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Question
Hugh, HR manager at Brent & Sons Corp., keeps himself informed about the changing business trends and how they might have an impact on his firm. His capability allows the company to effectively organize its human resources and seize any opportunity for business expansion. Which role of an HR manager is Hugh playing in this scenario?
A. Cultural steward
B. Talent manger
C. Credible activist
D. Operational executor
E. Strategic architect
Answer
This answer is hidden. It contains 373 characters.
Related questions
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Identify the correct statement regarding companies that are ethical and successful.
A. They are solely concerned about the benefits of the company while making business decisions.
B. The owners most often assume responsibility for the actions of the company rather than the employees.
C. They are less concerned about the interests of the people involved in the business.
D. Their main aim is to maximize profits in all their transactions.
E. They have a sense of purpose and vision that the employees value and use in their day-to-day work.
Q:
Kurt, a manager at Marshall Inc., was asked by his supervisor to sign a contract with a new supplier. The contract stated that the industrial waste released by the company would be released into a local river. Kurt was against this idea of polluting the river with the waste, so he refused to sign the contract. This scenario indicates that Kurt used his right of _____.
A. freedom of conscience
B. first refusal
C. freedom of speech
D. privacy
E. free consent
Q:
Which of the following is defined as a systematic, planned effort to attract, retain, develop, and motivate highly skilled employees and managers?
A. Work flow analysis
B. Job analysis
C. Conjoint analysis
D. Talent management
E. Performance management
Q:
In an attempt to motivate its current employees and to attract skilled professionals, Labyrinth Inc. decides to increase salaries as well as year-end bonuses to its best performers. Which of the following HR functions is demonstrated in this scenario?
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B. Training and development
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Q:
If a company, as part of its job redesign program, plans to set up teams to manufacture products, which of the following programs might it offer to help employees learn the ins and outs of effective teamwork?
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Q:
Which of the following describes a planned effort to enable employees to learn job-related knowledge, skills, and behavior?
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B. Performance appraisal
C. Training
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Q:
Identify the process through which an organization seeks applicants for potential employment.
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Q:
How can an HR department that is considered its company's strategic partner help the company gain a competitive advantage?
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C. By providing skills training and career development programs
D. By providing the needed human resources to the company and understanding the existing ones
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Q:
Fiona, a manager at Norman Corp., was responsible for workforce analytics in the organization. Her supervisor, Martin, argued that it was an unnecessary expense as he believed that collecting employee-related information was just an administrative responsibility. Which of the following statements, if true, would weaken Martin's argument?
A. Fiona established policies regarding violations of company regulations.
B. Fiona identified subordinates who showed the potential to become leaders in the company based on the data.
C. Fiona prepared and distributed company publications on the organization's intranet.
D. Fiona was able to actively recruit candidates from external sources, such as Internet job postings and college recruiting events.
E. Fiona was able to specify the tasks and outcomes of a job that contributed to the organization's success.
Q:
Nikita heads the human resource (HR) team at Strait Corp., a marketing firm. She has knowledge about how the firm earns revenues, about its clients and their requirements, and why the clients rely on the firm's services. This scenario illustrates Nikita's skills as a(n) _____.
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Q:
Jonathan is a part of the HR department in an advertising firm. During a performance review, Jonathan realized he does not know the details of the job performed by a certain group of employees. However, he proceeds with the review and evaluates their performance. Which of the following is most likely to have occurred after the performance review?
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B. The outcome was difficult to evaluate because Jonathan did not have the employees' job details.
C. The performance review was deemed redundant because Jonathan did not know the details of the employees' jobs.
D. Jonathan did not have enough data to complete the performance review because he did not have the employees' job details.
E. Jonathan was unable to evaluate the specific behaviors of the employees.
Q:
Which of the following responsibilities is specifically associated with the HR function of support for strategy?
A. Temporary labor recruitment and record keeping
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Q:
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A. The employees in the company are interchangeable.
B. The employees are the source of the company's success or failure.
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Q:
Identify the correct statement regarding human resources.
A. Human resources can be imitated.
B. Human resources are commonly found.
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E. Human resources are interchangeable, easily replaced parts of a system.
Q:
Which of the following describes the employees of an organization in terms of their training, experience, judgment, intelligence, relationships, and insight?
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C. Tangible capital
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Q:
The policies, practices, and systems that influence employees' behavior, attitudes, and performance are important dimensions of:
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B. materials management.
C. human resource management.
D. labor laws.
E. employment laws.
Q:
Being able to influence people and build interpersonal relationships is an important characteristic of a successful HR professional.
Q:
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Q:
Human resource management requires the ability to communicate through a variety of channels.
Q:
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Q:
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B. It permits discrimination in areas such as layoffs and leaves.
C. It goes beyond prohibiting discrimination to require that employers take steps to accommodate individuals covered under the legislation.
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E. It is used to protect individuals with conditions such as obesity and substance abuse.
Q:
The Vocational Rehabilitation Act of 1973 was introduced to enhance employment opportunity for _____.
A. women
B. minors
C. older employees
D. individuals with disabilities
E. minorities
Q:
Which of the following statements reflects a violation of the Age Discrimination in Employment Act?
A. Older employees are permitted to work even after attaining the retirement age.
B. Employees over the age of 40 are asked to retire as part of a company's downsizing program.
C. An employee is denied employment because of the fact that he is a minor.
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E. An employee avails voluntary retirement before attaining the retirement age.
Q:
Alyssa thinks that her company is discriminating against a particular group of employees by denying them seniority or promotions. She expresses her concern to a senior human resources manager. This method of expressing concern about an instance of illegal employment through proper channels is known as _____.
A. opposition
B. retaliation
C. participation in a proceeding
D. discrimination
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Q:
Which of the following is enforced by the Equal Employment Opportunity Commission?
A. Thirteenth Amendment
B. Rehabilitation Act of 1973
C. Fourteenth Amendment
D. Executive Order 11246
E. Americans with Disabilities Act of 1990
Q:
Which of the following agencies is primarily responsible for enforcing the laws passed by Congress?
A. The U.S. House of Representatives
B. The U.S. Senate
C. The executive branch of the government
D. The legislative branch of the government
E. The U.S. Cabinet
Q:
Define electronic human resource management (e-HRM). List the applications of social networking tools employed by organizations to assist human resource management.
Q:
Amy is a human resource consultant who runs and operates her own business from her home. She is often hired by businesses to present one- or two-day workshops on various topics within her field of expertise. Amy is a(n):
A. independent contractor.
B. permanent employee.
C. temporary employee.
D. contract company worker.
E. temporary worker.
Q:
The new type of psychological contract has resulted in reduced:
A. creativity.
B. employee compensation.
C. flexibility.
D. training and development opportunities.
E. job security.
Q:
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A. employee contract
B. offer letter
C. legal agreement
D. legal bond
E. psychological contract