Question 1

Discuss how outsourcing is being used to increase the effectiveness of HR.

Accepted Answer

Outsourcing entails contracting with an

Question 2

Tim works at Ante Inc. He is responsible for conducting cost-benefit analyses of different functions performed at Ante. If Tim's current task is to conduct a utility analysis, which of the following factors is he likely to asses through it?

Accepted Answer

A) Capitalization of salary 
B) Gains from selection programs 
C) Returns on human assets 
D) Net present value of expected wage payments 
E) Level of job satisfaction among senior employees 
A) Capitalization of salary 
B) Gains from selection programs 
C) Returns on human assets 
D) Net present value of expected wage payments 
E) Level of job satisfaction among senior employees

Question 3

Ensuring that the HRM systems enable the business to execute its strategy is one of the responsibilities of field generalists.

Accepted Answer

A) True 
 B)False

Question 4

Information technology applications are a prerequisite for HRM process redesign.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following roles of a chief human resource officer (CHRO)entails discussions on executive compensation and CEO performance?

Accepted Answer

A) Leader of the HR function 
B) Liaison to the board 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect 
A) Leader of the HR function 
B) Liaison to the board 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect

Question 6

The _____ is the role of a chief human resource officer (CHRO)that focuses on working with HR team members regarding the development, design, and delivery of HR services.

Accepted Answer

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

Question 7

New technologies are current applications of knowledge, procedures, and equipment that have not been used previously.

Accepted Answer

A) True 
 B)False

Question 8

The audit approach to evaluating the effectiveness of HR practices focuses on:

Accepted Answer

A) using analytical data to increase organizational effectiveness. 
B) estimating the costs and benefits resulting from an HR practice. 
C) reviewing the various outcomes of the HR functional area. 
D) determining the dollar value of a program. 
E) using utility analysis to estimate the financial impact of employee behavior. 
A) using analytical data to increase organizational effectiveness. 
B) estimating the costs and benefits resulting from an HR practice. 
C) reviewing the various outcomes of the HR functional area. 
D) determining the dollar value of a program. 
E) using utility analysis to estimate the financial impact of employee behavior.

Question 9

_____ is a computer system incorporating the decision rules of people deemed to have specialized knowledge in a certain area.

Accepted Answer

A) A relational database 
B) A decision support system 
C) An expert system 
D) A client service system 
E) A support network 
A) A relational database 
B) A decision support system 
C) An expert system 
D) A client service system 
E) A support network

Question 10

Decision support systems are designed to help employees solve problems by themselves.

Accepted Answer

A) True 
 B)False

Question 11

The role of a strategic advisor of a chief human resource officer (CHRO)entails sharing the people expertise as part of the decision-making process.

Accepted Answer

A) True 
 B)False

Question 12

_____ functions have been clearly identified and articulated, and they have aligned their HR activities around people issues and outcomes, but not business issues and outcomes.

Accepted Answer

A) Business-linked 
B) Technology-linked 
C) Business-driven 
D) People-linked 
E) Outcome-focused 
A) Business-linked 
B) Technology-linked 
C) Business-driven 
D) People-linked 
E) Outcome-focused

Question 13

Which of the following HRM activities adds the lowest strategic value to a firm?

Accepted Answer

A) Benefits administration 
B) Performance management 
C) Training and recruitment 
D) Knowledge management 
E) Management development 
A) Benefits administration 
B) Performance management 
C) Training and recruitment 
D) Knowledge management 
E) Management development

Question 14

Redesigning the HRM process represents the internal approach to improving HRM effectiveness.

Accepted Answer

A) True 
 B)False

Question 15

Applying new technology to an inefficient process will improve efficiency or effectiveness.

Accepted Answer

A) True 
 B)False

Question 16

Diagnosing problems and evaluating results is a 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 17

_____ show the types of information used within a business function and the association among the different types of information.

Accepted Answer

A) Focus groups 
B) Scenario analyses 
C) Cost-benefit analyses 
D) Data-entity relationship diagrams 
E) Data-flow diagrams 
A) Focus groups 
B) Scenario analyses 
C) Cost-benefit analyses 
D) Data-entity relationship diagrams 
E) Data-flow diagrams

Question 18

Which of the following steps in reengineering involves conducting surveys?

Accepted Answer

A) Identifying the process 
B) Understanding the process 
C) Redesigning the process 
D) Implementing the process 
E) Auditing the process 
A) Identifying the process 
B) Understanding the process 
C) Redesigning the process 
D) Implementing the process 
E) Auditing the process

Question 19

Minority turnover rate 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 20

Which of the following is the initial step in the reengineering process?

Accepted Answer

A) Interpreting the process 
B) Auditing the process 
C) Implementing the process 
D) Redesigning the process 
E) Identifying the process 
A) Interpreting the process 
B) Auditing the process 
C) Implementing the process 
D) Redesigning the process 
E) Identifying the process

Discuss how outsourcing is being used to increase the effectiveness of HR.

Tim works at Ante Inc. He is responsible for conducting cost-benefit analyses of different functions performed at Ante. If Tim's current task is to conduct a utility analysis, which of the following factors is he likely to asses through it?

Ensuring that the HRM systems enable the business to execute its strategy is one of the responsibilities of field generalists.

Information technology applications are a prerequisite for HRM process redesign.

Which of the following roles of a chief human resource officer (CHRO)entails discussions on executive compensation and CEO performance?

The _____ is the role of a chief human resource officer (CHRO)that focuses on working with HR team members regarding the development, design, and delivery of HR services.

New technologies are current applications of knowledge, procedures, and equipment that have not been used previously.

The audit approach to evaluating the effectiveness of HR practices focuses on:

_____ is a computer system incorporating the decision rules of people deemed to have specialized knowledge in a certain area.

Decision support systems are designed to help employees solve problems by themselves.

The role of a strategic advisor of a chief human resource officer (CHRO)entails sharing the people expertise as part of the decision-making process.

_____ functions have been clearly identified and articulated, and they have aligned their HR activities around people issues and outcomes, but not business issues and outcomes.

Which of the following HRM activities adds the lowest strategic value to a firm?

Redesigning the HRM process represents the internal approach to improving HRM effectiveness.

Applying new technology to an inefficient process will improve efficiency or effectiveness.

Diagnosing problems and evaluating results is a part of the _____ competence required by HR professionals.

_____ show the types of information used within a business function and the association among the different types of information.

Which of the following steps in reengineering involves conducting surveys?

Minority turnover rate is a key indicator of the _____ function of HRM.

Which of the following is the initial step in the reengineering process?

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

Discuss how outsourcing is being used to increase the effectiveness of HR.

Tim works at Ante Inc. He is responsible for conducting cost-benefit analyses of different functions performed at Ante. If Tim's current task is to conduct a utility analysis, which of the following factors is he likely to asses through it?

Ensuring that the HRM systems enable the business to execute its strategy is one of the responsibilities of field generalists.

Information technology applications are a prerequisite for HRM process redesign.

Which of the following roles of a chief human resource officer (CHRO)entails discussions on executive compensation and CEO performance?

The _____ is the role of a chief human resource officer (CHRO)that focuses on working with HR team members regarding the development, design, and delivery of HR services.

New technologies are current applications of knowledge, procedures, and equipment that have not been used previously.

The audit approach to evaluating the effectiveness of HR practices focuses on:

_____ is a computer system incorporating the decision rules of people deemed to have specialized knowledge in a certain area.

Decision support systems are designed to help employees solve problems by themselves.

The role of a strategic advisor of a chief human resource officer (CHRO)entails sharing the people expertise as part of the decision-making process.

_____ functions have been clearly identified and articulated, and they have aligned their HR activities around people issues and outcomes, but not business issues and outcomes.

Which of the following HRM activities adds the lowest strategic value to a firm?

Redesigning the HRM process represents the internal approach to improving HRM effectiveness.

Applying new technology to an inefficient process will improve efficiency or effectiveness.

Diagnosing problems and evaluating results is a part of the _____ competence required by HR professionals.

_____ show the types of information used within a business function and the association among the different types of information.

Which of the following steps in reengineering involves conducting surveys?

Minority turnover rate is a key indicator of the _____ function of HRM.

Which of the following is the initial step in the reengineering process?

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