人力资源管理双语课后习题与翻译.docx

1、人力资源管理双语课后习题与翻译习题及答案Chapter 01 Human Resource Management: Gaining a Competitive Advantage Answer KeyTrue / False Questions1.(p.5)Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations

2、.FALSE2.(p.5)The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation.FALSE3.(p.6)The three product lines of HR include a) administrative services and transactions, B) financial services, an

3、d c) strategic partners.FALSE4.(p.9)The amount of time that the HRM function devotes to administrative tasks is decreasing, and its roles as a strategic business partner, change agent, and employee advocate are increasing.TRUE5.(p.9)Advances in technology have allowed HR services to be offered more

4、on a self-service basis than in the past.TRUE6.(p.9)HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently.FALSE7.(p.11)Evidence-based HR provides managers with data to make decisions, instead of just relying

5、on intuition.TRUE8.(p.14)Stakeholders of a company are shareholders, the community, customers, employees, and all of the other parties that have an interest in seeing that the company succeeds.TRUE9.(p.19)Companies are now more and more interested in using intangible assets and human capital as a wa

6、y to gain an advantage over competitors.TRUE10.(p.22)A learning organization places the highest emphasis on completion of formal employment training.FALSE11.(p.22)The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return f

7、or these contributions.TRUE12.(p.25)The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking.FALSE13.(p.27)To be effective, balanced scorecards must be customized by companies to fit different mark

8、et situations, products, and competitive environments.TRUE14.(p.27)The balanced scorecard should not be used to link the companys human resource management activities to the companys business strategy.FALSE15.(p.30)Corporate cultures within companies that successfully implement TQM typically emphasi

9、ze individualism, hierarchy, accountability, and profits.FALSE16.(p.31)ISO 9000 certification is an integral component of W. Edwards Demings quality control process.FALSE17.(p.34)The skills and motivation of a companys internal labor force determine the need for training and development practices an

10、d the effectiveness of the companys compensation and reward systems.TRUE18.(p.37)Because the workforce is predicted to become more uniform in terms of age, ethnicity, and racial background, it is likely that one set of values will characterize all employees.FALSE19.(p.39)Cultural diversity can provi

11、de a company competitive advantage regarding problem-solving.TRUE20.(p.42)The Sarbanes-Oxley Act of 2002 sets strict rules for corporate behavior and sets heavy fines and prison terms for noncompliance.TRUE21.(p.43)Every business must be prepared to deal with the global economy.TRUE22.(p.48)One of t

12、he disadvantages of technology is that it does not allow older workers to postpone retirement.FALSE23.(p.51)E-HRM is more applicable to practices associated with recruiting and training than those associated with analysis and design work, selection, and compensation and benefits.FALSE24.(p.54)An HR

13、dashboard is a series of indicators that managers and employees have access to on the company intranet or human resource information system.TRUE25.(p.58)Compensating human resources involves measuring employees performance.FALSEMultiple Choice Questions26.(p.4)_ refers to a companys ability to maint

14、ain and gain market share in its industry.A.OutsourcingB.CompetitivenessC.Self-serviceD.Empowerment27.(p.4)_ refers to the policies, practices, and systems that influence employees behavior, attitudes, and performance.A.Total quality managementB.Financial managementC.Human resource managementD.Produ

15、ction and operations management28.(p.5)Strategic HR management includes all but one of the following. Name the exception.A.Financial planningB.Training and developmentC.Performance managementD.Recruiting talent29.(p.6)Which of the following is NOT a responsibility of HR departments?A.RecruitingB.Ben

16、efitsC.Community relationsD.Production and operations30.(p.6)Which of the following is NOT a product line of human resources?A.Administrative services and transactionsB.Strategic partnerC.Human capital partnerD.Business partner services31.(p.8)Which of the following best describes a cultural steward

17、?A.Shapes the organization.B.Delivers results with integrity.C.Facilitates change.D.Recognizes business trends and their impact on the business.32.(p.8)A strategic architect is one who:A.facilitates change.B.recognizes business trends and their impact on the business.C.implements workplace policies

18、conducive to work environment.D.develops talent and designs reward systems.33.(p.9)Giving employees online access to information about HR issues such as training, benefits, and compensation is known as:A.outsourcing.B.continuous learning.C.self-service.D.strategic planning.34.(p.9)The practice of ha

19、ving another company (a vendor, third-party provider, consultant) provide services traditionally associated with the administrative role of HR is known as:A.e-commerce.B.empowering.C.outsourcing.D.benchmarking.35.(p.10)Traditionally, the HRM department was primarily a(n):A.proactive agency.B.finance

20、 expert.C.employer advocate.D.administrative expert.36.(p.11)Which of the following statements about evidence-based HR is FALSE?A.It helps show that the money invested in HR programs is justified and that HR is contributing to the companys goals and objectives.B.It emphasizes that HR is being transf

21、ormed from a broad corporate competency to a specialized, stand-alone function in which human resources and line managers build partnerships to gain competitive advantage.C.It requires collecting data on such metrics as productivity, turnover, accidents, employee attitudes and medical costs and show

22、ing their relationship with HR practices.D.It refers to demonstrating that human resources practices have a positive influence on the companys bottom line or key stakeholders.37.(p.12-13)Which one of the following statements about the HR profession is FALSE?A.A college degree is required of HR speci

23、alists, but not of generalists.B.Generalists usually perform the full range of HRM activities, including recruiting, training, compensation, and employee relations.C.Professional certification in HRM is less common than membership in professional associations.D.The primary professional organization

24、for HRM is the Society for Human Resource Management.38.(p.13)All of the following competitive challenges faced by companies will increase the importance of human resource management EXCEPT:A.the global challenge.B.the challenge of sustainability.C.the political challenge.D.the technology challenge.

25、39.(p.14)_ refers to the ability of a company to survive and succeed in a dynamic competitive environment.A.OutsourcingB.EmpowermentC.SustainabilityD.Resource management40.(p.14)Sustainability includes all of the following EXCEPT:A.expanding into foreign markets.B.the ability to deal with economic a

26、nd social changes.C.engaging in responsible and ethical business practices.D.providing high-quality products and services.41.(p.19)Which of the following statements about intangible assets is FALSE?A.They include human capital.B.They are less valuable than physical assets.C.They are equally or even

27、more valuable than financial assets.D.They are difficult to duplicate or imitate.42.(p.20)Tacit knowledge is an example of _ capital.A.socialB.customerC.humanD.intellectual43.(p.21)Which of the following is NOT true of knowledge workers?A.They often contribute specialized knowledge that their manage

28、rs may not have, such as information about customers.B.They have many job opportunities.C.They are in high demand because companies need their skills.D.They contribute to the company through manual labor and intellectual labor.44. (p.21)Empowering is defined as:A.the movement of women and minorities

29、 into managerial positions.B.giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service.C.leading employees by the strength of ones charisma.D.the act of continually learning and improving ones skills and abilities.45.(p.22)A(n) _

30、 contract describes what an employee expects to contribute and what the company will provide to the employee for these contributions.A.employerB.employeeC.psychologicalD.job46.(p.25)All of the following are examples of alternative work arrangements EXCEPT:A.independent contractors.B.current labor fo

31、rce.C.on-call workers.D.temporary workers.47.(p.27)The balanced scorecard:A.is similar to most measures of company performance.B.uses indicators important to the companys strategy.C.is a standardized instrument of company performance.D.should not be applied to HR practices.48.(p.27)The balanced scorecard presents a view o