Chapter 1—Human Resource Management in Organizations

MULTIPLE CHOICE

	1.	Which of the following statements is true of the functions of human resource management? 
a.	It is a clerical operation in large companies concerned with payroll and employee records.	
b.	It refers to a department which looks into the legal ramifications of policies and procedures that affect only the employees in an organization.	
c.	It is a function concerned with costs, planning, and the implications of various strategies for organizations.	
d.	It refers to a design of formal systems in an organization to manage human talent for accomplishing organizational goals.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Comprehension

	2.	A useful way to measure the productivity of a workforce is:
a.	to determine the total cost of people required for each unit of output.	
b.	to determine the total cost of people required for an output of 100 units.	
c.	to determine the total cost of people required to complete a day’s worth of work.	
d.	to determine the total cost of people required to complete a year’s worth of work.	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	3.	How is unit labor cost computed?
a.	By dividing the total cost of workers by the total level of output	
b.	By dividing the total level of output by the total cost of workers	
c.	By dividing the average level of output by the average cost of workers	
d.	By dividing the average cost of workers by their average levels of output	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	4.	_____, a method to increase employee productivity, involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs. 
a.	Organizational restructuring	
b.	Redesigning work	
c.	Aligning human resource activity	
d.	Outsourcing 	

ANS:	A	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	5.	_____, a method to increase employee productivity, involves having fewer employees who perform multiple job tasks. 
a.	Organizational restructuring	
b.	Aligning HR activity	
c.	Outsourcing 	
d.	Redesigning work	

ANS:	D	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	6.	_____, a method to increase employee productivity, includes ensuring that staffing, training and development, performance management, and compensation are not working to offset productivity. 
a.	Outsourcing	
b.	Redesigning work	
c.	Aligning human resource activity	
d.	Organizational restructuring	

ANS:	C	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	7.	Which of the following is a part of the process of restructuring an organization?
a.	Aiding in mergers and acquisitions	
b.	Reshaping jobs because of technology changes	
c.	Attracting and retaining employees	
d.	Using domestic vendors instead of employees	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	8.	Which of the following is a part of the process of redesigning work?
a.	Reshaping jobs because of technology changes	
b.	Revising organizational structures	
c.	Training, developing, and evaluating employees	
d.	Outsourcing operations internationally 	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	9.	Which of the following is a part of the process of aligning human resource activities?
a.	Changing workloads and combining jobs	
b.	Revising organizational structure	
c.	Using domestic vendors instead of employees	
d.	Training, developing, and evaluating employees	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	10.	Which of the following is a part of the process of outsourcing analyses?
a.	Revising organizational structure	
b.	Using domestic vendors instead of employees	
c.	Changing workloads and combining jobs	
d.	Attracting and retaining employees	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	11.	Which of the following is true of organizational culture?
a.	It increases the diversity of an organization.	
b.	It decreases the diversity of an organization.	
c.	It tells people how to behave in an organization.	
d.	It does not take a very long time to evolve.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Comprehension

	12.	Which of the following is a part of the human resource function of employee and labor relations? 
a.	Human resource policies	
b.	Health and wellness	
c.	Human resource effectiveness	
d.	Affirmative action	

ANS:	A	PTS:	1	DIF:	Easy	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	HR Management Functions
KEY:	Bloom's: Knowledge	

	13.	Which of the following is a part of the strategy and planning function of human resource management?
a.	Diversity	
b.	Human resource retention	
c.	Job analysis	
d.	Compensation	

ANS:	B	PTS:	1	DIF:	Easy	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	HR Management Functions
KEY:	Bloom's: Knowledge	

	14.	Which of the following is a part of the staffing function of human resource management?
a.	Recruiting	
b.	Training	
c.	Orientation	
d.	Career planning	

ANS:	A	PTS:	1	DIF:	Easy	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	HR Management Functions
KEY:	Bloom's: Knowledge	

	15.	Which of the following is true of the administrative role of human resource departments?
a.	It involves managing most human resource activities in keeping with strategies and operations that have been identified by management.	
b.	It involves helping to define the strategy relative to human capital and its contribution to organizational results.	
c.	It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.	
d.	It focuses on record keeping, including essential legal paperwork and policy implementation.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Comprehension

	16.	Which of the following is true of the operational role of human resource departments?
a.	It involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.	
b.	It involves identifying possible strategies to attract and retain talent with a focus on organizational growth.	
c.	It involves managing most human resource activities in keeping with the strategies that have been identified by management.	
d.	It involves helping to define the strategy relative to human capital and its contribution to organizational results.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Comprehension

	17.	Which of the following has traditionally been the dominant role for human resources? 
a.	Operational role	
b.	Employee advocate role	
c.	Administrative role	
d.	Strategic role	

ANS:	C	PTS:	1	DIF:	Easy	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Knowledge	

	18.	Sara, a human resource manager at Comp Inc., is moving from an administrative role in the human resource department to an operational role. Which of the following is best describes Sara’s change of role?
a.	Moving from processing legal paperwork to serving as a “champion” of employee concerns  	
b.	Moving from processing legal paperwork to helping define the strategy to manage human capital	
c.	Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns	
d.	Moving from helping define the strategy to manage human capital to processing legal paperwork	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	19.	Bob, a human resources executive at Axis Inc., is moving from an operational role in the human resources department to a strategic role. Which of the following best describes Bob’s change of role?
a.	Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital	
b.	Moving from helping define the strategy to manage human capital to processing legal paperwork	
c.	Moving from processing legal paperwork to serving as a “champion” of employee concerns	
d.	Moving from processing legal paperwork to helping define the strategy to manage human capital	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	20.	David, a human resources manager at RedWall Inc., is moving from an administrative role in the human resource department to a strategic role. Which of the following best describes David’s change of role?
a.	Moving from serving as a “champion” of employee concerns to processing legal paperwork	
b.	Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns	
c.	Moving from processing legal paperwork to helping define the strategy to manage human capital	
d.	Moving from helping define the strategy to manage human capital to processing legal paperwork	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	21.	Mike, a human resources executive at Oyster Studios, is moving from an operational role in the human resources department to an administrative role. Which of the following best describes Mike’s change of role?
a.	Moving from processing legal paperwork to serving as a “champion” of employee concerns	
b.	Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital	
c.	Moving from processing legal paperwork to helping define the strategy to manage human capital	
d.	Moving from serving as a “champion” of employee concerns to processing legal paperwork	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	22.	Donna, a human resources manager at Loch Inc., is moving from a strategic role in the human resources department to an operational role. Which of the following best describes Donna’s change of role?
a.	Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns	
b.	Moving from helping define the strategy to manage human capital to processing legal paperwork	
c.	Moving from processing legal paperwork to helping define the strategy to manage human capital 	
d.	Moving from serving as a “champion” of employee concerns to processing legal paperwork	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	23.	Sunny, a human resources executive at FlyHi Inc., is moving from a strategic role in the human resources department to an administrative role. Which of the following best describes Sunny’s change of role?
a.	Moving from processing legal paperwork to serving as a “champion” of employee concerns	
b.	Moving from serving as a “champion” of employee concerns to helping define the strategy to manage human capital	
c.	Moving from helping define the strategy to manage human capital to serving as a “champion” of employee concerns	
d.	Moving from helping define the strategy to manage human capital to processing legal paperwork	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Reflective Thinking	TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Application	

	24.	A(n) _____ is a citizen of one country working in a second country and employed by an organization headquartered in the first country.
a.	host-country national	
b.	expatriate	
c.	third-country national	
d.	independent contractor	

ANS:	B	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	25.	A(n) _____ is a citizen of one country who is working in that country and employed by an organization headquartered in a second country. 
a.	expatriate	
b.	independent contractor	
c.	host-country national	
d.	third-country national	

ANS:	C	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	26.	A(n) _____ is a citizen of one country who is working in a second country and employed by an organization headquartered in a third country. 
a.	expatriate	
b.	second-country national	
c.	host-country national	
d.	third-country national	

ANS:	D	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	27.	Raul, a U.S. citizen, works in Mexico for an organization headquartered in the United States. Which of the following statements is true of Raul?
a.	He is a host-country national.	
b.	He is an independent contractor.	
c.	He is a third-country national.	
d.	He is an expatriate.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Reflective Thinking	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Application	

	28.	Jane, a citizen of the country of Aria, works in the country of Polia for an organization headquartered in Aria. Which of the following best describes Jane?
a.	She is a host-country national. 	
b.	She is a third-country national.	
c.	She is an independent contractor.	
d.	She is an expatriate.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Reflective Thinking	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Application	

	29.	Peter, a U.S. citizen, works in the United States for an organization headquartered in Mexico. Which of the following best describes Peter?
a.	He is an independent contractor. 	
b.	He is a third-country national.	
c.	He is a host-country national.	
d.	He is an expatriate.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO:01-04
NAT:	BUSPROG: Reflective Thinking	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Application	

	30.	Smith, a U.S. citizen, works in his country for an organization headquartered in a different country. Which of the following best describes Smith?
a.	He is a third-country national.	
b.	He is a host-country national.	
c.	He is a third-country national.	
d.	He is an independent contractor.	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Reflective Thinking	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Application	

	31.	Joe, a U.S. citizen, works in Mexico for an organization headquartered in the United Kingdom. Which of the following best describes Joe?
a.	He is an expatriate.	
b.	He is a host-country national.	
c.	He is an inpatriate.	
d.	He is a third-country national.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Reflective Thinking	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Application	

	32.	Which of the following is true of the common challenges for global human resource?
a.	Companies feel that it is easier to be locally flexible as they expand.	
b.	Executives always feel that their companies are good at transferring lessons from one country to another.	
c.	Sharing the cost of distant centers decreases the expense of local operations.	
d.	Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	33.	Which of the following is a disadvantage of an aging workforce in economically developed countries?
a.	Having to provide retirement benefits	
b.	Having to decrease the span of control	
c.	Having to provide flexible work arrangements	
d.	Having to replace experience and talent	

ANS:	D	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	34.	Which of the following is an advantage of using a contingent workforce?
a.	Committed employees	
b.	No training needed	
c.	Lower cost	
d.	Wider span of control	

ANS:	C	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	35.	Which of the following is true about a Human Resource Information System?
a.	It is a software that allowed human resources to run its own reports and make changes without help from IT.	
b.	It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.	
c.	It is a software that runs only on the Cloud and allows self-service.	
d.	It is a software that did payroll, kept track of employees, and ran reports for human resource managers with support from IT.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	36.	Which of the following is true of PeopleSoft?
a.	It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.	
b.	It is a software that allowed human resources to run its own support and make changes without help from IT.	
c.	It is a software that runs only on the Cloud and allows self-service.	
d.	It is a software that kept track of employees for human resource managers with support from IT.	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	37.	Which of the following is true of Software-as-a-Service?
a.	It is a software that runs in a vendor’s data center or on the Cloud and it allows self-service.	
b.	It is a software that allowed the human resource unit to run its own support and make changes with help from IT.	
c.	It is a software that runs only on the Cloud and allows self-service.	
d.	It is a software that kept track of employees and ran reports for human resource managers with support from IT.	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	38.	Which of the following is a difference between a Human Resource Information System (HRIS) and PeopleSoft?
a.	PeopleSoft used the Cloud while an HRIS used a vendor’s data center.	
b.	PeopleSoft did not allow human resource units to run its own reports whereas an HRIS allowed it.	
c.	An HRIS was run on support from IT people while PeopleSoft did not require any support from IT.	
d.	An HRIS used the Cloud while PeopleSoft used a vendor’s data center.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	39.	Which of the following is the difference between a Human Resource Information Systems (HRIS) and Software-as-a-Service (SaaS)?
a.	An HRIS uses a vendor’s data center, while SaaS uses the Cloud.	
b.	An HRIS uses the Cloud, while SaaS uses a vendor’s data center.	
c.	SaaS requires support from IT, while an HRIS allows self-service.	
d.	SaaS allows self-service, while an HRIS requires support from IT.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	40.	In the context of social media, the disclosure of which of the following is most likely to be considered a risk by employers? 
a.	Policy changes	
b.	Customer lists	
c.	Competitive service details	
d.	Operational changes	

ANS:	B	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Technology	TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	41.	Which of the following is a recommendation of the Organization for Economic Cooperation?
a.	It has recommended that global multinational firms give equal employment opportunities to all segments of the society.	
b.	It has recommended that all countries should encourage and facilitate global trade and open their financial markets to globalization.	
c.	It has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.	
d.	It has recommended and encouraged free trade policies like the North American Free Trade Agreement between Canada, Mexico, and the United States.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05
NAT:	BUSPROG: Analytic		
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	42.	Which of the following is true of the Sarbanes-Oxley Act?
a.	It was passed in 2000 by Congress to encourage free trade between Canada, Mexico, and the United States.	
b.	It was passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that could reduce the likelihood of illegal behavior.	
c.	It was passed in 2006 by Congress to ensure stricter adherence of guidelines in the hiring practices of immigrant workers in the American workforce. 	
d.	It was passed in 2004 by Congress to encourage foreign direct investments by providing tax subsidies to increase the rate of return for investments. 	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05
NAT:	BUSPROG: Analytic		
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	43.	In the context of the Sarbanes-Oxley Act, the biggest concerns are linked to:
a.	immigrant workers.	
b.	executive compensation.	
c.	employee productivity.	
d.	workplace safety.	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05
NAT:	BUSPROG: Analytic		
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	44.	Josh, a human resource executive, works with AmPro Inc. Recently, he moved from a generalized role in the HR department to a senior role. Which of the following skills does Josh have to build to succeed in his new role?
a.	Administrative capabilities	
b.	Operational knowledge	
c.	Ability to lead changes	
d.	Legal capabilities	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Reflective Thinking	
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Application	

	45.	A person who is responsible for performing a variety of human resource activities is known as a _____.
a.	human resource specialist	
b.	human resource planner	
c.	human resource strategist	
d.	human resource generalist	

ANS:	D	PTS:	1	DIF:	Easy	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resource Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	46.	Which of the following is a specialized human resource organization?
a.	WorldatWork Association	
b.	Organization for Economic Cooperation	
c.	Ethics Resource Center	
d.	U.S. Small Business Association	

ANS:	A	PTS:	1	DIF:	Easy	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	47.	Josh, a human resource manager, used to handle employee recruitment and compensation for his organization. After a promotion, he was responsible for handling employee recruitment, compensation, and benefits. Which of the following is true of Josh?
a.	Both the roles played by Josh are generalist roles.	
b.	Both the roles played by Josh are specialist roles.	
c.	Josh moved from a generalist role to a specialist role.	
d.	Josh moved from a specialist role to a generalist role.	

ANS:	A	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Reflective Thinking	
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Application	

	48.	Suzie, a human resource executive, works with ZedNet Inc. She was responsible for employee recruitment and compensation. After a promotion, she was made responsible only for recruitment. Which of the following is true of Suzie?
a.	Both the roles that Suzie played were generalist roles.	
b.	Both the roles that Suzie played were specialist roles.	
c.	Suzie moved from a specialist role to a generalist role.	
d.	Suzie moved from a generalist role to a specialist role.	

ANS:	D	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Reflective Thinking	
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Application	

	49.	Ramone, a human resource manager, works for TelVille Inc. Initially, he was responsible only for recruitment. After a promotion, he was made responsible exclusively for employee benefits. Which of the following is true of Ramone?
a.	Both the roles that Ramone played were generalist roles.	
b.	Both the roles that Ramone played were specialist roles.	
c.	Ramone moved from a specialist role to a generalist role.	
d.	Ramone moved from a generalist role to a specialist role.	

ANS:	B	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Reflective Thinking	
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Application	

	50.	Max, a human resource executive, works at Axis Inc. Initially, he was responsible only for recruitment but after his promotion was responsible for recruitment, compensation, and benefits. Which of the following best describes Max?
a.	Both the roles played by Max were generalist roles.	
b.	Both the roles played by Max were specialist roles.	
c.	Max moved from a specialist role to a generalist role.	
d.	Max moved from a generalist role to a specialist role.	

ANS:	C	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Reflective Thinking	
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Application	

TRUE/FALSE

	1.	Human resources operations in some companies have been involved with mergers, acquisitions, and outsourcing.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Knowledge	

	2.	Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Knowledge	

	3.	Specialized research capabilities, patents, information systems, designs, operating processes, and copyrights are classified as intellectual capital.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Knowledge	

	4.	Intellectual property is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Knowledge	

	5.	A core competency is a unique capability that creates high value in which an organization excels.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-01
NAT:	BUSPROG: Analytic		TOP:	What is Human Resource Management?
KEY:	Bloom's: Knowledge	

	6.	A useful way to measure the productivity of a workforce is to determine the total cost of people against the annual sales of the organization.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	7.	Unit labor cost is computed by dividing the total cost of workers by their total levels of output.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	8.	Some of the major ways of increasing employee productivity are organizational restructuring, redesigning work, aligning human resource activities, and outsourcing analyses.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	9.	Organizational culture consists of the shared values and beliefs that give members of an organization meaning and provide them with rules for behavior.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	10.	Even if an organization does not have a history in which people have shared experiences for years, the organizational culture will stabilize.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02
NAT:	BUSPROG: Analytic		TOP:	Where Employees Can Be a Core Competency
KEY:	Bloom's: Knowledge	

	11.	The operational role of human resource involves focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Knowledge	

	12.	The administrative role of human resource involves serving as employee “champion” for employee issues and concerns.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Knowledge	

	13.	The strategic role of human resource involves helping to define the strategy relative to human capital and its contribution to organizational results.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03
NAT:	BUSPROG: Analytic		TOP:	Roles for Human Resource Departments
KEY:	Bloom's: Knowledge	

	14.	An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	15.	A host-country national is a citizen of one country who is working in a second country and employed by an organization which is headquartered in a third country.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	16.	A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	17.	Replacing the experience and talents of longer-service workers is a challenge facing employers in all industries.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	18.	Contingent workers include temporary workers, independent contractors, leased employees, and part-timers.

ANS:	T	PTS:	1	DIF:	Easy	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Knowledge	

	19.	By using contingent workers, employers risk facing more legal issues regarding selection, discrimination, benefits, discipline, and termination.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	20.	Firms using tweets on competitive service details lead to problems associated with using social media.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04
NAT:	BUSPROG: Analytic		TOP:	Human Resources Management Challenges
KEY:	Bloom's: Comprehension

	21.	The Organization for Economic Cooperation has recommended that global multinational firms establish and implement stricter ethical standards to aid business development.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05
NAT:	BUSPROG: Analytic		
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	22.	The Sarbanes-Oxley Act requires companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05
NAT:	BUSPROG: Analytic		
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	23.	It is not necessary for human resource professionals at all levels to possess strategic knowledge and impact.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	24.	A person who has in-depth knowledge and expertise in a limited area of human resource is known as a human resource generalist.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	25.	A person with the responsibility of performing a variety of human resource activities is known as a human resource specialist.

ANS:	F	PTS:	1	DIF:	Easy	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	26.	For human resource specialists, the largest organization is the Society for Human Resource Management.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

	27.	Professional in Human Resources (PHR) is sponsored by the WorldatWork Association.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension

	28.	Senior Professional in Human Resources (SPHR), a human resource certification, is sponsored by the Human Resource Certification Institute.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension

	29.	Global Professional in Human Resource (GPHR), a human resource certification, is sponsored by the American Society for Training and Development.

ANS:	F	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension

	30.	Certified Compensation Professional (CCP), a human resource certification, is sponsored by the WorlatWork Association.

ANS:	T	PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06
NAT:	BUSPROG: Analytic		
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension

SHORT ANSWER

	1.	Define human resource management.

ANS:	
Human resource management is the design of formal systems in an organization to manage human talent for accomplishing organizational goals.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-01	NAT:	BUSPROG: Analytic
TOP:	What is Human Resource Management?		KEY:	Bloom's: Knowledge

	2.	Define human capital.

ANS:	
Human capital is the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-01	NAT:	BUSPROG: Analytic
TOP:	What is Human Resource Management?		KEY:	Bloom's: Knowledge

	3.	 What is core competency?

ANS:	
The development and implementation of specific strategies must be based on the areas of strength in an organization. Referred to as core competencies, those strengths are the foundation for creating a competitive advantage for an organization. A core competency is a unique capability that creates high value in which an organization excels.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-01	NAT:	BUSPROG: Analytic
TOP:	What is Human Resource Management?		KEY:	Bloom's: Knowledge

	4.	Define productivity.

ANS:	
Productivity is defined as a measure of the quantity and quality of work done, considering the cost of the resources used.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-02	NAT:	BUSPROG: Analytic
TOP:	Where Employees Can Be a Core Competency	KEY:	Bloom's: Knowledge

	5.	List the seven categories of human resources functions.

ANS:	
The seven categories of human resources functions are:
(1) Strategy and Planning
(2) Employee and Labor Relations
(3) Risk Management and Worker Protection
(4) Rewards
(5) Talent Management
(6) Staffing
(7) Equal Employment Opportunity

PTS:	1	DIF:	Easy	OBJ:	LO: 01-03	NAT:	BUSPROG: Analytic
TOP:	HR Management Functions	KEY:	Bloom's: Knowledge	

	6.	What is the definition of an expatriate?

ANS:	
An expatriate is a citizen of one country who is working in a second country and employed by an organization headquartered in the first country.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-04	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Challenges		KEY:	Bloom's: Knowledge

	7.	Briefly describe a host-country national.

ANS:	
A host-country national is a citizen of one country who is working in that country and employed by an organization headquartered in a second country. Host-country nationals often know the culture, politics, laws, and business customs better than an outsider would.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-04	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Challenges		KEY:	Bloom's: Knowledge

	8.	Briefly describe a third-country national.

ANS:	
A third-country national is a citizen of one country who is working in a second country and employed by an organization headquartered in a third country. For example, a U.S. citizen working for a British oil company as a manager in Norway is a third-county national. Staffing with third-country nationals shows a truly global approach.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-04	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Challenges		KEY:	Bloom's: Knowledge

	9.	List the four elements of ethics programs whose existence is most likely to lead to ethical behavior.

ANS:	
When the following four elements of ethics programs exist, ethical behavior is more likely to occur:
(1) A written code of ethics and standards of conduct
(2) Training on ethical behavior for all executives, managers, and employees
(3) Advice to employees on ethical situations they face, often made by human resource
(4) Systems for confidential reporting of ethical misconduct or questionable behavior

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05	NAT:	BUSPROG: Analytic
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Comprehension

	10.	Briefly describe the role of a human resources specialist.

ANS:	
The human resource (HR) specialist is a person who has in-depth knowledge and expertise in a limited area of HR. The most common areas of HR specialty, in order of frequency, are benefits, employment and recruitment, and compensation.

PTS:	1	DIF:	Easy	OBJ:	LO: 01-06	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Knowledge	

ESSAY

	1.	Describe the four types of assets that organizations must manage to be successful.

ANS:	
Organizations must manage four types of assets to be successful: 
(a) Physical assets: Buildings, land, furniture, computers, vehicles, equipment, and so on.
(b) Financial assets: Cash, financial resources, stocks, bonds or debt, and so on.
(c) Intellectual property assets: Specialized research capabilities, patents, information systems, designs, operating processes, copyrights, and so on.
(d) Human assets: Individuals with their talents, capabilities, experience, professional expertise, relationships, and so on.
All these assets are important to varying degrees in different organizations. But the human assets are the “glue” that holds all the other assets together and guides their use to achieve results. Effective use of a firm’s human capital may explain a significant part of the difference in higher market value between one company and another.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-01	NAT:	BUSPROG: Analytic
TOP:	What is Human Resource Management?		KEY:	Bloom's: Comprehension

	2.	Describe the major ways of increasing employee productivity.

ANS:	
The major ways to increase employee productivity are:
(1) Organizational restructuring: It involves eliminating layers of management and changing reporting relationships, as well as cutting staff through downsizing, layoffs, and early retirement buyout programs.
(2) Redesigning work: This often involves having fewer employees who perform multiple job tasks. It may also involve replacing workers with capital equipment or making them more efficient by use of technology or new processes.
(3) Aligning HR activities: This means making human resource (HR) efforts consistent with organizational efforts to improve productivity. This alignment includes ensuring that staffing, training and development, performance management, compensation, and other HR activities are not working to offset productivity.
(4) Outsourcing analyses: These involve HR in conducting cost-benefit analyses to examine the impact of outsourcing. Additional factors may include negotiating with outsourcing vendors, ensuring that contractors domestically or internationally are operating legally and appropriately, and linking organizational employees to the outsourcing firm’s employees.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-02	NAT:	BUSPROG: Analytic
TOP:	Where Employees Can Be a Core Competency	KEY:	Bloom's: Knowledge

	3.	Describe the different functions of human resource management.

ANS:	
The functions of human resource (HR) management are:
(1) HR Strategy and Planning: As a part of maintaining organizational competitiveness, strategic planning for the organization and HR’s role in those strategic plans are a good starting place. Dealing with workforce surpluses and shortages and predicting human capital needs and availabilities are challenges here.
(2) Equal Employment Opportunity: Compliance with federal, state, and local equal employment opportunity (EEO) laws and regulations affects all other HR activities.
(3) Staffing: The aim of staffing is to provide a sufficient supply of qualified individuals to fill jobs in an organization. The nature of the workforce job design and job analysis lays the foundation for staffing by identifying what people do in their jobs and how they are affected by them. Relationships between individuals and the employing organization affect performance and retention of employees. Turnover helps determine how many employees will be needed, an important bit of information when recruiting applicants for job openings. 
(4) Talent Management and Development: Beginning with the orientation of new employees, talent management and development includes different types of training. HR development and succession planning for employees and managers is necessary to prepare for future challenges. 
(5) Rewards: Compensation in the form of pay, incentives, and benefits rewards people for performing organizational work. To be competitive, employers develop and refine their basic compensation systems and may use variable programs as incentive rewards. The rapid increase in the cost of benefits, especially healthcare benefits, will continue to be a major issue for most employers.
(6) Risk Management and Worker Protection: Employers must address various workplace risks to ensure protection of workers, meet legal requirements, and be responsive to concerns for workplace health and safety.
(7) Employee and Labor Relations: The relationship between managers and their employees must be handled legally and effectively. Employer and employee rights must be addressed. It is important to develop, communicate, and update HR policies and procedures so that managers and employees alike know what is expected.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03	NAT:	BUSPROG: Analytic
TOP:	HR Management Functions	KEY:	Bloom's: Comprehension

	4.	Describe the different roles played by the human resource department in an organization.

ANS:	
If an organization has a formal human resource (HR) group there are typically three different roles that the group might play in the organization. Which of the roles predominates or whether all three roles are performed depends on what management wants HR to do and what competencies the HR staff have demonstrated. The roles are:
(1) Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation
(2) Operational and employee advocate: Managing most HR activities in keeping with the strategies and operations that have been identified by management and serving as employee “champion ” for employee issues and concerns
(3) Strategic: Helping to define the strategy relative to human capital and its contribution to organizational results
While the administrative role traditionally has been the dominant role for HR, the emphasis on the operational and employee advocate role is growing in most organizations. The strategic role requires the ability and orientation to contribute to strategic decisions and a recognition by upper management of those skills. This practice is less common but growing.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03	NAT:	BUSPROG: Analytic
TOP:	Roles for Human Resource Departments		KEY:	Bloom's: Comprehension

	5.	Describe the administrative role of human resource management.

ANS:	
The administrative role of human resource (HR) management has been heavily oriented to processing information and recordkeeping. This role has given HR management in some organizations the reputation of being staffed by people who primarily tell managers and employees what cannot be done usually because of some policy or problem from the past. If limited to the administrative role, HR staff are primarily clerical and lower-level administrative aides to the organization. Two major shifts driving the transformation of the administrative role are greater use of technology and outsourcing.
Technology and administrative human resource - More HR functions are becoming available electronically or are being done using Web-based technology. Technology has changed most HR activities, from employment applications and employee benefits enrollments to e-learning. There will always be a record-keeping responsibility. It can, however, be done electronically or outsourced.
Outsourcing administrative human resource - Some HR administrative functions can be outsourced to vendors. This outsourcing of HR administrative activities has grown dramatically in HR areas such as employee assistance (counseling), retirement planning, benefits administration, payroll services, and outplacement services. The primary reasons why HR functions are outsourced are to save money on HR staffing, and to take advantage of specialized vendor expertise and technology. These activities are being outsourced to firms both in the United States and worldwide.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-03	NAT:	BUSPROG: Analytic
TOP:	Roles for Human Resource Departments		KEY:	Bloom's: Knowledge

	6.	Describe the common challenges for global human resource.

ANS:	
While countries do not all conduct human resource (HR) the same way, there is commonality in how successful companies handle global HR. Those successful approaches include increasing productivity, cutting costs, and investing in local talent while increasing retention rates. Although individual companies do not all necessarily respond to all HR challenges exactly the same way, research suggests that all must face and overcome a common set of difficulties when an organization has a global presence. The areas of difficulties are as follows:
(1) Strategy: Companies feel they do not communicate their strategy clearly to all markets and so find it difficult to be locally flexible as they expand.
(2) People: Executives feel their companies are not good at transferring lessons from one country to another and are not sufficiently effective at recruiting, retaining, training, and developing people in all geographic locations.
(3) Complexity: Complexity arises as standardization of processes clashes with local needs, and sharing the cost of distant centers increases the expense of local operations.
(4) Risk: Emerging market opportunities expose companies to unfamiliar risks that may be difficult to analyze, which results in sometimes rejecting approaches they perhaps should have done.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Challenges		KEY:	Bloom's: Comprehension

	7.	What are the two major purposes of human resource technology in organizations?

ANS:	
The rapid expansion of human resource (HR) technology serves two major purposes in organizations. One relates to administrative and operational efficiency and the other to effectiveness. The first purpose is to improve the efficiency with which data on employees and HR activities are compiled. The most basic example is the automation of payroll and benefits activities. Another common use of technology is tracking equal employment opportunity/affirmative action activities. Beyond those basic applications, the use of Web-based information systems has allowed the HR unit in organizations to become more administratively efficient and to communicate more quickly to employees. 
The second purpose of the use of HR technology is related to strategic HR planning. Having accessible data enables HR planning and managerial decision making to be based to a greater degree on information rather than relying on managerial perceptions and intuition, thus making organizational management more effective.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-04	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Challenges		KEY:	Bloom's: Comprehension

	8.	Describe the Sarbanes-Oxley Act.

ANS:	
The Sarbanes-Oxley (SOX) Act was passed in 2002 by Congress to make certain that publicly traded companies follow accounting controls that could reduce the likelihood of illegal and unethical behaviors. Many human resource (HR) issues must be managed in line with SOX. The biggest concerns are linked to executive compensation and benefits, but SOX sections 404, 406, 802, and 806 require companies to establish ethics codes, develop employee complaint systems, and have antiretaliation policies for employees who act as whistle blowers to identify wrongful actions. HR has been involved in routing people through the massive compliance verification effort that has occurred.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-05	NAT:	BUSPROG: Analytic
TOP:	Organizational Ethics and Human Resource Management		
KEY:	Bloom's: Knowledge	

	9.	Describe human resource management as a career field.

ANS:	
A variety of jobs exists within the human resource (HR) career field, ranging from executive to clerical. As an organization grows large enough to need someone to focus primarily on HR activities, the role of the HR generalist emerges—that is, a person who has responsibility for performing a variety of HR activities. Further growth leads to the addition of HR specialists, or individuals who have in-depth knowledge and expertise in limited areas of HR. The most common areas of HR specialty, in order of frequency, are benefits, employment and recruitment, and compensation.
HR jobs can be found in corporate headquarters as well as in field and subsidiary operations. A compensation analyst or HR director might be found at a corporate headquarters. An employment manager for a manufacturing plant and a European HR manager for a global food company are examples of field and subsidiary HR professionals. These two types of jobs have different career appeals and challenges.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension

	10.	Describe the Human Resource Certification Institute (HRCI) certification.

ANS:	
The most widely known human resource certifications are the Professional in Human Resources (PHR) and the Senior Professional in Human Resources (SPHR), both sponsored by the Human Resource Certification Institute (HRCI). Annually, thousands of individuals take the certification exams. HRCI also sponsors a Global Professional in Human Resources (GPHR) certification.
Certification from HRCI also exists for global HR professionals in the GPHR. Global certification recognizes the growth in HR responsibilities in organizations throughout the world and covers appropriate global HR subject areas noted through SHRM.

PTS:	1	DIF:	Moderate	OBJ:	LO: 01-06	NAT:	BUSPROG: Analytic
TOP:	Human Resources Management Competencies and Careers		
KEY:	Bloom's: Comprehension