HRM200 Lecture Notes - Lecture 1: Human Resource Management, Pearson Education, Organisation Climate

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Published on 18 Jan 2017
Course
Dessler/Chhinzer/Cole, Human Resources Management in Canada, 12/C/e
Chapter 1: The Strategic Role of Human Resources Management
Copyright © 2014 Pearson Canada Inc.
1-1
1) Human resources management refers to
a. management techniques for controlling people at work.
b. concepts and techniques used in leading people at work.
c. the management of people in organizations.
d. all managerial activities.
e. concepts and techniques for organizing work activities.
Answer: c
Diff: 1
Type: MC
Page Reference: 2
Topic: Develops business cases for HR activity
Skill: Recall
Objective: LO-1 Define human resources management and analyze the strategic
significance of human resources management.
2) The knowledge, education, training, skills, and expertise of a firm's workers are known
as
a. management's philosophy.
b. human capital.
c. physical capital.
d. production capital.
e. cultural diversity.
Answer: b
Diff: 1
Type: MC
Page Reference: 2
Topic: Develops business cases for HR activity
Skill: Recall
Objective: LO-1 Define human resources management and analyze the strategic
significance of human resources management.
3) A company uses a system to measure the impact of human resources which balances
measures relating to financial results, customers, internal business processes, and human
capital management. This system is known as the
a. HRIS.
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Dessler/Chhinzer/Cole, Human Resources Management in Canada, 12/C/e
Chapter 1: The Strategic Role of Human Resources Management
Copyright © 2014 Pearson Canada Inc.
1-2
b. balanced scorecard.
c. Human Capital Index.
d. balanced strategy.
e. none of the above.
Answer: b
Diff: 3
Type: MC
Page Reference: 10
Topic: Provides support and expertise to managers and supervisors with respect to
managing people
Skill: Applied
Objective: LO-2 Describe the two categories of activities required of HR managers and
discuss examples of each.
4) You have been tasked with building employee engagement at the firm you work for.
Strategic human resources initiatives you would consider implementing include
a. employee recognition programs.
b. diversity programs.
c. employee recognition programs and management development programs.
d. job design indicators.
e. employee relations activity.
Answer: c
Diff: 2
Type: MC
Page Reference: 6
Topic: Guides and facilitates change in organizational culture or values consistent with
business strategy
Skill: Applied
Objective: LO-5 Explain how HRM has changed over recent years to include a higher-
level advisory role.
5) HR department staff members are traditionally involved in key operational
responsibilities. Which of the following is an operational responsibility?
a. collecting metrics
b. analyzing metrics
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Dessler/Chhinzer/Cole, Human Resources Management in Canada, 12/C/e
Chapter 1: The Strategic Role of Human Resources Management
Copyright © 2014 Pearson Canada Inc.
1-3
c. interpreting human right laws
d. setting goals and objectives
e. interpreting health and safety legislation
Answer: a
Diff: 2
Type: MC
Page Reference: 9
Topic: Provides support and expertise to managers and supervisors with respect to
managing people
Skill: Applied
Objective: LO-2 Describe the two categories of activities required of HR managers and
discuss examples of each.
6) Being completely familiar with employment legislation, HR policies and procedures,
collective agreements, and the outcome of recent arbitration hearings and court decisions
is most closely related to which of the following HR activities?
a. offering advice
b. formulating policies and procedures
c. providing services
d. serving as a consultant
e. serving as a change agent
Answer: a
Diff: 3
Type: MC
Page Reference: 4
Topic: Develops business cases for HR activity
Skill: Applied
Objective: LO-5 Explain how HRM has changed over recent years to include a higher-
level advisory role.
7) The practice of contracting with outside vendors to handle specified functions on a
permanent basis is known as
a. payroll and benefits administration.
b. outsourcing.
c. labour-management relations.
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