructuring

b.

Redesigning work

c.

Aligning human resource activity

d.

Outsourcing

       5.    _____, a method to increase employee productivity, involves having fewer employees who perform multiple job tasks.

a.

Organizational restructuring

b.

Aligning HR activity

c.

Outsourcing

d.

Redesigning work

       6.    _____, a method to increase employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity.

a.

Outsourcing

b.

Redesigning work

c.

Aligning human resource activity

d.

Organizational restructuring

       7.    Which of the following is a part of the process of restructuring an organization?

a.

Aiding in mergers and acquisitions

b.

Reshaping jobs because of technology changes

c.

Attracting and retaining employees

d.

Using domestic vendors instead of employees

       8.    Which of the following is a part of the process of redesigning work?

a.

Reshaping jobs because of technology changes

b.

Revising organizational structures

c.

Training, developing, and evaluating employees

d.

Outsourcing operations internationally

       9.    Which of the following is a part of the process of aligning human resource activities?

a.

Changing workloads and combining jobs

b.

Revising organizational structure

c.

Using domestic vendors instead of employees

d.

Training, developing, and evaluating employees

    10.    Which of the following is a part of the process of outsourcing analyses?

a.

Revising organizational structure

b.

Using domestic vendors instead of employees

c.

Changing workloads and combining jobs

d.

Attracting and retaining employees

    11.    Which of the following is true of organizational culture?

a.

It increases the diversity of an organization.

b.

It decreases the diversity of an organization.

c.

It tells people how to behave in an organization.

d.

It does not take a very long time to evolve.

    12.    Which of the following is a part of the human resource function of employee and labor relations?

a.

Human resource policies

b.

Health and wellness

c.

Human resource effectiveness

d.

Affirmative action

    13.    Which of the following is a part of the strategy and planning function of human resource management?

a.

Diversity

b.

Human resource retention

c.

Job analysis

d.

Compensation

    14.    Which of the following is a part of the staffing function of human resource management?

a.

Recruiting

b.

Training

c.

Orientation

d.

Career planning

    15.    Which of the following is true of the administrative role of human resource departments?

a.

It involves managing most human resource activities in keeping with strategies and operations that have been identified by management.

b.

It involves helping to define the strategy relative to human capital and its contribution to organizational results.

c.

It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.

d.

It focuses on record keeping, including essential legal paperwork and policy implementation.

    16.    Which of the following is true of the operational role of human resource departments?

a.

It involves focusing 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 most human resource activities in keeping with the strategies that have been identified by management.

d.

It involves helping to define the strategy relative to human capital and its contribution to organizational results.

    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

    18.    Sara, a human resource manager at Comp Inc., is moving from an administrative role in the human resource department to an operational role. Which of the following is best describes Sara’s change of role?

a.

Moving from processing legal paperwork to serving as a “champion” of employee concerns 

b.

Moving from processing legal paperwork to helping define the strategy to manage human capital

c.

Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns

d.

Moving from helping define the strategy to manage human capital to processing legal paperwork

    19.    Bob, a human resources executive at Axis Inc., is moving from an operational role in the human resources department to a strategic role. Which of the following best describes Bob’s change of role?

a.

Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital

b.

Moving from helping define the strategy to manage human capital to processing legal paperwork

c.

Moving from processing legal paperwork to serving as a “champion” of employee concerns

d.

Moving from processing legal paperwork to helping define the strategy to manage human capital

    20.    David, a human resources manager at RedWall Inc., is moving from an administrative role in the human resource department to a strategic role. Which of the following best describes David’s change of role?

a.

Moving from serving as a “champion” of employee concerns to processing legal paperwork

b.

Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns

c.

Moving from processing legal paperwork to helping define the strategy to manage human capital

d.

Moving from helping define the strategy to manage human capital to processing legal paperwork

    21.    Mike, a human resources executive at Oyster Studios, is moving from an operational role in the human resources department to an administrative role. Which of the following best describes Mike’s change of role?

a.

Moving from processing legal paperwork to serving as a “champion” of employee concerns

b.

Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital

c.

Moving from processing legal paperwork to helping define the strategy to manage human capital

d.

Moving from serving as a “champion” of employee concerns to processing legal paperwork

    22.    Donna, a human resources manager at Loch Inc., is moving from a strategic role in the human resources department to an operational role. Which of the following best describes Donna’s change of role?

a.

Moving from helping define the strategy to maThe administrative role of human resource involves serving as employee “champion” for employee issues and concerns.

nage human capital to serving as a “champion” of employee concerns

b.

Moving from helping define the strategy to manage human capital to processing legal paperwork

c.

Moving from processing legal paperwork to helping define the strategy to manage human capital

d.

Moving from serving as a “champion” of employee concerns to processing legal paperwork

    23.    Sunny, a human resources executive at FlyHi Inc., is moving from a strategic role in the human resources department to an administrative role. Which of the following best describes Sunny’s change of role?

a.

Moving from processing legal paperwork to serving as a “champion” of employee concerns

b.

Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital

c.

Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns

d.

Moving from helping define the strategy to manage human capital to processing legal paperwork

    24.    A(n) _____ is a citizen of one country working in a second country and employed by an organization headquartered in the first country.

a.

host-country national

b.

expatriate

c.

third-country national

d.

independent contractor

    25.    A(n) _____ is a citizen of one country who is working in that country and employed by an organization headquartered in a second country.

a.

expatriate

b.

independent contractor

c.

host-country national

d.

third-country national

    26.    A(n) _____ is a citizen of one country who is working in a second country and employed by an organization headquartered in a third country.

a.

expatriate

b.

second-country national

c.

host-country national

d.

third-country national

    27.    Raul, a U.S. citizen, works in Mexico for an organization headquartered in the United States. Which of the following statements is true of Raul?

a.

He is a host-country national.

b.

He is an independent contractor.

c.

He is a third-country national.

d.

He is an expatriate.

    28.    Jane, a citizen of the country of Aria, works in the country of Polia for an organization headquartered in Aria. Which of the following best describes Jane?

a.

She is a host-country national.

b.

She is a third-country national.

c.

She is an independent contractor.

d.

She is an expatriate.

    29.    Peter, a U.S. citizen, works in the United States for an organization headquartered in Mexico. Which of the following best describes Peter?

a.

He is an independent contractor.

b.

He is a third-country national.

c.

He is a host-country national.

d.

He is an expatriate.

    30.    Smith, a U.S. citizen, works in his country for an organization headquartered in a different country. Which of the following best describes Smith?

a.

He is a third-country national.

b.

He is a host-country national.

c.

He is a third-country national.

d.

He is an independent contractor.

    31.    Joe, a U.S. citizen, works in Mexico for an organization headquartered in the United Kingdom. Which of the following best describes Joe?

a.

He is an expatriate.

b.

He is a host-country national.

c.

He is an inpatriate.

d.

He is a third-country national.

    32.    Which of the following is true of the common challenges for global human resource?

a.

Companies feel that it is easier to be locally flexible as they expand.

b.

Executives always feel that their companies are good at transferring lessons from one country to another.

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.

    33.    Which of the following is a disadvantage of an aging workforce in economically developed countries?

a.

Having to provide retirement benefits

b.

Having to decrease the span of control

c.

Having to provide flexible work arrangements

d.

Having to replace experience and talent

    34.    Which of the following is an advantage of using a contingent workforce?

a.

Committed employees

b.

No training needed

c.

Lower cost

d.

Wider span of control

    35.    Which of the following is true about a Human Resource Information System?

a.

It is a software that allowed human resources to run its own reports and make changes without help from IT.

b.

It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.

c.

It is a software that runs only on the Cloud and allows self-service.

d.

It is a software that did payroll, kept track of employees, and ran reports for human resource managers with support from IT.

    36.    Which of the following is true of PeopleSoft?

a.

It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.

b.

It is a software that allowed human resources to run its own support and make changes without help from IT.

c.

It is a software that runs only on the Cloud and allows self-service.

d.

It is a software that kept track of employees for human resource managers with support from IT.

    37.    Which of the following is true of Software-as-a-Service?

a.

It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.

b.

It is a software that allowed the human resource unit to run its own support and make changes with help from IT.

c.

It is a software that runs only on the Cloud and allows self-service.

d.

It is a software that kept track of employees and ran reports for human resource managers with support from IT.

    38.    Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?

a.

PeopleSoft used the Cloud while an HRIS used a vendor’s data center.

b.

PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.

c.

An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.

d.

An HRIS used the Cloud while PeopleSoft used a vendor’s data center.

    39.    Which of the following is the difference between a Human Resource Information Systems (HRIS) and Software-as-a-Service (SaaS)?

a.

An HRIS uses a vendor’s data center, while SaaS uses the Cloud.

b.

An HRIS uses the Cloud, while SaaS uses a vendor’s data center.

c.

SaaS requires support from IT, while an HRIS allows self-service.

d.

SaaS allows self-service, while an HRIS requires support from IT.

    40.    In the context of social media, the disclosure of which of the following is most likely to be considered a risk by employers?

a.

Policy changes

b.

Customer lists

c.

Competitive service details

d.

Operational changes

    41.    Which of the following is a recommendation of the Organization for Economic Cooperation?

a.

It has recommended that global multinational firms give equal employment opportunities to all segments of the society.

b.

It has recommended that all countries should encourage and facilitate global trade and open their financial markets to globalization.

c.

It has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.

d.

It has recommended and encouraged free trade policies like the North American Free Trade Agreement between Canada, Mexico, and the United States.

    42.    Which of the following is true of the Sarbanes-Oxley Act?

a.

It was passed in 2000 by Congress to encourage free trade between Canada, Mexico, and the United States.

b.

It was passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that could reduce the likelihood of illegal behavior.

c.

It was passed in 2006 by Congress to ensure stricter adherence of guidelines in the hiring practices of immigrant workers in the American workforce.

d.

It was passed in 2004 by Congress to encourage foreign direct investments by providing tax subsidies to increase the rate of return for investments.

    43.    In the context of the Sarbanes-Oxley Act, the biggest concerns are linked to:

a.

immigrant workers.

b.

executive compensation.

c.

employee productivity.

d.

workplace safety.

    44.    Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role?

a.

Administrative capabilities

b.

Operational knowledge

c.

Ability to lead changes

d.

Legal capabilities

    45.    A person who is responsible for performing a variety of human resource activities is known as a _____.

a.

human resource specialist

b.

human resource planner

c.

human resource strategist

d.

human resource generalist

    46.    Which of the following is a specialized human resource organization?

a.

WorldatWork Association

b.

Organization for Economic Cooperation

c.

Ethics Resource Center

d.

U.S. Small Business Association

    47.    Josh, a human resource manager, used to handle employee recruitment and compensation for his organization. After a promotion, he was responsible for handling employee recruitment, compensation, and benefits. Which of the following is true of Josh?

a.

Both the roles played by Josh are generalist roles.

b.

Both the roles played by Josh are specialist roles.

c.

Josh moved from a generalist role to a specialist role.

d.

Josh moved from a specialist role to a generalist role.

    48.    Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie?

a.

Both the roles that Suzie played were generalist roles.

b.

Both the roles that Suzie played were specialist roles.

c.

Suzie moved from a specialist role to a generalist role.

d.

Suzie moved from a generalist role to a specialist role.

    49.    Ramone, a human resource manager, works for TelVille Inc. Initially, he was responsible only for recruitment. After a promotion, he was made responsible exclusively for employee benefits. Which of the following is true of Ramone?

a.

Both the roles that Ramone played were generalist roles.

b.

Both the roles that Ramone played were specialist roles.

c.

Ramone moved from a specialist role to a generalist role.

d.

Ramone moved from a generalist role to a specialist role.

    50.    Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment but after his promotion was responsible for recruitment, compensation, and benefits. Which of the following best describes Max?

a.

Both the roles played by Max were generalist roles.

b.

Both the roles played by Max were specialist roles.

c.

Max moved from a specialist role to a generalist role.

d.

Max moved from a generalist role to a specialist role.

       1.    Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing.

       2.    Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.

       3.    Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are classified as intellectual capital.

       4.    Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

       5.    A core competency is a unique capability that creates high value in which an organization excels.

       6.    A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization.

       7.    Unit labor cost is computed by dividing the total cost of workers by their total levels of output.

       8.    Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses.

       9.    Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.

    10.    Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.

    11.    The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.

    12.    The administrative role of human resource involves serving as employee “champion” for employee issues and concerns.

    13.    The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.

    14.    An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

    15.    A host-country national is a citizen of one country who is working in a second country and employed by an organization which is headquartered in a third country.

    16.    A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

    17.    Replacing the experience and talents of longer-service workers is a challenge facing employers in all industries.

    18.    Contingent workers include temporary workers, independent contractors, leased employees, and part-timers.

    19.    By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination.

    20.    Firms using tweets on competitive service details lead to problems associated with using social media.

    21.    The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.

    22.    The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.

    23.    It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact.

    24.    A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist.

    25.    A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist.

    26.    For human resource specialists, the largest organization is the Society for Human Resource Management.

    27.    Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.

    28.    Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute.

    29.    Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development.

    30.    Certified Compensation Professional (CCP), a human resource certification, is sponsored by the WorlatWork Association.

     1.   Which of the following is typically the first step in the strategic planning process for organizations?

a.

Organizational mission

b.

SWOT analysis

c.

Formulating organizational strategy

d.

Establishing goals and objectives

     2.   Which of the following is typically the last step in the strategic planning process for organizations?

a.

Formulating supporting functional strategies

b.

Evaluating and reassessing strategy

c.

Establishing goals and objectives

d.

Stating the organizational mission

     3.   Ken, a brand manager at Media Labs LLC., is formulating a strategic plan for his organization. He has identified the organizational mission and formulated a SWOT analysis of the business. Which of the following is most likely to be Ken’s next step in the strategic planning process?

a.

Evaluate and reassess strategy

b.

Implement strategy

c.

Establish goals and objectives

d.

Formulate supporting functional strategies

     4. &