Preview

Managing Human Resources Practice Mid Term Study Guide

Satisfactory Essays
Open Document
Open Document
674 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Managing Human Resources Practice Mid Term Study Guide
Practice Quiz – Not for Credit
MG 645 Managing Human Resources

PART 1. Circle the correct answer.

1. According to the HRM function, the only important objective of their profession must be to make employees more satisfied. TRUE FALSE

2. Typically, the strategic challenges facing the HRM function are of less consequence to the organization’s success than those being faced by the organization’s other staff departments. TRUE FALSE

3. An organization whose strategy primarily focuses on cost efficiency/leadership, normally tries to select employees who are innovative/creative, risk-embracing and not have narrowly-defined jobs across the organization. TRUE FALSE

4. According to the courts, employers must "reasonably accommodate" a person's religious obligations unless to do so would cause an "undue hardship." TRUE FALSE

5. Quid pro quo harassment occurs when some kind of benefit or punishment or reward is made contingent upon the employee submitting to sexual advances. TRUE FALSE

6. An effective HRM strategy for an organization stresses the application of universal best HR practices instead of those that are a “best-fit” to the specific business strategy. TRUE FALSE

7. Research indicates that downsizing has been largely successful in achieving long term goals of increased productivity and profitability. TRUE FALSE

8. If a condition of employment or HRM practice has an adverse or disparate impact on a group protected by one of the EEO laws, it must be eliminated. TRUE FALSE

9. To achieve sustained competitive advantage, an organization’s HRM function needs to first of all: A. Design HRM strategies to imitate other successful firms B. Serve the needs of its line managers C. Take more courses on saving labor costs D. Focus primarily on diversity management E. Control payroll costs F. None of the

You May Also Find These Documents Helpful

  • Good Essays

    any way which would deprive or tend to deprive any individualof employmentopportunities or otherwiseadverselyaffect his status as an employee, because of such individual's race, color, religion,sex, or national origin.…

    • 9192 Words
    • 37 Pages
    Good Essays
  • Satisfactory Essays

    Hr Exam Midterm

    • 328 Words
    • 2 Pages

    Differential/unequal treatment – For example, it is illegal for an employer to request that only female applicants for a factory job demonstrate their lifting skills, or to insist that any candidates with a physical disability undergo a pre-employment medical, unless all applicants are being asked to do so.…

    • 328 Words
    • 2 Pages
    Satisfactory Essays
  • Good Essays

    There are many functions of HRM within an organization. However, the primary function of HRM is to increase the effectiveness and contribution ability of its employees, while attaining the goals and objectives of the organization. This could include continuing education, department cross-training, certification processes, diversity training, etc… (DeCenzo & Robbins, 2007).…

    • 697 Words
    • 3 Pages
    Good Essays
  • Satisfactory Essays

    a. There are several reasons why it is important for HR to be a strategic partner in business. One primary reason is profitability; Human Resource Management enhances employee skills and training employees to meet business demands, which in turn results in an increase in production and productivity, and essentially an increase in profits. Another reason is the funding; Human Resource Management can justify funding for human resources activities. Funding for training, employee development, competitive salaries and benefits packages strengthens the company’s position and competitiveness in attracting and retaining valuable talent and expertise. Without employees’ talent and expertise, the business risks losing production capabilities. The inability to achieve maximum production levels can negatively affects revenue, profitability and company standing in relationship to its competitors. Employees is like the foundation of a structure and without a strong foundation, the structure will eventually collapse and fail. Another example would be the development of employee/organization relationship because employees can openly ask Human Resource Management about any questions or concerns that they may not be comfortable asking the management of the organization directly. Human Resource Management acts as intermediary between the organization and the workforce.…

    • 607 Words
    • 3 Pages
    Satisfactory Essays
  • Satisfactory Essays

    1. What functions of HRM are similar to marketing functions? How can thinking about “marketing” a company’s jobs improve the strategic focus of human resources personnel?…

    • 623 Words
    • 3 Pages
    Satisfactory Essays
  • Good Essays

    Human Resource Management (HRM) strategy is a set of elaborate and systematic plans of action. The company objectives and goals should be aligned with the objectives and goals of the individual sections, departments and/or divisions. In today’s perspective, functions that under HRM include staffing, creation of workplace policies, compensation and benefits, retention, training and development, and working with regulatory issues and worker protection.…

    • 752 Words
    • 3 Pages
    Good Essays
  • Good Essays

    HRM objectives should support the organisations goals, though profitability, business reputation, ethics and principles. HRM strategies maintain programmes for improving organisational effectiveness in areas of knowledge management, talent management and by creating ‘a great place to work’. This is the ‘big idea’ as portrayed by Purcell et al (2003), consisting of a ‘clear vision and a set of integrated values’. In particular, HR strategies are concerned with the development of continuous improvement and customer relations policies.…

    • 677 Words
    • 3 Pages
    Good Essays
  • Better Essays

    To put it in the simplest of terms, the primary function of HRM is to manage the organization’s employees. Employees are the most valuable asset in an organization. Machines, technology, and the best products and services would not exist without the human assets. “People—not buildings, equipment, or brand names—make a company” (DeCenzo & Robbins, 2007. p. 32). Expanding on the primary function of HRM involves four separate main functions of staffing, training and development, motivation, and maintenance.…

    • 979 Words
    • 4 Pages
    Better Essays
  • Satisfactory Essays

    Employment discrimination and harassment occurs in the workplace for a variety of reasons. The Civil Rights Act of 1964 identified race, sex, religion, and national origin as discrimination criteria. This paper will address those issues covered under the Civil Rights Act. When making an assessment concerning employment discrimination or harassment for any legal action, it is important to review the relevant legal standards and procedures.…

    • 153 Words
    • 1 Page
    Satisfactory Essays
  • Good Essays

    Hr Business Partners

    • 938 Words
    • 4 Pages

    1. Why do you think is it important for HR to be a strategic partner to the business?…

    • 938 Words
    • 4 Pages
    Good Essays
  • Better Essays

    Hrm Current Practices

    • 828 Words
    • 4 Pages

    Theme: The prime objective of HRM is to have highly committed, talented, and happy workers in organization.…

    • 828 Words
    • 4 Pages
    Better Essays
  • Powerful Essays

    Reflective Paper

    • 2976 Words
    • 12 Pages

    An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, “action” is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5).…

    • 2976 Words
    • 12 Pages
    Powerful Essays
  • Better Essays

    Effective HRM will help maximize profits and productivity by minimizing employment related expenses and maximizing employee performance—retain and sustain. It is necessary to operate leaner and smarter, engage employees, and ensure the right people are put into the right jobs (Journal of Human Resources and Human Resources Management, 2004). The role of an HR professional should concentrate on a company’s most important resource—the employees. Without high-quality employees, organizational goals and objectives cannot be achieved.…

    • 1200 Words
    • 5 Pages
    Better Essays
  • Powerful Essays

    Mathis, R. L., & Jackson, J. H. (2007). Human resource management (12th ed.). Mason, OH:…

    • 2602 Words
    • 8 Pages
    Powerful Essays
  • Good Essays

    Genentech and Zappos

    • 771 Words
    • 4 Pages

    1. Describe the importance of employee benefits as a strategic component of fulfilling the goals of HRM.…

    • 771 Words
    • 4 Pages
    Good Essays