Question 1

The usual way to measure satisfaction or engagement is with a survey.

Accepted Answer

A) True 
 B)False

Question 2

Key features of a learning organization include all but one of the following.Name the exception.

Accepted Answer

A)  Knowledge is shared 
B)  Standardization is widespread 
C)  Employees are valued 
D)  Critical systemic thinking is widespread 
E)  Engages in continuous learning 
A)  Knowledge is shared 
B)  Standardization is widespread 
C)  Employees are valued 
D)  Critical systemic thinking is widespread 
E)  Engages in continuous learning

Question 3

An HR dashboard provides an easy-to-scan review of HR performance.

Accepted Answer

A) True 
 B)False

Question 4

Organizations can increase employee empowerment,satisfaction,and engagement by including employees in decisions about rewards and by communicating the basis for decisions about pay.

Accepted Answer

A) True 
 B)False

Question 5

Corporate social responsibility (CSR)incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

Accepted Answer

A)  Social concerns. 
B)  Environmental concerns. 
C)  Economic concerns. 
D)  Social concerns,"environmental concerns," and "economic concerns." 
E)  Social concerns and "environmental concerns" only. 
A)  Social concerns. 
B)  Environmental concerns. 
C)  Economic concerns. 
D)  Social concerns,"environmental concerns," and "economic concerns." 
E)  Social concerns and "environmental concerns" only.

Question 6

What is an HRM audit? Identify at least one business indicator and one customer satisfaction measure for each of the following: Staffing,Training,Learning,& Development,and Overall Effectiveness.

Accepted Answer

An HR audit is a formal review of the ou

Question 7

It was recently reported that two-thirds of today's employees feel overwhelmed.

Accepted Answer

A) True 
 B)False

Question 8

Which one of the following is true of E-HRM?

Accepted Answer

A)  E-HRM involves providing HR-related information over the Internet. 
B)  E-HRM is increasingly taking the form of social media applications. 
C)  E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet. 
D)  E-HRM involves providing HR-related information over the Internet,"E-HRM is increasingly taking the form of social media applications," and "E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet." 
E)  Only "E-HRM involves providing HR-related information over the Internet" and "E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet." 
A)  E-HRM involves providing HR-related information over the Internet. 
B)  E-HRM is increasingly taking the form of social media applications. 
C)  E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet. 
D)  E-HRM involves providing HR-related information over the Internet,"E-HRM is increasingly taking the form of social media applications," and "E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet." 
E)  Only "E-HRM involves providing HR-related information over the Internet" and "E-HRM may combine company-specific resources on a secure intranet with links to other resources on the Internet."

Question 9

High-performance work systems yield all but one of the following.Identify the exception.

Accepted Answer

A)  High product quality 
B)  Higher employee turnover 
C)  Higher productivity 
D)  Higher profits 
E)  Satisfied customers 
A)  High product quality 
B)  Higher employee turnover 
C)  Higher productivity 
D)  Higher profits 
E)  Satisfied customers

Question 10

Which of the following is NOT an element of a high-performance work system?

Accepted Answer

A)  Organizational structure 
B)  Reward systems 
C)  Task design 
D)  Information systems 
E)  All of the choices are elements of a high-performance work system. 
A)  Organizational structure 
B)  Reward systems 
C)  Task design 
D)  Information systems 
E)  All of the choices are elements of a high-performance work system.

Question 11

_________ is a type of assessment of HRM effectiveness that involves determining the impact of,or the financial cost and benefits,of a program or practice.

Accepted Answer

A)  HR analytics 
B)  Customer orientation 
C)  Business indicators 
D)  Talent reviews 
E)  Performance management 
A)  HR analytics 
B)  Customer orientation 
C)  Business indicators 
D)  Talent reviews 
E)  Performance management

Question 12

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

Accepted Answer

A)  traditional management practices. 
B)  effective job design. 
C)  a high-performance work system. 
D)  a learning organization. 
E)  employee empowerment. 
A)  traditional management practices. 
B)  effective job design. 
C)  a high-performance work system. 
D)  a learning organization. 
E)  employee empowerment.

Question 13

Job satisfaction is always based on an objective and complete measurement of the situation.

Accepted Answer

A) True 
 B)False

Question 14

It is estimated that the majority of mergers and acquisitions actually reduce shareholder value.

Accepted Answer

A) True 
 B)False

Question 15

All of the following are key roles for HR in mergers and acquisitions,EXCEPT:

Accepted Answer

A)  determining target stock price. 
B)  ensuring leadership talent is in place to lead and implement the transition. 
C)  identifying key people and taking steps to retain them. 
D)  assessing the emotional element of how employees feel about the company,leaders,and their openness to the change. 
E)  examining rewards and work environment factors. 
A)  determining target stock price. 
B)  ensuring leadership talent is in place to lead and implement the transition. 
C)  identifying key people and taking steps to retain them. 
D)  assessing the emotional element of how employees feel about the company,leaders,and their openness to the change. 
E)  examining rewards and work environment factors.

Question 16

A formal review of the outcomes of HRM functions based on identifying key HRM functions and measures of organizational performance is (an):

Accepted Answer

A)  HRM analysis. 
B)  HRM needs assessment. 
C)  HRM outcome review. 
D)  HRM audit. 
E)  None of the choices are correct. 
A)  HRM analysis. 
B)  HRM needs assessment. 
C)  HRM outcome review. 
D)  HRM audit. 
E)  None of the choices are correct.

Question 17

What is a high-performance work system? Identify and briefly discuss the five elements that make up a high-performance work system.

Accepted Answer

A high-performance work system is the ri

Question 18

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices,such as the organization's pay structure or selection system.

Accepted Answer

A) True 
 B)False

The usual way to measure satisfaction or engagement is with a survey.

Key features of a learning organization include all but one of the following.Name the exception.

An HR dashboard provides an easy-to-scan review of HR performance.

Organizations can increase employee empowerment,satisfaction,and engagement by including employees in decisions about rewards and by communicating the basis for decisions about pay.

Corporate social responsibility (CSR)incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

What is an HRM audit? Identify at least one business indicator and one customer satisfaction measure for each of the following: Staffing,Training,Learning,& Development,and Overall Effectiveness.

It was recently reported that two-thirds of today's employees feel overwhelmed.

Which one of the following is true of E-HRM?

High-performance work systems yield all but one of the following.Identify the exception.

Which of the following is NOT an element of a high-performance work system?

_________ is a type of assessment of HRM effectiveness that involves determining the impact of,or the financial cost and benefits,of a program or practice.

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

Job satisfaction is always based on an objective and complete measurement of the situation.

It is estimated that the majority of mergers and acquisitions actually reduce shareholder value.

All of the following are key roles for HR in mergers and acquisitions,EXCEPT:

A formal review of the outcomes of HRM functions based on identifying key HRM functions and measures of organizational performance is (an):

What is a high-performance work system? Identify and briefly discuss the five elements that make up a high-performance work system.

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices,such as the organization's pay structure or selection system.

Strategies, Trends and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe Healthy Workplaces

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Filters

Exam 11: Creating and Sustaining High-Performance Organizations

The usual way to measure satisfaction or engagement is with a survey.

Key features of a learning organization include all but one of the following.Name the exception.

An HR dashboard provides an easy-to-scan review of HR performance.

Organizations can increase employee empowerment,satisfaction,and engagement by including employees in decisions about rewards and by communicating the basis for decisions about pay.

Corporate social responsibility (CSR)incorporates which of the following concerns into an organization's values,culture,decision making,strategy,and operations in a way that creates wealth and improves society?

What is an HRM audit? Identify at least one business indicator and one customer satisfaction measure for each of the following: Staffing,Training,Learning,& Development,and Overall Effectiveness.

It was recently reported that two-thirds of today's employees feel overwhelmed.

Which one of the following is true of E-HRM?

High-performance work systems yield all but one of the following.Identify the exception.

Which of the following is NOT an element of a high-performance work system?

_________ is a type of assessment of HRM effectiveness that involves determining the impact of,or the financial cost and benefits,of a program or practice.

A manufacturer using the integrated processes of flexible manufacturing technology and just-in-time inventory control in combination with highly trained employees is an example of:

Job satisfaction is always based on an objective and complete measurement of the situation.

It is estimated that the majority of mergers and acquisitions actually reduce shareholder value.

All of the following are key roles for HR in mergers and acquisitions,EXCEPT:

A formal review of the outcomes of HRM functions based on identifying key HRM functions and measures of organizational performance is (an):

What is a high-performance work system? Identify and briefly discuss the five elements that make up a high-performance work system.

Research suggests that it is more effective to improve HRM practices as a whole than to focus on one or two isolated practices,such as the organization's pay structure or selection system.

Strategies, Trends and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe Healthy Workplaces

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Selecting Employees

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Filters