Question 1

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 A

Question 2

The variety of ways in which HR strategies can be generated results in various levels of linkage with the business. Discuss the four categories of this relationship.

Accepted Answer

(1)HR-focused strategies exist at the most elementary level, and they stem from an analysis of what their functions currently do. They focus on HR strategy that leads to people issues/outcomes.(2)People-linked functions have clearly identified, articulated, and aligned their HR activities around people issues and outcomes, but not business issues and outcomes.(3)Business-linked HR functions begin with an assessment of what HR is doing, then identify the major people outcomes they should focus on, and in a few cases, how those might translate into positive business outcomes.(4)Business driven functions have fully developed HR strategies, which begin by identifying the major business needs and issues, consider how people fit in and what people outcomes are necessary, and then build HR systems focused on meeting those needs.

Question 3

Discuss the three broad functions that technology has been used for in HRM.

Accepted Answer

In HRM, technology has already been used for three broad functions: transaction processing, reporting, and tracking; decision support systems; and expert systems. Transaction processing refers to computations and calculations used to review and document HRM decisions and practices. This includes documenting relocation, training expenses, and course enrollments and filling out government reporting requirements. Decision support systems are designed to help managers solve problems. They usually include a "what if" feature that allows users to see how outcomes change when assumptions or data change. Expert systems are computer systems incorporating the decision rules of people deemed to have expertise in a certain area. The system recommends actions that the user can take based on the information provided by the user.

Question 4

Joanne works as chief human resource officer (CHRO)for an IT firm. When she takes up the function of performance and behavioral counseling, she is playing the role of a _____.

Accepted Answer

A) liaison to the board 
B) talent architect 
C) confidante 
D) strategic advisor 
E) representative of the firm 
A) liaison to the board 
B) talent architect 
C) confidante 
D) strategic advisor 
E) representative of the firm

Question 5

Up-to-date knowledge on new selection techniques, performance appraisal methods, training programs, and incentive plans is part of the _____ competence required by HR professionals.

Accepted Answer

A) professional-technical knowledge 
B) management of change processes 
C) integration 
D) business 
E) performance 
A) professional-technical knowledge 
B) management of change processes 
C) integration 
D) business 
E) performance

Question 6

One of the main disadvantages of outsourced providers is their inability to learn unique innovations from one company and transfer them to another company.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

Accepted Answer

A) Leader of the HR function 
B) Representative of the firm 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect 
A) Leader of the HR function 
B) Representative of the firm 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

Attempting to estimate the financial impact of substance abuse is an example of human resource accounting.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is true about the service center within the recent generic HR structure?

Accepted Answer

A) They have dual reporting relationships to both the head of the line business and the head of HR. 
B) They are responsible for the traditional areas of HR, such as recruitment, selection, training, and compensation. 
C) They consist of individuals who ensure that the transactional activities are delivered throughout the organization. 
D) They act as consultants in the development of state-of-the-art HR systems and processes for use in the organization. 
E) They focus on ensuring that the HRM systems enable the business to execute its strategy. 
A) They have dual reporting relationships to both the head of the line business and the head of HR. 
B) They are responsible for the traditional areas of HR, such as recruitment, selection, training, and compensation. 
C) They consist of individuals who ensure that the transactional activities are delivered throughout the organization. 
D) They act as consultants in the development of state-of-the-art HR systems and processes for use in the organization. 
E) They focus on ensuring that the HRM systems enable the business to execute its strategy.

Question 11

Which of the following competencies of HR professionals requires a generalist perspective, although specialist knowledge is necessary, in making decisions?

Accepted Answer

A) Professional-technical knowledge 
B) Management of change processes 
C) Integration 
D) Business 
E) Performance 
A) Professional-technical knowledge 
B) Management of change processes 
C) Integration 
D) Business 
E) Performance

Question 12

Ratio of promotions to number of employees is a key indicator of the _____ function of HRM.

Accepted Answer

A) training 
B) succession planning 
C) equal employment opportunity 
D) employee appraisal and development 
E) compensation 
A) training 
B) succession planning 
C) equal employment opportunity 
D) employee appraisal and development 
E) compensation

Question 13

In strategically designed HR structures, centers for expertise ensure that transactional activities are delivered throughout the organization.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is true of the audit approach?

Accepted Answer

A) It typically collects key indicators and customer satisfaction measures. 
B) It primarily deals with the determination of the dollar value of a function. 
C) It involves the use of statistics and finance, and hence is more demanding than the analytic approach. 
D) It uses utility analysis to estimate the financial impact of employee behavior. 
E) It focuses on the processes involved in the HRM functional areas rather than the outcomes. 
A) It typically collects key indicators and customer satisfaction measures. 
B) It primarily deals with the determination of the dollar value of a function. 
C) It involves the use of statistics and finance, and hence is more demanding than the analytic approach. 
D) It uses utility analysis to estimate the financial impact of employee behavior. 
E) It focuses on the processes involved in the HRM functional areas rather than the outcomes.

Question 15

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 16

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 the efficiency of the same. 
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 the efficiency of the same. 
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 17

_____ involves contracting with an outside domestic vendor to provide a product or service to a firm, as opposed to producing the product using employees within the firm.

Accepted Answer

A) Offshoring 
B) Importing 
C) Outsourcing 
D) Reshoring 
E) Exporting 
A) Offshoring 
B) Importing 
C) Outsourcing 
D) Reshoring 
E) Exporting

Question 18

_____ systems provide employees with an equitable return for their investment of skills and effort.

Accepted Answer

A) Selection 
B) Training and development 
C) Performance management 
D) Reward 
E) Administrative 
A) Selection 
B) Training and development 
C) Performance management 
D) Reward 
E) Administrative

Question 19

Discuss the three categories of HRM activities in terms of their strategic value to a firm.

Accepted Answer

HRM activities can be classified as:
(a)

Question 20

Discuss the audit and analytic approaches to evaluating the effectiveness of HRM practices.

Accepted Answer

The audit approach focuses on reviewing

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

The variety of ways in which HR strategies can be generated results in various levels of linkage with the business. Discuss the four categories of this relationship.

Discuss the three broad functions that technology has been used for in HRM.

Joanne works as chief human resource officer (CHRO)for an IT firm. When she takes up the function of performance and behavioral counseling, she is playing the role of a _____.

Up-to-date knowledge on new selection techniques, performance appraisal methods, training programs, and incentive plans is part of the _____ competence required by HR professionals.

One of the main disadvantages of outsourced providers is their inability to learn unique innovations from one company and transfer them to another company.

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

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

Attempting to estimate the financial impact of substance abuse is an example of human resource accounting.

Which of the following is true about the service center within the recent generic HR structure?

Which of the following competencies of HR professionals requires a generalist perspective, although specialist knowledge is necessary, in making decisions?

Ratio of promotions to number of employees is a key indicator of the _____ function of HRM.

In strategically designed HR structures, centers for expertise ensure that transactional activities are delivered throughout the organization.

Which of the following is true of the audit approach?

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 is true about improving HRM effectiveness?

_____ involves contracting with an outside domestic vendor to provide a product or service to a firm, as opposed to producing the product using employees within the firm.

_____ systems provide employees with an equitable return for their investment of skills and effort.

Discuss the three categories of HRM activities in terms of their strategic value to a firm.

Discuss the audit and analytic approaches to evaluating the effectiveness of HRM practices.

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

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

The variety of ways in which HR strategies can be generated results in various levels of linkage with the business. Discuss the four categories of this relationship.

Discuss the three broad functions that technology has been used for in HRM.

Joanne works as chief human resource officer (CHRO)for an IT firm. When she takes up the function of performance and behavioral counseling, she is playing the role of a _____.

Up-to-date knowledge on new selection techniques, performance appraisal methods, training programs, and incentive plans is part of the _____ competence required by HR professionals.

One of the main disadvantages of outsourced providers is their inability to learn unique innovations from one company and transfer them to another company.

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

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

Attempting to estimate the financial impact of substance abuse is an example of human resource accounting.

Which of the following is true about the service center within the recent generic HR structure?

Which of the following competencies of HR professionals requires a generalist perspective, although specialist knowledge is necessary, in making decisions?

Ratio of promotions to number of employees is a key indicator of the _____ function of HRM.

In strategically designed HR structures, centers for expertise ensure that transactional activities are delivered throughout the organization.

Which of the following is true of the audit approach?

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 is true about improving HRM effectiveness?

_____ involves contracting with an outside domestic vendor to provide a product or service to a firm, as opposed to producing the product using employees within the firm.

_____ systems provide employees with an equitable return for their investment of skills and effort.

Discuss the three categories of HRM activities in terms of their strategic value to a firm.

Discuss the audit and analytic approaches to evaluating the effectiveness of HRM practices.

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