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Chapter 01 - Human Resource Management: Gaining a Competitive Advantage Chapter 01 Human Resource Management: Gaining a Competitive Advantage True / False Questions 1. Companies have historically looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations. True False 2. The human resource department is most likely to collaborate with other company functions on outplacement, labor law compliance, testing, and unemployment compensation. True False 3. The three product lines of HR include a) administrative services and transactions, B) financial services, and c) strategic partners. True False 4. 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. True False 5. Advances in technology have allowed HR services to be offered more on a self-service basis than in the past. True False 6. HR functions related to areas such as employee development, performance management, and organizational development are outsourced most frequently. True False 1-1 Chapter 01 - Human Resource Management: Gaining a Competitive Advantage 7. Evidence-based HR provides managers with data to make decisions, instead of just relying on intuition. True False 8. 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. True False 9. Companies are now more and more interested in using intangible assets and human capital as a way to gain an advantage over competitors. True False 10. A learning organization places the highest emphasis on completion of formal employment training. True False 11. The psychological contract describes what an employee expects to contribute and what the company will provide to the employee in return for these contributions. True False 12. The use of alternative work arrangements, which include independent contractors, on-call workers, temporary workers, and contract company workers, is shrinking. True False 13. To be effective, balanced scorecards must be customized by companies to fit different market situations, products, and competitive environments. True False 1-2 Chapter 01 - Human Resource Management: Gaining a Competitive Advantage 14. The balanced scorecard should not be used to link the company's human resource management activities to the company's business strategy. True False 15. Corporate cultures within companies that successfully implement TQM typically emphasize individualism, hierarchy, accountability, and profits. ... View Full Document

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