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human resource management阅读理解【题目】阅读下面的文章，根据文章内容，完成相应的选择题。
HUMAN RESOURCES MANAGEMENTHuman Resources Management(HRM)is the process of managing people and their relationships in an organization.These two processes are important in the success and growth of a business.In managing people, staffing is the most important component of HRM.It needs to make guidelines and procedures for hiring and placement.Staffing also involves the management of employees on matters like monitoring of holidays,absences,health and safety,disciplinary action,and dismissal. Another important element of HRM in managing people is keeping the employees in the company.The training of employees to enable them to improve their career development is very important.Good HRM policies ensure that there are clear regulations which show the pay levels for the different positions in an organization.It is important for the staff to know the career path,pay,training and other opportunities that are available to them.Performance management is another important component of HRM. The reason for this is that many employers use it to evaluate career improvement and to determine pay increases.The secondary role of HRM is the management of the relationships among people in an organization.This includes staff within departments as well as across the whole organization.The relationship between staff and management is animportant factor in the success of an organization.It decides how fast an organization will realize their goals.The focus of HRM is the people within an organization.Regular planning,monitoring and evaluation are important for the success of HRM.Successful management ensures that all employees know their role,career development and also feel part of an organization.操作提示：通过题干后的下拉框选择题目的正确答案。
英语人力资源管理50题1. In a company, the process of identifying and attracting potential employees is called _____.A. recruitmentB. selectionC. trainingD. development答案：A。
本题考查人力资源管理的基本概念。
选项A“recruitment”意为招聘，指识别和吸引潜在员工的过程，符合题意。
选项B“selection”指选拔，侧重于从候选人中挑选合适的人员。
选项C“training”是培训，针对已入职员工提升技能。
选项D“development”是发展，通常指员工在职业上的长期发展规划。
2. The department responsible for managing employees' performance and providing feedback is _____.A. HRB. FinanceC. MarketingD. Operations答案：A。
在公司中，负责管理员工绩效并提供反馈的部门通常是人力资源部门（HR）。
选项B“Finance”是财务部门，主要处理财务相关事务。
选项C“Marketing”是市场营销部门，专注于市场推广和销售。
选项D“Operations”是运营部门，负责日常业务运营。
3. The term used to describe the knowledge, skills, and abilities that an employee brings to a job is _____.A. job descriptionB. job specificationC. competencyD. Workload答案：C。
“Competency”指的是员工带到工作中的知识、技能和能力。
选项A“job description”是工作描述，详细说明了工作的职责和任务。
人力资源第一次作业第1题：谈谈对人力资源管理阶段划分的看法。
人力资源管理可分为六个阶段。
（1）萌芽阶段人力资源管理的前身被称为人事管理，人事管理是伴随着18世纪后期工作革命的到来而产生的。
（2）初步建立阶段，即科学管理时代，时间大致从20世纪初至1930年左右科学管理思想的出现宣告了管理时代的到来，管理从经验阶段步入科学阶段，这在管理思想发展史上有着划时代的意义。
（3）反省阶段，即人际关系时代，时间大致从20世纪30年代到第二次世界大战结束霍桑试验发现了人际关系在提高劳动生产率中的重要性，提示了人性的尊重、人的需要的满足、人与人的相互作用以及归属意识等对工作绩效的影响。
人际关系理论开创了管理中重视人的因素的时代，是西方管理思想发展史上的一个里程碑。
（4）发展阶段，即行为科学时代，从20世纪50年代到70年代从50年代开始，人际关系的人事管理方法也逐渐受到了挑战，“愉快的工人是生产率高的工人”的假说并没有得到事实的证明，组织行为学的方法逐渐兴起。
“人力资源管理”逐渐成为一个浒的名词。
（5）整合阶段，即权变管理时代，从20世纪70年代到80年代在这一阶段，企业的经营环境发生了巨大的变化，各种不确定因素增加，企业管理不仅要考虑到自身的因素，还要考虑到外部各种因素的影响。
80年代初期，美国和欧洲纷纷出现了人力资源开发和管理组织，人事部门改名为人力资源管理部门，企业从强调对物的管理转向强调对人的管理。
（6）战略阶段，即战略管理时代，从20世纪80年代至今人力资源管理对企业战略的实现有着重要的支撑作用，所以从战略的角度思考人力资源管理的问题，将其纳入企业战略的范畴已成为人力淘汰管理的主要特点和发展趋势。
第2题：人力资源分布和结构的基本内容。
1.国家的人力资源分布和结构。
即从事劳动的人口。
包括年龄构成、产业分布。
2.企业的人力资源分布和结构。
一般来说，企业人力资源的分布和结构主要有以下几种形式：年龄构成、学历构成、职位分布、部门分布、素质构成。
Chapter 1: Introduction to Human Resource ManagementMultiple Choice1.The basic functions of management include all of the following except _____.a.planninganizingc.motivatingd.leadinge.staffing(c; moderate)2.The management process is made up of _____ basic functions.a.threeb.fourc.fived.eighte.ten(c; moderate)3.Which basic function of management includes establishing goals andstandards, developing rules and procedures, and forecasting?a.planninganizingc.motivatingd.leadinge.staffing(a; easy)4.What specific activities listed below are part of the planning function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.all of the above(d; moderate)5.Lin spends most of her time at work setting goals and standards anddeveloping rules and procedures. Which function of management does Lin specialize in?a.planninganizingc.motivatingd.leadinge.staffing(a; easy)6.Which basic function of management includes delegating authority tosubordinates and establishing channels of communication?a.planninganizingc.motivatingd.leadinge.staffing(b; easy)7.What specific activities listed below are part of the organizing function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.all of the above(a; moderate)8.Which basic function of management includes selecting employees, settingperformance standards, and compensating employees?a.planninganizingc.motivatingd.leadinge.staffing(e; easy)9.What specific activities listed below are part of the staffing function?a.giving each subordinate a specific taskb.maintaining moralec.recruiting prospective employeesd.developing rules and procedurese.both b and c(c; moderate)10.Which basic function of management includes setting standards such a salesquotas and quality standards?a.planninganizingc.controllingd.leadinge.staffing(c; easy)11.What specific activities listed below are part of the controlling function?a.giving each subordinate a specific taskb.recruiting prospective employeesc.training and developing employeesd.developing rules and procedurese.checking to see how actual performance compares with standards(e; moderate)12._____ is the process of acquiring, training, appraising, and compensatingemployees, and attending to their labor relations, health and safety, and fairness concerns.a.Human Resource Managementbor Relationsc.Industrial Psychologyanizational Behavioranizational Health and Safety Management(a; easy)13.Human resource management is _____.a.the concepts and techniques used to control people at workb.the process of organizing work activitiesc.the process of identifying countries with cheaper labor costs and relocatingjobs to those countriesd.the process of acquiring, training, appraising, and compensatingemployees, and attending to their labor relations, health and safety, andfairness concernse.all of the above(d; moderate)14._____ is the right to make decisions, to direct the work of others, and to giveorders.a.Leadershipb.Authorityc.Delegationd.Managemente.Responsibility(b; easy)15._____ are authorized to direct the work of subordinates.a.Line managersb.Staff managersc.Leadersd.Advisory board memberse.All of the above(a; easy)16._____ are responsible for assisting and advising line managers in areas likerecruiting, hiring, and compensation.a.Human resource managersb.Staff managersc.Line managersd.EEO officerse.Board members(a; easy)17.Effective human resource management could include all of the followingresponsibilities except _____.a.placing the right person in the right jobb.training employeesc.controlling labor costsd.protecting employees’ healthe.all are responsibilities necessary for effective human resource management(e; moderate)18.Human resource managers generally exert _____ within the human resourcesdepartment and _____ outside the human resources department.a.line authority; implied authorityb.staff authority; line authorityc.line authority; staff authorityd.functional control; authoritarian controle.staff authority; specific authority(a; difficult)19.Line managers respect the knowledge human resource managers have in areassuch as testing and affirmative action. Consequently, human resource managers can influence line managers through _____.a.line authorityb.functional controlc.implied authorityd.explicit authoritye.human capital(c; moderate)20.Which of the following responsibilities do human resource managers fulfill intheir role as employee advocates?a.establish guidelines for how management should be treating employeesb.provide support for employees contesting unfair practicesc.represent employees’ interests as appropriated.all of the abovee.none of the above(d; moderate)21.All of the following are examples of human resource job duties except _____.a.recruiterb.equal employment opportunity coordinatorc.financial advisorpensation managerbor relations specialist(c; moderate)22.Which of the following job titles indicates a position in human resources?a.recruiterb.job analystc.training specialistd.EEO coordinatore.all of the above(e; easy)23.Which of the following tasks related to recruiting and hiring is not typicallyhandled by HR staff?a.specify necessary job qualificationsb.develop pool of qualified applicantsc.conduct initial screening interviewsd.administer testse.explain benefits packages(a; easy)24.The expertise of human resource departments became indispensable with the_____.a.introduction of employment lawsb.passing of equal employment lawsc.increase of women in the workforced.movement of jobs to countries with cheaper labor costse.both a and b(e; moderate; p. 9)25._____ refers to the tendency of firms to extend their sales, ownership, and/ormanufacturing to new markets abroad.a.Expansionb.Market developmentc.Globalizationd.Export growthe.Diversification(c; easy)26.Most people who are classified as nontraditional workers are _____.a.contingent workersb.independent contractorsc.job sharingd.working multiple jobse.caring for an elderly parent(b; difficult)27.Which of the following is a type of nontraditional worker?a.contingent workersb.part-time workersc.people working in alternative work arrangementsd.people with multiple jobse.all of the above(e; moderate)28.Jak takes on various projects as an independent contractor. He works onseveral projects for a variety of companies. When a project is complete, he moves on to another project, often with a different company. Jak is a type of _____.a.contingent workerb.collateral workerc.managerd.consultante.none of the above(a; moderate)29.Saras and her mother, Ann share one flight attendant job at Jet Airlines. Sarasand Ann could be classified as _____.a.flex-time workersb.contingent workersc.nontraditional workersd.traditional workerse.none of the above(c; easy)30.What term refers to the knowledge, education, training, skills, and expertise ofa firm’s workers?a.human resourcesb.human capitalc.intangible assetsd.knowledge assetse.intellectual property(b; moderate)31.Which of the following demographic issues represents a challenge for humanresource managers?a.increasingly diverse workforceb.aging workforcec.increasing use of contingent workersd.both a and be.all of the above(d; moderate; p. 13)32.The proportion of women in the workforce is projected to _____.a.increase significantly over the coming decadeb.decrease as more women decide to stay home with childrenc.stop growingd.increase at a decreasing ratee.decrease at an increasing rate(c; difficult)33.Over the next few years, employers may face a severe labor shortage because_____.a.there are fewer people entering the job market than there are retiring babyboomersb.one-third of married women are not in the labor forcec.Older workers will represent 11% of the labor forced.people are living longere.all of the above(a; difficult)34.What tactic will employers likely have to take to fill openings left by retiringemployees?a.instituting flexible work hoursb.providing elder carec.hiring more womend.rehiring retireese.lowering the retirement age(d; difficult)35. A _____ is a company’s plan for how it will balance its internal strengths andweaknesses with external opportunities and threats in order to maintain a competitive advantage.a.SWOT analysisb.mission statementc.strategyd.tactice.scorecard(c; easy)36.The performance of human resource departments is evaluated based on _____.a.measurable evidence of efficiencyb.measurable evidence of effectivenessc.anecdotal evidenced.qualitative measures of successe.both a and b(e; moderate)37.Quantitative performance measures used by human resource managers toassess operations are called _____.a.ratiosb.benchmarksc.metricsd.gradese.goals(c; moderate)38.The _____ metric can be used as a measurement to show improvements tosavings in recruitment and retention costs.a.absence rateb.cost per hirec.HR expense factord.human capital ROIe.time to fill(b; moderate)39.Which metric indicates the cost of health care per employee by providing theper capita cost of employee benefits?a.HR expense factorb.human capital ROIc.health care costs per employeed.human capital value addede.revenue factor(c; moderate)40.The _____ metric views human resource expenses in relation to the totaloperating expenses of the organization.a.HR expense factorb.human capital ROIc.health care costs per employeed.human capital value addede.revenue factor(a; moderate)41._____ are a useful tool for determining why employees are leaving anorganization.ernment labor reportsb.Exit interviewsc.Benchmarksd.HR portalse.Turnover rates(b; easy)42.Which of the following human resource practices can be useful in reducingworkers’ compensation cost per employee?a.safety trainingb.disability managementc.safety incentivesd.all of the abovee. a and b only(d; moderate)43.Which metric views employees as capital rather than as an expense?a.time to fillb.training investmentc.HR expense factord.revenue factore.none of the above(d; difficult)44.The _____ measures the rate at which employees leave the company.a.turnover costsb.turnover ratec.time to filld.cost per hiree.absence rate(b; moderate)45.When managers use metrics to assess performance and then develop strategiesfor corrective action, they are performing the _____ function of management.a.planningb.leadingc.staffingd.controllinganizing(d; difficult)46.The term _____ means contributing in a measurable way to achieving thecompany’s strategic goals.petitive advantageb.achievement successc.value creationd.success metrice.none of the above(c; moderate)47.Ma nagers use a(n) _____ to measure the HR function’s effectiveness andefficiency in producing employee behaviors the company needs to achieve its strategic goals.a.metricb.HR Scorecardc.benchmarkd.high performance work systeme.MBO format(b; easy)48.Metrics can be compared against _____ to evaluate an organization’sperformance.st year’s metricpetitor’s metricc.survey datad.national standarde.all of the above(e; easy)49.The Revenue Factor is equal to _____.a.revenue divided by the total number of full-time equivalents (FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents (FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(a; difficult)50.The HR expense factor is equal to _____.a.revenue divided by the total number of full-time equivalents (FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents (FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(d; difficult)51.The cost per hire is equal to _____.a.revenue divided by the total number of full-time equivalents (FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents (FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(e; moderate)52.The human capital value added is equal to _____.a.revenue divided by the total number of full-time equivalents (FTE)b.total days elapsed to fill requisitions divided by the number hiredc.revenue minus operating expense minus compensation and benefit costdivided by the total number of full-time equivalents (FTE)d.HR expense divided by the total operating expensee.advertising plus agency fees plus employee referrals plus travel costs ofapplicant plus relocation costs plus recruiter pay and benefits divided bynumber of hires(c; difficult)53.What metric evaluates retention efforts by an organization?a.turnover costsb.turnover ratec.cost per hired.absence ratee.both a and b(e; easy)54.Firms can use the _____ as a benchmark for the cost per hire metric.ernment employment reportb.Cost Per Hire Staffing Metrics Surveyc.Employer Costs for Employee Compensation Reporternment Job Turnover Reporte.None of the above(b; easy)55.Firms can use the _____ as a benchmark for the time to fill metric.ernment employment reportb.Cost Per Hire Staffing Metrics Surveyc.Employer Costs for Employee Compensation Reporternment Job Turnover Reporte.None of the above(b; difficult)56.The concise measurement system used by companies to show the quantitativestandards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) _____.a.evaluation systemb.HR scorecardc.appraisal systemd.evaluation benchmarke.annual report(b; moderate)57.When seeking to improve the workers’ compensation cost per employeemetric, human resource managers should analyze _____.a.types of injuriesb.injuries by departmentc.injuries by job typed.changes in injuries over timee.all of the above(e; easy)58.In which area must HR managers be proficient in order to perform well intoday’s environment?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.all of the above(e; moderate)59.Mak wants to report the value of the knowledge, skill, and performance of theorganization’s workforce. To illustrate how employees add value to an organization, Mak should use the _____ metric.a.revenue factorb.human capital value addedc.training investmentd.HR expense factore.intangible assets(b; moderate)60.Of the four categories of proficiencies necessary for HR managers, which onerefers to traditional knowledge and skills in areas such as employee selection, training, and compensation?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(a; moderate)61.Of the four categories of proficiencies necessary for HR managers, which onerefers to knowledge of strategic planning, marketing, production, and finance?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(b; moderate)62.Of the four categories of proficiencies necessary for HR managers, which onerefers to the ability to work with and lead management groups?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(c; moderate)63.Su Han is an HR manager for a large company. The MBA degree she earnedprior to taking this position has been helpful to her because it prepared her to better understand the role of strategic planning, marketing, production, and finance in creating a profitable organization. Which category of proficiency has Su’s MBA prepared her for?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(b; moderate)64.Mohan is particularly good at staying abreast of new technologies andpractices affecting human resources management. Which proficiency is Mohan skilled in?a.HR proficienciesb.business proficienciesc.leadership proficienciesd.learning proficienciese.staffing proficiencies(d; moderate)65.Which of the following types of laws does not affect the decisions of humanresource managers?a.equal employment lawsb.occupational safety and health lawsbor lawsd.advertising regulationse.all of the above affect the decisions of human resource managers(d; difficult)66._____ set guidelines regarding how the company writes its recruiting ads,what questions its job interviewers ask, and how it selects candidates for training programs or evaluates its managers.a.Equal employment lawsb.Occupational safety and health lawsbor lawsd.Advertising regulationse.Fairness in Employment regulations(a; moderate)67._____ set guidelines regarding safety practices at work.a.Equal employment lawsb.Occupational safety and health lawsbor lawsd.Advertising regulationse.Fairness in Employment regulations(b; moderate)68.Which of the following HR activities may be outsourced to specialist serviceproviders?a.administration of 401 (k) pension plansb.employee assistance/ counseling plansc.retirement planningd.background checkse.all of the above(e; moderate)panies may use a(n) _____ to provide employees with a single accesspoint or gateway on a company’s intranet to all human resource information.a.databaseb.HR portalc.data warehoused.wwwe.URL(b; easy)70.AB Corp streamlined its annual benefits package enrollments by digitizing andaggregating the former paper benefits reports, electronic spreadsheets, and benefit summaries and providing the materials at a single location on the company intranet. AB Corp is using a(n) _____.a.databaseb.HR portalc.data warehoused.customer relationship management systeme.outsourcing model(b; moderate)True/ False71.Staff managers are authorized to direct the work of subordinates and aredirectly in charge of acco mplishing the organization’s basic goals. (F; easy)72.Human resource managers are generally staff managers. (T; easy)73.Staff managers are always someone’s boss. (F; moderate)74.In small organizations, line managers may carry out all personnel dutieswithout the assistance of a human resource staff. (T; moderate)75.Human resource managers assist in hiring, training, evaluating, rewarding,counseling, promoting, and hiring employees. (T; easy)76.When human resource managers make sure employees can contest unfairpractices, they are carrying out an innovator role. (F; easy)77.The division of human resource responsibilities for line managers and staffmanagers varies from organization to organization. (T; moderate)78.As firms seek to keep costs down, there has been a shift to using moretraditional workers. (F; easy)79.With the aging of its workforce, America is facing a demographic shift assignificant as the massive entry of women into the workforce that began in the 1960s. (T; moderate)80.As baby boomers retire from the workforce, there will be more peopleentering the labor pool than leaving it. (F; easy)81.Ratios are quantitative performance measures used to assess operations. (F;moderate)82.The HR Scorecard is a concise measurement system which shows thequantitative standards the firm used to measure the effectiveness and efficiency of human resource activities. (T; moderate)83.Human resource management creates value for an organization by engaging inactivities that produce the employee behaviors the company needs to achieve its strategic goals. (T; moderate)84.Unlike other divisions, such as research and development, in an organization,the HR function is not evaluated on the extent to which it creates value for the company. (F; easy)85.The absence rate is focused on more than any other metric used in an HRScorecard. (F; easy)86.Human capital ROI reports the return on investment ratio for employees. (T;easy)87.The revenue factor shows employees as an expense rather than as capital. (F;moderate)88.The time to fill metric illustrates the efficiency of the firm’s recruitingfunction. (T; moderate)89.The training investment factor measures the total training cost for allemployees taken as a whole. (F; moderate)90.The acronym FTE used in many of the HR metrics stands for foreign ortemporary employees. (F; easy)91.Turnover rate and turnover costs can both be improved with retention efforts.(T; easy)92.HR should seek to increase the workers’ compensation cost per employee byeliminating such practices as disability management. (F; moderate)93.The most important proficiency of the four highlighted in the text for humanresource managers is law proficiency. (F; moderate)94.Equal employment laws lay out what a a can and cannot say and do whendealing with labor unions. (F; moderate)95.Employment laws are intended to curb erroneous corporate financial reporting.(F; moderate)96.Because of employment laws, HR managers must now review and approve afirm’s financial statements. (F; moderate)97.Human resource managers must have MBA degrees to be promoted to HRdirectors. (F; easy)98.ASP is a special wireless technology used to synchronize various electronictools like cellular phones and PCs and facilitate employee access to employer online HR services. (F; moderate)99.Ethical issues such as workplace safety, security of employee records,comparable work, and employee privacy rights are all related to human resource management. (T; moderate)100.HR portals represent a form of outsourcing. (F; moderate)Essay/ Short Answer101.What are the five basic functions of management? Explain some of the specific activities involved in each function. Is one function more important for human resource management? (easy)Answer: The five basic functions are planning, organizing, staffing, leading, and controlling. Planning activities include establishing goals and standards, developing rules and procedures, and developing plans and forecasting.Organizing activities include giving specific task assignments to subordinates, establishing departments, delegating authority to subordinates, and establishing channels of authority and communication. Staffing activities include determining what type of people should be hired, recruiting prospective employees, and setting performance standards. Leading activities include maintaining morale and motivating subordinates. Controlling activities include setting standards such as sales quotas, and quality standards and taking corrective action as needed. Staffing is the function most readily related to human resource management. However, HR managers actually perform all 5 functions.102.Explain the difference between line authority and staff authority. What type of authority do human resource managers have? (moderate)Answer: Authority is the right to make decisions, to direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization’s basic goals. Staff managers are authorized to assist and advise line managers in accomplishing these basic goals. Human resource managers are usually staff managers because they are responsible for assisting and advising line managers in areas like recruiting, hiring, and compensation. However, human resource managers do have line authority within their own department.103.Human resource managers carry out three distinct functions. List and explain the three functions. (moderate)Answer: The three functions include a line function, a coordination function, and a staff or service function. HR managers exert line authority within the HR department because they direct the activities of the people in that department. HR managers also coordinate personnel activities. In the service function, HR managers assist in hiring, training, evaluating, rewarding, counseling, promoting, and firing employees. They also administer benefit programs and help line managers comply with EEO, occupational health and safety, and labor laws.104.Explain the meaning of the term nontraditional worker. Provide an example.(easy)Answer: Nontraditional workers include those who hold multiple jobs, or who are contingent or part-time, or people working in alternative work arrangements, or who work as independent contractors.105.Some countries are becoming an hour-glass societies. Explain how this change could negatively affect the labor supply and the retirement system. (difficult)Answer: The hour-glass metaphor is used to describe a society whose population is wider in older residents and in children but thinner for people in the workforce. When drawn, the shape resembles an hour-glass. As baby boomers retire, the shape of the American population more closely resembles an hour-glass. There are fewer people to take the jobs that baby boomers left behind. This creates two problems. First, the labor pool is smaller. This creates more demand for retirees, foreign labor, and younger workers. Second, it means that there are fewer people working and supplying funds to the social security system. This threatens the viability of the system funding the retirement of the baby boomers.。
习题及答案Chapter 01 Human Resource Management: Gaining a Competitive Advantage Answer KeyTrue / False Questions1. (p. 5) Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.FALSE2. (p. 5) The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation.FALSE3. (p. 6) The three product lines of HR include a) administrative services and transactions, B) financial services, and c) strategic partners.FALSE4. (p. 9) The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing. TRUE5. (p. 9) Advances in technology have allowed HR services to be offered more on a self-service basis than in the past.TRUE6. (p. 9) HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently.FALSE7. (p. 11) Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition.TRUE8. (p. 14) Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds.TRUE9. (p. 19) Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors.TRUE10. (p. 22) A learning organization places the highest emphasis on completion of formal employment training.FALSE11. (p. 22) The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions.TRUE12. (p. 25) The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking.FALSE13. (p. 27) To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments.TRUE14. (p. 27) The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy.FALSE15. (p. 30) Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits.FALSE16. (p. 31) ISO 9000 certification is an integral component of W. Edwards Deming's quality control process.FALSE17. (p. 34) The skills and motivation of a company's internal labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.TRUE18. (p. 37) Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees.FALSE19. (p. 39) Cultural diversity can provide a company competitive advantage regarding problem-solving. TRUE20. (p. 42) The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance.TRUE21. (p. 43) Every business must be prepared to deal with the global economy.TRUE22. (p. 48) One of the disadvantages of technology is that it does not allow older workers to postpone retirement.FALSE23. (p. 51) E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits.FALSE24. (p. 54) An HR dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system.TRUE25. (p. 58) Compensating human resources involves measuring employees' performance.FALSEMultiple Choice Questions26. (p. 4) _____ refers to a company's ability to maintain and gain market share in its industry.A. OutsourcingB. CompetitivenessC. Self-serviceD. Empowerment27. (p. 4) _____ refers to the policies, practices, and systems that influence employees' behavior, attitudes, and performance.A. Total quality managementB. Financial managementC. Human resource managementD. Production and operations management28. (p. 5) Strategic HR management includes all but one of the following. Name the exception.A. Financial planningB. Training and developmentC. Performance managementD. Recruiting talent29. (p. 6) Which of the following is NOT a responsibility of HR departments?A. RecruitingB. BenefitsC. Community relationsD. Production and operations30. (p. 6) Which of the following is NOT a product line of human resources?A. Administrative services and transactionsB. Strategic partnerC. Human capital partnerD. Business partner services31. (p. 8) Which of the following best describes a cultural steward?A. Shapes the organization.B. Delivers results with integrity.C. Facilitates change.D. Recognizes business trends and their impact on the business.32. (p. 8) A strategic architect is one who:A. facilitates change.B. recognizes business trends and their impact on the business.C. implements workplace policies conducive to work environment.D. develops talent and designs reward systems.33. (p. 9) Giving employees online access to information about HR issues such as training, benefits, and compensation is known as:A. outsourcing.B. continuous learning.C. self-service.D. strategic planning.34. (p. 9) The practice of having another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as:A. e-commerce.B. empowering.C. outsourcing.D. benchmarking.35. (p. 10) Traditionally, the HRM department was primarily a(n):A. proactive agency.B. finance expert.C. employer advocate.D. administrative expert.36. (p. 11) Which of the following statements about evidence-based HR is FALSE?A. It helps show that the money invested in HR programs is justified and that HR is contributing to the company's goals and objectives.B. It emphasizes that HR is being transformed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage.C. It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and showing their relationship with HR practices.D. It refers to demonstrating that human resources practices have a positive influence on the company's bottom line or key stakeholders.37. (p. 12-13) Which one of the following statements about the HR profession is FALSE?A. A college degree is required of HR specialists, but not of generalists.B. Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.C. Professional certification in HRM is less common than membership in professional associations.D. The primary professional organization for HRM is the Society for Human Resource Management.38. (p. 13) All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:A. the global challenge.B. the challenge of sustainability.C. the political challenge.D. the technology challenge.39. (p. 14) _____ refers to the ability of a company to survive and succeed in a dynamic competitive environment.A. OutsourcingB. EmpowermentC. SustainabilityD. Resource management40. (p. 14) Sustainability includes all of the following EXCEPT:A. expanding into foreign markets.B. the ability to deal with economic and social changes.C. engaging in responsible and ethical business practices.D. providing high-quality products and services.41. (p. 19) Which of the following statements about intangible assets is FALSE?A. They include human capital.B. They are less valuable than physical assets.C. They are equally or even more valuable than financial assets.D. They are difficult to duplicate or imitate.42. (p. 20) Tacit knowledge is an example of _____ capital.A. socialB. customerC. humanD. intellectual43. (p. 21) Which of the following is NOT true of knowledge workers?A. They often contribute specialized knowledge that their managers may not have, such as information about customers.B. They have many job opportunities.C. They are in high demand because companies need their skills.D. They contribute to the company through manual labor and intellectual labor.44. (p. 21) Empowering is defined as:A. the movement of women and minorities into managerial positions.B. giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.C. leading employees by the strength of one's charisma.D. the act of continually learning and improving one's skills and abilities.45. (p. 22) A(n) _____ contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.A. employerB. employeeC. psychologicalD. job46. (p. 25) All of the following are examples of alternative work arrangements EXCEPT:A. independent contractors.B. current labor force.C. on-call workers.D. temporary workers.47. (p. 27) The balanced scorecard:A. is similar to most measures of company performance.B. uses indicators important to the company's strategy.C. is a standardized instrument of company performance.D. should not be applied to HR practices.48. (p. 27) The balanced scorecard presents a view of company performance from the perspective of:A. its customers only.B. its employees only.C. its employees and customers only.D. its employees, customers, and shareholders.49. (p. 28) According to the financial perspective of the balanced scorecard, which of the following questions should be answered?A. How do customers see us?B. Can we continue to improve and create value?C. What must we excel at?D. How do we look to shareholders?50. (p. 28) Increasingly, companies are trying to meet shareholder and general public demands that they be more socially, ethically, and environmentally responsible. Thus, companies are recognizing the importance of:A. a balanced scorecard approach to business.B. diversity.C. total quality management.D. social responsibility.51. (p. 30) TQM focuses on:A. designing processes to meet the needs of external customers only.B. reducing variability in the product or service.C. preventing errors rather than correcting errors.D. tying pay to employees' total output less rejects52. (p. 31) "How senior executives create and sustain corporate citizenship, customer focus, clear values, and expectations, and promote quality and performance excellence" is the definition for which Malcolm Baldrige National Quality Award criterion?A. Strategic planningB. Workforce focusC. Customer and market focusD. LeadershipMalcolm Baldrige National Quality Award is an award established in 1987 to promote quality awareness, to recognize quality achievements of U.S. companies, and to publicize successful quality strategies.53. (p. 33) Which one of the following is NOT true of the Six Sigma process?A. The objective of the process is to create a total business focus on serving the customer.B. Training is an important component of the process.C. The process is one of seven categories evaluated within the Malcolm Baldrige Quality Award.D. The process involves measuring, analyzing, improving, and controlling processes once they have been brought within six quality standards.54. (p. 33) Which of following holds TRUE for lean thinking?A. It is a way to do more with less effort, time, equipment, and space.B. It is a way to compete for quality awards and certification.C. It includes offering no-frills goods and services to customers.D. It is working for zero inventories.55. (p. 34) The skills and motivation of a company's _____ labor force determine the need for training and development practices and the effectiveness of the company's compensation and reward systems.A. projectedB. secondaryC. externalD. internal56. (p. 34-37) Which of the following statements about the composition of the U.S. labor force in the next decade is TRUE?A. Labor force growth is greater than at any other time in U.S. history.B. The largest proportion of the labor force is expected to be in the 16-to-24-year age group.C. There will be fewer white males than minorities or women in the labor force.D. The number of "baby boom" workers will increase faster than any other age group.57. (p. 35) Which of the following statements about older workers is FALSE?A. Worker performance and learning are adversely affected by aging.B. The aging labor force means companies are likely to employ a growing share of older workers.C. An emerging trend is for qualified older workers to ask to work part-time or for only a few months at a time as a means to transition to retirement.D. Older employees are willing and able to learn new technology.58. (p. 37) Baby boomers:A. like the latest technology, are ambitious and goal-oriented, and seek meaningful work.B. want to be noticed, respected, and involved.C. tend to be uncomfortable challenging the status quo and authority.D. value unexpected rewards for work accomplishments, opportunities to learn new things, praise, recognition, and time with the manager.59. (p. 38) Regardless of their background, most employees' value:A. the ability to challenge the status quo.B. simplistic tasks requiring few skills.C. managerial positions.D. work that leads to self-fulfillment.60. (p. 38-39) To successfully manage a diverse workforce, managers need to develop all of the following skills EXCEPT:A. providing performance feedback that is based on values rather than objective outcomes.B. communicating effectively with employees from a wide variety of cultural backgrounds.C. coaching employees of different ages, educational backgrounds, ethnicity, physical ability, and race.D. recognizing and responding to generational issues.61. (p. 39) Managing cultural diversity involves:A. enforcing EEO rules.B. creating separate career tracks for employees with families.C. establishing a strong affirmative action policy.D. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.62. (p. 39) How diversity issues are managed in companies has implications for all the following EXCEPT:A. knowing how to learn.B. creativity.C. retaining good employees.D. problem solving.63. (p. 39) Managing cultural diversity can provide a competitive advantage by:A. decreasing the number of available women and minorities in the company's labor pool.B. helping women and minorities understand they must conform to organizational norms and expectations.C. helping companies produce better decisions by including all employees' perspectives and analysis.D. identifying product markets on which the company should focus64. (p. 39) In managing cultural diversity, which of the following would improve the level of creativity thereby providing competitive advantage to an organization?A. Diversity of perspectives and less emphasis on conformity to norms of the past.B. Those with the best reputations for managing diversity will win the competition for the best personnel.C. An implication of the multicultural model for managing diversity is that the system will become less determinate, less standardized, and therefore more fluid.D. Heterogeneity in decisions and problem-solving groups potentially produces better decisions.65. (p. 39) Which of the following cultural diversity arguments states that companies with the best reputations for managing diversity will win the competition for the best personnel?A. System flexibility argumentB. Marketing argumentC. Employee attraction and retention argumentD. Problem-solving argument66. (p. 39) Diversity is important for tapping all of the following skills of employees EXCEPT:A. cultural skills.B. communication skills.C. creativity.D. homogeneous thinking.67. (p. 40) What areas of the legal environment have influenced HRM practices over the past 25 years?A. Equal employment opportunity, safety and health, pay and benefits, privacy, and job security.B. Executive compensation, pay and benefits, workers' compensation, safety and health, and job security.C. Product liability, workers' compensation, equal employment opportunity, safety and health, and labor relations.D. Equal employment opportunity, patent infringement, workers' compensation, safety and health, and job security.68. (p. 40-41) There will likely be continued discussion, debate, and possible legislation in all but one of the following areas in companies. Name the exception.A. Genetic testingB. Glass ceilingC. Employment-at-willD. Design of physical work environment69. (p. 41) Litigation involving job security will have a major influence on human resource management practices because:A. work rules, recruitment practices, and performance evaluation systems might falsely communicate lifetime employment agreements that the company does not intend to honor during layoffs.B. adjustments of test scores to meet affirmative action requirements are now illegal.C. employees now bear the burden of proof in discrimination cases.D. compensation awards for discrimination claims have increased.70. (p. 41) Which of the following is one of the four ethical principles of a successful company?A. Managers assume all responsibility for the actions of the company.B. It has a strong profit orientation.C. Customer, client, and vendor relationships emphasize mutual benefits.D. It does not produce products that can be used for violent purposes.71. (p. 42) Which legislation act sets new strict rules for business especially as regards accounting practices?A. Human Rights Act of 1994B. Reverse Discrimination Act of 1990C. Sarbanes-Oxley Act of 2002D. Corruption and Practices Act of 200072. (p. 43) Which of the following is NOT a standard that human resource managers must satisfy for practices to be ethical?A. Managers must treat employees as family.B. Human resource practices must result in the greatest good for the largest number of people.C. Employment practices must respect basic human rights of privacy, due process, and free speech.D. Managers must treat employees and customers equitably and fairly.73. (p. 45) Exporting jobs from developed to less developed countries is known as:A. insourcing.B. offshoring.C. importing.D. onshoring.74. (p. 47) Exporting jobs to rural parts of the United States is referred to as:A. insourcing.B. offshoring.C. importing.D. onshoring75. (p. 48) Which of the following statements about technology is FALSE?A. The Internet allows employees to locate and gather resources, including software, reports, photos, and videos.B. Technology does not allow older workers to postpone retirement.C. The Internet gives employees instant access to experts whom they can communicate with.D. Technology has made equipment easier to operate, helping companies cope with skill shortages.76. (p. 49) Which of the following is NOT typically true of work teams?A. They are used to increase employee responsibility and control.B. They use cross-training to give employees knowledge on a wide range of skills.C. They frequently select new team members and plan work schedules.D. They assume all of the activities reserved for managers such as controlling, planning, and coordinating activities.77. (p. 49) Which of the following is NOT recommended for supporting work teams?A. Reducing flexibility and interaction between employees to maintain high productivity.B. Giving employees formal performance feedback.C. Linking compensation and rewards with performance.D. Allowing employees to participate in planning changes in equipment, layout, and work methods.78. (p. 49) All of the following statements about cross training are true EXCEPT:A. it provides teams' maximum flexibility.B. it helps in measuring employees' performance.C. it trains employees in a wide range of skills.D. employees can fill any of the roles needed to be performed on the team.79. (p. 50) Company X has offices around the globe. Its teams are separated by time, geographic distance, culture and/or organizational boundaries, and almost rely exclusively on technology for interaction between team members. Its teams are:A. virtual teams.B. geographically-concentrated teams.C. lean teams.D. teleworker teams.80. (p. 50-51) Adaptive organizational structures emphasize:A. efficiency, decision making by managers, and the flow of information from top to bottom of the organization.B. a core set of values, and elimination of boundaries between managers, employees, and organizational functions.C. clear boundaries between managers, employees, customers, vendors, and the functional areas, and a constant state of learning.D. internal linking, external linking, diversification, and a core set of values.81. (p. 51) Which of the following is FALSE about high-involvement, adaptive organizational structures?A. Employees are in a constant state of learning and performance improvement.B. Employees are free to move wherever they are needed in a company.C. Line employees are trained to specialize in one job in order to maximize efficiency.D. Previously established boundaries between managers, employees, customers, and vendors are abandoned.82. (p. 51) Employees in geographically dispersed locations can work together in virtual teams using video, e-mail, and the Internet. This e-HRM implication refers to which aspect of HR?A. RecruitingB. Analysis and design of workC. SelectionD. Compensation and benefits83. (p. 52) From the manager's perspective, an HRIS can be used to perform primarily all but one of the following. Name the exception.A. Support strategic decision makingB. Avoid litigationC. Evaluate programs and policiesD. Motivate employees84. (p. 54) A(n) _____ is a series of indicators or metrics that managers and employees have access to on the company intranet or human resource information system.A. HR dashboardB. balanced scorecardC. web portalD. Intranet85. (p. 54) All of the following HR practices support high-performance work systems EXCEPT:A. employees participate in selection process.B. jobs are designed to use a variety of skills.C. employee rewards are related to company performance.D. individuals tend to work separately.86. (p. 56) Which one of the following is NOT associated with managing the human resource environment?A. Linking HRM practices to the company's business objectives.B. Identifying human resource requirements through human resource planning, recruitment, and selection.C. Ensuring that HRM practices comply with federal, state, and local laws.D. Designing work that motivates and satisfies the employee as well as maximizes customer service, quality, and productivity.87. (p. 56) Economic value is traditionally associated with all of the following EXCEPT:A. equipment.B. technology.C. facilities.D. HRM practices.88. (p. 57) A company's human resource acquisition requirements are influenced by all of the following EXCEPT:A. terminations.B. customer demands for products and services.C. motivation and satisfaction of employees.D. promotions.89. (p. 58) Managing the assessment and development of human resources involves all of the following EXCEPT:A. measuring employees' performance.B. creating an employment relationship and work environment that benefits both the company and the employee.C. recruiting employees and placing them in jobs that best use their skills.D. identifying employees' work interests, goals, and values, and other career issues.90. (p. 58) Besides interesting work, _____ are the most important incentives that companies can offer to its employees.A. training for future work rolesB. beneficial work environmentsC. support for nonwork activitiesD. pay and benefitsEssay Questions91. (p. 8) Name and discuss the competencies that HR professionals need.定义并讨论人力资源专业人员需要的能力1. Credible activist: delivers results with integrity, shares information, builds trusting relationships, and influences others, providing candid observation, taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helps employees navigate the culture.3. Talent manager/organizational designer: develops talent, designs reward systems, and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business, evidence-based HR, and develops people strategies that contribute to the business strategy.5. Business ally: understands how the business makes money and the language of the business.6. Operational executor: implements workplace policies, advances HR technology, and administers day-to-day work of managing people.92. (p. 9-10) How has the role of HRM changed in recent years? Discuss three trends that are changing the HRM function. Why have these roles changed?近年来，HRM的角色发生了怎样的变化?讨论三个改变人力资源管理功能的趋势。
人力资源考试试题(完整版)1、人的管理能力是指自然属性和社会属性综合表现的能力。
2、员工评估是各项人力资源管理实践中起支持作用的方法之一。
3、采用本钱领先战略的企业适合采取诱引型人力资源战略。
4、人力资源的根本特性是能动性。
5、人力资本的实质内涵是劳动者的职能。
6、双因素理论中的双因素指的是保健因素与激励因素。
7、工作日志法不适用于多用途的工作分析。
8、观察法不适用于包含思维性较多的复杂活动与不确定性、变化较多的工作。
9、关于观察法说法不确定的是观察法是一种新兴的职位分析方法。
10、访谈法中最为核心的是工作的性质和环境。
1、员工培训有利于改善企业的工作质量，其中工作质量不包括员工质量。
2、研究层是培训效果评估的一个层次，衡量受训者在知识、技能与态度的掌握方面提高的程度。
3、激励理论可以分为激励的内容理论、激励的过程理论和激励的强化理论，根据激励对象的不同方面。
4、此俗语、格言均符合XXX的需求层次理论，只不过需求层次不同。
1、人力资源与其他资源最根本的区别在于它具有能动性。
2、教育因素、营养因素和遗传和其他先天因素都是影响人力资源质量的因素，而环境因素不是。
3、企业由传统人事管理向现代人力资源管理过渡时期是在20世纪90年代末至21世纪初。
4、人力资源管理将更注重以人为本，意味着人才本土化战略日益为更多的跨国公司所青睐。
5、根据XXX的需求层次理论，其中最低层次的需要是生理需要。
6、促使管理理论从“以人适应物”转向“以人为中心”的人性假设理论是社会人假设。
7、人力资源需求预测方法是通过寻找人力资源需求量与其影响因素之间的函数关系，从影响因素的变化推知人力资源需求量的变化。
1.A趋势外推法、B人员比率法、C回归分析法、D转换比率，是企业用来预测未来人力资源需求的方法。
其中，不应采用A趋势外推法来应对人力资源供过于求的情况。
因为趋势外推法仅仅是根据历史数据进行预测，无法考虑到外部环境和内部变化的影响，容易出现偏差。
Human Resource Management人力资源管理Teaching Objectives•What Is Human Resources Management•Human Resource Planning 人力资源规划•Recruitment 招聘•Training and Developing 培训和培养•Compensation 报酬•How to Keep Employees Motivated 如何激发员工工作热情•Human resources are the people that operate an organization.•Human Resource Management is the management of an organization’s “human capital” or “intellectual assets”.What Is Human Resources Management?•The Human Resource Management (HRM) process is an ongoing procedure that tries to keep the right people in the right positions. It includes human resource planning, recruitment, selection, socialization, training and development, performance appraisal, promotions, transfers, demotions, separations, and compensation.人力资源一般指有能力并愿意为社会工作的经济活动人口。
人力资源管理是管理学的一个崭新的和重要的领域。
它是指组织对员工的有效管理和使用的思想行为，主要包括人力资源规划、招聘、选拔、定位、培训和培养、业绩评价、提拔、调动、降级、解雇以及酬劳等活动。
企业人力资源管理师之一级人力资源管理师练习题库和答案单选题（共20题）1. 一般而言，采取（）的企业的员工归属感和雇用保障都最高。
A.吸引策略B.投资策略C.参与策略D.创新策略【答案】 C2. (2018年5月) ()员工持股的特点是,员工既是劳动资源的提供者,也是企业资本资源的提供者。
A.美国模式B.日本模式C.福利分配型金D.合作型企业【答案】 D3. 古人在道德修养方面所倡导的“慎独”的本质要求是（）。
A.培养独立人格B.无人监督时，依然按道德要求做事C.耐心细致地做好每一件事情D.无论取得多大成就都应谦虚谨慎【答案】 B4. 运用公文框技术进行招聘时，公文筐试卷设计的第一步是（）。
A.组织结构设计B.工作岗位分析C.确定胜任特征D.设计评分标准【答案】 B5. 部分案件有条件的裁终局”是由（）规定的。
A.《劳动法》B.《劳动争议调解仲裁法》C.《劳动合同法》D.《企业劳动争议处理条例》【答案】 B6. 对企业的员工来说。
属于员工生存、享受和发展的主要来源和生活富足、家庭幸福的一个重要标志的是( )。
A.职务B.薪酬C.职业规划D.培训【答案】 B7. （）薪酬策略是企业最常采用的形式。
A.跟随型B.领先型C.滞后型D.混合型【答案】 B8. 胜任特征模型研究中，T检验是为了（）A.对胜任特征进行分级和界定B.对胜任特征指标进行分析归类C.研究胜任特征指标重叠性问题D.比较样本特定指标数值的差异问题【答案】 D9. 由经济原因造成的裁员属于（）A.自愿流出B.非自愿流出C.自然流出D.非自然流出【答案】 B10. (2015年5月)关于企业集团人力资本管理的特点，下列说法错误的是（）。
A.人力资本具有整合与协同效应B.人力资本管具有多层级结构C.人力资本管理以母子公司之间的管理为重点D.集团对成员企业人力资本管理是以命令链为纽带的直接管理【答案】 D11. 关于平衡计分卡，下列说法错误的是（）A.平衡计分卡中指标源于组织战略目标B.平衡计分卡可以应用于企业战略管理C.平衡计分卡强调短期目标和长期目标的平衡D.企业应用平衡计分卡时，四个层面不是必需的【答案】 D12. 根据马斯洛的需要层次理论，不解雇的承诺属于（）。
key termspension planscientific managementtask designcollective bargainingstaffoperational (line) departments job designhealth-care benefits organizational restructuring participative managementjob enrichment displacementHuaman Resource Management DisciplineIntranetOutsourcingOutplacementLabor law compliance Record keeping Unemployment compensation Benefits administrationJob descriptionExecutive compensaton Incentive payJob evaluationVacation-leave administration Retirement planProfit sharingStock planEmployee assistance program Relocation serviceSelf-serviceAttitude surveysLabor relationsWellnessPasychological contractJob postingPayroll administrationLine managerCost-benefit utility Occupational diseaseStress-related illnessesAdvancement systemTermination for causeReduction in forceSelection processTake bribesDemand kickbacksTake bribesDemand kickbacksReference checksBottom lineStrategic Human Resource ManagementHuman resource planningJob analysisBenefits administrationEmployee trainingPersonnel record keepingLegislative complianceLabor relationsJust-in-time inventory controlTotal quality managementCareer opportunitiesEmployment securityHR professionalQuality circlesOrganizational performanceDecentralizedEmpowermentHuman resource information systemMass-production systemEntrepreneurshipOrganizational learningPublic relationsDiversity managementEconnomies of scaleHuman resource planningHuman resource planning processHuman resource planning investigatingEmployee surplusDownsizingRequirement forecastLong-term trendQualifications inventorySkill inventorySuccession planningPromotionStaffingRecruitingEnvironmental scanningWork-force demographicsPerformance appraisalJobPositionOccupationTasksDutiesJob elementsJob analysis processJob analysis information sourcesJob familyCompensationJob designJob specificationPerformance standardsWork samplingQuestionnaire methodInterview methodObservation methodParticipant diary\logs methodTranslate the following sentences into English with the words/phrases given.1、通用电气公司近年来推出的企业内部培训计划令其他公司望尘莫及。
True/False Questions1. Human resource management practices have been shown to positively impact companyperformance by contributing to employee and customer satisfaction, innovation,productivity, and company reputation.Answer: True Page: 4 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge2. Human resource management refers to policies, practices, and systems that influenceemployees' behavior, attitudes, and performance.Answer: True Page: 4 LO: 1 Difficulty: EasyAACSB: 6, 10 BT: Knowledge3. The human resource department is most likely to collaborate with other companyfunctions on outplacement, labor law compliance, testing, and unemploymentcompensation.Answer: False Page: 5 LO: 1 Difficulty: EasyAACSB: 1, 6, 10 BT: Knowledge4. The three product lines of HR include a) administrative services and transactions, b)financial services, and c) strategic partners.Answer: False Page: 7 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge5. HR professionals need to have six competencies as identified by the Human ResourceCompetency Study.Answer: True Page: 7 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge6. The role of HRM in administration has remained the same despite advances intechnology.Answer: False Page: 9 LO: 1 Difficulty: MediumAACSB: 6, 12 BT: Knowledge7. Advances in technology have allowed HR services to be offered more on a self-servicebasis than in the past.Answer: True Page: 9 LO: 1 Difficulty: MediumAACSB: 6, 12 BT: Knowledge8. Many administrative activities of HR, such as payroll administration, training, andselection, are being outsourced.Answer: True Page: 9 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge9. Human resource departments have only recently come to be viewed as administrativeexperts and employee advocates.Answer: False Page: 10 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge10. Evidence-based HR provides managers with data to make decisions, instead of justintuition.Answer: True Page: 11 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge11. Stakeholders of a company includes employees and shareholders.Answer: True Page: 13 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge12. According to the U.S. Bureau of Labor Statistics, more than 25 percent of the workerswill reach retirement age by 2010, resulting in a potential worker shortage of 10 million.Answer: True Page: 14 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge13. By 2012, employment demand is expected to be greatest in professional and relatedservices.Answer: True Page: 14 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge14. Occupations that are fastest growing provide the highest pay related to the occupation.Answer: False Page: 17 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge15. A learning organization embraces a culture of lifelong learning, enabling all employeesto continuously acquire and share knowledge.Answer: True Page: 20 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge16. The psychological contract describes what an employee expects to contribute and whatthe company will provide to the employee in return for these contributions.Answer: True Page: 20 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge17. The use of alternative work arrangements, which include independent contractors,on-call workers, temporary workers, and contract company workers, is shrinking.Answer: False Page: 22 LO: 2 Difficulty: EasyAACSB: 6 BT: Knowledge18. To be effective, balanced scorecards must be customized by companies to fit theirmarket situations, products, and competitive environments.Answer: True Page: 24 LO: 3 Difficulty: MediumAACSB: 6, 13 BT: Knowledge19. The balanced scorecard should be used to link marketing to the company's humanresource management activities.Answer: False Page: 25 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge20. Corporate cultures within companies that successfully implement TQM typicallyemphasize individualism, hierarchy, accountability, and profits.Answer: False Page: 28 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge21. ISO 9000 certification is an integral component of W. Edwards Deming's qualitycontrol process.Answer: False Page: 28 LO: 3 Difficulty: MediumAACSB: 6 BT: Comprehension22. In the coming years, the U.S. workforce is predicted to become more diverse in terms ofage, ethnicity, and racial background.Answer: True Page: 31 LO: 3 Difficulty: EasyAACSB: 6 BT: Knowledge23. As many older workers leave the workforce permanently, a new challenge arises, howto capture their unique knowledge and expertise.Answer: True Page: 32 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge24. Cultural diversity can provide a company a competitive advantage regardingproblem-solving.Answer: True Page: 35 LO: 3 Difficulty: EasyAACSB: 6 BT: Knowledge25. The Sarbanes-Oxley Act of 2002 sets strict rule for corporate behavior and sets heavyfines and prison terms for noncompliance.Answer: True Page: 38 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge26. Nearly 80 percent of people access the Internet most often from home, while 30 percentdo so at work.Answer: False Page: 43 LO: 4 Difficulty: MediumAACSB: 6 BT: Knowledge27. E-HRM is more applicable to practices associated with recruiting and training thanthose associated with analysis and design work, selection, and compensation andbenefits.Answer: False Page: 46 LO: 5 Difficulty: MediumAACSB: 6, 12 BT: Comprehension28. HR dashboard is a series of indicators that managers and employees have access to onthe company intranet or human resource information system.Answer: True Page: 48 LO: 6 Difficulty: MediumAACSB: 6 BT: Knowledge29. Compensating human resources involves measuring employees' performance.Answer: False Page: 53 LO: 7 Difficulty: MediumAACSB: 6 BT: KnowledgeMultiple Choice Questions30. _____ refers to a company's ability to maintain and gain market share in its industry.A) OutsourcingB) CompetitivenessC) Self-serviceD) EmpowermentAnswer: B Page: 4 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge31. Many companies refer to HRM as involving _______.A) “motivation practices”B) “financial practices”C) “people practices”D) “compensation practices”Answer: C Page: 4 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge32. Strategic HR Management includes all but one of the following. Name the exception.A) Financial planningB) Training and developmentC) Performance managementD) Recruiting talentAnswer: A Page: 5 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge33. Which of the following is NOT a responsibility of HR departments?A) RecruitingB) BenefitsC) Community relationsD) Financial managementAnswer: D Page: 6 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge34. Which of the following is not a product line of human resources?A) Administrative services and transactionsB) Strategic partnerC) Human capital partnerD) Business partner servicesAnswer: C Page: 6 LO: 1 Difficulty: MediumAACSB: 6 BT: Knowledge35. Which of the following best describes a cultural steward?A) Shapes the organizationB) Delivers results with integrityC) Facilitates changeD) Recognizes business trends and their impact on the businessAnswer: C Page: 6 LO: 1 Difficulty: HardAACSB: 6 BT: Knowledge36. Giving employees on-line access to information about HR issues such as training,benefits, and compensation is known asA) outsourcing.B) continuous learning.C) self-service.D) strategic planning.Answer: C Page: 9 LO: 1 Difficulty: EasyAACSB: 6, 12 BT: Knowledge37. The practice of having another company (a vendor, third-party provider, consultant)provide services traditionally associated with the administrative role of HR is known asA) e-commerce.B) empowering.C) outsourcing.D) benchmarking.Answer: C Page: 9 LO: 1 Difficulty: EasyAACSB: 6 BT: Knowledge38. Traditionally, the HRM department was primarily a(n) ______?A) business mindedB) finance expertC) employer advocateD) administrative expertAnswer: D Page: 9 LO: 1 Difficulty: HardAACSB: 6 BT: Knowledge39. Which one of the following statements about the HR profession is not true?A) A college degree is required of HR specialists, but not of generalistsB) Generalists usually perform the full range of HRM activities, including recruiting,training, compensation, and employee relationsC) Professional certification in HRM continues to be less common than membership inprofessional associationsD) The primary professional organization for HRM is the Society for Human ResourceManagementAnswer: A Page: 12 LO: 1 Difficulty: HardAACSB: 6 BT: Comprehension40. All of the following competitive challenges faced by companies will increase theimportance of human resource management exceptA) the global challenge.B) the challenge of sustainability.C) the economic challenge.D) the technology challenge.Answer: C Page: 13 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension41. _____ refers to the ability of a company to survive and succeed in a dynamiccompetitive environment.A) CompetitivenessB) EmpowermentC) SustainabilityD) Resource managementAnswer: C Page: 13 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge42. Sustainability includes all of the following exceptA) put methods in place to determine if the company is exceeding profit expectationsfor the benefit of stockholders.B) the ability to deal with economic and social changes.C) engage in responsible and ethical business practices.D) provide high quality products and services.Answer: A Page: 13 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension43. For 23 of the 30 fastest growing occupations, the most significant source ofpostsecondary education or training is at least an ______ degree.A) associateB) bachelorsC) mastersD) doctorateAnswer: D Page: 16 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge44. Tacit knowledge is an example of _______ capital.A) SocialB) CustomerC) IntangibleD) IntellectualAnswer: C Page: 18 LO: 2 Difficulty: MediumAACSB: 6 BT: Knowledge45. Which one of the following is not true of knowledge workers?A) They often contribute specialized knowledge that their managers may not have,such as information about customersB) They have many job opportunitiesC) They are in high demand because of the growth in service-producing jobsD) They compete through manual labor and intellectual laborAnswer: D Page: 19 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension46. Empowerment is defined asA) the movement of women and minorities into managerial positions.B) giving employees responsibility and authority to make decisions regarding allaspects of product development or customer service.C) leading employees by the strength of one's charisma.D) the act of continually learning and improving one's skills and abilities.Answer: B Page: 19 LO: 2 Difficulty: MediumAACSB: 6, 10 BT: Knowledge47. A ______ contract describes what an employee expects to contribute and what thecompany will provide to the employee for these contributions.A) employerB) employeeC) psychologicalD) jobAnswer: C Page: 20 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension48. All of the following are examples of alternative work arrangements exceptA) independent contractors.B) current labor force.C) on-call workers.D) temporary workers.Answer: B Page: 22 LO: 2 Difficulty: MediumAACSB: 6 BT: Comprehension49. The balanced scorecardA) is similar to most measures of company performance.B) uses indicators important to the company's strategy.C) is a standardized instrument of company performance.D) should not be applied to HR practices.Answer: B Page: 24 LO: 3 Difficulty: EasyAACSB: 6 BT: Knowledge50. The balanced scorecard presents a view of company performance from the perspectiveofA) customers.B) employees.C) both employees and customers.D) employees, customers, and shareholders.Answer: D Page: 24 LO: 3 Difficulty: EasyAACSB: 6 BT: Knowledge51. According to the financial perspective of the balanced scorecard, which of the followingquestions should be answered?A) How do customers see us?B) Can we continue to improve and create value?C) What must we excel at?D) How do we look to shareholders?Answer: D Page: 25 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge52. Increasingly, companies are recognizing that ______ can help boost a company’s imagewith customers and gain access to new markets.A) a balanced scorecard approach to businessB) diversityC) total quality managementD) social responsibilityAnswer: D Page: 27 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge53. Deming's approach to quality emphasizesA) making the product or service conform to engineering standards.B) reducing variability in the product or service.C) preventing errors rather than correcting errors.D) tying pay to employees' total output less rejects.Answer: C Page: 28 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge54. “How senior executives create and sustain corporate citizenship, customer focus, clearvalues, and expectations, and promote quality and performance excellence” is thedefinition for which Malcolm Baldrige National Quality Award criterion?A) Strategic planningB) Human resource focusC) Information and analysisD) LeadershipAnswer: D Page: 28 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge55. Which one of the following is not true of the Six Sigma process?A) The objective of the process is to create a total business focus on serving thecustomerB) Training is an important component of the processC) The process is one of seven categories evaluated within the Malcolm BaldrigeQuality AwardD) The process involves measuring, analyzing, improving, and controlling processesonce they have been brought within six quality tolerances or standards Answer: C Page: 30 LO: 3 Difficulty: MediumAACSB: 6, 9 BT: Comprehension56. The _____ labor force consists of current employees, while the _____ labor marketincludes persons actively seeking employment.A) projected; currentB) current; projectedC) external; internalD) internal; externalAnswer: D Page: 30 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge57. Since 1996, when the Six Sigma quality initiative was started, it produced more than $2billion in benefits for ______.A) Proctor & GambleB) GEC) AT&TD) GMAnswer: B Page: 30 LO: 3 Difficulty: MediumAACSB: 6, 9 BT: Knowledge58. Worker performance and learning are ______ by aging.A) not adversely affectedB) slightly affectedC) moderately affectedD) adversely affectedAnswer: A Page: 31 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge59. The fastest growing segment of the labor force isA) ages 21-34.B) ages 35-44.C) ages 45-54.D) ages 55-64.Answer: D Page: 31 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge60. Which one of the following statements about the composition of the U.S. labor force inthe next decade is true?A) Labor force growth is greater than at any other time in U.S. historyB) The largest proportion of the labor force is expected to be in the 16-to-25-year agegroupC) There will be fewer white males than minorities or women in the labor forceD) The number of “baby boom” workers will increase faster than any other age groupAnswer: D Page: 31 LO: 3 Difficulty: EasyAACSB: 6 BT: Comprehension61. What percent of new immigrant workers will be Hispanic and Asian by the year 2012?A) 90%B) 70%C) 50%D) 30%Answer: B Page: 33 LO: 3 Difficulty: MediumAACSB: 6, 10, 13 BT: Knowledge62. Which percentage of Hispanics are employees at restaurants?A) 25%B) 30%C) 50%D) 60%Answer: B Page: 34 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge63. Regardless of their background, most employees valueA) the ability to challenge the status quo.B) more simplistic tasks requiring fewer skills.C) managerial positions.D) work that leads to self-fulfillment.Answer: D Page: 34 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge64. Managing cultural diversity involvesA) enforcing EEO rules.B) creating separate career tracks for employees with families.C) establishing a strong affirmative action policy.D) creating a workplace that makes it comfortable for employees of all backgrounds tobe creative and innovative.Answer: D Page: 35 LO: 3 Difficulty: EasyAACSB: 5, 6 BT: Knowledge65. How diversity issues are managed in companies has implications for all the followingexceptA) knowing how to learn.B) creativity.C) retaining good employees.D) problem solving.Answer: A Page: 35 LO: 3 Difficulty: MediumAACSB: 5, 6 BT: Comprehension66. Managing cultural diversity can provide a competitive advantage byA) decreasing the number of available women and minorities in the company's laborpool.B) helping women and minorities understand they must conform to organizationalnorms and expectations.C) helping companies produce better decisions by including all employees'perspectives and analysis.D) identifying product markets on which the company should focus.Answer: C Page: 35 LO: 3 Difficulty: MediumAACSB: 5, 6 BT: Knowledge67. To successfully manage a diverse workforce, managers need to developA) communications and coaching skills.B) analytical and financial skills.C) persuasion and planning skills.D) networking and language skills.Answer: A Page: 35 LO: 3 Difficulty: MediumAACSB: 5, 6 BT: Comprehension68. Diversity is important for trapping all of the following exceptA) cultural skillsB) communication skillsC) creativityD) homogeneous thinkingAnswer: D Page: 36 LO: 3 Difficulty: HardAACSB: 5, 6 BT: Analysis69. What areas of legislation will continue to have the most influence on HRM practices inthe next decade?A) Equal employment opportunity, safety and health, pay and benefits, privacy, andjob securityB) Executive compensation, pay and benefits, workers' compensation, safety andhealth, and job securityC) Product liability, workers' compensation, equal employment opportunity, safetyand health, and labor relationsD) Equal employment opportunity, patent infringement, workers' compensation, safetyand health, and job securityAnswer: A Page: 37 LO: 3 Difficulty: MediumAACSB: 6 BT: Knowledge70. There will likely be continued discussion, debate, and possible legislation in all but oneof the following areas. Name the exception.A) Genetic testingB) Glass wallsC) Employment-at-willD) Access to the physical work environmentAnswer: D Page: 37 LO: 3 Difficulty: MediumAACSB: 6, 7 BT: Knowledge71. Litigation involving job security will have a major influence on human resourcemanagement practices becauseA) work rules, recruitment practices, and performance evaluation systems mightfalsely communicate lifetime employment agreements that the company does notintend to honor during layoffs or plant closings.B) adjustments of test scores to meet affirmative action requirements are now illegal.C) employees now bear the burden of proof in discrimination cases.D) compensation awards for discrimination claims have increased.Answer: A Page: 37 LO: 3 Difficulty: EasyAACSB: 6, 7 BT: Comprehension72. Which of the following is one of the four ethical principles of a successful company?A) Managers assume all responsibility for the actions of the companyB) It has a strong profit orientationC) Customer, client, and vendor relationships emphasize mutual benefitsD) It does not produce products that can be used for violent purposesAnswer: C Page: 38 LO: 3 Difficulty: MediumAACSB: 2, 6 BT: Knowledge73. Which legislation act sets new strict rules for business especially as regards accountingpractices?A) Human Rights Act of 1994B) Reverse Discrimination Act of 1990C) Sarbanes-Oxley Act of 2002D) Corruption and Practices Act of 2000Answer: C Page: 38 LO: 3 Difficulty: MediumAACSB: 6, 7 BT: Knowledge74. Which of the following is not a standard that human resource managers must satisfy forpractices to be ethical?A) Managers must treat employees as familyB) Human resource practices must result in the greatest good for the largest number ofpeopleC) Employment practices must respect basic human rights of privacy, due process, andfree speechD) Managers must treat employees and customers equitably and fairlyAnswer: A Page: 39 LO: 3 Difficulty: MediumAACSB: 2, 6 BT: Knowledge75. Exporting jobs from developed to less developed countries refers toA) insourcing.B) offshoring.C) importing.D) onshoringAnswer: B Page: 41 LO: 4 Difficulty: MediumAACSB: 6, 13 BT: Knowledge76. Exporting jobs to rural parts of the United States is refers toA) insourcing.B) offshoring.C) importing.D) onshoringAnswer: D Page: 42 LO: 4 Difficulty: MediumAACSB: 6, 13 BT: Knowledge77. Technology has reshaped all of the following exceptA) the way we play.B) the way we work.C) the way we communicate.D) the way we travel.Answer: D Page: 43 LO: 4 Difficulty: EasyAACSB: 6 BT: Knowledge78. Which of the following is not typically true of work teams?A) They are used to increase employee responsibility and controlB) They use cross-training to give employees knowledge on a wide range of skills.C) They frequently select new team members and plan work schedulesD) They are especially effective when headed by managers skilled in controlling,planning, and coordinating activitiesAnswer: D Page: 45 LO: 6 Difficulty: MediumAACSB: 6, 10 BT: Comprehension79. Which of the following is not recommended for supporting work teams?A) Reducing flexibility and interaction between employees to maintain highproductivityB) Giving employees formal performance feedbackC) Linking compensation and rewards with performance.D) Allowing employees to participate in planning changes in equipment, layout, andwork methods.Answer: A Page: 45 LO: 6 Difficulty: MediumAACSB: 6, 10 BT: Comprehension80. New organizational structures emphasizeA) efficiency, decision making by managers, and the flow of information from top tobottom of the organization.B) a core set of values, elimination of boundaries between managers and employeesand organizational functions, and employees who have immediate access toinformation used for decision making.C) a core set of values, defining clear boundaries between managers and employeesand the functional areas, and a constant state of learning.D) internal linking, external linking, diversification, and a core set of values.Answer: B Page: 46 LO: 6 Difficulty: HardAACSB: 6 BT: Knowledge81. Which of the following is false about high-involvement, adaptive organizationalstructures?A) Employees are in a constant state of learning and performance improvementB) Employees are free to move wherever they are needed in a companyC) Line employees are trained to specialize in one job in order to maximize efficiencyD) Previously established boundaries between managers, employees, customers, andvendors are abandonedAnswer: C Page: 46 LO: 6 Difficulty: MediumAACSB: 6 BT: Comprehensive82. From the manager's perspective, an HRIS can be used to perform primarily all but oneof the following. Name the exception.A) Support strategic decision makingB) Avoid litigationC) Evaluate programs and policiesD) Motivate employeesAnswer: D Page: 47 LO: 6 Difficulty: EasyAACSB: 6 BT: Comprehension83. All of the following HR practices support high-performance work systems exceptA) employees participate in selection process.B) jobs are designed to use a variety of skills.C) employee rewards are related to company performance.D) individuals tend to work separately.Answer: D Page: 48 LO: 6 Difficulty: MediumAACSB: 6 BT: Comprehension84. Which one of the following is not associated with managing the human resourceenvironment?A) Linking HRM practices to the company's business objectivesB) Identifying human resource requirements through human resource planning,recruitment, and selectionC) Ensuring that HRM practices comply with federal, state, and local lawsD) Designing work that motivates and satisfies the employee as well as maximizescustomer service, quality, and productivityAnswer: B Page: 48 LO: 6 Difficulty: MediumAACSB: 6 BT: Comprehension85. Managing the assessment and development of human resources involves all but one ofthe following. Name the exception.A) Determining employees' productivity and the quality of their workB) Creating an employment relationship and work environment that benefits both thecompany and the employeeC) Recruiting employees and placing them in jobs that best use their skillsD) Identifying employees' work interests, goals, and values, and other career issuesAnswer: C Page: 53 LO: 6 Difficulty: MediumAACSB: 6 BT: ComprehensionEssay Questions86. Name and discuss the competencies that HR professionals need.Page: 8 LO: 1 Difficulty: MediumAACSB: 6 BT: AnalysisAnswer:1. Credible activist: delivers results with integrity, shares information, buildstrusting relationships, and influences others, providing candid observation,taking appropriate risks.2. Cultural steward: facilitates change, develops and values the culture, and helpsemployees navigate the culture.3. Talent manager/organizational designer: develop talent, design reward systems,and shapes the organization.4. Strategic architect: recognizes business trends and their impact on the business,evidence-based HR, and develops people strategies that contribute to thebusiness strategy.5. Business Ally: understands how the business makes money and the language ofthe business.6. Operational executor: implements workplace policies, advances HR technology,and administers day-to-day work of maintaining people.87. How has the role of HRM changed in recent years? Discuss three trends that arechanging the HRM function. Why have these roles changed?Page: 9-10 LO: 1 Difficulty: MediumAACSB: 6 BT: AnalysisAnswer:The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing. One trend seen today is that the role of HRM in administration is decreasing as technology is used for many administrative purposes, such as managing employee records and allowing employees to get information about and enroll in training, benefits, and other programs. Another trend is that outsourcing of the administrative role isoccurring quite frequently. Additionally, HRM is becoming more proactive and less reactive. Roles such as practice development and strategic business partnering have increased.HRM roles have changed because managers see HRM as the most important lever for companies to gain competitive advantage over both domestic and foreign competitors.88. What is empowerment and what type of training must be conducted to make iteffective?Page: 19 LO: 2 Difficulty: MediumAACSB: 6, 10 BT: AnalysisAnswer:Empowerment means giving employees the responsibility and authority to makedecisions regarding the aspects of product development or customer service under their control. Employees are held accountable for products and services; in return, they share the resulting rewards and losses.For empowerment to succeed, managers must be trained to link employees to resources。
human resource management阅读理解摘要：I.人力资源管理概述A.人力资源管理的定义B.人力资源管理的目标II.人力资源管理的重要性A.对企业的重要性B.对员工的重要性III.人力资源管理的主要任务A.招聘与选拔B.培训与发展C.绩效管理D.薪酬福利管理E.劳动关系管理IV.人力资源管理的发展趋势A.全球化B.信息化C.灵活性正文：人力资源管理（Human Resource Management，简称HRM）是现代企业中不可或缺的环节，它涉及到员工的招聘、选拔、培训、发展、绩效考核、薪酬福利以及劳动关系等多个方面。
对于企业来说，有效的HRM 能够提高员工的满意度，降低员工的流失率，从而提高企业的整体竞争力。
对于员工来说，良好的HRM 能够保障他们的权益，提供良好的工作环境和发展机会。
首先，我们需要明确人力资源管理的定义。
人力资源管理是指企业为实现其发展战略和经营目标，通过制定、实施和监控人力资源政策和活动，以提高员工的工作效率和满意度，从而提高企业绩效的过程。
其次，我们需要了解人力资源管理的重要性。
对企业来说，有效的HRM 能够提高员工的工作效率和满意度，从而提高企业的整体竞争力。
对员工来说，良好的HRM 能够保障他们的权益，提供良好的工作环境和发展机会。
人力资源管理的主要任务包括招聘与选拔、培训与发展、绩效管理、薪酬福利管理和劳动关系管理。
招聘与选拔是企业获取合适人才的重要手段，培训与发展是提升员工能力，实现企业长远发展的重要途径，绩效管理是衡量员工工作效果，激励员工提高工作积极性的有效方式，薪酬福利管理是激励员工，提高员工满意度的关键环节，劳动关系管理则是维护良好的劳动关系，保障企业稳定运行的重要工作。
最后，我们来看一下人力资源管理的发展趋势。
随着全球化的深入，企业的人力资源管理也需要适应全球化的要求，如招聘国际化的员工，建立全球化的培训体系等。
随着信息化的进步，企业的人力资源管理也需要充分利用信息化手段，如使用人力资源管理系统，进行在线培训等。
HRMCHAPTER 1Gaining a Competitive AdvantageDiscuss the roles and activities of a company’s human resource management functionDiscuss the implications of the economy, the makeup of the labor force, and ethics for company sustainabilityDiscuss how human resource management affects a company’s balanced scorecardDiscuss what companies should do to compete in the global marketplaceIdentify the characteristics of the workforce and how they influence human resource managementDiscuss human resource management practices that support high-performance work systemsProvide a brief description of human resource management practicesIntroductionCompetitiveness refers to a company’s ability to maintain and gain market share in its industryI t is related to company effectivenessHuman resource management refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance M any companies refer to HRM as involving “people practices"Responsibilities of HR DepartmentsE mployment and recruitingT raining and developmentC ompensationB enefitsE mployee ServicesE mployee and community relationsP ersonnel recordsH ealth and safetyS trategic planningWhat Roles Do HR Departments Perform?How is the HRM Function Changing?T he amount of time that the HRM function devotes to administrative tasks is decreasing and its roles as a strategic business partner, change agent, and employee advocate are increasingI n shifting the focus from current operations to strategies for the future and preparing non-HR managers to develop and implement HR practices, HR managers face two important challenges:Self-service refers to giving employees online access to information about HR issuesOutsourcing refers to the practice of having another company provide servicesThe HRM ProfessionH R salaries vary depending on education and experience as well as the type of industryHR specialistsHR generalistsCollege degrees are held by the vast majority of HRM professionalsProfessional certification is less common than membership in professional associationsT he primary professional organization for HRM is the Society for Human Resource Management (SHRM)Competitive Challenges Influencing HRMT hree competitive challenges that companies now face will increase the importance of HRM practices:The Sustainability ChallengeSustainability refers to the ability of a company to survive and succeed in a dynamic competitive environmentStakeholders refers to shareholders, the community, customers, and all other parties that have an interest in seeing that the company succeedsSustainability includes the ability to:deal with economic and social changes,engage in responsible and ethical business practices,provide high quality products and services,put in place methods to determine if the company is meeting stakeholders’ needsT he changing structure of the economyImpact of September 11, 2001The competition for laborS kill demands for jobs are changingK nowledge is becoming more valuableIntellectual capital refers to the creativity, productivity, and service provided by employeesKnowledge workers are employees who contribute to the company not through manual labor butthrough a specialized body of knowledgeEmpowerment means giving employees responsibility and authority to make decisions regarding all aspects of product development or customer serviceA learning organization embraces a culture of lifelong learning, enabling all employees to continually acquire and share knowledgeT he psychological contract describes what an employee expects to contribute and what the company will provide to the employee for these contributionsA lternative work arrangements include independent contractors, on-call workers, temporary workers, and contract company workersThe Balanced ScorecardT he balanced scorecard gives managers the opportunity to look at the company from the perspective of internal and external customers, employees and shareholders.T he balanced scorecard should be used to:Link human resource management activities to the company’s business strategy.Evaluate the extent to which the human resource function is helping the company’s meet it’s strategic objectives.M easures of human resource practices primarily relate to productivity, people, and processes.Customer Service and Quality EmphasisT otal Quality Management (TQM) is a company-wide effort to continuously improve the ways, peoples, machines, and systems accomplish workC ore values of TQM include:designing methods and processes to meet the needs of internal and external customersall employees receive training in qualitypromotion of cooperation with vendors, suppliers, and customersmanagement gives feedback on progressMalcolm Baldrige National Quality Awardestablished in 1987 to promote quality awareness, to recognize quality achievements, and to publicize successful quality strategies.ISO 9000:2000quality standards adopted worldwide.Six Sigma processsystem of measuring, analyzing, improving, and controlling processes once they meetquality standards.Changing Demographics Diversity of the WorkforceI nternal labor force is the labor force of current employees.E xternal labor market includes persons actively seeking employment.T he U.S. workforce is becoming increasingly diverse.WomenMinoritiesDisabled workersImmigrantsManaging a Diverse WorkforceT o successfully manage a diverse workforce, managers must develop a new set of skills, including:Communicating effectively with employees from a wide variety of cultural backgrounds.Coaching and developing employees of different ages, educational backgrounds, ethnicity, physical ability, and race.Providing performance feedback that is based on objective outcomes.Creating a work environment that makes it comfortable for employees of all backgrounds to be creative and innovative.Legal and Ethical IssuesF ive main areas of the legal environment have influenced HRM over the past 25 yearsEqual employment opportunity legislationEmployee safety and healthEmployee pay and benefitsEmployee privacyJob securityW omen and minorities still face the “glass ceiling”H uman resource managers must satisfy three basic standards for their practices to be considered ethical:HRM practices must result in the greatest good for the largest number of peopleEmployment practices must respect basic human rights of privacy, due process, consent, and free speechManagers must treat employees equitably and fairlyThe Global ChallengeC ompanies are finding that to survive they must compete in international markets as well as fend off foreign corporations’ attempts to gain ground in the U.S.E very business must be prepared to deal with the global economy. This is made easier by technology.O ffshoring refers to the exporting of jobs from developed countries to less developed countries.M any companies are entering international markets by exporting their products overseas, building manufacturing facilities in other countries, entering into alliances with foreign companies, and engaging in e-commerceThe Technology ChallengeT echnology has reshaped the way we play, plan our lives, and where we work The overall impact of the InternetThe Internet has created a new business model – e-commerce – in which businesstransactions and relationships can be conducted electronicallyc hanged how and where we work,r esulted in high-performance models of work systems,i ncreased the use of teams to improve customer service and product quality,c hanged skill requirements,i ncreased working partnerships,l ed to changes in company structure and reporting relationships,i ncreased the availability of Human Resource Information Systems (HRIS), whichare used to acquire, store, manipulate, analyze, retrieve, and distribute HRinformation,i ncreased the availability of e-HRM, which is the processing and transmission ofdigitalized information used in HRM,i ncreased the competitiveness of high performance work systems.Meeting Competitive Challenges Through HRM Practices H RM practices that help companies deal with the three competitive challenges can be grouped into four dimensionsThe human resource environmentAcquiring and preparing human resourcesAssessment and development of human resourcesCompensating human resourcesManaging internal and external environmental factors allows employees to make the greatest possible contribution to company productivity and competitivenessCustomer needs for new products or services influence the number and type of employees businesses need to be successfulBesides interesting work, pay and benefits are the most important incentives that companies can offer employees in exchange for contributing to productivity, quality, and customer serviceHuman resource management practices of both managers and the human resource function must be aligned and contribute to the company’s strategic goalsCHAPTER 2Strategic Human Resource ManagementAfter reading this chapter, you should be able to:Describe the differences between strategy formulation and strategy implementation.List the components of the strategic management process.Discuss the role of the HR function in strategy formulation.Describe the linkages between HR and strategy formulation.Discuss the more popular typologies of generic strategies and the various HR practices associated with each.Describe the different HR issues and practices associated with various directional strategies.List the competencies the HR executive needs to become a strategic partner in the company.IntroductionT he goal of strategic management in an organization is to deploy and allocate resources in a way that gives it a competitive advantage.H uman resource managers should:have input into the strategic plan,have specific knowledge of the organization’s strategic goals,know what types of employee skills, behaviors, and attitudes are needed to support thestrategic plan,develop programs to ensure that employees have those skills, behaviors, and attitudes.What is Strategic Management?S trategic Management is a process for analyzing a company's competitive situation, developing the company's strategic goals, and devising a plan of action and allocationof resources that will help a company achieve its goals.S trategic human resource management is the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. Components of the Strategic Management Process S trategy Formulation: Strategic planning groups decide on a strategic direction by defining the company's mission and goals, its external opportunities and threats, and its internal strengths and weaknesses.S trategy Implementation: The organization follows through on the strategy that has been chosen. This includes structuring the organization, allocating resources, ensuring that the firm has skilled employees in place, and developing reward systems that align employee behavior with the strategic goals.Model of the Strategic Management ProcessThe Role of HRM in Strategy FormulationAdministrative Linkage — Lowest level of integration; HRM function's attention is focused on day-to-day activities. No input from the HRM function to the company's strategic plan is given.One-Way Linkage — The strategic business planning function develops the plan and then informs the HRM function of the plan. HRM then helps in the implementation.Two-Way Linkage — Allows for consideration of human resource issues during the strategy formulation process. The HRM function is expected to provide input to potential strategic choices and then help implement the chosen option.Integrative Linkage — Is based on continuing, rather than sequential, interaction. The HR executive is an integral member of the strategic planning team.Strategy FormulationF ive components of the strategic management process:A mission is a statement of the organization's reasons for being.Goals are what the organization hopes to achieve in the medium-to long-term futureExternal analysis consists of examining the organization's operating environment to identify strategic opportunities and threats.Internal analysis attempts to identify the organization's strengths and weaknesses.Strategic choice is the organization's strategy, which describes the ways the organization will attempt to fulfill its mission and achieve its long term goals.Strategy ImplementationHRM PracticesJob Analysis - the process of getting detailed information about jobs.Recruitment - the process through which the organization seeks applicants.Training - a planned effort to facilitate learning of job-related knowledge, skills, and behavior.Job design - making decisions about what tasks should be grouped into a particular job.Selection - identifying the applicants with the appropriate knowledge, skills, and ability.Development - the acquisition of knowledge, skills, and behavior that improves employees' ability to meet the challenges of future jobs.Strategic TypesPorter's Generic Strategies —Michael Porter has hypothesized that competitive advantage comes from creating value by:r educing costs (overall cost leadership), orc harging a premium price for a differentiated product or service (differentiation).HRM Needs in Strategic TypesDifferent strategies require different types of employees.Role behaviors are the behaviors required of an individual in his or her role as a jobholder in a social work environment.C ost strategy firms seek efficiency and therefore carefully define the skills they needin employees and use worker participation to seek cost-saving ideas.D ifferentiation firms need creative risk takers.Directional StrategiesThe Role of HR in Providing a Competitive Advantage Emergent Strategies - Those that evolve from the grass roots of the organization.W hat actually is done versus what is planned.H R plays an important role in facilitating the communication of emergent strategiesbetween levels in the hierarchy.Enhancing Firm CompetitivenessB y developing a rich pool of talent, HR can assure the company's ability to adapt toa dynamic environment.Strategic Human Resource ExecutivesFour basic competencies:B usiness Competencies - Understanding the company's economic and financialcapabilities.P rofessional/Technical Knowledge - In HR practices such as selection techniques and compensation systems.C hange Processes or Organizational Development Techniques -The ability todiagnose the need for change and develop and implement the appropriateintervention.I ntegration Competencies - A generalist perspective with the skills of a specialist inthe above three areas.CHAPTER 3The Analysis and Design of WorkAfter reading this chapter, you should be able to:Analyze the work flow process, identifying the output, activities, and inputs in the production of a product or service.Understand the importance of job analysis in strategic and human resource management.Choose the right job analysis technique for a variety of human resource activities.Identify the tasks performed and the skills required in a given job.Understand the different approaches to job design.Comprehend the trade-offs among the various approaches to designing jobs.Work-flow AnalysisWork-flow analysis is useful because it provides a means for the managers to understand all the tasks required to produce a high-quality product as well as the skills necessary to perform those tasks.Work flow analysis includes:a nalyzing work outputsa nalyzing work processesa nalyzing work inputsDeveloping a Work-Flow AnalysisOrganizational StructureOrganization structure provides a cross-sectional overview of the static relationship between individuals and units that create the outputs.Two of the most important dimensions of structure are centralization and departmentalization.1. Centralization is the degree to which authority resides at the top of theorganizational chart.2. Departmentalization refers to the degree to which work units are groupedbased upon functional similarity or similarity of workflow.Structural ConfigurationFunctionalfunctional departmentalizationhigh level of centralizationhigh efficiencyinflexibleinsensitive to subtle differences across products, regions, and clientsDivisionalworkflow departmentalizationlow level of centralizationsemi-autonomousflexible and innovativesensitive to subtle differences across products, regions, and clientslow efficiencyThe Importance of Job Analysis to HR ManagersThe Importance of Job Analysis to Line ManagersManagers must have detailed information about all the jobs in their work group to understand the work-flow process.Managers need to understand the job requirements to make intelligent hiring decisions.Since the manager is responsible for ensuring that each individual is performing his or her job satisfactorily, the manager must clearly understand the tasks required in every job.Job Analysis InformationJob Description - a list of tasks, duties, and responsibilities (TDRs)Job Specification - a list of knowledge, skills, abilities, and other characteristics (KSAOs)Sample Job DescriptionJob Title: Maintenance MechanicGeneral Description of Job: General maintenance and repair of all equipment used in the operations of a particular district. Includes the servicing of company used vehicles, shop equipment, and machinery used on job sites.1. Essential duty (40%) Maintenance of Equipment2. Essential duty (40%) Repair of Equipment3. Essential duty (10%) Testing and Approval4. Essential duty (10%) Maintain StockNonessential functions: Other duties assignedJob Analysis MethodsPosition Analysis Questionnaire (PAQ)Task Analysis InventoryFleishman Job Analysis System (FJAS)Occupational Information Network (O*NET)Job Dimensions and Job Tasks of a UniversityProfessorJob DesignJob design is the process of defining the way work will be performed and the tasks that will be required in a given job.Job redesign refers to changing the tasks or the way work is performed in an existing job.The four approaches used in job design are:m echanistic approachm otivational approachb iological approachp erceptual-motor approachMechanistic ApproachH as its roots in classical industrial engineering.F ocuses on designing jobs around the concepts of task specialization, skill simplification, and repetition.S cientific management, one of the earliest mechanistic approaches, sought to identify the one best way to perform the job through the use of time-and-motion studies.T he scientific management approach was built upon in later years and resulted in a mechanistic approach that calls for the job to be designed very simply.N ew employees can be trained to perform the job quickly and inexpensively.Motivational ApproachThe motivational approach to job design focuses on the job characteristics that affect the psychological meaning and motivational potential of job design.A focus on increasing job complexity through job enlargement, job enrichment, and the construction of jobs around sociotechnical systems.A model of how job design affects employee reaction is the “Job Characteristics Model”.Job Characteristics ModelBiological ApproachC omes primarily from the sciences of biomechanics, or the study of body movementsI s referred to as ergonomics, or the concern with examining the interface between individuals' physiological characteristics and the physical work environment.T he goal of this approach is to minimize the physical strain on the worker by structuring the physical work environment around the way the body works.F ocuses on outcomes such as physical fatigue, aches and pains, and health complaints.Perceptual-Motor ApproachHas its roots in the human-factors literature.Focuses on human mental capabilities and limitations.The goal is to design jobs in a way that ensures that they do not exceed people's mental capabilities.Tries to improve reliability, safety, and user reactions by designing jobs in a way that reduces the information processing requirements of the job. Trade-Offs among Different Approaches to Job DesignCHAPTER 4Human Resource Planning and RecruitmentDiscuss how to align a company’s strategic direction with its human resource planning.Determine the labor demand for workers in various job categories.Discuss the advantages and disadvantages of various ways of eliminating a labor surplus and avoiding a labor shortage.Describe the various recruitment policies that organizations adopt to make job vacancies more attractive. List the various sources from which job applicants can be drawn, their relative advantages and disadvantages, and the methods for evaluating them.Explain the recruiter’s role in the recruitment process, the limits the recruiter faces, and the opportunities available.Stages in Human Resource PlanningForecastingL abor DemandL abor SupplyGoal Setting and Strategic PlanningProgram Implementation and EvaluationForecasting Stage of Human Resource Planning Determining Labor Demandd erived from product/service demandede xternal in natureDetermining Labor Supplyi nternal movements caused by transfers, promotions, turnover, retirements, etc.t ransitional matrices identify employee movements over timeu seful for AA / EEO purposesDetermining Labor Surplus or ShortageStrategies for Reducing an Expected Labor SurplusDownsizingDownsizing is the planned elimination of large numbers of personnel designed to enhance organizational competitiveness.Reasons for downsizing include:n eed to reduce labor costst echnological changes reduce need for laborm ergers and acquisitions reduce bureaucratic overheado rganizations choose to change the location of where they do businessEffects of DownsizingStudies show that firms that announce a downsizing campaign show worse, rather than better financial performance.Reasons include:T he long-term effects of an improperly managed downsizing effort can be negative.M any downsizing campaigns let go of people who turn out to be irreplaceable assets.E mployees who survive the staff purges often become narrow-minded, self-absorbed,and risk-averse.Early Retirement ProgramsT he average age of the U.S. workforce is increasing.B aby boomers are not retiring early for several reasons:improved health of older peoplea fear that Social Security will be cutmandatory retirement is outlawedM any employers try to inducevoluntary attrition among olderworkers through earlyretirement incentive programs.Employing Temporary WorkersH iring temporary workers helps eliminate a labor shortage.T emporary employment affords firms the flexibility needed to operate efficiently in the face of swings in demand.O ther advantages include:temporary workers free a firm from many administrative tasks and financial burdenstemporary workers are often times tested by a temporary agencymany temporary agencies train employees before sending them to employeesOutsourcing and OffshoringO utsourcing is an organization’s use of an outside organization for a broad set of services.O ffshoring is a special case of outsourcing where the jobs that move actually leave one country and go to another.T o help ensure the success of outsourcing:outsource only those jobs that are repetitive, predictable, and easily trained.Choose an outsourcing vendor that is large and established.Jobs that are proprietary or require tight security should not be outsourced.It is a good idea to start small and monitor constantly.Affirmative Action PlanningI t is important to plan for various subgroups within a labor force.A comparison of the proportion of workers in protected subgroups with the proportion that each subgroup represents is called a workforce utilization review.T he steps required to execute an affirmative action plan are identical to the steps in the generic planning process discussed earlier.The Human Resource Recruitment ProcessPersonnel PoliciesC haracteristics of the vacancy are more important than recruiters or recruiting sources. P ersonnel Policies vary:Internal versus External recruitingopportunity for advancementMarket leader pay strategyEmployment-at-will policies- either party can terminate the relationship at any time Due-process policy - employees can appeal a termination decisionImage advertisingRecruitment SourcesRecruitersFunctional AreaH R- versus operating area-specialistTraitsw arm and informativeRealismr ealistic job preview, honestySteps to Enhance Recruiter ImpactCHAPTER 5Selection and PlacementEstablish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability.Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test. Describe the government’s role in personnel selection decisions.List the common methods used in selecting human resources.Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality.Selection Method Standards for Evaluation PurposesReliabilityReliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error.The correlation coefficient is a measure of the degree to which two sets of numbers are related.A perfect positive relationship equals +1.0A perfect negative relationship equals - 1.0Knowing how scores on the measure at one time relate to scores on the same measure at another time refers to test-retest reliability.ValidityValidity is the extent to which performance on the measure is associated with performance on the job.Criterion-related validation is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. The types include:Predictive validationC oncurrent validationC ontent validationCriterion-Related ValidityContent ValidationContent validation is performed by demonstrating that the items, questions, or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job.B est for small samplesC ontent validity is achieved primarily through a process of expert judgement.GeneralizabilityGeneralizability is the degree to which the validity of a selection method established in one context extends to other contexts such as different situations, different samples of people, and different time periods.Three contexts include:d ifferent situationsd ifferent samples of peopled ifferent time periodsUtilityUtility is the degree to which the information provided by selection techniques enhances the effectiveness of selecting personnel in organizations.It is impacted by reliability, validity, and generalizability.LegalityAll selection methods must conform to existing laws and legal precedents. Three acts have formed the basis for a majority of the suits filed by job applicants:C ivil Rights Act of 1964 and 1991A ge Discrimination in Employment Act of 1967A mericans with Disabilities Act of 1991。
