45. Effective human resource management:
a) ensures the lowest costs for employee salaries
b) involves hiring the right people in the right job and keeping them motivated
c) ensures that employees will not join a union
d) only serves the interests of employee stakeholders
46. Companies identified by Fortune as “The 100 Best Companies to Work for in America”:
a) tend to have stock returns as high as or higher than other companies
b) spend more on benefits
c) tend to have stock returns lower than other companies
d) pay employees significantly higher salaries
47. Which of the following is NOT a core human resource function?
a) strategic management
b) human resource development
c) training
d) occupational health and safety
48. The value of human resource management:
a) is intangible and cannot be measured
b) is a component of effective strategic practice
c) can be measured through reduced costs of goods and services
d) can be increased when written assessments are utilized
49. The function most concerned with employee learning related to effective current and future performance is:
a) orientation and training
b) human resource development
c) concerned with labor force and education trends
d) strategic management
50. The employee and labor relations function is:
a) most concerned with preparing and distributing employee paychecks
b) concerned with the health and welfare of employees
c) concerned with building and maintaining effective working conditions and relationships
d) concerned with defining work rules and pay levels
51. The functional area of occupational health and safety is:
a) concerned with disaster preparedness for the organization and employees
b) involved in managing employee insurance plans
c) a part of stakeholder analysis
d) most important for an organization in the entrepreneurial stage of its life cycle
52. It is important for human resources:
a) to help managers learn what are the functional areas of human resources
b) to help managers understand that much of good human resources is “common sense”
c) to train managers so they know when to contact their human resources personnel
d) to help managers learn and improve methods for hiring and making pay decisions
53. Human resource professionals tend to know more specifics about employment, staffing and compensation practices:
a) when they are in a higher-level position
b) when they have received certification as a human resource professional
c) if they do not waste time reading or studying theory
d) if they work in a smaller organization where they are responsible for day to day human resources operations
54. Managers are more likely to believe and act based upon information from human resources:
a) when they feel that the human resource staff has functional expertise
b) when the human resource staff is certified human resource professionals
c) when managers see evidence that human resources helps them and their unit
d) when human resource staff advice confirms what a manager already knows