Section (1)

Chapter (1), Introduction to HR Management

True or False:
1) A manager is someone who is responsible for accomplishing the
organization’s goals, and who does so by managing the efforts of the
organization’s people. ( )
2) Human resource management (HRM) includes The five basic
functions of planning, organizing, staffing, leading, and controlling. (
)
3) Management process is the process of acquiring, training, appraising,
and compensating employees, and of attending to their labor relations,
health and safety, and fairness concerns. ( )
4) All managers have always been, in a sense, human resource
managers, because they all get involved in recruiting, interviewing,
selecting, and training their employees. ( )
5) Authority is the right to make decisions, to direct the work of others,
and to give orders. ( )
6) Staff authority therefore creates a superior (order giver)–subordinate
(order receiver) relationship while Line authority creates an advisory
relationship. ( )
7) Managers with line authority are line managers, while, Managers
with staff (advisory) authority are staff managers. ( )
8) In popular usage, people tend to associate Staff managers with
managing departments (like sales or production) that are crucial for the
company’s survival while, line managers generally run departments

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that are advisory or supportive, like purchasing and human resource
management. ( )
9) Human resource managers are usually line managers. ( )
10) Human resource managers assist and advise line managers in areas
like recruiting, hiring, and compensation. ( )
11) Staff managers generally cannot issue orders down the chain of
command (except in their own departments). ( )
12) In small organizations, line managers may carry out all these
personnel duties unassisted. ( )
13) As the organization grows, line managers usually need the
assistance, specialized knowledge, and advice of a separate human
resource staff. ( )
14) In providing this specialized assistance, the human resource
manager carries out three distinct functions. ( )
15) A coordinative function; The human resource manager directs the
activities of the people in his or her own department. ( )
16) A Staff function: The human resource manager also coordinates
personnel activities, a duty often referred to as functional authority (or
functional control). Here he or she ensures that line managers are
implementing the firm's human resource policies and practices. ( )
17) Line (assist and advise) functions: Assisting and advising line
managers is the heart of the human resource manager's job. ( )
18) HR assists in hiring, training, evaluating, rewarding, promoting, and
firing employees. ( )
19) The size of the human resource department reflects the size of the
employer. ( )

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20) There is generally about one human resource employee per 100
company employees. ( )
21) Some employers organize their HR services around four group
transactional, corporate, embedded, and centers of expertise. ( )
22) The transactional HR group focuses on assisting top management in
"top level- big picture issues such as developing the company's long-
term strategic plan. ( )
23) The centers of expertise HR group focuses on using centralized call
centers and outsourcing arrangements with vendors. ( )
24) The embedded HR unit assigns HR generalists (also known as
"relationship managers" or "HR business partners") directly to
departments like sales and production, to provide the localized human
resource management assistance the departments need. ( )
25) The centers of expertise are like specialized HR consulting firms
within the company for example, providing specialized assistance in
areas such as organizational change. ( )
26) The trends shaping HRM include workforce demographic trends,
trends in jobs people do, technological trends, and globalization and
economic trends. ( )
27) Human resource managers are shifting their focus from providing
transactional services to providing top management with decisions that
"inform and support." ( )
28) HR professionals have already passed one or more of the Society for
Human Resource Management's (SHRM)/ HR professional certification
exams. ( )
29) SHRM's Human Resource Certification Institute offers exams. Exams
test the professional's knowledge of all aspects of human management,
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including ethics, management practices, staffing, development,
compensation, labor relations, and health and safety. ( )
30) Those who successfully complete all the requirements still can't
earn the SPHR (Senior Professional in HR), GPHR (Global Professional in
HR), or/ PHR (Professional in HR) certificate. ( )

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MCQ:
1) ……..…. Establishing goals and standards; developing rules and
procedures; and forecasts.
A. Planning
B. Organizing
C. Staffing
D. Leading
2) ………………………. Getting others to get the job done; maintaining
morale; motivating subordinates.
A. Planning
B. Organizing
C. Staffing
D. Leading
3) ………………… Determining what type of people should be hired;
recruiting prospective employees; selecting employees; setting
performance standards; compensating employees; evaluating
performance; training and developing employees.
A. Planning
B. Organizing
C. Staffing
D. Leading
4) …………………… Setting standards such as quality standards, or
production levels; checking to see how actual performance compares
with these standards; taking corrective action as needed.
A. Planning
B. Organizing
C. Staffing

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 D. Controlling
5) …………………………… Giving each subordinate a specific task;
establishing departments; delegating authority to subordinates;
establishing channels of authority and communication; coordinating the
work of subordinates.
A. Planning
B. Organizing
C. Staffing
D. Controlling
6) The concepts and techniques every manager needs to perform the
“people,” or personnel, aspects of management include ………..
A. Selecting job candidates
B. Managing wages and salaries
C. Training employees and developing managers
D. All of the above
E. None of the above
7) …………. Gives a manager the right to advise other managers or
employees.
A. Staff authority
B. Staff manager
C. Line authority
D. Line manager
8) ………….. A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing the organization’s
tasks.
A. Staff authority
B. Staff manager

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 C. Line authority
D. Line manager
9) ……………. Gives managers the right to issue orders to other managers
or employees.
A. Staff authority
B. Staff manager
C. Line authority
D. Line manager
10) ……………. A person who assists and advises line managers.
A. Staff authority
B. Staff manager
C. Line authority
D. Line manager
11) …………….. search for qualified job applicants.
A. Recruiters
B. Equal employment opportunity (EEO) representatives
C. Job analysts
D. Compensation managers
12) …………… Develop compensation plans and handle the employee
benefits program.
A. Recruiters
B. Equal employment opportunity (EEO) representatives
C. Job analysts
D. Compensation managers
13) …………. Examine organizational practices for potential violations,
and submit EEO reports.

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 A. Recruiters
B. Equal employment opportunity (EEO) representatives
C. Job analysts
D. Compensation managers
14) ……………. Collect and examine detailed information about job duties
to prepare job descriptions.
A. Recruiters
B. Equal employment opportunity (EEO) representatives
C. Job analysts
D. Compensation managers
15) ……………. Plan, organize, and direct training activities.
A. Recruiters
B. Training specialists
C. Job analysts
D. Labor relations specialists
16) ……………. Advise management on all aspects of union– management
relations.
A. Recruiters
B. Training specialists
C. Job analysts
D. Labor relations specialists
17) ……………. means formulating and executing human resource policies
and practices that produce the employee competencies and behaviors
the company needs to achieve its strategic aims.
A. A high-performance work system
B. Evidence-based human resource management
C. Ethics

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 D. Strategic human resource management
18) ……………. is the deliberate use of the best-available evidence in
making decisions about the human resource management practices you
are focusing?
A. A high-performance work system
B. Evidence-based human resource management
C. Ethics
D. Strategic human resource management
19) ……………. is a set of human resource management policies and
practices that together produce superior employee performance?
A. A high-performance work system
B. Evidence-based human resource management
C. Ethics
D. Strategic human resource management
20) …………… means the standards someone uses to decide what his or
her conduct should be.
A. A high-performance work system
B. Evidence-based human resource management
C. Ethics
D. Strategic human resource management