Human Resource Management Quiz

The concept of "human resource management" implies that employees are

• a secondary component of a business.

• troublesome and need to be monitored.

• resources of the employer.

• an unnecessary cost to an employer.

• a rare component of the business world.

In the context of human resource management, human capital refers to the

• wages, benefits, and other costs incurred in support of HR functions in an organization.

• cash, equipment, technology, and facilities that an organization uses.

• tax-deferred value of an employee's 401(k) plan.

• organization's employees, which add economic value to the company.

• total budget allocated to the HR department in an organization.

Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?

• capital expense

• human capital

• tangible capital

• traditional management

• working capital

Chris, the director of operations, strongly believes that human resource management (HRM) is critical to the success of organizations. Jamie, the CFO of the organization, opposes Chris' view because she thinks HRM is an unnecessary expense for the company. Which statement weakens Jamie's belief?

• HRM is highly substitutable and interchangeable.

• HRM is easily available for all companies to utilize.

• HRM helps an organization imitate human resources at a high-performing competitor.

• HRM ensures that persons with high levels of the needed skills and knowledge are easily found.

• HRM is indispensable for building a competitive advantage.

How do human resources professionals provide an organization with a sustainable competitive advantage?

• They manage commonly available resources.

• They help the organization do what competitors are doing.

• They keep the organization focused on the short term.

• They hire high-quality employees who provide a needed service as they perform many critical functions.

• They hire employees who are very enthusiastic despite lacking job experience and training.

In the context of today's organizations, which statement is true of employees?

• Employees are not easily replaced parts of a system; they are the source of a company's success or failure.

• Employees have good substitutes when the substitutes are well trained and highly motivated.

• Employees with high levels of the required skills and knowledge can be easily imitated.

• Employees within an organization seldom perform critical functions.

• Employees do not have the right to refuse to do what violates their moral beliefs.

Identify the correct statement regarding human resources.

• Human resources can be imitated.

• Human resources are commonly found.

• Human resources have no good substitutes.

• Human resources seldom perform critical functions.

• Human resources are interchangeable, easily replaced parts of a system.

Motorama, an automobile manufacturing company, had the largest number of its employees in the manufacturing sector last year. Instead of hiring more employees, the company decided to invest heavily in training its employees on automotive maintenance and design. Which belief has most likely led the company to make this decision?

• The employees in the company are interchangeable.

• The employees are the source of the company's success or failure.

• The union employees in the company will resign once their contract expires.

• A majority of the employees own shares in the company.

• A majority of the employees in the company have an automotive engineering background.

Peter, the human resource manager at Tinker Inc., has a clear understanding of the firm's business. This enables him to comprehend the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Peter's responsibility of

• providing administrative services.

• preparing a job analysis.

• providing business partner services.

• creating a job design.

• maintaining positive employee relations.

Holly is a member of the human resource department at Invert Corp. Setting a goal to enhance the firm's strategy, Holly works to attain it by understanding the current human resources. Through a series of surveys, interviews, and observations, she learns what talents the various departments of Invert Corp. are currently in need of, and attracts new human resources according to those requirements. What kind of HRM responsibility does this example illustrate?

• HRM's responsibility to handle administrative tasks

• HRM's responsibility to serve as a strategic partner

• HRM's responsibility to carry out transactions

• HRM's responsibility to develop effective systems

• HRM's responsibility to answer questions