Question 1

________ activities of HRM have the lowest strategic value in a firm.

Accepted Answer

A)  Transcendental 
B)  Transnational 
C)  Transformational 
D)  Traditional 
E)  Transactional 
A)  Transcendental 
B)  Transnational 
C)  Transformational 
D)  Traditional 
E)  Transactional

Question 2

Which of the following is true about improving HRM effectiveness?

Accepted Answer

A)  Improvement often focuses on the effectiveness of each activity rather than on its efficiency. 
B)  There is often a push to eliminate the transformational work to free up time for transactional work. 
C)  Redesigning the structure focuses on information technology rather than reporting relationships. 
D)  Ways to improve effectiveness should be identified much before the strategic direction is established. 
E)  Focusing more on transformational work is likely to result in higher strategic value to the firm. 
A)  Improvement often focuses on the effectiveness of each activity rather than on its efficiency. 
B)  There is often a push to eliminate the transformational work to free up time for transactional work. 
C)  Redesigning the structure focuses on information technology rather than reporting relationships. 
D)  Ways to improve effectiveness should be identified much before the strategic direction is established. 
E)  Focusing more on transformational work is likely to result in higher strategic value to the firm.

Question 3

A new trend that is consistent with the total quality management philosophy is HR executives moving to a customer-oriented approach while implementing the function.

Accepted Answer

A) True 
 B)False

Question 4

Decision support systems are designed to help employees solve problems by themselves.

Accepted Answer

A) True 
 B)False

Question 5

Technology has freed HR managers from day-to-day activities to focus more on ________ activities.

Accepted Answer

A)  transformational 
B)  traditional 
C)  transnational 
D)  transactional 
E)  transitional 
A)  transformational 
B)  traditional 
C)  transnational 
D)  transactional 
E)  transitional

Question 6

The ________ approach attempts to place a dollar value on human resources as if they were physical resources.

Accepted Answer

A)  performance management 
B)  human resource accounting 
C)  knowledge management 
D)  utility analysis 
E)  audit 
A)  performance management 
B)  human resource accounting 
C)  knowledge management 
D)  utility analysis 
E)  audit

Question 7

Gil begins with an assessment of HR, then identifies people outcomes, and finally translates his findings into business outcomes. He is using a(n) ________ function to do this work.

Accepted Answer

A)  business-linked 
B)  HR-focused 
C)  people-linked 
D)  business-driven 
E)  outcome-focused 
A)  business-linked 
B)  HR-focused 
C)  people-linked 
D)  business-driven 
E)  outcome-focused

Question 8

"Business-linked" HR functions begin with identifying major people outcomes.

Accepted Answer

A) True 
 B)False

Question 9

Mel heads a team within the HR department that is responsible for the traditional HRM activities. Which of the following activities is Mel likely to be overseeing?

Accepted Answer

A)  Record keeping 
B)  Employee services 
C)  Employee relations 
D)  Benefits administration 
E)  Knowledge management 
A)  Record keeping 
B)  Employee services 
C)  Employee relations 
D)  Benefits administration 
E)  Knowledge management

Question 10

Which of the following corresponds to identifying the process stage of the reengineering process?

Accepted Answer

A)  Considering whether jobs can be combined 
B)  Developing models and choosing prototypes 
C)  Asking process owners to be part of the team 
D)  Considering the exceptions to be dealt with 
E)  Considering if all the steps in the process are necessary 
A)  Considering whether jobs can be combined 
B)  Developing models and choosing prototypes 
C)  Asking process owners to be part of the team 
D)  Considering the exceptions to be dealt with 
E)  Considering if all the steps in the process are necessary

Question 11

Which of the following represents the recent generic structure of HRM function?

Accepted Answer

A)  The VP of HRM reporting to the VP of finance and administration 
B)  Functions structured around labor relations 
C)  Functional directors reporting to the VP of HRM 
D)  Functions structured around staffing and appraisal 
E)  HRM generalists with dual reporting relationships 
A)  The VP of HRM reporting to the VP of finance and administration 
B)  Functions structured around labor relations 
C)  Functional directors reporting to the VP of HRM 
D)  Functions structured around staffing and appraisal 
E)  HRM generalists with dual reporting relationships

Question 12

In a generic structure, the HRM function effectively consists of three divisions: the centers for expertise, the field generalists, and the service center.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following steps in reengineering involves trying out the process by testing it in a limited, controlled setting?

Accepted Answer

A)  Identifying the process 
B)  Understanding the process 
C)  Redesigning the process 
D)  Implementing the process 
E)  Auditing the process 
A)  Identifying the process 
B)  Understanding the process 
C)  Redesigning the process 
D)  Implementing the process 
E)  Auditing the process

Question 14

Bernadette is collecting information on the importance and frequency of use for the new technology system. She has convened several focus groups and has used three surveys. Using the reengineering process, which step is she in?

Accepted Answer

A)  Identifying the process 
B)  Understanding the process 
C)  Redesigning the process 
D)  Implementing the process 
E)  Auditing the process 
A)  Identifying the process 
B)  Understanding the process 
C)  Redesigning the process 
D)  Implementing the process 
E)  Auditing the process

Question 15

Which of the following represents the role of a strategic advisor played by a chief human resource officer (CHRO)?

Accepted Answer

A)  Sharing the people expertise as part of the decision-making process 
B)  Helping the executive team see the importance of talent 
C)  Identifying present and future talent gaps and coming to own the talent agenda 
D)  Meeting with direct reports to provide guidance and check on progress 
E)  Ensuring that the HR function aligns its activities toward the needs of the business 
A)  Sharing the people expertise as part of the decision-making process 
B)  Helping the executive team see the importance of talent 
C)  Identifying present and future talent gaps and coming to own the talent agenda 
D)  Meeting with direct reports to provide guidance and check on progress 
E)  Ensuring that the HR function aligns its activities toward the needs of the business

Question 16

Transactional HRM activities provide the greatest strategic value to a firm.

Accepted Answer

A) True 
 B)False

Question 17

Your company is going through the reengineering process. You have been asked to lay out the steps and identify who will be involved. Identify the steps and the team members.

Accepted Answer

The following steps are involved in the

Question 18

The role of a strategic advisor of a chief human resource officer (CHRO) entails sharing the people expertise as part of the decision-making process.

Accepted Answer

A) True 
 B)False

Question 19

For an HRM function to become truly strategic in its orientation, it must

Accepted Answer

A)  not view itself as a separate business entity. 
B)  base its strategies on serving external clients. 
C)  focus on process-oriented rather than people-oriented concerns. 
D)  adopt a customer-oriented approach. 
E)  spend most of its time and efforts on transactional activities. 
A)  not view itself as a separate business entity. 
B)  base its strategies on serving external clients. 
C)  focus on process-oriented rather than people-oriented concerns. 
D)  adopt a customer-oriented approach. 
E)  spend most of its time and efforts on transactional activities.

Question 20

Which HR strategy begins by identifying the major business needs and issues, considers how people fit in and what people outcomes are necessary, and builds HR systems focused on meeting those needs?

Accepted Answer

A)  HR-focused 
B)  People-linked 
C)  Business-linked 
D)  Business-driven 
E)  Outcome-focused 
A)  HR-focused 
B)  People-linked 
C)  Business-linked 
D)  Business-driven 
E)  Outcome-focused

________ activities of HRM have the lowest strategic value in a firm.

Which of the following is true about improving HRM effectiveness?

A new trend that is consistent with the total quality management philosophy is HR executives moving to a customer-oriented approach while implementing the function.

Decision support systems are designed to help employees solve problems by themselves.

Technology has freed HR managers from day-to-day activities to focus more on ________ activities.

The ________ approach attempts to place a dollar value on human resources as if they were physical resources.

Gil begins with an assessment of HR, then identifies people outcomes, and finally translates his findings into business outcomes. He is using a(n) ________ function to do this work.

"Business-linked" HR functions begin with identifying major people outcomes.

Mel heads a team within the HR department that is responsible for the traditional HRM activities. Which of the following activities is Mel likely to be overseeing?

Which of the following corresponds to identifying the process stage of the reengineering process?

Which of the following represents the recent generic structure of HRM function?

In a generic structure, the HRM function effectively consists of three divisions: the centers for expertise, the field generalists, and the service center.

Which of the following steps in reengineering involves trying out the process by testing it in a limited, controlled setting?

Bernadette is collecting information on the importance and frequency of use for the new technology system. She has convened several focus groups and has used three surveys. Using the reengineering process, which step is she in?

Which of the following represents the role of a strategic advisor played by a chief human resource officer (CHRO)?

Transactional HRM activities provide the greatest strategic value to a firm.

Your company is going through the reengineering process. You have been asked to lay out the steps and identify who will be involved. Identify the steps and the team members.

The role of a strategic advisor of a chief human resource officer (CHRO) entails sharing the people expertise as part of the decision-making process.

For an HRM function to become truly strategic in its orientation, it must

Which HR strategy begins by identifying the major business needs and issues, considers how people fit in and what people outcomes are necessary, and builds HR systems focused on meeting those needs?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 16: Strategically Managing the HRM Function

________ activities of HRM have the lowest strategic value in a firm.

Which of the following is true about improving HRM effectiveness?

A new trend that is consistent with the total quality management philosophy is HR executives moving to a customer-oriented approach while implementing the function.

Decision support systems are designed to help employees solve problems by themselves.

Technology has freed HR managers from day-to-day activities to focus more on ________ activities.

The ________ approach attempts to place a dollar value on human resources as if they were physical resources.

Gil begins with an assessment of HR, then identifies people outcomes, and finally translates his findings into business outcomes. He is using a(n) ________ function to do this work.

"Business-linked" HR functions begin with identifying major people outcomes.

Mel heads a team within the HR department that is responsible for the traditional HRM activities. Which of the following activities is Mel likely to be overseeing?

Which of the following corresponds to identifying the process stage of the reengineering process?

Which of the following represents the recent generic structure of HRM function?

In a generic structure, the HRM function effectively consists of three divisions: the centers for expertise, the field generalists, and the service center.

Which of the following steps in reengineering involves trying out the process by testing it in a limited, controlled setting?

Bernadette is collecting information on the importance and frequency of use for the new technology system. She has convened several focus groups and has used three surveys. Using the reengineering process, which step is she in?

Which of the following represents the role of a strategic advisor played by a chief human resource officer (CHRO)?

Transactional HRM activities provide the greatest strategic value to a firm.

Your company is going through the reengineering process. You have been asked to lay out the steps and identify who will be involved. Identify the steps and the team members.

The role of a strategic advisor of a chief human resource officer (CHRO) entails sharing the people expertise as part of the decision-making process.

For an HRM function to become truly strategic in its orientation, it must

Which HR strategy begins by identifying the major business needs and issues, considers how people fit in and what people outcomes are necessary, and builds HR systems focused on meeting those needs?

Human Resource Management: Gaining a Competitive Advantage

Strategic Human Resource Management

The Legal Environment: Equal Employment Opportunity and Safety

The Analysis and Design of Work

Human Resource Planning and Recruitment

Selection and Placement

Training

Performance Management

Employee Development

Employee Separation and Retention

Pay Structure Decisions

Recognizing Employee Contributions With Pay

Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters