Chapter 1: The Strategic Role of Human Resource Management Multiple Choice 1.

The basic functions of management include all of the following except _____. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 4 The management process is made up of _____ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 4 #hich basic function of management includes establishing goals and standards$ de%eloping rules and procedures$ and forecasting& a. planning b. organizing c. moti%ating d. leading e. staffing (a; eas'; p. 4 #hat specific acti%ities listed below are part of the planning function& a. gi%ing each subordinate a specific tas( b. recruiting prospecti%e emplo'ees c. training and de%eloping emplo'ees d. developing rules and procedures e. all of the abo%e (d; moderate; p. 4 Celeste spends most of her time at wor( setting goals and standards and de%eloping rules and procedures. #hich function of management does Celeste specialize in& a. planning b. organizing c. moti%ating d. leading e. staffing (a; eas'; p. 4

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#hich basic function of management includes delegating authorit' to subordinates and establishing channels of communication& a. planning b. organizing c. moti%ating d. leading e. staffing (b; eas'; p. 4 #hat specific acti%ities listed below are part of the organizing function& a. giving each subordinate a specific task b. recruiting prospecti%e emplo'ees c. training and de%eloping emplo'ees d. de%eloping rules and procedures e. all of the abo%e (a; moderate; p. 4 #hich basic function of management includes selecting emplo'ees$ setting performance standards$ and compensating emplo'ees& a. planning b. organizing c. moti%ating d. leading e. staffing (e; eas'; p. 4 #hat specific acti%ities listed below are part of the staffing function& a. gi%ing each subordinate a specific tas( b. maintaining morale c. recruiting prospective emplo ees d. de%eloping rules and procedures e. both b and c (c; moderate; p. 4 #hich basic function of management includes setting standards such a sales /uotas and /ualit' standards& a. planning b. organizing c. controlling d. leading e. staffing (c; eas'; p. 4

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#hat specific acti%ities listed below are part of the controlling function& a. gi%ing each subordinate a specific tas( b. recruiting prospecti%e emplo'ees c. training and de%eloping emplo'ees d. de%eloping rules and procedures e. checking to see ho! actual performance compares !ith standards (e; moderate; p. 4 _____ is the process of ac/uiring$ training$ appraising$ and compensating emplo'ees$ and attending to their labor relations$ health and safet'$ and fairness concerns. a. Human Resource Management b. 0abor 1elations c. 2ndustrial 3s'cholog' d. 4rganizational 5eha%ior e. 4rganizational 6ealth and 7afet' Management (a; eas'; p. 4 6uman resource management is _____. a. the concepts and techni/ues used to control people at wor( b. the process of organizing wor( acti%ities c. the process of identif'ing countries with cheaper labor costs and relocating 8obs to those countries d. the process of ac"uiring# training# appraising# and compensating emplo ees# and attending to their labor relations# health and safet # and fairness concerns e. all of the abo%e (d; moderate; p. 4 _____ is the right to ma(e decisions$ to direct the wor( of others$ and to gi%e orders. a. 0eadership b. $uthorit c. 9elegation d. Management e. 1esponsibilit' (b; eas'; p. * _____ are authorized to direct the wor( of subordinates. a. %ine managers b. 7taff managers c. 0eaders d. :d%isor' board members e. :ll of the abo%e (a; eas'; p. *

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_____ are responsible for assisting and ad%ising line managers in areas li(e recruiting$ hiring$ and compensation. a. Human resource managers b. 7taff managers c. 0ine managers d. ;;4 officers e. 5oard members (a; eas'; p. * ;ffecti%e human resource management could include all of the following responsibilities except _____. a. placing the right person in the right 8ob b. training emplo'ees c. controlling labor costs d. protecting emplo'ees< health e. all are responsibilities necessar for effective human resource management (e; moderate; p. * 6uman resource managers generall' exert _____ within the human resources department and _____ outside the human resources department. a. line authorit & implied authorit b. staff authorit'; line authorit' c. line authorit'; staff authorit' d. functional control; authoritarian control e. staff authorit'; specific authorit' (a; difficult; p. + 0ine managers respect the (nowledge human resource managers ha%e in areas such as testing and affirmati%e action. Conse/uentl'$ human resource managers can influence line managers through _____. a. line authorit' b. functional control c. implied authorit d. explicit authorit' e. human capital (c; moderate; p. +

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#hich of the following responsibilities do human resource managers fulfill in their role as emplo'ee ad%ocates& a. establish guidelines for how management should be treating emplo'ees b. pro%ide support for emplo'ees contesting unfair practices c. represent emplo'ees< interests as appropriate d. all of the above e. none of the abo%e (d; moderate; p. + :ll of the following are examples of human resource 8ob duties except _____. a. recruiter b. e/ual emplo'ment opportunit' coordinator c. financial advisor d. compensation manager e. labor relations specialist (c; moderate; p. + #hich of the following 8ob titles indicates a position in human resources& a. recruiter b. 8ob anal'st c. training specialist d. ;;4 coordinator e. all of the above (e; eas'; p. + #hich of the following tas(s related to recruiting and hiring is not t'picall' handled b' 61 staff& a. specif necessar 'ob "ualifications b. de%elop pool of /ualified applicants c. conduct initial screening inter%iews d. administer tests e. explain benefits pac(ages (a; eas'; p. , The expertise of human resource departments became indispensable with the _____. a. emergence of union legislation in the 1-".s b. passing of e/ual emplo'ment legislation c. increase of women in the wor(force d. mo%ement of 8obs to countries with cheaper labor costs e. both a and b (e; moderate; p. -

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_____ refers to the tendenc' of firms to extend their sales$ ownership$ and=or manufacturing to new mar(ets abroad. a. ;xpansion b. Mar(et de%elopment c. (lobalization d. ;xport growth e. 9i%ersification (c; eas'; p. 1. Most people who are classified as nontraditional wor(ers are _____. a. contingent wor(ers b. independent contractors c. 8ob sharing d. wor(ing multiple 8obs e. caring for an elderl' parent (b; difficult; p. 1! #hich of the following is a t'pe of nontraditional wor(er& a. contingent wor(ers b. part>time wor(ers c. people wor(ing in alternati%e wor( arrangements d. people with multiple 8obs e. all of the above (e; moderate; p. 1! ?ason ?ac(son ta(es on %arious pro8ects as an independent contractor. 6e wor(s on se%eral pro8ects for a %ariet' of companies. #hen a pro8ect is complete$ he mo%es on to another pro8ect$ often with a different compan'. ?ason is a t'pe of _____. a. contingent !orker b. collateral wor(er c. manager d. consultant e. none of the abo%e (a; moderate; p. 1! 7arah 7mith and her mother$ :nne$ share one flight attendant 8ob at ?et5lue airlines. 7arah and :nne could be classified as _____. a. flex>time wor(ers b. contingent wor(ers c. nontraditional !orkers d. traditional wor(ers e. none of the abo%e (c; eas'; p. 1!

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#hat term refers to the (nowledge$ education$ training$ s(ills$ and expertise of a firm<s wor(ers& a. human resources b. human capital c. intangible assets d. (nowledge assets e. intellectual propert' (b; moderate; p. 1" #hich of the following demographic issues represents a challenge for human resource managers& a. increasingl' di%erse wor(force b. aging wor(force c. increasing use of contingent wor(ers d. both a and b e. all of the abo%e (d; moderate; p. 1" The proportion of women in the wor(force is pro8ected to _____. a. increase significantl' o%er the coming decade b. decrease as more women decide to sta' home with children c. stop gro!ing d. increase at a decreasing rate e. decrease at an increasing rate (c; difficult; p. 1" 4%er the next few 'ears$ emplo'ers ma' face a se%ere labor shortage because _____. a. there are fe!er people entering the 'ob market than there are retiring bab boomers b. one>third of single mothers are not in the labor force c. 6ispanics will represent 11@ of the ci%ilian labor force d. people are li%ing longer e. all of the abo%e (a; difficult; p. 1" #hat tactic will emplo'ers li(el' ha%e to ta(e to fill openings left b' retiring emplo'ees& a. instituting flexible wor( hours b. pro%iding elder care c. hiring more women d. rehiring retirees e. lowering the retirement age (d; difficult; p. 1"

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: _____ is a compan'<s plan for how it will balance its internal strengths and wea(nesses with external opportunities and threats in order to maintain a competiti%e ad%antage. a. 7#4T anal'sis b. mission statement c. strateg d. tactic e. scorecard (c; eas'; p. 1" The performance of human resource departments is e%aluated based on _____. a. measurable e%idence of efficienc' b. measurable e%idence of effecti%eness c. anecdotal e%idence d. /ualitati%e measures of success e. both a and b (e; moderate; p. 14 Auantitati%e performance measures used b' human resource managers to assess operations are called _____. a. ratios b. benchmar(s c. metrics d. grades e. goals (c; moderate; p. 14 The _____ metric can be used as a measurement to show impro%ements to sa%ings in recruitment and retention costs. a. absence rate b. cost per hire c. 61 expense factor d. human capital 142 e. time to fill (b; moderate; p. 1) #hich metric indicates the cost of health care per emplo'ee b' pro%iding the per capita cost of emplo'ee benefits& a. 61 expense factor b. human capital 142 c. health care costs per emplo ee d. human capital %alue added e. re%enue factor (c; moderate; p. 1)

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The _____ metric %iews human resource expenses in relation to the total operating expenses of the organization. a. HR e)pense factor b. human capital 142 c. health care costs per emplo'ee d. human capital %alue added e. re%enue factor (a; moderate; p. 1) _____ are a useful tool for determining wh' emplo'ees are lea%ing an organization. a. 5B: Turno%er 1eports b. *)it intervie!s c. 5enchmar(s d. 61 portals e. Turno%er rates (b; eas'; p. 1) #hich of the following human resource practices can be useful in reducing wor(ers< compensation cost per emplo'ee& a. safet' training b. disabilit' management c. safet' incenti%es d. all of the above e. a and b onl' (d; moderate; p. 1) #hich metric %iews emplo'ees as capital rather than as an expense& a. time to fill b. training in%estment c. 61 expense factor d. revenue factor e. none of the abo%e (d; difficult; p. 1) The _____ measures the rate at which emplo'ees lea%e the compan'. a. turno%er costs b. turnover rate c. time to fill d. cost per hire e. absence rate (b; moderate; p. 1)

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#hen managers use metrics to assess performance and then de%elop strategies for correcti%e action$ the' are performing the _____ function of management. a. planning b. leading c. staffing d. controlling e. organizing (d; difficult; p. 4 The term _____ means contributing in a measurable wa' to achie%ing the compan'<s strategic goals. a. competiti%e ad%antage b. achie%ement success c. value creation d. success metric e. none of the abo%e (c; moderate; p. 1* Managers use a(n _____ to measure the 61 function<s effecti%eness and efficienc' in producing emplo'ee beha%iors the compan' needs to achie%e its strategic goals. a. metric b. HR Scorecard c. benchmar( d. high performance wor( s'stem e. M54 format (b; eas'; p. 1* Metrics can be compared against _____ to e%aluate an organization<s performance. a. last 'ear<s metric b. competitor<s metric c. sur%e' data d. national standard e. all of the above (e; eas'; p. 1*

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The 1e%enue Cactor is e/ual to _____. a. revenue divided b the total number of full+time e"uivalents ,-T*. b. total da's elapsed to fill re/uisitions di%ided b' the number hired c. re%enue minus operating expense minus compensation and benefit cost di%ided b' the total number of full>time e/ui%alents (CT; d. 61 expense di%ided b' the total operating expense e. ad%ertising plus agenc' fees plus emplo'ee referrals plus tra%el costs of applicant plus relocation costs plus recruiter pa' and benefits di%ided b' number of hires (a; difficult; p. 1) The 61 expense factor is e/ual to _____. a. re%enue di%ided b' the total number of full>time e/ui%alents (CT; b. total da's elapsed to fill re/uisitions di%ided b' the number hired c. re%enue minus operating expense minus compensation and benefit cost di%ided b' the total number of full>time e/ui%alents (CT; d. HR e)pense divided b the total operating e)pense e. ad%ertising plus agenc' fees plus emplo'ee referrals plus tra%el costs of applicant plus relocation costs plus recruiter pa' and benefits di%ided b' number of hires (d; difficult; p. 1) The cost per hire is e/ual to _____. a. re%enue di%ided b' the total number of full>time e/ui%alents (CT; b. total da's elapsed to fill re/uisitions di%ided b' the number hired c. re%enue minus operating expense minus compensation and benefit cost di%ided b' the total number of full>time e/ui%alents (CT; d. 61 expense di%ided b' the total operating expense e. advertising plus agenc fees plus emplo ee referrals plus travel costs of applicant plus relocation costs plus recruiter pa and benefits divided b number of hires (e; moderate; p. 1) The human capital %alue added is e/ual to _____. a. re%enue di%ided b' the total number of full>time e/ui%alents (CT; b. total da's elapsed to fill re/uisitions di%ided b' the number hired c. revenue minus operating e)pense minus compensation and benefit cost divided b the total number of full+time e"uivalents (CT; d. 61 expense di%ided b' the total operating expense e. ad%ertising plus agenc' fees plus emplo'ee referrals plus tra%el costs of applicant plus relocation costs plus recruiter pa' and benefits di%ided b' number of hires (c; difficult; p. 1)

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#hat metric e%aluates retention efforts b' an organization& a. turno%er costs b. turno%er rate c. cost per hire d. absence rate e. both a and b (e; eas'; p. 1) Cirms can use the _____ as a benchmar( for the cost per hire metric. a. 5B: ?ob :bsence 1eport b. *M$/ Cost 0er Hire Staffing Metrics Surve c. ;mplo'er Costs for ;mplo'ee Compensation 1eport d. 5B: Turno%er 1eport e. Bone of the abo%e (b; eas'; p. 1) Cirms can use the _____ as a benchmar( for the time to fill metric. a. 5B: ?ob :bsence 1eport b. *M$/ Cost 0er Hire Staffing Metrics Surve c. ;mplo'er Costs for ;mplo'ee Compensation 1eport d. 5B: Turno%er 1eport e. Bone of the abo%e (b; difficult; p. 1) The concise measurement s'stem used b' companies to show the /uantitati%e standards the firm uses to measure 61 acti%ities$ emplo'ee beha%iors resulting from the acti%ities$ and the strategicall' rele%ant organizational outcomes of those emplo'ee beha%iors is called a(n _____. a. e%aluation s'stem b. HR scorecard c. appraisal s'stem d. e%aluation benchmar( e. annual report (b; moderate; p. 1* #hen see(ing to impro%e the wor(ers< compensation cost per emplo'ee metric$ human resource managers should anal'ze _____. a. t'pes of in8uries b. in8uries b' department c. in8uries b' 8ob t'pe d. changes in in8uries o%er time e. all of the above (e; eas'; p. 1)

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2n which area must 61 managers be proficient in order to perform well in toda'<s en%ironment& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. all of the above (e; moderate; p. 1* Marshall wants to report the %alue of the (nowledge$ s(ill$ and performance of the organization<s wor(force. To illustrate how emplo'ees add %alue to an organization$ Marshall should utilize the _____ metric. a. re%enue factor b. human capital value added c. training in%estment d. 61 expense factor e. intangible assets (b; moderate; p. 1) 4f the four categories of proficiencies necessar' for 61 managers$ which one refers to traditional (nowledge and s(ills in areas such as emplo'ee selection$ training$ and compensation& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. staffing proficiencies (a; moderate; p. 1+ 4f the four categories of proficiencies necessar' for 61 managers$ which one refers to (nowledge of strategic planning$ mar(eting$ production$ and finance& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. staffing proficiencies (b; moderate; p. 1+

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4f the four categories of proficiencies necessar' for 61 managers$ which one refers to the abilit' to wor( with and lead management groups& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. staffing proficiencies (c; moderate; p. 1+ 7usan 6olmes is an 61 manager for a Cortune ).. compan'. The M5: degree she earned prior to ta(ing this position has been helpful to her because it prepared her to better understand the role of strategic planning$ mar(eting$ production$ and finance in creating a profitable organization. #hich categor' of proficienc' has 7usan<s M5: prepared her for& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. staffing proficiencies (b; moderate; p. 1+ Morgan is particularl' good at sta'ing abreast of new technologies and practices affecting human resources management. #hich proficienc' is Morgan s(illed in& a. 61 proficiencies b. business proficiencies c. leadership proficiencies d. learning proficiencies e. staffing proficiencies (d; moderate; p. 1+ #hich of the following t'pes of laws does not affect the decisions of human resource managers& a. e/ual emplo'ment laws b. occupational safet' and health laws c. labor laws d. ad%ertising regulations e. all of the abo%e affect the decisions of human resource managers (d; difficult; p. 1+

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_____ set guidelines regarding how the compan' writes its recruiting ads$ what /uestions its 8ob inter%iewers as($ and how it selects candidates for training programs or e%aluates its managers. a. ;/ual emplo'ment laws b. 4ccupational safet' and health laws c. 0abor laws d. :d%ertising regulations e. Cairness in ;mplo'ment regulations (a; moderate; p. 1+ _____ set guidelines regarding safet' practices at wor(. a. ;/ual emplo'ment laws b. 4ccupational safet' and health laws c. 0abor laws d. :d%ertising regulations e. Cairness in ;mplo'ment regulations (b; moderate; p. 1+ #hich of the following 61 acti%ities ma' be outsourced to specialist ser%ice pro%iders& a. administration of 4.1 (( pension plans b. emplo'ee assistance= counseling plans c. retirement planning d. bac(ground chec(s e. all of the abo%e (e; moderate; p. 1Companies ma' use a(n _____ to pro%ide emplo'ees with a single access point or gatewa' on a compan'<s intranet to all human resource information. a. database b. 61 portal c. data warehouse d. :73 e. D10 (b; eas'; p. !1

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:nheuser>5usch streamlined its annual benefits pac(age enrollments b' digitizing and aggregating the former paper benefits reports$ electronic spreadsheets$ and benefit summaries and pro%iding the materials at a single location on the compan' intranet. :nheuser>5usch is using a(n _____. a. database b. 61 portal c. data warehouse d. customer relationship management s'stem e. outsourcing model (b; moderate; p. !1

True= Calse +1. +!. +". +4. +). +*. ++. +,. +-. ,.. ,1. ,!. ,". ,4. 7taff managers are authorized to direct the wor( of subordinates and are directl' in charge of accomplishing the organization<s basic goals. (C; eas'; p. * 6uman resource managers are generall' staff managers. (T; eas'; p. * 7taff managers are alwa's someone<s boss. (C; moderate; p. * 2n small organizations$ line managers ma' carr' out all personnel duties without the assistance of a human resource staff. (T; moderate; p. * 6uman resource managers assist in hiring$ training$ e%aluating$ rewarding$ counseling$ promoting$ and hiring emplo'ees. (T; eas'; p. * #hen human resource managers ma(e sure emplo'ees can contest unfair practices$ the' are carr'ing out an inno%ator role. (C; eas'; p. + The di%ision of human resource responsibilities for line managers and staff managers %aries from organization to organization. (T; moderate; p. + :s firms see( to (eep costs down$ there has been a shift to using more traditional wor(ers. (C; eas'; p. 1! #ith the aging of its wor(force$ :merica is facing a demographic shift as significant as the massi%e entr' of women into the wor(force that began in the 1-*.s. (T; moderate; p. 1" :s bab' boomers retire from the wor(force$ there will be more people entering the labor pool than lea%ing it. (C; eas'; p. 1" 1atios are /uantitati%e performance measures used to assess operations. (C; moderate; p. 14 The 61 7corecard is a concise measurement s'stem which shows the /uantitati%e standards the firm used to measure the effecti%eness and efficienc' of human resource acti%ities. (T; moderate; p. 1* 6uman resource management creates %alue for an organization b' engaging in acti%ities that produce the emplo'ee beha%iors the compan' needs to achie%e its strategic goals. (T; moderate; p. 1* Dnli(e other di%isions$ such as research and de%elopment$ in an organization$ the 61 function is not e%aluated on the extent to which it creates %alue for the compan'. (C; eas'; p. 1*

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The absence rate is focused on more than an' other metric used in an 61 7corecard. (C; eas'; p. 1) 6uman capital 142 reports the return on in%estment ratio for emplo'ees. (T; eas'; p. 1) The re%enue factor shows emplo'ees as an expense rather than as capital. (C; moderate; p. 1) The time to fill metric illustrates the efficienc' of the firm<s recruiting function. (T; moderate; p. 1) The training in%estment factor measures the total training cost for all emplo'ees ta(en as a whole. (C; moderate; p. 1) The acron'm CT; used in man' of the 61 metrics stands for foreign or temporar' emplo'ees. (C; eas'; p. 1) Turno%er rate and turno%er costs can both be impro%ed with retention efforts. (T; eas'; p. 1) 61 should see( to increase the wor(ers< compensation cost per emplo'ee b' eliminating such practices as disabilit' management. (C; moderate; p. 1) The most important proficienc' of the four highlighted in the text for human resource managers is law proficienc'. (C; moderate; p. 1* ;/ual emplo'ment laws la' out what a super%isor can and cannot sa' and do when dealing with labor unions. (C; moderate; p. 1+ The 7arbanes>4xle' :ct is intended to curb erroneous corporate financial reporting. (T; moderate; p. 1, 5ecause of the 7arbanes>4xle' :ct $ 61 managers must now re%iew and appro%e a firm<s financial statements. (C; moderate; p. 1, 6uman resource managers can complete professional certification exams to earn the 7361 or 361 certificates. (T; eas'; p. 1, :73 is a special wireless technolog' used to s'nchronize %arious electronic tools li(e cellular phones and 3Cs and facilitate emplo'ee access to emplo'er online 61 ser%ices. (C; moderate; p. !. ;thical issues such as wor(place safet'$ securit' of emplo'ee records$ comparable wor($ and emplo'ee pri%ac' rights are all related to human resource management. (T; moderate; p. 1, 61 portals represent a form of outsourcing. (C; moderate; p. !1

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;ssa'= 7hort :nswer 1.1. #hat are the fi%e basic functions of management& ;xplain some of the specific acti%ities in%ol%ed in each function. 2s one function more important for human resource management& (eas'; p. 4 :nswerE The fi%e basic functions are planning$ organizing$ staffing$ leading$ and controlling. 3lanning acti%ities include establishing goals and standards$ de%eloping rules and procedures$ and de%eloping plans and forecasting. 4rganizing acti%ities include gi%ing specific tas( assignments to subordinates$ establishing departments$ delegating authorit' to subordinates$ and establishing channels of authorit' and communication. 7taffing acti%ities include determining what t'pe of people should be hired$ recruiting prospecti%e emplo'ees$ and setting performance standards. 0eading acti%ities include maintaining morale and moti%ating subordinates. Controlling acti%ities include setting standards such as sales /uotas$ and /ualit' standards and ta(ing correcti%e action as needed. 7taffing is the function most readil' related to human resource management. 6owe%er$ 61 managers actuall' perform all ) functions. 1.!. ;xplain the difference between line authorit' and staff authorit'. #hat t'pe of authorit' do human resource managers ha%e& (moderate; p. * :nswerE :uthorit' is the right to ma(e decisions$ to direct the wor( of others$ and to gi%e orders. 0ine managers are authorized to direct the wor( of subordinates and are directl' in charge of accomplishing the organization<s basic goals. 7taff managers are authorized to assist and ad%ise line managers in accomplishing these basic goals. 6uman resource managers are usuall' staff managers because the' are responsible for assisting and ad%ising line managers in areas li(e recruiting$ hiring$ and compensation. 6owe%er$ human resource managers do ha%e line authorit' within their own department. 1.". 6uman resource managers carr' out three distinct functions. 0ist and explain the three functions. (moderate; p. + :nswerE The three functions include a line function$ a coordination function$ and a staff or ser%ice function. 61 managers exert line authorit' within the 61 department because the' direct the acti%ities of the people in that department. 61 managers also coordinate personnel acti%ities. 2n the ser%ice function$ 61 managers assist in hiring$ training$ e%aluating$ rewarding$ counseling$ promoting$ and firing emplo'ees. The' also administer benefit programs and help line managers compl' with ;;4$ occupational health and safet'$ and labor laws.

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;xplain the meaning of the term nontraditional wor(er. 3ro%ide an example. (eas'; p. 1! :nswerE Bontraditional wor(ers include those who hold multiple 8obs$ or who are contingent or part>time$ or people wor(ing in alternati%e wor( arrangements$ or who wor( as independent contractors.

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The Dnited 7tates is becoming an hour>glass societ'. ;xplain how this change could negati%el' affect the labor suppl' and the retirement s'stem. (difficult; p. 1" :nswerE The hour>glass metaphor is used to describe a societ' whose population is wider in older residents and in children but thinner for people in the wor(force. #hen drawn$ the shape resembles an hour>glass. :s bab' boomers retire$ the shape of the :merican population more closel' resembles an hour>glass. There are fewer people to ta(e the 8obs that bab' boomers left behind. This creates two problems. Cirst$ the labor pool is smaller. This creates more demand for retirees$ foreign labor$ and 'ounger wor(ers. 7econd$ it means that there are fewer people wor(ing and suppl'ing funds to the social securit' s'stem. This threatens the %iabilit' of the s'stem funding the retirement of the bab' boomers.

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2dentif' fi%e metrics used to e%aluate 61 performance. (moderate$ p. 1) :nswerE There are se%eral possible answers including cost per hire$ absence rate$ human capital 142$ human capital %alue added$ 61 expense factor$ health care costs per emplo'ee$ re%enue factor$ time to fill$ training in%estment factor$ turno%er costs$ turno%er rate$ and wor(ers< compensation cost per emplo'ee.

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#hat are the four categories of proficiencies re/uired toda' for human resource managers& ;xplain the meaning of each t'pe of proficienc'. (moderate; p. 1* :nswerE The four categories of proficiencies are 61 proficiencies$ business proficiencies$ leadership proficiencies and learning proficiencies. 61 proficiencies represent traditional (nowledge and s(ills in such areas as emplo'ee selection$ training$ and compensation. 5usiness proficiencies refer to operations strateg'$ strategic planning$ mar(eting$ production$ and finance. 0eadership proficiencies include the abilit' to lead and manage groups. 0earning proficiencies include the abilit' to sta' abreast of and appl' new technologies.

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;mplo'ment law increasingl' affects the decisions of human resource managers. Bame three t'pes of laws and explain the purpose of each one. (moderate; p. 1+ :nswerE The three t'pes of laws are e/ual emplo'ment laws$ occupational safet' and health laws$ and labor laws. ;/ual emplo'ment laws set guidelines regarding how the compan' writes its recruiting ads$ what /uestions its 8ob inter%iewers as($ and how it selects candidates for training programs. 4ccupational safet' and health laws mandate strict guidelines regarding safet' practices at wor(. 0abor laws la' out what the super%isor can and cannot sa' and do when dealing with unions.

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#hat are the three main wa's that technolog' impro%es 61 functioning& (moderate; p. 1:nswerE Technolog' impro%es 61 functioning through self>ser%ice$ call centers$ and outsourcing.

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;xplain the popularit' of 61 portals. (eas'; p. !1 :nswerE 61 portals pro%ide emplo'ees with a single access point to all 61 information. The' let emplo'ees and managers access and modif' 61 information. The' streamline the 61 process and enable 61 managers to focus more on strategic issues. 5ecause the' pro%ide a single source of information and the abilit' for emplo'ees to update information directl'$ the' impro%e efficienc' for 61 departments.

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