Exam
Name___________________________________
 
MULTIPLE CHOICE.  Choose the one alternative that best completes the statement or answers the question. 
1) 

The basic functions of management include all of the following except ________. 

1) 

_______ 
A) 

organizing 
B) 

planning 
C) 

motivating 
D) 

staffing 
E) 

leading 

 
2) 

The management process is made up of ________ basic functions. 

2) 

_______ 
A) 

three 

B) 

four 

C) 

ten 

D) 

five 

E) 

eight 

 
3) 

Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? 

3) 

_______ 
A) 

staffing 
B) 

leading 
C) 

planning 
D) 

organizing 
E) 

motivating 

 
4) 

Which of the specific activities listed below is part of the planning function? 

4) 

_______ 
A) 

training and developing employees 
B) 

recruiting prospective employees 
C) 

giving each subordinate a specific task 
D) 

developing rules and procedures 
E) 

all of the above 

 
5) 

Zarina spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Zarina specialize in? 

5) 

_______ 
A) 

planning 
B) 

organizing 
C) 

motivating 
D) 

leading 
E) 

staffing 

 
6) 

Which basic function of management includes delegating authority to subordinates and establishing channels of communication? 

6) 

_______ 
A) 

planning 
B) 

staffing 
C) 

motivating 
D) 

leading 
E) 

organizing 

 
7) 

When managers use metrics to assess performance and then develop strategies for corrective action, they are performing the ________ function of management. 

7) 

_______ 
A) 

controlling 
B) 

staffing 
C) 

planning 
D) 

organizing 
E) 

leading 

 
8) 

Which specific activity listed below is part of the organizing function? 

8) 

_______ 
A) 

training and developing employees 
B) 

giving each subordinate a specific task 
C) 

recruiting prospective employees 
D) 

developing rules and procedures 
E) 

all of the above 

 
9) 

Which basic function of management includes selecting employees, setting performance standards, and compensating employees? 

9) 

_______ 
A) 

leading 
B) 

staffing 
C) 

organizing 
D) 

motivating 
E) 

planning 

 
10) 

What specific activity is part of the staffing function? 

10) 

______ 
A) 

developing rules and procedures 
B) 

giving each subordinate a specific task 
C) 

maintaining morale 
D) 

recruiting prospective employees 
E) 

both B and C 

 
11) 

Which basic function of management includes setting standards such a sales quotas and quality standards? 

11) 

______ 
A) 

leading 
B) 

staffing 
C) 

organizing 
D) 

controlling 
E) 

planning 

 
12) 

What specific activities listed below are part of the controlling function? 

12) 

______ 
A) 

developing rules and procedures 
B) 

giving each subordinate a specific task 
C) 

training and developing employees 
D) 

recruiting prospective employees 
E) 

checking to see how actual performance compares with standards 

 
13) 

________ is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. 

13) 

______ 
A) 

Organizational Behavior 
B) 

Industrial Psychology 
C) 

Organizational Health and Safety Management 
D) 

Human Resource Management 
E) 

Labor Relations 

 
14) 

Human resource management is ________. 

14) 

______ 
A) 

the process of identifying countries with cheaper labor costs and relocating jobs to those countries 
B) 

the process of organizing work activities 
C) 

the concepts and techniques used to control people at work 
D) 

the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns 
E) 

all of the above 

 
15) 

Human resource management in the Arab world is influenced by ________. 

15) 

______ 
A) 

religion 
B) 

culture 
C) 

history 
D) 

political issues 
E) 

all of the above 

 
16) 

As the organization grows in size, line mangers need the assistance of the ________ for specialized knowledge and advice. 

16) 

______ 
A) 

Staff managers 
B) 

Advisory board members 
C) 

CEO 
D) 

HR staff 
E) 

all of the above 

 
17) 

________ are authorized to direct the work of subordinates. 

17) 

______ 
A) 

Leaders 
B) 

Advisory board members 
C) 

Staff managers 
D) 

Line managers 
E) 

all of the above 

 
18) 

________ are responsible for assisting and advising line managers in areas like recruiting, hiring, and compensation. 

18) 

______ 
A) 

Other Line managers 
B) 

CEOs 
C) 

Human resource managers 
D) 

Board members 
E) 

Staff managers 

 
19) 

Effective human resource management could include ________. 

19) 

______ 
A) 

training employees 
B) 

placing the right person in the right job 
C) 

protecting employees' health 
D) 

controlling labor costs 
E) 

all are responsibilities necessary for effective human resource management 

 
20) 

Human resource managers generally exert ________ within the human resources department and ________ outside the human resources department. 

20) 

______ 
A) 

staff authority; line authority 
B) 

functional control; authoritarian control 
C) 

line authority; implied authority 
D) 

staff authority; specific authority 
E) 

line authority; staff authority 

 
21) 

Line managers respect the knowledge human resource managers have in areas such as testing and affirmative action. Consequently, human resource managers can influence line managers through ________. 

21) 

______ 
A) 

implied authority 
B) 

functional control 
C) 

human capital 
D) 

explicit authority 
E) 

line authority 

 
22) 

When the HR manager acts to ensure that line managers are implementing the firm's human resource policies and practices. They are carrying out the ________ function. 

22) 

______ 
A) 

staff 
B) 

coordinative 
C) 

policy 
D) 

line 
E) 

none of the above 

 
23) 

All of the following are examples of human resource job duties except ________. 

23) 

______ 
A) 

labor relations specialist 
B) 

financial advisor 
C) 

training specialist 
D) 

recruiter 
E) 

compensation manager 

 
24) 

Which of the following job titles indicates a position in human resources? 

24) 

______ 
A) 

training specialist 
B) 

compensation manager 
C) 

recruiter 
D) 

job analyst 
E) 

all of the above 

 
25) 

________ refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad. 

25) 

______ 
A) 

Market development 
B) 

Export growth 
C) 

Globalization 
D) 

Expansion 
E) 

Diversification 

 
26) 

What term captures the knowledge, education, training, skills, and expertise of a firm's workers? 

26) 

______ 
A) 

intellectual property 
B) 

human resources 
C) 

knowledge assets 
D) 

intangible assets 
E) 

human capital 

 
27) 

Which of the following demographic issues represents a challenge for human resource managers in Arab countries? 

27) 

______ 
A) 

migrant workers 
B) 

the aging workforce 
C) 

increasing the number of female workers 
D) 

both A and B 
E) 

A, B, and C 

 
28) 

The proportion of women in the Arab workforce is projected to ________. 

28) 

______ 
A) 

increase steadily 
B) 

decrease at an increasing rate 
C) 

stop growing 
D) 

decrease as more women decide to stay home with children 
E) 

none of the above 

 
29) 

What tactic will employers likely have to take to fill openings left by retiring employees? 

29) 

______ 
A) 

hiring more women 
B) 

instituting flexible work hours 
C) 

providing elder care 
D) 

rehiring retirees 
E) 

lowering the retirement age 

 
30) 

A ________ is a company's long-term plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage. 

30) 

______ 
A) 

scorecard 
B) 

mission statement 
C) 

SWOT analysis 
D) 

tactic 
E) 

strategy 

 
31) 

 Strategic human resource management is part of ________. 

31) 

______ 
A) 

strategic planning 
B) 

a marketing plan 
C) 

a high-performance work system 
D) 

a benchmark study 
E) 

SWOT analysis 

 
32) 

Which of the following questions is not associated with the essence of strategic planning? 

32) 

______ 
A) 

Where do we want to be? 
B) 

How much must we earn in profits? 
C) 

Where are we now as a business? 
D) 

How should we get there? 
E) 

all of the questions above are associated with strategic planning 

 
33) 

All of the following except ________ are ways that human resource management improves corporate performance. 

33) 

______ 
A) 

technology 
B) 

human resource practices 
C) 

high performance work systems 
D) 

strategic planning 
E) 

all of the above are methods by which human resource management improves corporate performance 

 
34) 

Which of the following best describes strategic human resource management? 

34) 

______ 
A) 

Managing a firm's insurance benefits administration process. 
B) 

Emphasizing the knowledge, education, training, skills, and expertise of a firm's workers. 
C) 

Extending a firm's sales, ownership, and manufacturing to new markets. 
D) 

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. 
E) 

Planning the balance of internal strengths and weaknesses with external opportunities and threats to maintain competitive advantage. 

 
35) 

Which term refers to letting outside vendors provide services for a firm? 

35) 

______ 
A) 

application service providers 
B) 

data warehousing 
C) 

rightsizing 
D) 

outsourcing 
E) 

external work systems 

 
36) 

Technological applications in human resource management include(s) ________. 

36) 

______ 
A) 

wireless net access 
B) 

web portals 
C) 

application service providers 
D) 

data warehousing 
E) 

all of the above 

 
37) 

________ is used to facilitate distance learning and training or to provide corporate information to employees quickly and inexpensively applications in human resource management include(s) ________. 

37) 

______ 
A) 

wireless net access 
B) 

data warehousing 
C) 

web portal 
D) 

streaming desktop video 
E) 

all of the above 

 
38) 

A(n) ________ provides software applications, for instance, for processing employment applications. 

38) 

______ 
A) 

application service provider (ASP) 
B) 

URL 
C) 

database 
D) 

data warehouse 
E) 

HR portal 

 
39) 

Which of the following services is provided by an application service provider (ASP)? 

39) 

______ 
A) 

manage services for the employer 
B) 

procurement 
C) 

distance learning 
D) 

network monitoring 
E) 

benefits management 

 
40) 

High-performance work systems include all of the following practices except ________. 

40) 

______ 
A) 

information sharing 
B) 

pay-for-performance rewards 
C) 

network monitoring 
D) 

employment security 
E) 

selective hiring 

 
41) 

Which term below is used to refer to a set of quantitative performance measures human resource managers use to assess their operations? 

41) 

______ 
A) 

metrics 
B) 

ASPs 
C) 

tools 
D) 

benchmarks 
E) 

statistics 

 
42) 

The term '________' refers to an integrated set of human resource management policies and practices that together result in superior employee performance. 

42) 

______ 
A) 

strategic planning 
B) 

high-performance work system 
C) 

strategic human resource management 
D) 

human resource scorecard approach 
E) 

benchmarking 

 
43) 

The performance of human resource departments is evaluated based on ________. 

43) 

______ 
A) 

measurable evidence of efficiency 
B) 

measurable evidence of effectiveness 
C) 

qualitative measures of success 
D) 

anecdotal evidence 
E) 

both A and B 

 
44) 

________ are used to enable employees to sign up for and manage their own benefits packages and to update their personal information. 

44) 

______ 
A) 

benchmarks 
B) 

e-procurement facilities 
C) 

goals 
D) 

grades 
E) 

portals 

 
45) 

The ________ metric can be used as a measurement to show improvements to savings in recruitment and retention costs. 

45) 

______ 
A) 

time to fill 
B) 

human capital Return on Investment 
C) 

cost per hire 
D) 

absence rate 
E) 

HR expense factor 

 
46) 

Which metric indicates the total number of days from which job requisition was approved to new hire start date? 

46) 

______ 
A) 

time to fill 
B) 

revenue factor 
C) 

human capital value added 
D) 

HR expense factor 
E) 

human capital ROI 

 
47) 

The ________ metric views human resource expenses in relation to the total operating expenses of the organization. 

47) 

______ 
A) 

human capital value added 
B) 

revenue factor 
C) 

health care costs per employee 
D) 

HR expense factor 
E) 

human capital ROI 

 
48) 

The ________ measures the rate at which employees leave the company. 

48) 

______ 
A) 

turnover costs 
B) 

absence rate 
C) 

cost per hire 
D) 

time to fill 
E) 

turnover rate 

 
49) 

Managers use a(n) ________ to measure the HR function's effectiveness and efficiency in producing employee behaviors the company needs to achieve its strategic goals. 

49) 

______ 
A) 

high performance work system 
B) 

statistical analysis 
C) 

benchmark 
D) 

HR Scorecard 
E) 

metric 

 
50) 

Metrics can be compared against ________ to evaluate an organization's performance. 

50) 

______ 
A) 

HR expense factor 
B) 

absence rate 
C) 

cost per hire 
D) 

turnover rate 
E) 

all of the above 

 
51) 

The HR expense factor is equal to ________. 

51) 

______ 
A) 

HR expense divided by the total operating expense 
B) 

total days elapsed to fill requisitions divided by the number hired 
C) 

revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE) 
D) 

revenue divided by the total number of full-time equivalents (FTE) 
E) 

advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits divided by number of hires 

 
52) 

The cost per hire is equal to ________. 

52) 

______ 
A) 

HR expense divided by the total operating expense 
B) 

total days elapsed to fill requisitions divided by the number hired 
C) 

advertising plus agency fees plus employee referrals plus travel costs of applicant plus relocation costs plus recruiter pay and benefits, all divided by the number of hires 
D) 

revenue minus operating expense minus compensation and benefit cost divided by the total number of full-time equivalents (FTE) 
E) 

revenue divided by the total number of full-time equivalents (FTE) 

 
53) 

What metric evaluates retention efforts by an organization? 

53) 

______ 
A) 

turnover rate 
B) 

absence rate 
C) 

HR expense factor 
D) 

cost per hire 
E) 

time to fill 

 
54) 

Firms can use the ________ as a benchmark for the cost per hire metric. 

54) 

______ 
A) 

BNA Turnover Report 
B) 

Employer Costs for Employee Compensation Report 
C) 

BNA Job Absence Report 
D) 

BNA/Cost per Hire Staffing Metrics Survey 
E) 

none of the above 

 
55) 

Firms can use the ________ as a benchmark for the 'Time to fill' metric. 

55) 

______ 
A) 

BNA Job Absence Report 
B) 

BNA Turnover Report 
C) 

Employer Costs for Employee Compensation Report 
D) 

BNA/Cost per Hire Staffing Metrics Survey 
E) 

none of the above 

 
56) 

The concise measurement system used by companies to show the quantitative standards the firm uses to measure HR activities, employee behaviors resulting from the activities, and the strategically relevant organizational outcomes of those employee behaviors is called a(n) ________. 

56) 

______ 
A) 

appraisal system 
B) 

HR scorecard 
C) 

annual report 
D) 

evaluation system 
E) 

evaluation benchmark 

 
57) 

In which area must HR managers be proficient in order to perform well in today's environment? 

57) 

______ 
A) 

leadership proficiencies 
B) 

business proficiencies 
C) 

learning proficiencies 
D) 

HR proficiencies 
E) 

all of the above 

 
58) 

Of the four categories of proficiencies necessary for HR managers, which one refers to traditional knowledge and skills in areas such as employee selection, training, and compensation? 

58) 

______ 
A) 

business proficiencies 
B) 

HR proficiencies 
C) 

learning proficiencies 
D) 

staffing proficiencies 
E) 

leadership proficiencies 

 
59) 

Of the four categories of proficiencies necessary for HR managers, which one refers to knowledge of strategic planning, marketing, production, and finance? 

59) 

______ 
A) 

HR proficiencies 
B) 

business proficiencies 
C) 

staffing proficiencies 
D) 

leadership proficiencies 
E) 

learning proficiencies 

 
60) 

Of the four categories of proficiencies necessary for HR managers, which one refers to the ability to work with and lead management groups? 

60) 

______ 
A) 

HR proficiencies 
B) 

staffing proficiencies 
C) 

leadership proficiencies 
D) 

learning proficiencies 
E) 

business proficiencies 

 
61) 

Jaber Al-Mallah is an HR manager for a Fortune 500 company. The MBA degree he earned prior to taking this position has been helpful to him because it prepared him to better understand the role of strategic planning, marketing, production, and finance in creating a profitable organization. Which category of proficiency has Jaber's MBA prepared him for? 

61) 

______ 
A) 

learning proficiencies 
B) 

HR proficiencies 
C) 

business proficiencies 
D) 

leadership proficiencies 
E) 

staffing proficiencies 

 
62) 

Salem is particularly good at staying abreast of new technologies and practices affecting human resources management. Which proficiency is Salem skilled in? 

62) 

______ 
A) 

staffing proficiencies 
B) 

learning proficiencies 
C) 

business proficiencies 
D) 

leadership proficiencies 
E) 

HR proficiencies 

 
63) 

Which of the following types of laws does not affect the decisions of human resource managers? 

63) 

______ 
A) 

advertising regulations 
B) 

immigration laws 
C) 

labor laws 
D) 

occupational safety and health laws 
E) 

all of the above affect the decisions of human resource managers 

 
64) 

________ set guidelines regarding what the employer can and cannot do when laying off employees. 

64) 

______ 
A) 

Fairness in Employment regulations 
B) 

Occupational safety and health laws 
C) 

Advertising regulations 
D) 

Immigration laws 
E) 

Labor laws 

 
65) 

________ set guidelines regarding safety practices at work. 

65) 

______ 
A) 

Fairness in Employment regulations 
B) 

Equal employment laws 
C) 

Labor laws 
D) 

Occupational safety and health laws 
E) 

Advertising regulations 

 
66) 

Which organization provides professional certification for human resource managers? 

66) 

______ 
A) 

Academy of HR Partners 
B) 

Academy of Management 
C) 

Association of Certified HR Managers 
D) 

Association of Business Administration 
E) 

Arabian Society for Human Resource Management 

 
67) 

Which of the following benefits of human capital is most identified by the highest percentage of CFOs? 

67) 

______ 
A) 

customer satisfaction 
B) 

speed to market 
C) 

product innovation 
D) 

growth 
E) 

profitability 

 
68) 

The term '________' refers to the standards someone uses to decide what his or her conduct should be. 

68) 

______ 
A) 

autonomy 
B) 

responsibility 
C) 

ethics 
D) 

culture 
E) 

morals 

 
69) 

The term '________' refer to the ability of the HR manager to stay abreast of and apply all the new technologies and practices affecting the profession. 

69) 

______ 
A) 

learning proficiencies 
B) 

HR proficiencies 
C) 

business proficiencies 
D) 

leadership proficiencies 
E) 

none of the above 

 
TRUE/FALSE.  Write 'T' if the statement is true and 'F' if the statement is false. 
70) 

Setting standards such as sales quotas, quality standards, or production levels is part of the leading function of human resource management. 

70) 

______ 

 
71) 

The planning function of management includes establishing goals and standards and developing forecasts. 

71) 

______ 

 
72) 

Communicating is one of the five basic functions of management. 

72) 

______ 

 
73) 

Leading is giving each subordinate a specific task; establishing departments; delegating authority to subordinates. 

73) 

______ 

 
74) 

At the individual level, Arab employees have been increasingly subject to working with expatriates, expatriation and emigration, long working hours, and stress at work. 

74) 

______ 

 
75) 

'Kuwaitization' implies mandatory local employment. 

75) 

______ 

 
76) 

Staff managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization's basic goals. 

76) 

______ 

 
77) 

Human resource managers are generally staff managers. 

77) 

______ 

 
78) 

Staff managers are always someone's boss. 

78) 

______ 

 
79) 

In small organizations, line managers may carry out all personnel duties without the assistance of a human resource staff. 

79) 

______ 

 
80) 

Human resource managers assist in hiring, training, evaluating, rewarding, counseling, promoting, and hiring employees. 

80) 

______ 

 
81) 

When human resource managers make sure employees can contest unfair practices, they are carrying out an innovator role. 

81) 

______ 

 
82) 

The division of human resource responsibilities for line managers and staff managers varies from organization to organization. 

82) 

______ 

 
83) 

In the majority of firms, the task of interviewing job candidates is shared between HR and the hiring department. 

83) 

______ 

 
84) 

Aging of the population as a percentage of the total population is applicable in some Arab countries such as Bahrain, Kuwait, and Qatar. 

84) 

______ 

 
85) 

The average fertility rate in the Arab region has reached an all-time low. 

85) 

______ 

 
86) 

ASP is a special wireless technology used to synchronize various electronic tools like cellular phones and PCs and facilitate employee access to employer online HR services. 

86) 

______ 

 
87) 

HR portals represent a form of outsourcing. 

87) 

______ 

 
88) 

Medians are quantitative performance measures used to assess operations. 

88) 

______ 

 
89) 

Cost per hire is calculated by adding all of the costs involved in getting new hires (including advertising costs, recruiter costs, and travel costs) divided by the number of new hires. 

89) 

______ 

 
90) 

The HR Scorecard is a concise measurement system which shows the quantitative standards the firm used to measure the effectiveness and efficiency of human resource activities. 

90) 

______ 

 
91) 

A company's absence rate can be compared to the BNA Job Absence Report to assess whether the absence rate represents a problem. 

91) 

______ 

 
92) 

The time to fill metric illustrates the efficiency of the firm's recruiting function. 

92) 

______ 

 
93) 

Benefits of a High Performance Work System (HPWS) include the reduction of wasta (use of family and other close networks to obtain work-related favors unrelated to merit). 

93) 

______ 

 
94) 

Turnover rates can be improved with retention efforts. 

94) 

______ 

 
95) 

Four learning proficiencies are important in HRM strategic planning, marketing, production, and finance. 

95) 

______ 

 
96) 

In Arab societies, ethics is strongly informed by religious values. 

96) 

______ 

 
97) 

The ASHRM Arabian Human Resource Certification exams include testing dedicated to the management and development of human resources and the exchange of information and expertise in this area. 

97) 

______ 

 
98) 

CFOs tend to believe that human capital has no positive effect on business outcomes like growth and profitability. 

98) 

______ 

 
99) 

Ethical issues such as workplace safety, security of employee records, comparable work, and employee privacy rights are all related to human resource management. 

99) 

______ 

 
ESSAY.  Write your answer in the space provided or on a separate sheet of paper. 
100) 

What are the five basic functions of management? Explain some of the specific activities involved in each function. Is one function more important for human resource management? 

 
101) 

Which of the five management functions is most related to human resource management? What job duties are associated with this function of management? 

 
102) 

Explain the difference between line authority and staff authority. What type of authority do human resource managers have? 

 
103) 

Human resource managers carry out three distinct functions. List and explain the three functions. 

 
104) 

What are the four main ways that technology improves HR functioning? 

 
105) 

Identify five metrics used to evaluate HR performance. 

 
106) 

What are the four categories of proficiencies required today for human resource managers? Explain the meaning of each type of proficiency. 

 
107) 

Employment law increasingly affects the decisions of human resource managers. Name three types of laws and explain the purpose of each one. 

 
1) 

C 

2) 

D 

3) 

C 

4) 

D 

5) 

A 

6) 

E 

7) 

A 

8) 

B 

9) 

B 

10) 

D 

11) 

D 

12) 

E 

13) 

D 

14) 

D 

15) 

E 

16) 

D 

17) 

D 

18) 

C 

19) 

E 

20) 

C 

21) 

A 

22) 

B 

23) 

B 

24) 

E 

25) 

C 

26) 

E 

27) 

E 

28) 

E 

29) 

D 

30) 

E 

31) 

A 

32) 

B 

33) 

D 

34) 

D 

35) 

D 

36) 

E 

37) 

D 

38) 

A 

39) 

A 

40) 

C 

41) 

A 

42) 

B 

43) 

E 

44) 

E 

45) 

C 

46) 

A 

47) 

D 

48) 

E 

49) 

D 

50) 

E 

51) 

A 

52) 

C 

53) 

A 

54) 

D 

55) 

D 

56) 

B 

57) 

E 

58) 

B 

59) 

B 

60) 

C 

61) 

C 

62) 

B 

63) 

A 

64) 

E 

65) 

D 

66) 

E 

67) 

A 

68) 

C 

69) 

A 

70) 

FALSE 

71) 

TRUE 

72) 

FALSE 

73) 

FALSE 

74) 

TRUE 

75) 

TRUE 

76) 

FALSE 

77) 

TRUE 

78) 

FALSE 

79) 

TRUE 

80) 

TRUE 

81) 

FALSE 

82) 

TRUE 

83) 

TRUE 

84) 

TRUE 

85) 

FALSE 

86) 

FALSE 

87) 

FALSE 

88) 

FALSE 

89) 

TRUE 

90) 

TRUE 

91) 

TRUE 

92) 

TRUE 

93) 

TRUE 

94) 

TRUE 

95) 

FALSE 

96) 

TRUE 

97) 

TRUE 

98) 

FALSE 

99) 

TRUE 

100) 

The five basic functions are planning, organizing, staffing, leading, and controlling. Planning activities include establishing goals and standards, developing rules and procedures, and developing plans and forecasting. Organizing activities include giving specific task assignments to subordinates, establishing departments, delegating authority to subordinates, and establishing channels of authority and communication. Staffing activities include determining what type of people should be hired, recruiting prospective employees, and setting performance standards. Leading activities include maintaining morale and motivating subordinates. Controlling activities include setting standards such as sales quotas, and quality standards and taking corrective action as needed. Staffing is the function most readily related to human resource management. However, HR managers actually perform all five functions. 

101) 

Staffing is the function affiliated to human resource management. The types of job duties categorized under the staffing function include conducting job analyses, planning labor needs, recruiting job candidates, selecting job candidates, managing wages, providing incentives, appraising performance, communicating, training, and building employee commitment. 

102) 

Authority is the right to make decisions, to direct the work of others, and to give orders. Line managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization's basic goals. Staff managers are authorized to assist and advise line managers in accomplishing these basic goals. Human resource managers are usually staff managers because they are responsible for assisting and advising line managers in areas like recruiting, hiring, and compensation. However, human resource managers do have line authority within their own department. 

103) 

The three functions include a line function, a coordination function, and a staff function. HR managers exert line authority within the HR department because they direct the activities of the people in that department. HR managers also coordinate personnel activities. In the staff function, HR managers assist in hiring, training, evaluating, rewarding, counseling, promoting, and firing employees. They also administer benefit programs and help line managers comply with employment laws, occupational health and safety, and labor laws. 

104) 

Technology improves HR functioning through self-service options, call centers, productivity improvement, and outsourcing. 

105) 

The five metrics detailed in the text include cost per hire, absence rate, HR expense factor, time to fill, and turnover rate. There are numerous other metrics as well such as health care costs per employee, human capital return on investment, turnover costs, and workers' compensation costs per employee. 

106) 

The four categories of proficiencies are HR proficiencies, business proficiencies, leadership proficiencies and learning proficiencies. HR proficiencies represent traditional knowledge and skills in such areas as employee selection, training, and compensation. Business proficiencies refer to operations strategy, strategic planning, marketing, production, and finance. Leadership proficiencies include the ability to lead and manage groups. Learning proficiencies include the ability to stay abreast of and apply new technologies. 

107) 

The three types of laws are immigration laws, occupational safety and health laws, and labor laws. Immigration laws are set guidelines regarding how the company recruits foreign candidates; occupational safety and health laws mandate strict guidelines regarding safety practices at work; and labor laws lay out, among other things, what the employer can and cannot do when laying off employees.