Human Resource Management | 30+ MCQ | Part 4
Q) ________ refers to ensuring that the human resources management function is delivering its services efficiently.
A) Strategic planning
B) Strategic human resource management
C) HR department lever
D) Human resource scorecard approach
Answer: C
Explanation: C) Today's human resources manager is in a powerful position to improve the firm's performance and profitability and uses three main levers to do so. One is the HR department
lever, which ensures that the human resource management function is delivering its services efficiently.
Q) Evidence-based human resource management relies on all of the following types of evidence EXCEPT ________.
A) scientific rigor
B) existing data
C) research studies
D) qualitative opinions
Answer: D
Explanation: D) Qualitative information or opinions are not characteristic of evidence-based HR management because neither can be measured. Evidence-based human resource management is based
on the use of data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support human resource management proposals, decisions, practices, and conclusions.
Q) Which term refers to the HR manager putting into place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals?
A) HR department lever
B) strategic results lever
C) practices
D) employee cost lever
Answer: B
Explanation: B) Today's human resources manager is in a powerful position to improve the firm's performance and profitability and uses three main levers to do so. One is the strategic
results lever, which puts in place the policies and practices that produce the employee competencies and skills the company needs to achieve its strategic goals.
Q) ________ refers to being psychologically involved in, connected to, and committed to getting one's jobs done.
A) Ethics
B) Sustainability
C) Human capital
D) Employee engagement
Answer: D
Explanation: D) Employee engagement refers to being psychologically involved in, connected to, and committed to getting one's jobs done. Engaged employees "experience a high level of
connectivity with their work tasks," and therefore work hard to accomplish their task-related goals.
Q) Distributed HR is the idea that more and more human resource management tasks are now being redistributed from a central HR department to the company's employees and line managers.
Answer: TRUE
Explanation: Distributed HR involves human resource management tasks being redistributed from a central HR department to the company's employees and line managers, facilitated by digital
technologies like mobile phones and social media.
Q) Strategic human resource management refers to performing basic day-to-day duties that satisfy the needs and demands of both the employees and the employer.
Answer: FALSE
Explanation: Strategic human resource management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company
needs to achieve its strategic aims.
Q) The HR department lever has HR managers put in place the policies and practices that produce the employee competencies and skills the company needs to achieve its goals.
Answer: FALSE
Explanation: The strategic results lever has HR managers put in place the policies and practices that produce the employee competencies and skills the company needs to achieve its
strategic goals.
Q) According to research, less than one-third of all workers in the U.S. are mentally and emotionally invested in their work.
Answer: TRUE
Explanation: In one survey, about 30% were engaged, 50% were not engaged, and 20% were actively disengaged (anti-management).
Q) The evidence used in evidence-based human resource management may come from actual measurements, existing data, or critically evaluated research studies.
Answer: TRUE
Explanation: Evidence is the core of evidence-based human resource management. Data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case
studies are used to support human resource management proposals, decisions, practices, and conclusions.
Q) What is evidence-based human resource management? How does evidence-based human resource management benefit firms?
Answer: Evidence-based human resource management involves using data, facts, analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies to support human resource management proposals, decisions, practices, and conclusions. Put simply, evidence-based human resource management is the deliberate use of the best-available evidence in making decisions about the human resource management practices you are focusing on. Managers should use evidence-based human resource management because unless managers take a healthy, skeptical, evidence-based approach to human resources, they may jump to the wrong managerial conclusions. Life is filled with intuitive-sounding insights, so managers should always be asking questions like, "What is the evidence for this claim?" and "Did this action really cause this result?"
Q) Which of the following refers to the standards someone uses to decide what his or her conduct should be?
A) ethics
B) strategies
C) preferences
D) competencies
Answer: A
Explanation: A) Ethics is the standards used by individuals to determine how to behave or act. In human resources, ethics relates to the decisions made by HR managers regarding workplace
safety, security of employee records, employee theft, affirmative action, comparable work, and employee privacy rights.
Q) Which organization provides professional certification for human resource managers?
A) Association of Certified HR Managers
B) Society for Human Resource Management
C) Academy of Human Resource Executives
D) Association of Business Administration
Answer: B
Explanation: B) The Society for Human Resource Management (SHRM) provides professional certification to HR managers. SHRM exams test the professional's knowledge of all aspects of human
resource management, including ethics, management practices, staffing, development, compensation, labor relations, and health and safety.
Q) Which of the following is NOT a HR certification?
A) HRCI's Professional in Human Resources (PHR)
B) HRCI's Senior Professional in Human Resources (SPHR)
C) SHRM Junior Professional
D) SHRM Certified Professional
Answer: C
Explanation: C) The HRCI awards several credentials, including Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR). SHRM offers SHRM Certified
Professionals and SHRM Senior Certified Professionals.
Q) Which SHRM HR manager competency involves the ability to provide guidance to organizational stakeholders?
A) consultation
B) ethical practice
C) business acumen
D) critical evaluation
Answer: A
Explanation: A) The SHRM HR manager competency of consultation involves the ability to provide guidance to organizational stakeholders.
Q) Pablo has the ability to understand and apply information with which to contribute to his organization's overall strategic plan. This is the SHRM HR competency of:
A) communication
B) critical evaluation
C) business acumen
D) leadership & navigation
Answer: C
Explanation: C) The SHRM HR manager competency of business acumen is the ability to understand and apply information with which to contribute to the organization's strategic plan.
Q) Which SHRM HR manager competency involves the ability to effectively exchange information with stakeholders?
A) relationship management
B) communication
C) ethical practice
D) controlling
Answer: B
Explanation: B) Communication is the competency that relates to the ability to effectively exchange information with stakeholders.
Q) Ethics are the standards someone uses to decide what his or her conduct should be.
Answer: TRUE
Explanation: Ethics refers to the standards someone uses to decide what his or her conduct should be. Ethical issues related to HR management include workplace safety and employee privacy
rights.
Q) The SHRM human resource manager competencies include ethical practice, business acumen, and relationship management.
Answer: TRUE
Explanation: The SHRM human resource manager competencies are leadership & navigation, ethical practice, business acumen, consultation, critical evaluation, global & cultural
effectiveness, and communication.
Q) Human resource managers who complete HRCI professional certification exams can earn PHR and SPHR, GPHR certificates.
Answer: TRUE
Explanation: HRCI certification includes Professional in Human Resources (PHR), and Senior Professional in Human Resources (SPHR), among others.
Q) What is human resource management? What competencies are necessary for HR managers to succeed in today's business environment? Explain your answer in a brief essay.
Answer: Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness. The SHRM Human Resource Manager competencies are leadership & navigation, ethical practice, business acumen, consultation, critical evaluation, global & cultural effectiveness, and communication. HR managers need to show how their actions are "adding value" for the organization as a whole.
