55. One way to break down approaches by human resource specialists into three categories is:
a) the functional expert, the caretaker and the human capital developer
b) the cop, the caretaker, and the catalyst
c) the cop, the functional expert, and the employee advocate
d) the stakeholder, the functional expert and the employee advocate
56. Which of the following is NOT a critical role for human resource professionals?
a) providing technical expertise related to hiring and motivating employees
b) ensuring that employee interests are considered in decision-making
c) providing counseling as a part of an employee assistance program
d) human capital processor
57. Providing managers with guidance concerning employee discipline for misconduct would be an example of which critical role for human resource professionals.
a) functional expert
b) counselor
c) employee advocate
d) management advocate
58. A program that provides employee relocation and trailing spouse employment assistance is an example of which human resource role:
a) counselor
b) employee advocate
c) strategic partner
d) functional expert
59. Effective performance in the strategic partner role:
a) requires human resource professionals to know about the organization’s products and services
b) requires that human resource professionals are functional experts
c) requires that human resource professionals are skilled in counseling
d) requires that the human resource professionals be certified
60. Effectively managing change:
a) requires that human resource professionals be expert counselors
b) requires that human resource professionals be certified
c) requires expert level training and speaking skills
d) requires human resource specialists to build trust and credibility
61. The human capital developer role focuses on:
a) adding value to the organization through new employee orientation
b) adding value to the organization by helping employees advance their formal education
c) adding value to the organization by helping employees build and maintain cutting-edge skills
d) adding value by developing metrics to measure the return on investment for human capital
62. The human resource competencies required by human resource professionals include all the broad categories below EXCEPT:
a) managing change
b) strategic planning
c) knowledge of the business
d) implementing human resource practices
63. Human resource practice competencies are a core set of competencies that:
a) relate to human capital development
b) include knowledge skills and abilities that make a company profitable
c) include knowledge, skills and abilities for recruiting, hiring, training and compensating employees
d) are required for strategic human resource planning
64. Change management competencies are particularly beneficial for which human resource roles:
a) functional expert and employee advocate roles
b) strategic partner and employee advocate roles
c) employee advocate and human capital developer roles
d) employee advocate and strategic partner roles