Question 1

Which of the following approaches focuses on determining whether the introduction of a program or practice has the intended effect?

Accepted Answer

A) People approach 
B) Audit approach 
C) Balance-sheet approach 
D) Analytic approach 
E) Outcome approach 
A) People approach 
B) Audit approach 
C) Balance-sheet approach 
D) Analytic approach 
E) Outcome approach

Question 2

The analytic approach, to evaluating HR effectiveness, focuses exclusively on reviewing the various outcomes of the HRM functional areas.

Accepted Answer

A) True 
 B)False

Question 3

The _____ consists of individuals who often leverage information technology to efficiently deliver employee services.

Accepted Answer

A) field generalists' center 
B) functional specialists' center 
C) center for expertise 
D) service center 
E) labor relations center 
A) field generalists' center 
B) functional specialists' center 
C) center for expertise 
D) service center 
E) labor relations center

Question 4

_____ are problem-solving systems, which usually include a "what-if" feature that allow users to see how outcomes change when assumptions or data change.

Accepted Answer

A) Relational databases 
B) Decision support systems 
C) Expert systems 
D) Client service systems 
E) Support networks 
A) Relational databases 
B) Decision support systems 
C) Expert systems 
D) Client service systems 
E) Support networks

Question 5

Analyzing data redundancy, special cases, and exceptions is part of _____ the process during reengineering.

Accepted Answer

A) identifying 
B) redesigning 
C) understanding 
D) implementing 
E) testing 
A) identifying 
B) redesigning 
C) understanding 
D) implementing 
E) testing

Question 6

_____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.

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 7

The first step toward customer orientation is:

Accepted Answer

A) identifying the needs of customers. 
B) identifying the HRM functions required for customer orientation. 
C) developing technologies that serve customers. 
D) creating strategies that serve customers. 
E) identifying the customers. 
A) identifying the needs of customers. 
B) identifying the HRM functions required for customer orientation. 
C) developing technologies that serve customers. 
D) creating strategies that serve customers. 
E) identifying the customers.

Question 8

Discuss the four competencies that HR professionals require to become partners in the strategic management process.

Accepted Answer

In the future, HR professionals will nee

Question 9

Knowing the company's strategic plan and understanding the company's financial capabilities 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 10

Allen, an HR personnel at Wood Inc., is a functional specialist dealing with compensation. He also works as a consultant in the development of systems and processes to be used at Wood. If Wood follows the recent generic structure of HRM function, Allen is likely to be part of a _____.

Accepted Answer

A) center of expertise 
B) field generalist center 
C) service center 
D) transactional center 
E) business unit-wide center 
A) center of expertise 
B) field generalist center 
C) service center 
D) transactional center 
E) business unit-wide center

Question 11

_____ 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 12

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

Accepted Answer

A) True 
 B)False

Question 13

A firm is most likely to outsource services when:

Accepted Answer

A) the cost of production is cheaper when done onshore. 
B) the labor costs are high in the country where the outsourcing partner is. 
C) the human capital is low in the country where the outsourcing partner is. 
D) the effectiveness of services produced internally is lesser than that produced offshore. 
E) the goods produced onshore are of better quality than those produced offshore. 
A) the cost of production is cheaper when done onshore. 
B) the labor costs are high in the country where the outsourcing partner is. 
C) the human capital is low in the country where the outsourcing partner is. 
D) the effectiveness of services produced internally is lesser than that produced offshore. 
E) the goods produced onshore are of better quality than those produced offshore.

Question 14

Chris is the chief human resource officer (CHRO)of ProPel Inc. When he performs the tasks of aligning the HR activities with the needs of the business, he is performing the role of a(n)_____.

Accepted Answer

A) workforce sensor 
B) HR representative of the firm 
C) strategic HR advisor for the board 
D) leader of the HR function 
E) talent architect of HR 
A) workforce sensor 
B) HR representative of the firm 
C) strategic HR advisor for the board 
D) leader of the HR function 
E) talent architect of HR

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

Which of the following corresponds to the stage of understanding the process during reengineering?

Accepted Answer

A) Considering whether jobs can be combined 
B) Developing models and choosing prototype 
C) Asking process owners to be part of the team 
D) Including customers who see the outcome of the process as team members 
E) Testing the process 
A) Considering whether jobs can be combined 
B) Developing models and choosing prototype 
C) Asking process owners to be part of the team 
D) Including customers who see the outcome of the process as team members 
E) Testing the process

Question 17

Explain how HRM functions are divided in firms that follow the recent generic structure of HRM.

Accepted Answer

The HRM function effectively is divided

Question 18

Which of the following is true about the reengineering process?

Accepted Answer

A) Information technology applications are mandatory for process redesign. 
B) Reengineering cannot be used to review HRM department functions. 
C) Applying new technology to an inefficient process will improve effectiveness. 
D) Reengineering cannot be used to review performance management system. 
E) Product or service cost will increase if new technology is applied to an inefficient process. 
A) Information technology applications are mandatory for process redesign. 
B) Reengineering cannot be used to review HRM department functions. 
C) Applying new technology to an inefficient process will improve effectiveness. 
D) Reengineering cannot be used to review performance management system. 
E) Product or service cost will increase if new technology is applied to an inefficient process.

Question 19

The payroll check is issued based on a payment voucher that is generated from the general accounting ledger.

Accepted Answer

A) True 
 B)False

Question 20

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality is called _____.

Accepted Answer

A) transaction processing 
B) reengineering 
C) benchmarking 
D) delayering 
E) outsourcing 
A) transaction processing 
B) reengineering 
C) benchmarking 
D) delayering 
E) outsourcing

Which of the following approaches focuses on determining whether the introduction of a program or practice has the intended effect?

The analytic approach, to evaluating HR effectiveness, focuses exclusively on reviewing the various outcomes of the HRM functional areas.

The _____ consists of individuals who often leverage information technology to efficiently deliver employee services.

_____ are problem-solving systems, which usually include a "what-if" feature that allow users to see how outcomes change when assumptions or data change.

Analyzing data redundancy, special cases, and exceptions is part of _____ the process during reengineering.

_____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.

The first step toward customer orientation is:

Discuss the four competencies that HR professionals require to become partners in the strategic management process.

Knowing the company's strategic plan and understanding the company's financial capabilities is part of the _____ competence required by HR professionals.

Allen, an HR personnel at Wood Inc., is a functional specialist dealing with compensation. He also works as a consultant in the development of systems and processes to be used at Wood. If Wood follows the recent generic structure of HRM function, Allen is likely to be part of a _____.

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

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

A firm is most likely to outsource services when:

Chris is the chief human resource officer (CHRO)of ProPel Inc. When he performs the tasks of aligning the HR activities with the needs of the business, he is performing the role of a(n)_____.

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

Which of the following corresponds to the stage of understanding the process during reengineering?

Explain how HRM functions are divided in firms that follow the recent generic structure of HRM.

Which of the following is true about the reengineering process?

The payroll check is issued based on a payment voucher that is generated from the general accounting ledger.

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality is called _____.

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

Which of the following approaches focuses on determining whether the introduction of a program or practice has the intended effect?

The analytic approach, to evaluating HR effectiveness, focuses exclusively on reviewing the various outcomes of the HRM functional areas.

The _____ consists of individuals who often leverage information technology to efficiently deliver employee services.

_____ are problem-solving systems, which usually include a "what-if" feature that allow users to see how outcomes change when assumptions or data change.

Analyzing data redundancy, special cases, and exceptions is part of _____ the process during reengineering.

_____ functions begin with an assessment of what HR is doing and then identifying the major people outcomes they should focus on.

The first step toward customer orientation is:

Discuss the four competencies that HR professionals require to become partners in the strategic management process.

Knowing the company's strategic plan and understanding the company's financial capabilities is part of the _____ competence required by HR professionals.

Allen, an HR personnel at Wood Inc., is a functional specialist dealing with compensation. He also works as a consultant in the development of systems and processes to be used at Wood. If Wood follows the recent generic structure of HRM function, Allen is likely to be part of a _____.

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

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

A firm is most likely to outsource services when:

Chris is the chief human resource officer (CHRO)of ProPel Inc. When he performs the tasks of aligning the HR activities with the needs of the business, he is performing the role of a(n)_____.

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

Which of the following corresponds to the stage of understanding the process during reengineering?

Explain how HRM functions are divided in firms that follow the recent generic structure of HRM.

Which of the following is true about the reengineering process?

The payroll check is issued based on a payment voucher that is generated from the general accounting ledger.

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality is called _____.

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