Question 1

Which of the following is NOT part of the 5C model of HRM impact?

Accepted Answer

A)  Contribution 
B)  cost control 
C)  Compliance 
D)  Commitment 
A)  Contribution 
B)  cost control 
C)  Compliance 
D)  Commitment

Question 2

What is one benefit of benchmarking?

Accepted Answer

A)  Motivates employees to take performance to a higher standard. 
B)  Stimulates a subjective review of processes, practices, and systems. 
C)  Provides subjective comparative data with best-in-class organizations. 
D)  Raises questions and stimulates discussion about better ways of strategizing. 
A)  Motivates employees to take performance to a higher standard. 
B)  Stimulates a subjective review of processes, practices, and systems. 
C)  Provides subjective comparative data with best-in-class organizations. 
D)  Raises questions and stimulates discussion about better ways of strategizing.

Question 3

If an organization wishes to monitor the costs of turnover, which two costs should it measure?

Accepted Answer

A)  lost revenue and productivity 
B)  absenteeism and termination 
C)  replacement and training 
D)  learning time and recruitment 
A)  lost revenue and productivity 
B)  absenteeism and termination 
C)  replacement and training 
D)  learning time and recruitment

Question 4

With respect to the HR scorecard, deliverables should be linked to strategy.

Accepted Answer

A) True 
 B)False

Question 5

What is considered a zero-sum index when measuring HRM effectiveness?

Accepted Answer

A)  growth 
B)  survival 
C)  maturity 
D)  stability 
A)  growth 
B)  survival 
C)  maturity 
D)  stability

Question 6

What are three of the main employee attitudes that are measured in HRM effectiveness surveys?

Accepted Answer

A)  motivation, commitment, and work-life balance 
B)  satisfaction, advocacy, and engagement 
C)  empowerment, commitment, and advocacy 
D)  engagement, satisfaction, and motivation 
A)  motivation, commitment, and work-life balance 
B)  satisfaction, advocacy, and engagement 
C)  empowerment, commitment, and advocacy 
D)  engagement, satisfaction, and motivation

Question 7

Why do some managers resist the need to measure the effectiveness of their performance?

Accepted Answer

A)  Because it is impossible to calibrate meaningful measures. 
B)  Because they know that they are underperforming in their jobs. 
C)  Because they do not control the information that is produced. 
D)  Because the time to gather information exceeds the benefits. 
A)  Because it is impossible to calibrate meaningful measures. 
B)  Because they know that they are underperforming in their jobs. 
C)  Because they do not control the information that is produced. 
D)  Because the time to gather information exceeds the benefits.

Question 8

Efficiency is defined as the results achieved compared to resource inputs.

Accepted Answer

A) True 
 B)False

Question 9

When evaluating the effectiveness of HRM practices, organizations have the choice of using two approaches: fit or best practice. Briefly describe the difference between the two approaches.

Accepted Answer

Fit approach - is an evaluation approach

Question 10

The Society for Human Resources Management identifies NINE major reasons why it is important to measure HRM programs and practices. Briefly state FIVE of these reasons.

Accepted Answer

1.Labour costs are most often a firm's l

Question 11

Organizational survival is the first measure of effectiveness and is considered a "life-or-death" index.

Accepted Answer

A) True 
 B)False

Question 12

Corporate scorekeeping allows organizations to make a plan that fits organizational strategy.

Accepted Answer

A) True 
 B)False

Question 13

According to a recent study, what percent increase in customer satisfaction did Sears stores realize with every five percent increase in improved employee attitudes?

Accepted Answer

A) 0.8% 
B) 1.3% 
C) 1.8% 
D) 2.3% 
A) 0.8% 
B) 1.3% 
C) 1.8% 
D) 2.3%

Question 14

What are two types of evidence that Enbridge Gas Distribution measures to determine overall customer satisfaction?

Accepted Answer

A)  employee turnover and presenteeism 
B)  employee commitment and engagement 
C)  employee innovation and advocacy 
D)  employee satisfaction and work-life balance 
A)  employee turnover and presenteeism 
B)  employee commitment and engagement 
C)  employee innovation and advocacy 
D)  employee satisfaction and work-life balance

Question 15

Identify and describe THREE different approaches to measuring HRM practices.

Accepted Answer

i.Cost-Benefit Analysis - examines the r

Question 16

What is typically an organization's largest controllable cost?

Accepted Answer

A)  technological costs 
B)  capital costs 
C)  labour costs 
D)  benefits costs 
A)  technological costs 
B)  capital costs 
C)  labour costs 
D)  benefits costs

Question 17

By focusing on the alignment of HR practices with organizational strategy, a company will achieve greater performance and fit than by focusing on best practices and benchmarking.

Accepted Answer

A) True 
 B)False

Question 18

There are four sources of benchmarking partners: internal, competitive, sector, and external.

Accepted Answer

A) True 
 B)False

Question 19

Why are measures of managerial perceptions necessary when evaluating HRM effectiveness?

Accepted Answer

A)  Because other measures are time-consuming and meaningless. 
B)  Because management has a unique, comprehensive perspective. 
C)  Because management can give rich, qualitative information. 
D)  Because financial measures are neither available nor appropriate. 
A)  Because other measures are time-consuming and meaningless. 
B)  Because management has a unique, comprehensive perspective. 
C)  Because management can give rich, qualitative information. 
D)  Because financial measures are neither available nor appropriate.

Question 20

Which of the following is NOT related to the Sarbanes-Oxley requirements?

Accepted Answer

A)  executive compensation 
B)  pension plans 
C)  employee benefits 
D)  whistleblower protection 
A)  executive compensation 
B)  pension plans 
C)  employee benefits 
D)  whistleblower protection

Which of the following is NOT part of the 5C model of HRM impact?

What is one benefit of benchmarking?

If an organization wishes to monitor the costs of turnover, which two costs should it measure?

With respect to the HR scorecard, deliverables should be linked to strategy.

What is considered a zero-sum index when measuring HRM effectiveness?

What are three of the main employee attitudes that are measured in HRM effectiveness surveys?

Why do some managers resist the need to measure the effectiveness of their performance?

Efficiency is defined as the results achieved compared to resource inputs.

When evaluating the effectiveness of HRM practices, organizations have the choice of using two approaches: fit or best practice. Briefly describe the difference between the two approaches.

The Society for Human Resources Management identifies NINE major reasons why it is important to measure HRM programs and practices. Briefly state FIVE of these reasons.

Organizational survival is the first measure of effectiveness and is considered a "life-or-death" index.

Corporate scorekeeping allows organizations to make a plan that fits organizational strategy.

According to a recent study, what percent increase in customer satisfaction did Sears stores realize with every five percent increase in improved employee attitudes?

What are two types of evidence that Enbridge Gas Distribution measures to determine overall customer satisfaction?

Identify and describe THREE different approaches to measuring HRM practices.

What is typically an organization's largest controllable cost?

By focusing on the alignment of HR practices with organizational strategy, a company will achieve greater performance and fit than by focusing on best practices and benchmarking.

There are four sources of benchmarking partners: internal, competitive, sector, and external.

Why are measures of managerial perceptions necessary when evaluating HRM effectiveness?

Which of the following is NOT related to the Sarbanes-Oxley requirements?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

Job Analysis

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Succession Management

Information Technology

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

Filters

Exam 14: Evaluation of HR

Which of the following is NOT part of the 5C model of HRM impact?

What is one benefit of benchmarking?

If an organization wishes to monitor the costs of turnover, which two costs should it measure?

With respect to the HR scorecard, deliverables should be linked to strategy.

What is considered a zero-sum index when measuring HRM effectiveness?

What are three of the main employee attitudes that are measured in HRM effectiveness surveys?

Why do some managers resist the need to measure the effectiveness of their performance?

Efficiency is defined as the results achieved compared to resource inputs.

When evaluating the effectiveness of HRM practices, organizations have the choice of using two approaches: fit or best practice. Briefly describe the difference between the two approaches.

The Society for Human Resources Management identifies NINE major reasons why it is important to measure HRM programs and practices. Briefly state FIVE of these reasons.

Organizational survival is the first measure of effectiveness and is considered a "life-or-death" index.

Corporate scorekeeping allows organizations to make a plan that fits organizational strategy.

According to a recent study, what percent increase in customer satisfaction did Sears stores realize with every five percent increase in improved employee attitudes?

What are two types of evidence that Enbridge Gas Distribution measures to determine overall customer satisfaction?

Identify and describe THREE different approaches to measuring HRM practices.

What is typically an organization's largest controllable cost?

By focusing on the alignment of HR practices with organizational strategy, a company will achieve greater performance and fit than by focusing on best practices and benchmarking.

There are four sources of benchmarking partners: internal, competitive, sector, and external.

Why are measures of managerial perceptions necessary when evaluating HRM effectiveness?

Which of the following is NOT related to the Sarbanes-Oxley requirements?

Strategic Management

Aligning HR With Strategy

Environmental Influences on HRM

Job Analysis

The HR Forecasting Process

Determining HR Demand

Ascertaining HR Supply

Succession Management

Information Technology

Downsizing and Restructuring

Strategic International HRM

Mergers and Acquisitions

Outsourcing

Filters