Question 1

Which of the following is typically the last step in the strategic planning process for organizations?

Accepted Answer

A)  Formulating supporting functional strategies 
B)  Evaluating and reassessing strategy 
C)  Establishing goals and objectives 
D)  Stating the organizational mission 
A)  Formulating supporting functional strategies 
B)  Evaluating and reassessing strategy 
C)  Establishing goals and objectives 
D)  Stating the organizational mission B

Question 2

The term _____ refers to the process of identifying a plan for the orderly replacement of key employees.

Accepted Answer

A)  attrition 
B)  succession planning 
C)  due diligence 
D)  benchmarking 
A)  attrition 
B)  succession planning 
C)  due diligence 
D)  benchmarking B

Question 3

In the balanced scorecard framework, operational effectiveness is classified under _____.

Accepted Answer

A)  financial measures 
B)  internal business processes 
C)  customer relations 
D)  learning and growth activities 
A)  financial measures 
B)  internal business processes 
C)  customer relations 
D)  learning and growth activities B

Question 4

Define organizational mission.

Accepted Answer

Organizational mission is the

Question 5

Which of the following is the function of specific program audit?

Accepted Answer

A)  Reviewing regulatory compliance, benefits administration and reporting 
B)  Checking record keeping on state and federal paperwork requirement 
C)  Reviewing particular HR areas such as compensation, training, and so on 
D)  Reviewing compliance with immigration regulations and the I-9 form requirement 
A)  Reviewing regulatory compliance, benefits administration and reporting 
B)  Checking record keeping on state and federal paperwork requirement 
C)  Reviewing particular HR areas such as compensation, training, and so on 
D)  Reviewing compliance with immigration regulations and the I-9 form requirement

Question 6

Which of the following is true of the Older Workers Benefit Protection Act?

Accepted Answer

A)  The act requires employers to disclose the ethnicity and gender of both terminated and retained employees in layoff situations. 
B)  The act requires employers to disclose the ages of both terminated and retained employees in layoff situations. 
C)  The act requires employers to disclose ages of only the terminated employees in layoff situations. 
D)  The act requires employers to disclose ages of only the retained employees in layoff situations. 
A)  The act requires employers to disclose the ethnicity and gender of both terminated and retained employees in layoff situations. 
B)  The act requires employers to disclose the ages of both terminated and retained employees in layoff situations. 
C)  The act requires employers to disclose ages of only the terminated employees in layoff situations. 
D)  The act requires employers to disclose ages of only the retained employees in layoff situations.

Question 7

Summarize why benchmarking is important toan organization.

Accepted Answer

Benchmarking is the process of comparing

Question 8

In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention.

Accepted Answer

A) True 
 B)False

Question 9

Define due diligence.

Accepted Answer

Die diligence is a comprehensive assessm

Question 10

Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing?

Accepted Answer

A)  Managers from headquarters staff key positions. 
B)  Host-country nationals staff key positions. 
C)  An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. 
D)  Key positions are filled by individuals from the same geographic area as the subsidiary. 
A)  Managers from headquarters staff key positions. 
B)  Host-country nationals staff key positions. 
C)  An international cadre of skilled managers are assigned to global subsidiaries regardless of nationality. 
D)  Key positions are filled by individuals from the same geographic area as the subsidiary.

Question 11

Discuss global staffing strategies.

Accepted Answer

Staffing for global operations includes

Question 12

Jack, a human resource manager, is startingthe HR planning process. Which of the following should be his first step?

Accepted Answer

A)  Review organization's environmental analysis/strategic plans 
B)  Develop HR staffing plans and actions 
C)  Compile HR planning forecasts 
D)  Assess external and internal workforce 
A)  Review organization's environmental analysis/strategic plans 
B)  Develop HR staffing plans and actions 
C)  Compile HR planning forecasts 
D)  Assess external and internal workforce

Question 13

Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act?

Accepted Answer

A)  Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves. 
B)  Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment. 
C)  Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment. 
D)  Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves. 
A)  Displaced workers can retain their group medical coverage for up to 18 months for themselves, and up to 36 months for their dependents, if they pay the premiums themselves. 
B)  Displaced workers can use the Medicare program sponsored by the government for up to 18 months after the termination of their employment. 
C)  Displaced workers can use the Medicare program sponsored by the federal government for up to 36 months after the termination of their employment. 
D)  Displaced workers can retain their group medical coverage for up to 12 months for themselves, and up to 24 months for their dependents, if they pay the premiums themselves.

Question 14

After a deal for a merger is closed, the focus of HR activity should be on due diligence.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is a source of inflow in the current staffing level?

Accepted Answer

A)  Internal transfers 
B)  Turnover 
C)  Demotions 
D)  Retirements 
A)  Internal transfers 
B)  Turnover 
C)  Demotions 
D)  Retirements

Question 16

Define strategic HR management.

Accepted Answer

Strategic HR management refers

Question 17

In the balanced scorecard framework, which of the following factors would be considered most important to ensure that the organization is meeting customer expectations?

Accepted Answer

A)  profit and loss 
B)  institutional knowledge 
C)  customer satisfaction 
D)  utilization of capital 
A)  profit and loss 
B)  institutional knowledge 
C)  customer satisfaction 
D)  utilization of capital

Question 18

Define forecasting.

Accepted Answer

Forecasting uses inf

Question 19

Which of the following is the function of compliance audits?

Accepted Answer

A)  Reviewing regulatory compliance, benefits administration and reporting 
B)  Checking record keeping on state and federal paperwork requirement 
C)  Reviewing specific HR areas such as compensation, training, and so on 
D)  Reviewing compliance with immigration regulations and the I-9 form requirement 
A)  Reviewing regulatory compliance, benefits administration and reporting 
B)  Checking record keeping on state and federal paperwork requirement 
C)  Reviewing specific HR areas such as compensation, training, and so on 
D)  Reviewing compliance with immigration regulations and the I-9 form requirement

Question 20

_____ refers to the judgmental method of HR forecasting that relies on general guidelines applied to a specific situation within the organization.

Accepted Answer

A)  Statistical regression analysis 
B)  Rule of thumb 
C)  Delphi technique 
D)  Simulation model 
A)  Statistical regression analysis 
B)  Rule of thumb 
C)  Delphi technique 
D)  Simulation model

Which of the following is typically the last step in the strategic planning process for organizations?

The term _____ refers to the process of identifying a plan for the orderly replacement of key employees.

In the balanced scorecard framework, operational effectiveness is classified under _____.

Define organizational mission.

Which of the following is the function of specific program audit?

Which of the following is true of the Older Workers Benefit Protection Act?

Summarize why benchmarking is important toan organization.

In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention.

Define due diligence.

Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing?

Discuss global staffing strategies.

Jack, a human resource manager, is startingthe HR planning process. Which of the following should be his first step?

Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act?

After a deal for a merger is closed, the focus of HR activity should be on due diligence.

Which of the following is a source of inflow in the current staffing level?

Define strategic HR management.

In the balanced scorecard framework, which of the following factors would be considered most important to ensure that the organization is meeting customer expectations?

Define forecasting.

Which of the following is the function of compliance audits?

_____ refers to the judgmental method of HR forecasting that relies on general guidelines applied to a specific situation within the organization.

Human Resource Management in Organizations

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 2: Human Resources Strategy and Planning

Which of the following is typically the last step in the strategic planning process for organizations?

The term _____ refers to the process of identifying a plan for the orderly replacement of key employees.

In the balanced scorecard framework, operational effectiveness is classified under _____.

Define organizational mission.

Which of the following is the function of specific program audit?

Which of the following is true of the Older Workers Benefit Protection Act?

Summarize why benchmarking is important toan organization.

In the final part of the planning process, HR plans are developed to provide specific direction for the management of HR activities related to employee recruiting, selection, and retention.

Define due diligence.

Which of the following is best classified as a regiocentric policy of strategic approaches to international staffing?

Discuss global staffing strategies.

Jack, a human resource manager, is startingthe HR planning process. Which of the following should be his first step?

Which of the following is true of the Consolidated Omnibus Budget Reconciliation Act?

After a deal for a merger is closed, the focus of HR activity should be on due diligence.

Which of the following is a source of inflow in the current staffing level?

Define strategic HR management.

In the balanced scorecard framework, which of the following factors would be considered most important to ensure that the organization is meeting customer expectations?

Define forecasting.

Which of the following is the function of compliance audits?

_____ refers to the judgmental method of HR forecasting that relies on general guidelines applied to a specific situation within the organization.

Human Resource Management in Organizations

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Selecting Human Resources

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters