Question 1

Which of the following is true of e-HRM?

Accepted Answer

A)  Most administrative and information-gathering HRM activities can be part of e-HRM. 
B)  E-HRM is less economical than traditional HR systems. 
C)  E-HRM has adversely affected employee manageability. 
D)  The number of organizations actively engaged in e-HRM is steadily decreasing. 
E)  A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it. 
A)  Most administrative and information-gathering HRM activities can be part of e-HRM. 
B)  E-HRM is less economical than traditional HR systems. 
C)  E-HRM has adversely affected employee manageability. 
D)  The number of organizations actively engaged in e-HRM is steadily decreasing. 
E)  A major drawback of e-HRM is that employees cannot help themselves to the information they need when they need it.

Question 2

Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?

Accepted Answer

A)  Competitiveness in the local labor market 
B)  Ratio of average salary offers to average salary in community 
C)  Relationship between pay and performance 
D)  Employee satisfaction with pay 
E)  Fairness of existing job evaluation system in assigning grades and salaries 
A)  Competitiveness in the local labor market 
B)  Ratio of average salary offers to average salary in community 
C)  Relationship between pay and performance 
D)  Employee satisfaction with pay 
E)  Fairness of existing job evaluation system in assigning grades and salaries

Question 3

High-performance organizations do not need selection methods that identify more than technical skills.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?

Accepted Answer

A)  Anticipation of personnel needs 
B)  Average years of experience/education of hires per job family 
C)  Average days taken to fill open requisitions 
D)  Ratio of acceptances to offers made 
E)  Ratio of minority/women applicants to representation in local labor market 
A)  Anticipation of personnel needs 
B)  Average years of experience/education of hires per job family 
C)  Average days taken to fill open requisitions 
D)  Ratio of acceptances to offers made 
E)  Ratio of minority/women applicants to representation in local labor market

Question 5

Which of the following refers to an HRM function?

Accepted Answer

A)  production 
B)  appraisal 
C)  export 
D)  import 
E)  copyright protection 
A)  production 
B)  appraisal 
C)  export 
D)  import 
E)  copyright protection

Question 6

_____ is the way the organization groups its people into useful divisions,departments,and reporting relationships.

Accepted Answer

A)  Job structure 
B)  Organizational structure 
C)  Value chain 
D)  Corporate design 
E)  Relationship management 
A)  Job structure 
B)  Organizational structure 
C)  Value chain 
D)  Corporate design 
E)  Relationship management

Question 7

Performance measures should not include ethical standards.

Accepted Answer

A) True 
 B)False

Question 8

Measures of employees' performance should take the effects of situational constraints into account.

Accepted Answer

A) True 
 B)False

Question 9

Employee participation in decisions about pay policies has no proven link with job satisfaction.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following exemplifies one of the most creative developments in human resource information systems technology?

Accepted Answer

A)  Decision support system 
B)  Transactional processing system 
C)  HR dashboard 
D)  Expert system 
E)  Intranet 
A)  Decision support system 
B)  Transactional processing system 
C)  HR dashboard 
D)  Expert system 
E)  Intranet

Question 11

Which of the following is true of high-performance work systems?

Accepted Answer

A)  Creating a high-performance work system is akin to traditional management practices. 
B)  To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another. 
C)  To develop a a high-performance work system, organizations need to determine what kinds of people fit their needs, and then locate, train, and motivate those special people. 
D)  A high-performance work system rarely includes reward systems. 
E)  Integrated high-performance work practices usually have little impact on productivity and long-term financial performance. 
A)  Creating a high-performance work system is akin to traditional management practices. 
B)  To function as a high-performance work system, people, technology, and organizational structure must be completely independent of one another. 
C)  To develop a a high-performance work system, organizations need to determine what kinds of people fit their needs, and then locate, train, and motivate those special people. 
D)  A high-performance work system rarely includes reward systems. 
E)  Integrated high-performance work practices usually have little impact on productivity and long-term financial performance.

Question 12

Which one of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?

Accepted Answer

A)  e-HRM 
B)  Transaction processing 
C)  Automation 
D)  Expert systems 
E)  Decision support systems 
A)  e-HRM 
B)  Transaction processing 
C)  Automation 
D)  Expert systems 
E)  Decision support systems

Question 13

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?

Accepted Answer

A)  Promptness in handling claims 
B)  Average unemployment compensation payment 
C)  Per capita (average) merit increases 
D)  Benefit cost per payroll dollar 
E)  Percentage of sick leave to total pay 
A)  Promptness in handling claims 
B)  Average unemployment compensation payment 
C)  Per capita (average) merit increases 
D)  Benefit cost per payroll dollar 
E)  Percentage of sick leave to total pay

Question 14

In a high-performance work system,task design makes jobs:

Accepted Answer

A)  narrow in scope. 
B)  high in task significance but low in autonomy. 
C)  highly specialized. 
D)  efficient while encouraging high quality. 
E)  simple and more repetitive. 
A)  narrow in scope. 
B)  high in task significance but low in autonomy. 
C)  highly specialized. 
D)  efficient while encouraging high quality. 
E)  simple and more repetitive.

Question 15

A learning organization:

Accepted Answer

A)  actively resists organizational change. 
B)  considers organizational learning a barrier to the dissemination of corporate culture. 
C)  supports lifelong learning by enabling all employees to continually acquire and share knowledge. 
D)  places a relatively low importance on innovation. 
E)  considers training a superfluous corporate ritual. 
A)  actively resists organizational change. 
B)  considers organizational learning a barrier to the dissemination of corporate culture. 
C)  supports lifelong learning by enabling all employees to continually acquire and share knowledge. 
D)  places a relatively low importance on innovation. 
E)  considers training a superfluous corporate ritual.

Question 16

Job design aimed at empowerment:

Accepted Answer

A)  is complex. 
B)  limits flexibility. 
C)  includes access to resources. 
D)  increases employee turnover. 
E)  includes a rigid pay structure. 
A)  is complex. 
B)  limits flexibility. 
C)  includes access to resources. 
D)  increases employee turnover. 
E)  includes a rigid pay structure.

Question 17

To create a learning organization,one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

Accepted Answer

A) True 
 B)False

Question 18

One of the most popular ways to empower employees is to:

Accepted Answer

A)  narrow the scope of jobs. 
B)  design work so that it is performed by teams. 
C)  adopt a centralized decision making approach. 
D)  pay bonuses to all employees regardless of contribution. 
E)  provide them with simple, repetitive jobs. 
A)  narrow the scope of jobs. 
B)  design work so that it is performed by teams. 
C)  adopt a centralized decision making approach. 
D)  pay bonuses to all employees regardless of contribution. 
E)  provide them with simple, repetitive jobs.

Question 19

Ethical behavior is a necessary condition of high performance because:

Accepted Answer

A)  It fosters competitiveness. 
B)  It empowers first-line managers and supervisors. 
C)  It helps eliminate organizational anarchy. 
D)  it contributes to good long-term relationships with employees, customers, and the public. 
E)  it encourages people to be highly innovative. 
A)  It fosters competitiveness. 
B)  It empowers first-line managers and supervisors. 
C)  It helps eliminate organizational anarchy. 
D)  it contributes to good long-term relationships with employees, customers, and the public. 
E)  it encourages people to be highly innovative.

Question 20

Define a high-performance work system.What are the elements of a high-performance work system? What is the role of HRM in such a system?

Accepted Answer

A high-performance work system is the ri

Which of the following is true of e-HRM?

Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?

High-performance organizations do not need selection methods that identify more than technical skills.

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?

Which of the following refers to an HRM function?

_____ is the way the organization groups its people into useful divisions,departments,and reporting relationships.

Performance measures should not include ethical standards.

Measures of employees' performance should take the effects of situational constraints into account.

Employee participation in decisions about pay policies has no proven link with job satisfaction.

Which of the following exemplifies one of the most creative developments in human resource information systems technology?

Which of the following is true of high-performance work systems?

Which one of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?

In a high-performance work system,task design makes jobs:

A learning organization:

Job design aimed at empowerment:

To create a learning organization,one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

One of the most popular ways to empower employees is to:

Ethical behavior is a necessary condition of high performance because:

Define a high-performance work system.What are the elements of a high-performance work system? What is the role of HRM in such a system?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 16: Creating and Maintaining High-Performance Organizations

Which of the following is true of e-HRM?

Which of the following is a business indicator of the success of the compensation system designed by the HR department of an organization?

High-performance organizations do not need selection methods that identify more than technical skills.

Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?

Which of the following refers to an HRM function?

_____ is the way the organization groups its people into useful divisions,departments,and reporting relationships.

Performance measures should not include ethical standards.

Measures of employees' performance should take the effects of situational constraints into account.

Employee participation in decisions about pay policies has no proven link with job satisfaction.

Which of the following exemplifies one of the most creative developments in human resource information systems technology?

Which of the following is true of high-performance work systems?

Which one of the following refers to the computations and calculations involved in reviewing and documenting HRM decisions and practices?

Which of the following is a measure of customer satisfaction that indicates the success of the benefits programs implemented by the HR department of an organization?

In a high-performance work system,task design makes jobs:

A learning organization:

Job design aimed at empowerment:

To create a learning organization,one challenge is to shift the focus of training away from merely generating and sharing knowledge toward a stronger focus on teaching skills.

One of the most popular ways to empower employees is to:

Ethical behavior is a necessary condition of high performance because:

Define a high-performance work system.What are the elements of a high-performance work system? What is the role of HRM in such a system?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees and Placing Them in Jobs

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters