Management 9th Edition By Richard L – Test Bank

Chapter 11—Managing Human Resources

TRUE/FALSE

1. Hiring and keeping quality employees is one of the most urgent concerns for to-day’s organizations.

ANS: T PTS: 1 DIF: 1 REF: 307
NAT: AACSB Analytic | HRM TYP: F

2. The set of activities that are undertaken to attract, develop and maintain an effec-tive work force refers to human resource management.

ANS: T PTS: 1 DIF: 1 REF: 307
NAT: AACSB Analytic | HRM TYP: F

3. Human resource management is a matching process, integrating the federal laws with employee skills.

ANS: F PTS: 1 DIF: 2 REF: 308
NAT: AACSB Analytic | HRM TYP: F

4. All managers are involved in human resource management.

ANS: T PTS: 1 DIF: 2 REF: 308
NAT: AACSB Analytic | HRM TYP: F

5. A key element of the strategic approach to human resource management argues that human resource management is not a matching process and managers should avoid attempts to match or integrate employees to organization’s strategy and goals.

ANS: F PTS: 1 DIF: 2 REF: 308
NAT: AACSB Analytic | HRM TYP: F

6. The three primary goals of HRM are to attract the right people, manage talent so people achieve their potential, and maintain the workforce over the long term.

ANS: T PTS: 1 DIF: 2 REF: 309
NAT: AACSB Analytic | HRM TYP: F

7. The economic value of the knowledge, experience, skills, and capabilities of em-ployees refers to personal capital.

ANS: F PTS: 1 DIF: 2 REF: 309
NAT: AACSB Analytic | HRM TYP: F

8. Discrimination in employment on the basis of race or religion is prohibited by the Civil Rights Act of 1964.

ANS: T PTS: 1 DIF: 1 REF: 311
NAT: AACSB Analytic | HRM TYP: F

9. The Civil Rights Act of 1964 created the Equal Employment Opportunity Com-mission.

ANS: T PTS: 1 DIF: 1 REF: 311
NAT: AACSB Analytic | HRM TYP: F

10. Affirmative action requires that an employer take positive steps to guarantee promotion from within.

ANS: F PTS: 1 DIF: 2 REF: 311
NAT: AACSB Analytic | HRM TYP: F