Managers and economists traditionally have seen human resource management as a source of value to their organizations, True or false
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True / False Questions
1. Managers and economists traditionally have seen human resource management as a source of value to their organizations.
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2. The concept of “human resource management” implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset.
True False
3. Human resources cannot be imitated.
True False
4. No two human resource departments will have precisely the same roles and responsibilities.
True False
5. Today, greater concern for innovation and quality has shifted the trend in job design to an increased use of narrowly defined jobs.
True False
6. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.
True False
7. In the context of performance management, when the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors.
True False
8. The pay and benefits that employees earn play an important role in motivating them, except when rewards such as bonuses are linked to the individual’s or group’s achievements.
True False
9. Maintaining positive employee relations includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company publications such as a monthly newsletter or a Web site on the organization’s intranet.
True False
10. Establishing and administering personnel policies allows the company to handle problematic situations more fairly and objectively than if it addressed such incidents on a case-by-case basis.
True False
11. Currently, no federal laws outline how to use employee databases in order to protect employees’ privacy while also meeting employers’ and society’s concerns for security.
True False
12. Human resource management is increasingly becoming a purely administrative function.
True False
13. Evidence-based HR refers to the practice of initiating disciplinary action against employees only in the presence of clear and demonstrable proof of undesirable behavior.
True False
14. Corporate social responsibility describes a company’s commitment to meeting the needs of its stakeholders.
True False
15. To carry out the functions of talent manager/organizational designer effectively, an HR manager must possess knowledge of how the organization is structured and how that structure might be adjusted to help it meet its goals for developing and using employees’ talents.
True False
16. All HR skills require some ability as operational executor.
True False
17. In contrast to those in smaller organizations, supervisors in larger firms need not be familiar with the basics of HRM.
True False
18. Recent surveys indicate that managers have largely positive perceptions of the ethical conduct of U.S. businesses.
True False
19. According to the right of privacy, employers can conceal the nature of the job before hiring an employee.
True False
20. Mimi feels that her being denied promotion has more to do with her being a woman than with her performance. However, her supervisors and the HR department are refusing to hear her case. This indicates that Mimi has been denied her right to due process.
True False
21. In ethical, successful companies, the owners, not the employees, assume responsibility for the actions of the company.
True False
22. For human resource practices to be considered ethical, they must result in the greatest good for the largest number of people.
True False
23. The role of HR generalist is mostly limited to recruitment and selection.
True False
24. The vast majority of HRM professionals have a college degree.
True False
25. Some HRM professionals are members of professional associations, but many more have a professional certification in HRM.
True False
