HRM420 Quiz Week 1

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HRM420 Quiz Week 1
(TCO 1) Understanding intangible assets in a business setting is critical…

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HRM420 Quiz Week 1

HRM420 Quiz Week 1

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(TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes intellectual capital?

The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work

The codified knowledge that exists in a company

The quality of the products which are produced in a company

The value of interpersonal relationships in the company

The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company

(TCO 1) ADDIE stands for (Points : 4)

Advertise, determine, delineate, internal, and efficient

Analyze, designate, determine, internalize, and effective.

Assess, design, development, implement, and evaluate.

Analysis, design, development, implementation, and evaluate.

Alternative, direct, develop, implement, and evaluate.

(TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes customer capital?

The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work

The codified knowledge that exists in a company

The quality of the products which are produced in a company

The value of relationships which occur outside the company

(TCO 1) Understanding intangible assets in a business setting is critical to human resource managers, especially those in training and development roles. According to Raymond Noe, our textbook author, there are four specific types of intangible assets we need to consider in our work as HRMs: human, intellectual, social, and customer capital. Which choice best describes human capital? (Points : 4)

The attributes, life experiences, knowledge, inventiveness, energy, and enthusiasm that the company’s employees invest in their work

The codified knowledge that exists in a company

The quality of the products that are produced in a company

The value of interpersonal relationships in the company

The value of relationships with persons or other organizations outside the company for accomplishing the goals of the company

(TCO 1) Which is an important implication of the value of intangible assets and human capital on a company? (Points : 4)

A focus on knowledge worker

An understanding of the total quality management benchmarks

Employee engagement

An increased emphasis on adapting to change and continuous learning

All of the above

(TCOs 1, 8) When comparing employees’ uniqueness and strategic value using typical training and development terms, which describes an employee known as a contract employee?

High value and low uniqueness

Low value and low uniqueness

High uniqueness and low value

High value and high uniqueness

(TCOs 1, 8) Training and development is (Points : 4)

Part of strategic HRM, especially when core competencies are included in training plans.

A function of more than just the HRM team.
Sometimes handled by outside vendors and organizations, but typically this is only the training portion and not development.

One of the most important pieces of HRM if an organization is a learning organization.

All of the above

(TCOs 1, 8) The term uniqueness, as used by training and development pertaining to certain employees, means

Employees with high value to the company.

Employees who will make the company diverse.

Employees who have green cards.

Employees with rare, specialized knowledge not easily obtained in the market.

(TCOs 1, 8) The CEO’s input into training is important for all but the following reason (select the one that is not important to training). (Points : 4)

Creating the vision for the training

Seeking out new employees for vice president positions (who will later have to be trained by the training team)

Reviewing goals and objectives to govern the alignment with the training process

Communicating the importance of training

Teaching and training him- or herself

(TCOs 1, 8) Trainers need to understand different needs for companies based on a company’s strategy. According to Noe, the author of the textbook, in a company with large external growth due to acquiring other companies that are different from the parent company, training implications will include

doing a skills assessment of acquired employees from the new company.

job search skills training.

disinvestment.

improving product quality.

All of the above

(TCOs 1, 8) Provide two reasons for and two reasons against outsourcing training. Give one example of a company from your textbook, the discussions, or your work experience that has outsourced its training, and explain (briefly) why it did so. Cite any sources you use. (Points : 10)