HRM533: INTRODUCTION TO HUMAN RESOURCE

NAME: NUR DIANA BINTI RAMLY

MATRIC NUMBER: 2021110417

GROUP: RBA2422A

PART A: CHOOSE THE CORRECT ANSWER TRUE/FALSE (1 MARK@EACH)

1. Knowledge workers are employees whose responsibilities focus on problem solving. (T/F)

2. To proactively manage change, organizations should wait to see how external forces impact an
organization's performance, then develop a plan to address those changes. (T/F)

3. The strategies companies are pursuing today increasingly involve only one element of globalization.
(T/F)

4. A firm's ability to compete through people depends upon its ability to manage human capital. (T/F)

5. Human capital is owned by the organization and is part of the company's core competencies. (T/F)

6. Companies are increasingly rotating non-HR managers into HR positions and vice versa to give
exposure to different areas of the organization. (T/F)

7. Proactive change is change that occurs when external forces have started affecting performance. (T/F)

8. Human capital is intangible, but can still be managed the way organizations manage jobs, products,
and technologies. (T/F)

9. HR managers establish credibility by supporting the policies and values of the firm. (T/F)

10. Employee leasing shifts administrative costs from the company to a professional employer
organization. (T/F)

11. Forecasting is frequently more an art than a science, providing inexact approximations rather than
absolute results. (T/F)

12. Forecasting may be as informal as having one person familiar with the organization anticipate HR
needs. (T/F)

13. Qualitative HR forecasting techniques generally employ sophisticated analytical models. (T/F)

14. Trend analysis is a qualitative approach to labor demand forecasting. (T/F)

15. Trend analysis relies on a single business factor. (T/F)

16. The vision statement clarifies the long-term direction of the company and its strategic intent. (T/F)
 17. Shared values act as a guiding parameter for strategic planning. (T/F)

18. In unionized firms, layoffs are typically based on performance. (T/F)

19. The order of employee layoffs is usually based on seniority and/or ability. (T/F)

20. A disadvantage of overemphasizing seniority is that less competent employees receive the same
rewards and security as more competent employees. (T/F)

PART B: CHOOSE THE CORRECT ANSWER (1 MARK@ EACH)

1. The World Trade Organization (WTO) utilizes ____ to establish rules and guidelines for global
commerce.
a. NAFTA (North American Free Trade Agreement)
b. GATT (General Agreement on Tariffs and Trade)
c. FTAA (Free Trade Area of the Americas)
d. APEC (Asia Pacific Economic Cooperation)

2. Knowledge workers require skills in all of the following areas except:

a. computer programming.
b. planning.
c. decision-making.
d. problem solving.

3. An HRIS extends information technology beyond storing and retrieving information to:
a. overseeing production planning.
b. providing current and accurate data for purposes of control and decision making.
c. providing managers easy access to personnel records.
d. serving as an intranet communication system.

4. Which of the following is not a primary impact that technology has had on HRM?
a. It has altered the methods of collecting employment information.
b. It has speeded up the processing of employment data.
c. It has diminished the role of supervisors in managing employees.
d. It has improved the processes of internal and external communications.

5. A needs assessment for IT investments should include all of the following except:
a. Initial costs and annual maintenance.
b. Who will have access to private records.
c. Ability to upgrade.
d. User friendly capability.

6.____ is closely related to corporate social responsibility.

a. Downsizing
b. Furloughing
 c. Sustainability
d. Offshoring

7. ____ is the process of moving jobs closer to one’s home country.

a. Nearshoring
b. Outsourcing
c. Offshoring
d. The Boomerang Effect.

8. Millennials are also known as:

a. Baby Boomers
b. Generation X
c. Generation Y
d. Screenagers

9. Managers have to find ways to empower employees and encourage their participation and
involvement to more fully utilize human capital because:
a. They are figured as part of training costs.
b. Firms are moving away from team-based structures.
c. Employee skills often go unused.
d. Knowledge exchange is the best method of human capital development.

10. Which of the following is NOT a characteristic of organizations that have been successful in
engineering change?
a. linking the change to business strategy
b. Engaging key employees early in the change process
c. investing in the implementation of change
d. showing how the change has created qualitative benefits

11. The process of setting procedures for making decisions about the organization’s long-term goals and
strategies is called:
a. strategic planning.
b. HR planning.
c. job analysis.
d. environmental scanning.

12. Human resources planning is:

a. a technique that identifies the critical aspects of a job.
b. the process of anticipating and making provision for movement of people into, within, and
out of an organization.
c. the process of setting major organizational objectives and developing comprehensive plans
to achieve these objectives.
d. the process of determining the primary direction of the firm.

13. Which of the following is NOT a component of corporate culture?

a. Values
b. Assumptions
 c. Experience
d. Beliefs

14. The process of setting procedures for making decisions about the organization’s long-term goals and
strategies is called:
a. strategic planning.
b. HR planning.
c. job analysis.
d. environmental scanning.

15. Human resources planning is:

a. a technique that identifies the critical aspects of a job.
b. the process of anticipating and making provision for movement of people into, within, and
out of an organization.
c. the process of setting major organizational objectives and developing comprehensive plans
to achieve these objectives.
d. the process of determining the primary direction of the firm.

16. Customers, suppliers and substitutes are part of the _____ environment.
a. political
b. technological
c. demographic
d. competitive

17. ____ is the process of identifying, developing, and tracking key individuals for executive positions.
a. Succession planning
b. Creating skill inventories
c. Developing replacement charts
d. Quality of fill

18. Questions that might typically be found on a cultural audit include all of the following except:
a. Age, race, and gender
b. Pay and benefits
c. Diversity efforts
d. Hiring practices

19. Which of the following is NOT an element of organizational growth?

a. Increased employee productivity.
b. A greater number of employees.
c. Employees developing or acquiring new skills.
d. An increase in profitability.

20. Multiple predictive techniques used to predict employment needs could include all of the following
factors except:
a. interest rates
b. gross national product
c. disposable income
d. hiring costs