Question 1

Research on integration following M&As shows that the HR implications

Accepted Answer

A)  are vitally important in addressing the concerns of external stakeholders 
B)  are centered on combining job analysis systems 
C)  should not be treated as an afterthought 
D)  have a carryover effect on human resource assessment 
E)  can impede additional human resource planning 
A)  are vitally important in addressing the concerns of external stakeholders 
B)  are centered on combining job analysis systems 
C)  should not be treated as an afterthought 
D)  have a carryover effect on human resource assessment 
E)  can impede additional human resource planning

Question 2

What is the best way to ensure that employees will accept organizational planned change?

Accepted Answer

Their earl

Question 3

How can a human resource information system (HRIS) facilitate an organization's evaluation of the success or failure of its change process?

Accepted Answer

A human resource information system (HRI

Question 4

Which of the following is the likely negative consequence of solving a labor surplus by letting people go?

Accepted Answer

A)  morale of existing employees may decrease 
B)  major changes of business strategy are usually required 
C)  compensation costs tend to be high 
D)  productivity will be low 
E)  changes in technology will be required 
A)  morale of existing employees may decrease 
B)  major changes of business strategy are usually required 
C)  compensation costs tend to be high 
D)  productivity will be low 
E)  changes in technology will be required

Question 5

Of the various organizational units that share responsibility for strategic planning, which unit(s) is (are) most likely to have the responsibility for succession planning?

Accepted Answer

A)  Departments other than HR 
B)  HR in conjunction with other departments 
C)  HR alone 
D)  HR and top management 
E)  HR and line managers 
A)  Departments other than HR 
B)  HR in conjunction with other departments 
C)  HR alone 
D)  HR and top management 
E)  HR and line managers

Question 6

Which of the following statements about the resistance to change is true?

Accepted Answer

A)  If done correctly, organizational change will not be resisted. 
B)  There are only two barriers to change, fear and misunderstanding. 
C)  Cynicism can be avoided by implementing change frequently. 
D)  Fear of change usually stems from concerns about excessively heavy work loads. 
E)  None of the above statements about the resistance to change is true. 
A)  If done correctly, organizational change will not be resisted. 
B)  There are only two barriers to change, fear and misunderstanding. 
C)  Cynicism can be avoided by implementing change frequently. 
D)  Fear of change usually stems from concerns about excessively heavy work loads. 
E)  None of the above statements about the resistance to change is true.

Question 7

To be successful, planned change should always follow a standardized series of seven steps.

Accepted Answer

A) True 
 B)False

Question 8

What are the two commonly used types of forecasting techniques?

Accepted Answer

Judgmental

Question 9

A(n) __________________ brings together a small number of employees to discuss a specific issue in a conversation guided by a trained facilitator.

Accepted Answer

A)  quality improvement circle (QI
C)  
B)  employee involvement (EI) team 
C)  focus group 
D)  op-ed group 
E)  policy implementation group (PIG) 
A)  quality improvement circle (QI
C)  
B)  employee involvement (EI) team 
C)  focus group 
D)  op-ed group 
E)  policy implementation group (PIG)

Question 10

Forecasting human resource supply for specific managerial positions in the organization is referred to as:

Accepted Answer

A)  labor forecasting 
B)  organizational charting 
C)  proxy planning 
D)  executive strategy 
E)  succession planning 
A)  labor forecasting 
B)  organizational charting 
C)  proxy planning 
D)  executive strategy 
E)  succession planning

Question 11

The strategic plan for an organizational change:

Accepted Answer

A)  is a blueprint for action 
B)  should include a timetable for implementation and evaluation of the change 
C)  should be monitored using measurement criteria 
D)  should consider all the possible alternative ways to proceed with the change 
E)  is accurately described by all of the above 
A)  is a blueprint for action 
B)  should include a timetable for implementation and evaluation of the change 
C)  should be monitored using measurement criteria 
D)  should consider all the possible alternative ways to proceed with the change 
E)  is accurately described by all of the above

Question 12

The CEO of Black Gold Oil Exploration, Inc., has committed to opening a branch office in Argentina. Staffing the new branch will require experienced geologists, petroleum engineers and administrators from the U.S. operations who are willing to relocate to Argentina for two years, who speak Spanish and who are willing to move in three months. The vice president of HR is shocked by this staffing request, as this is the first he has learned of the Argentine endeavor, and this will be the company's first non-U.S. operation. According to your textbook, this organization has failed to _______________.

Accepted Answer

A)  align business planning and HR planning 
B)  plan strategically 
C)  properly implement incremental change 
D)  implement continuous anticipatory change 
E)  engage in long-term linear planning 
A)  align business planning and HR planning 
B)  plan strategically 
C)  properly implement incremental change 
D)  implement continuous anticipatory change 
E)  engage in long-term linear planning

Question 13

Differentiate between radical organizational change and incremental organizational change.

Accepted Answer

Radical change occurs when organizations

Question 14

Incorporating evaluation of change into the strategic plan for organizational change insures that the process will be self-correcting.

Accepted Answer

A) True 
 B)False

Question 15

Human resource (HR) ___________ are used to assess progress against HR objectives.

Accepted Answer

A)  metrics 
B)  forecasts 
C)  goals 
D)  models 
E)  projections 
A)  metrics 
B)  forecasts 
C)  goals 
D)  models 
E)  projections

Question 16

Managing human resources to support continuous learning includes all of the following EXCEPT:

Accepted Answer

A)  Staffing 
B)  Training and development 
C)  Performance appraisals 
D)  Rewards 
E)  Needed employee behaviors 
A)  Staffing 
B)  Training and development 
C)  Performance appraisals 
D)  Rewards 
E)  Needed employee behaviors

Question 17

The abbreviation "FTEs" stands for:

Accepted Answer

A)  Factory trained employees 
B)  Former technical engineers 
C)  Future training estimates 
D)  Full-time technical employees 
E)  Full-time equivalent employees 
A)  Factory trained employees 
B)  Former technical engineers 
C)  Future training estimates 
D)  Full-time technical employees 
E)  Full-time equivalent employees

Question 18

A study by The Conference Board found that customer-driven changes were uncommon in the manufacturing and service sectors.

Accepted Answer

A) True 
 B)False

Question 19

An organizational assessment of the internal and external environments is often referred to as a(n):

Accepted Answer

A)  external environmental analysis 
B)  short-term forecast 
C)  organizational analysis 
D)  financial audit 
E)  social audit 
A)  external environmental analysis 
B)  short-term forecast 
C)  organizational analysis 
D)  financial audit 
E)  social audit

Question 20

Which of the following are important elements of an organization's external environment:

Accepted Answer

A)  Globalization 
B)  Political landscape 
C)  Labor markets 
D)  Legal institutions 
E)  All of the above 
A)  Globalization 
B)  Political landscape 
C)  Labor markets 
D)  Legal institutions 
E)  All of the above

Research on integration following M&As shows that the HR implications

What is the best way to ensure that employees will accept organizational planned change?

How can a human resource information system (HRIS) facilitate an organization's evaluation of the success or failure of its change process?

Which of the following is the likely negative consequence of solving a labor surplus by letting people go?

Of the various organizational units that share responsibility for strategic planning, which unit(s) is (are) most likely to have the responsibility for succession planning?

Which of the following statements about the resistance to change is true?

To be successful, planned change should always follow a standardized series of seven steps.

What are the two commonly used types of forecasting techniques?

A(n) __________________ brings together a small number of employees to discuss a specific issue in a conversation guided by a trained facilitator.

Forecasting human resource supply for specific managerial positions in the organization is referred to as:

The strategic plan for an organizational change:

Differentiate between radical organizational change and incremental organizational change.

Incorporating evaluation of change into the strategic plan for organizational change insures that the process will be self-correcting.

Human resource (HR) ___________ are used to assess progress against HR objectives.

Managing human resources to support continuous learning includes all of the following EXCEPT:

The abbreviation "FTEs" stands for:

A study by The Conference Board found that customer-driven changes were uncommon in the manufacturing and service sectors.

An organizational assessment of the internal and external environments is often referred to as a(n):

Which of the following are important elements of an organization's external environment:

Managing Human Resources

Understanding the External and Organizational Environments

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Safety, Health, and Well-Being in the Workplace

Understanding Unionization and Collective Bargaining

Filters

Exam 4: HR Planning for Alignment and Change

Research on integration following M&As shows that the HR implications

What is the best way to ensure that employees will accept organizational planned change?

How can a human resource information system (HRIS) facilitate an organization's evaluation of the success or failure of its change process?

Which of the following is the likely negative consequence of solving a labor surplus by letting people go?

Of the various organizational units that share responsibility for strategic planning, which unit(s) is (are) most likely to have the responsibility for succession planning?

Which of the following statements about the resistance to change is true?

To be successful, planned change should always follow a standardized series of seven steps.

What are the two commonly used types of forecasting techniques?

A(n) __________________ brings together a small number of employees to discuss a specific issue in a conversation guided by a trained facilitator.

Forecasting human resource supply for specific managerial positions in the organization is referred to as:

The strategic plan for an organizational change:

Differentiate between radical organizational change and incremental organizational change.

Incorporating evaluation of change into the strategic plan for organizational change insures that the process will be self-correcting.

Human resource (HR) ___________ are used to assess progress against HR objectives.

Managing human resources to support continuous learning includes all of the following EXCEPT:

The abbreviation "FTEs" stands for:

A study by The Conference Board found that customer-driven changes were uncommon in the manufacturing and service sectors.

An organizational assessment of the internal and external environments is often referred to as a(n):

Which of the following are important elements of an organization's external environment:

Managing Human Resources

Understanding the External and Organizational Environments

Ensuring Fair Treatment and Legal Compliance

Using Job Analysis and Competency Modeling

Recruiting and Retaining Qualified Employees

Selecting Employees to Fit the Job and the Organization

Training and Developing a Competitive Workforce

Conducting Performance Management

Developing an Approach to Total Compensation

Using Performance-Based Pay to Achieve Strategic Objectives

Providing Benefits and Services

Promoting Safety, Health, and Well-Being in the Workplace

Understanding Unionization and Collective Bargaining

Filters