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全套人力资源流程图（PPT精品）预算外人员编制--新部门（岗位）的增加流程图预算外人员编制--原岗位任职人员的增加流程图入职流程图临时聘用人员流程图新员工转正流程图人员变动流程图人员变动—平级调动流程人员变动—晋升流程人员变动—降级流程员工辞职流程图员工人力资源部/总经理各部门财务部提出提前解除劳动合同申请人力资源部经理签批通知员工办理离职手续部门经理及时与员工面谈,寻求解决方案更新员工信息档案库是否有解决方案解决方案是否被接受是否否是员工辞职申请表将员工辞职申请表提交人力资源部员工辞职申请表根据协商解决方案安排员工工作或生活，并取消辞职申请根据员工各类协议计算收支金额收取辞职员工违约金，支付补偿金和结清其他未清项目，并在离职会签单签字各部门拟定员工工作及物品移交清单员工办理工作交接，和办理离职会签手续工作及物品移交清单员工辞职申请表根据职务级别确定是否需总经理签字总经理审核部门经理及以上级别员工辞职申请表是否人事主管审批后交人力资源部经理签批通知财务向员工收取违约金支付补偿金和结清其他未清项目是否需要竞业协议是否与员工签协议与员工面谈，了解辞职原因审核员工离职会签单，出具解除劳动关系证明通知相关部门员工辞职申请表存档存档员工离职会签单解除(终止)劳动合同证明书员工离职会签单员工信息档案库C-11-04-002员工解聘流程图人力资源部/总经理各部门员工财务部更新员工信息档案库并存档是否符合劳动法及公司相关规定是员工信息档案库填写劳动合同终止通知书解除（终止）劳动合同通知书解除（终止）劳动合同通知书否部门经理提出解除员工劳动合同的申请人力资源部查询劳动法及公司相关规定，如必要向公司法律顾问咨询支付员工补偿金拟定员工工作及物品移交清单员工离职会签单工作及物品移交清单根据与员工签定的各项协议计算经济补偿金人事主管审批后交人力资源部经理审批通知财务向员工支付补偿金是否需要竞业协议签竞业协议是否存档解除（终止）劳动合同通知书员工办理工作及物品交接工作及物品移交清单到财务部领取补偿金AA解除员工劳动合同申请表人事主管审核后人力资源部经理审核并签署意见解除劳动合同申请表是否同意分管副总经理审批否结束是提交总经理签字确认反馈各部门递交总经理签批是否同意否是审核员工离职会签单，出具解除劳动关系证明员工离职会签单解除(终止)劳动合同证明书C-11-04-003培训课程清单培训中心相关部门9月下旬下发关于编制下一年度培训需求计划的通知部门经理审批综合管理员编制培训需求计划是否批准依据培训中心培训课程清单拟定预算员工职业生涯发展计划部门业务发展计划人力资源部否是培训需求计划表通知培训需求计划流程图C-11-05-001按批示调整培训需求计划表编制培训课程实施计划培训中心主任审批是否通过公布培训实施计划修订培训实施计划存档是否培训实施计划培训管理员收集汇总培训需求计划是否满足需求培训中心主任结合年度培训费用预算，审核各部门培训需求为培训需求填列价格后重新下发各部门是否年度经营目标与部门经理进行沟通确认抄送一份给人力资源部经理提交主管副总经理人力资源规划流程每季末编制培训实施情况季报表培训实施情况季报表是否自主开发培训开发流程制订课程开发计划人力资源部培训中心将培训要求与培训中心课程设计能力进行对比查询培训供应商信息培训供应商信息库人力资源部经理与各部门协调是是否否培训需求分析，确定培训目标及具体培训要求课程开发计划表是否可以委托培训培训需求分析流程图C-11-05-002确定新添加课程的价格委托培训管理流程补充培训课程清单培训课程清单人力资源部经理审批签字年度培训实施计划人力资源规划调整申请人力资源规划执行流程每季度下发一次培训课程清单给各部门培训管理流程图培训中心下发开班通知整理名单，核对上报人数与计划人数是否一致学员报到发放教材及学习用品安排调整学员工作上报名单学员名单准备教学及学员学习用品编制学时计划通知有关教师备课并上交教学计划安排座位建立班委与班委交待日常管理事项收集教学管理信息将教学信息反馈给有关教师并指导改进是否需要考试是否相关部门培训实施计划开班通知单发放听课通知听课通知单通知相关人员学员确认是否参加培训填写培训请假单培训请假单组织培训考试及阅卷更新员工信息档案员工信息档案库综合考评是否确定参加培训人员名单，通知人力资源部和培训中心培训考核记录表需要颁证的组织颁证工作编制费用结算表培训费用结算表培训中心主任审核是否通过修改是否收集学员工作情况及部门意见下发培训信息反馈调查表填写培训信息反馈调查表培训信息反馈调查表汇总讨论并制定改进方案教学人员改进教学工作培训改进方案相关部门确认培训费用C-11-05-004收集培训信息反馈调查表，并交培训中心受训学员信息跟踪调查表部门经理审批请假单付款管理流程绮妆美业人力资源管理流程图人力资源规划流程图总经理/董事会人力资源部各部门人力资源现状汇总表盘点人力资源现状，统计下一年度退休人员情况根据部门业务发展要求和员工职业生涯设计编制培训计划培训需求计划总经理签发会议纪要会议纪要人事信息档案管理员汇总各部门计划下发会议纪要现状汇总表和退休人员情况表人力资源部经理编制公司人力资源规划人力资源规划初稿(人员需求、调整、培训、薪酬福利计划)人力资源规划文件总经理审阅下发人力资源规划文件会议纪要董事会讨论通过组织各部门召开下一年度人力资源规划编制专题会薪资管理员根据薪资福利方案制定薪酬福利计划编制人员需求和调整计划退休人员清单人员需求计划是否通过是否人员晋升计划人员调整计划人员需求计划人员晋升计划人员调整计划培训需求计划董事会分析上年度公司经营情况和本年经营目标，收集人才市场薪资福利信息，讨论形成薪资福利方案公司战略培训需求计划流程分管副总经理审批是否通过是否人力资源现状汇总表退休人员清单会议纪要部门经理召集本部门人员商讨下一年度人员需求和培训需求是否通过人力资源部经理进行必要的部门间协调直至达成一致是否人力资源规划的执行流程预算的编制流程听取各部门对本年人力资源规划的反馈，并估计人员流动率下一年度人力资源部门经营目标值C-1 1-01-001工资调整流程培训需求计划流程人力资源规划的执行流程图各部门人力资源部招聘管理员和培训中心主任定期查看人力资源规划的执行情况每月5日前通知各部门确认下两个月人力资源规划部门经理核实部门的实际需求与人力资源规划是否有差异部门经理提出调整申请将确认信息反馈人力资源部人力资源规划调整申请否是分管副总经理审核该项申请的必要性是否批准否是将调整申请递交人力资源部人力资源规划流程招聘管理员和培训中心主任负责收集和汇总反馈信息C-11-01-002是否在规定期限内收到反馈信息人力资源规划调整申请按原定人力资源规划执行人力资源部经理对申请进行初步审核，并在申请部门间协调下发实施是否批准申请反馈申请部门是否是否资金计划管理流程总经理审批是否批准申请是否人力资源经理总经理提出新业务规划审批部门经理审批招聘专员薪酬专员人力资源部新增部门需求新增岗位需求完成部门（岗位）新增后的相应工作审批完成岗位定级工作确定岗位职责/任职资格制定具体招聘计划执行审批业务量的增加情况（数据）新业务部门（岗位）增加的需求新部门（岗位）的定位、职责、级别等部门主管副总审核该部门（岗位）的职责设计部门内部的岗位分布、岗位名称、大致级别、职责定位、岗位协作关系调整部门（岗位）的总体人员预算计划人力资源经理总经理部门经理审核招聘专员主管副总人力资源部对人员增加计划提出建议执行填写《现有岗位人员增加计划申请表》审核纳入招聘计划列出需要增加人员的岗位名称，职责及任职资格在同一岗位上，人员的责任分工，部门人员预算费用的增加额等人力资源部招聘管理员拟定招聘宣传稿并根据薪资福利计划确定初步薪酬发出招聘公告根据岗位描述和公司用人标准对报名人员进行初选应聘人员登记表内部招聘流程流程图（1）调入部门人员需求计划收集应聘材料是否通过是否同意调出部门否否是根据人员需求计划和岗位描述确定每一轮面试内容时间地点参加人数和筛选人数提交人力资源部人事主管审批招聘面试流程通知被选人员参加面试面试合格名单是查询应聘人员信息员工信息档案库初选合格名单A结果反馈应聘者人员调整计划C-11-02-001人力资源部内部招聘流程图（2）调入部门调出部门通知调出部门，发出员工内部调动申请表是否同意部门经理出具调出意见各部门拟定工作和物品移交清单否否是是通知调动人员办理工作交接员工离职会签单人力资源部经理与调出调入部门经理协调处理办法是否调整总经理审批回复调入部门通知员工招聘不足计划部分进行社会招聘一般社会招聘流程A劳动用工管理员办理调动手续员工内部调动申请表工作和物品移交清单更新员工信息档案库并存档员工信息档案库薪资管理员根据薪资福利计划编制员工调资表员工调资表薪资管理员调整社保信息是否同意绩效薪酬主管审批员工调资表否是员工调资表员工内部调动通知单C-11-02-001员工内部调动申请表员工内部调动通知单劳动用工管理员开具内部调动通知单人力资源部经理签批内部调动通知单劳动用工管理员下发内部调动通知单员工内部调动通知单人力资源部根据岗位描述和公司用人标准进行初选赴高校宣传，收集应聘人员资料招聘管理员拟定招聘宣传稿并根据薪资福利计划确定初步薪酬应聘人员登记表组建由人力资源部和各需求部门人员参加的招聘小组毕业生招聘图（1）初选合格名单是否被选中各部门招聘面试流程面试合格名单通知初选合格人员面试否是选派人员参加招聘小组A人员需求计划确定每一轮笔试、面试的内容、时间、地点、方式、参加人数和筛选人数B结果反馈应聘者是否同意否提交人力资源部人事主管审批是C-11-02-002人力资源部毕业生招聘图（2）各部门否否是人力资源部经理审批组织通过面试的人员体检是否合格体检合格名单是否同意审批后的录用名单是否招足签订劳动合同并鉴证更新员工信息档案库并存档劳动合同员工信息档案库A是否是办理人事代理手续B结果反馈应聘者结果反馈应聘者薪资管理员根据薪资福利计划编制新聘员工工资定级表新聘员工工资定级表薪资管理员办理社保手续是否同意绩效薪酬主管审批工资定级表否是新聘员工工资定级表C-11-02-002企业申请劳动合同鉴证职工花名册一般社会招聘流程图（1）人力资源部各部门人员需求计划人力资源部人事主管审核是否同意发布招聘广告并宣传收集汇总应聘资料招聘推荐流程应聘人员登记表根据岗位描述和公司用人标准对应聘人员进行初选是否被选中初选合格名单否是否是内部招聘流程选择招聘渠道向公司员工传达招聘信息结果反馈应聘者A招聘管理员拟定招聘宣传稿并根据薪资福利计划确定初步薪酬C-11-02-003一般社会招聘流程图（2）人力资源部各部门录用名单办理人事代理手续签订劳动合同并鉴证A通知应聘者，组织入围者体检，确定最终录用名单通知初选人员面试招聘面试流程面试合格名单招聘人数不足计划的部分继续进行招聘劳动合同更新员工信息档案库并存档员工信息档案库薪资管理员根据薪资福利计划编制新聘员工工资定级表新聘员工工资定级表薪资管理员办理社保手续是否同意绩效薪酬主管审批工资定级表否是新聘员工工资定级表C-11-02-003企业申请劳动合同鉴证职工花名册招聘面试流程图人力资源部各部门毕业生招聘流程内部招聘流程一般社会招聘流程初选合格名单通知初选合格人员面试综合素质测试或面试面试记录表根据部门岗位具体要求组织专业技能笔试是否合格是否合格面试记录表根据部门岗位要求组织直接领导的上级主管进行综合面试是否合格面试合格名单资历学历调查核实是否属实背景调查表是是是否否否否是面试通知更新应聘人员信息库A未被录用的结果反馈应聘者综合分析面试和笔试情况收集面试记录表和笔试试卷根据部门岗位要求组织直接领导进行专业技能面试面试记录表确定背景调查名单A不予录用的结果反馈应聘者面试合格名单A人力资源部经理与合格人员商讨确定新聘员工工资水平C-11-02-004招聘推荐流程图各部门人力资源部公布人才需求计划鼓励员工推荐收集汇总员工推荐资料应聘人员登记表一般社会招聘流程是否录用反馈推荐人员结束员工根据招聘要求推荐合适人选，提供相关材料应聘人员资料试用期满根据奖励方案提出兑现具体奖励具体奖励方案人力资源部经理审核是否符合政策审核后的具体奖励方案兑现奖励奖金发放流程推荐人领取奖金否否是是招聘推荐奖励政策宣传招聘推荐奖励政策员工奖励情况存档C-11-02-005员工信息档案库人力资源部拟录用人员总经理人力资源经理招聘专员安排应聘者体检合格否是填写《入职审批表》审批经理及以上员工经理及以下员工审批发放《录用通知书》新员工报到填写《员工登记表》建立员工个人档案签订《劳动合同》和《保密合同》用人部门通过通过入职事宜确认不予录用填写《临时人员招聘申请表》人力资源部短期工作人员总经理/主管副总人力资源经理招聘专员用人部门审批通过费用审核与外部劳务派遣公司或其他劳务机构联络签订《劳动合同》和《保密协议》入职不通过选择临时聘用人员通过审批通过不通过发布新员工办理转正手续的通知完成《新员工转正述职报告》转正沟通填写《转正审批表》提交转正资料及申请人力资源部新员工总经理/主管副总人力资源经理招聘专员用人部门经理审批总经理审批发出《转正通知书》普通员工经理及以上员工通过主管副总审核通过通过人力资源部人力资源经理招聘专员拟用人部门主管副总/经理现用人部门主管副总/经理填写《人员变动审批表》薪酬专员总经理新岗位级别/薪资核定跨部门调动部门内部调动审批审批通知本人办理调动手续平级调动晋升审核签字审批降级绩效考核结果360度资质调查反馈结果通过通过通过（部门经理以上报总经理审批）新级别薪资核定审核签字新级别薪资核定绩效考核结果360度资质调查反馈结果相关课程培训记录岗位任职能力评估结果人力资源部人力资源经理招聘专员拟用人部门主管副总/经理现用人部门主管副总/经理填写《人员变动审批表》薪酬专员新岗位级别/薪资核定跨部门调动部门内部调动审批审批通知本人办理调动手续通过对拟调动员工进行综合绩效评估双方协商沟通正式确定调动后通过人力资源部人力资源经理招聘专员现用人部门主管副总/经理填写《人员变动审批表》薪酬专员总经理通知本人办理调动手续晋职审核签字晋级通过部门经理以上报总经理审批绩效考核结果相关课程培训记录岗位任职能力评估结果360度资质调查反馈结果绩效考核结果审批新级别薪资核定人力资源部人力资源经理招聘专员现用人部门主管副总/经理薪酬专员总经理填写《人员变动审批表》降级绩效考核结果360度资质调查反馈结果通知本人办理调动手续审核签字通过部门经理以上报总经理审批新级别薪资核定审批结构性人员调整流程图调出部门总经理/董事会人力资源部调入部门人力资源规划流程总经理签发结构性人员调整方案结构性人员调整方案人力资源部经理依据调整方案制定具体的调整计划是否批准总经理审批修改结构性人员调整计划员工办理工作交接是否各部门拟定员工工作及物品移交清单工作及物品移交清单员工离职会签单董事会审批是否批准是否结束人力资源部经理和调入、调出部门沟通、协调结构性人员调整计划C-11-03-001员工内部调动通知单员工内部调动通知单劳动用工管理员开具内部调动通知单人力资源部经理签批内部调动通知单劳动用工管理员下发内部调动通知单员工内部调动通知单薪资管理员根据内部调动通知单编制员工调资表员工调资表更新员工信息档案库并存档员工信息档案库人力资源部绩效薪酬主管审批是否同意否是岗位描述和人员编制流程图人力资源部各部门收集同类企业岗位描述和人员编制信息是否调整人力资源部组织相关部门跟班测定调整或新增岗位描述和人员编制经人事主管审批后交经理签批是否同意征求被调整部门意见否否否是是新增或调整业务流程通知与相关部门协商工作量是否同意分管副总经理审核总经理审批是否同意审批后的岗位描述及人员编制调整申请表通知相关部门执行并存档是内审部分析现有人员编制情况，确定是否要调整岗位描述根据公司战略的调整或生产经营情况的变化需新增或调整业务流程因业务量变化部门经理提出人员编制调整申请人员编制调整申请表编制工作量核算表结束分管副总经理审批是否同意同意需要修改工作量核算表否是不同意员工信息档案库人员编制调整申请表岗位描述人员编制调整申请表岗位描述C-11-03-002能力素质模型管理流程职业生涯设计流程图人力资源部各部门部门经理根据晋升路线和技能发展路线与员工讨论职业生涯设计人力资源部根据岗位描述和能力模型制定各岗位技能发展路线年初时，根据员工晋升路线，确定员工技能发展目标在制定员工培训计划和绩效考核指标值时，同时考虑员工职业发展目标年末直接主管与员工回顾本年的技能发展情况员工职业生涯设计岗位描述人力资源部根据岗位描述和能力素质模型制定各岗位晋升路线更新员工信息档案库并存档员工信息档案库C-11-03-003能力素质模型员工晋升流程图各部门/分管副总经理人力资源部总经理员工绩效管理流程员工绩效考评结果部门经理确定晋升部门经理以下级别人员名单人员晋升申请表分管副总经理审批职业生涯设计流程员工职业生涯设计人员晋升申请表总经理审批是否同意分管副总经理确定晋升部门主管级别人员名单人员晋升申请表审批后的人员晋升申请表是否晋升部门经理级别提交人力资源部进行晋升资料的考察审议空出岗位是否有人接替发布通告通告薪资管理员根据晋升人员晋升后的直接领导确定的工资级别编制员工调资表员工招聘流程更新员工信息库并存档员工调资表员工信息档案库否是是否否是是否同意是否同意是是否否反馈各部门和分管副总经理晋升人员办理离岗工作交接工作接替董事会总经理提交给董事会晋升分管副总经理级别的候选人名单以及相关人员的绩效考评情况董事会审核晋升分管副总经理级别的候选人名单是否同意是否结束总经理提名晋升分管副总经理级别候选人名单新岗位能力素质模型职务说明和人员编制流程C-11-03-004人力资源部各部门拟聘任名单招聘管理员汇总拟聘任名单收集汇总资料申请聘任人员答辩资料专业技术职务聘任流程图是否同意聘任文件招聘管理员拟定打印聘任文件并交经理签字反馈至部门和个人部门经理根据员工职业发展目标、能力素质模型和个人表现确定人选结束是拟聘任名单职务聘任委员会申请聘任人员答辩资料组织召集职称聘任委员会聘任委员会评审是否同意评审后聘任名单总经理审批审批后的聘任名单反馈至部门和个人聘任文件否是否职业生涯设计流程职业生涯设计通知员工准备答辩资料各部门收集上报答辩资料拟聘任名单招聘管理员汇总形成拟聘任名单C-11-0 3-005将聘任名单和调整后聘任人员工资更新员工信息档案库员工信息档案库薪资管理员根据公司薪酬福利计划和最终确定的聘。
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。
