Test Bank For Human Resource Management 9th Edition by Gary Dessler
Human Resource Management: Gaining a Competitive Advantage
True / False Questions
Companies have historically looked at HRM as a means to contribute to profitability and quality.
Orientation and skills training are responsibilities of HR personnel involved in analysis and design of work.
The three product lines of HR as a business are administrative services and transactions, business partner services, and strategic partner roles.
The amount of time that the HRM function devotes to administrative tasks is decreasing, and its role as a strategic business partner is increasing.
Advances in technology have decreased HRM’s role in providing self-service to employees.
HR functions related to benefits administration such as health plan eligibility status, relocation, and payroll are usually not outsourced.
When a firm shifts to evidence-based HRM, it should stop using workforce analytics.
Evidence-based HR refers to the demonstration that human resources practices have no impact on the company’s bottom or key stakeholders.
Intangible assets are equally or more valuable than financial and physical assets, but they are difficult to duplicate or imitate.
In a learning organization, improvements in product or service quality do not stop when formal training is completed.
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