Question 1

Staffing focuses on:

Accepted Answer

A)  developing programs to meet the training needs of employees. 
B)  creating policies based on the requirements noted by the company. 
C)  determining balanced compensation packages for employees. 
D)  keeping the organization up-to-date with regulations relating to employment. 
E)  hiring employees based on the strategic plan projections. 
A)  developing programs to meet the training needs of employees. 
B)  creating policies based on the requirements noted by the company. 
C)  determining balanced compensation packages for employees. 
D)  keeping the organization up-to-date with regulations relating to employment. 
E)  hiring employees based on the strategic plan projections. E

Question 2

Succession planning, which determines how the organization will handle the departure of managers and how current employees will be ready to take on those roles when a manager does leave, falls under the _____ duty of HRM.

Accepted Answer

A)  determination of compensation and benefits 
B)  enhancement of retention 
C)  training and development 
D)  compliance with regulatory issues 
E)  development of basic workplace policies 
A)  determination of compensation and benefits 
B)  enhancement of retention 
C)  training and development 
D)  compliance with regulatory issues 
E)  development of basic workplace policies C

Question 3

The _____ process consists of interviewing candidates.

Accepted Answer

selection

Question 4

is the process of obtaining résumés of people interested in the job.

Accepted Answer

A)  Orientation 
B)  Appraisal 
C)  Recruitment 
D)  Selection 
E)  Retention 
A)  Orientation 
B)  Appraisal 
C)  Recruitment 
D)  Selection 
E)  Retention

Question 5

A company's budget for compensating employees is unaffected by legislative changes.

Accepted Answer

A) True 
 B)False

Question 6

It is desirable for an HR department's mission statement to strongly emphasize its _____ to be viewed as a dynamic partner in the process of achieving organizational goals.

Accepted Answer

A)  administrative duties 
B)  strategic approach 
C)  retention plans 
D)  functional expertise 
E)  staffing plans 
A)  administrative duties 
B)  strategic approach 
C)  retention plans 
D)  functional expertise 
E)  staffing plans

Question 7

Which of the following occurs immediately after the interview rounds in a selection process?

Accepted Answer

A)  Orientation and training programs 
B)  Reference checks, background checks, or tests 
C)  Performance appraisals 
D)  Negotiations over compensation packages 
E)  Team activities to facilitate orientation 
A)  Orientation and training programs 
B)  Reference checks, background checks, or tests 
C)  Performance appraisals 
D)  Negotiations over compensation packages 
E)  Team activities to facilitate orientation

Question 8

Which of the following differentiates an HR plan and an HRM strategic plan?

Accepted Answer

A)  The HR plan addresses the specific activities in the HR department, while the HRM strategic plan is tied directly to the company's overall objectives. 
B)  The HR plan comprises long-term goals, while the strategic plan typically includes short-term objectives. 
C)  The HR plans focuses on dealing with external factors affecting the organization, while an HRM strategic plan typically considers the internal environment of the organization. 
D)  Changes in technology or demographics of the workforce are accounted for in the HR plan, while the HRM strategic plan primarily ensures that recruitments and the allied paperwork are up-to-date. 
E)  An HR plan operates at the organizational level, while the strategic HRM plan predominantly applies to the HR department. 
A)  The HR plan addresses the specific activities in the HR department, while the HRM strategic plan is tied directly to the company's overall objectives. 
B)  The HR plan comprises long-term goals, while the strategic plan typically includes short-term objectives. 
C)  The HR plans focuses on dealing with external factors affecting the organization, while an HRM strategic plan typically considers the internal environment of the organization. 
D)  Changes in technology or demographics of the workforce are accounted for in the HR plan, while the HRM strategic plan primarily ensures that recruitments and the allied paperwork are up-to-date. 
E)  An HR plan operates at the organizational level, while the strategic HRM plan predominantly applies to the HR department.

Question 9

Which of the following is true with regard to the HRM plan?

Accepted Answer

A)  The HRM plan exists as an unspoken agreement between the HR department and management. 
B)  The HRM plan must be based completely on forecasted figures for the future. 
C)  The HRM plan must be unaffected by legislative changes in the external environment. 
D)  The HRM plan must be free from any budget constraints that the organization faces. 
E)  The HRM plan must be communicated to managers and others in the company. 
A)  The HRM plan exists as an unspoken agreement between the HR department and management. 
B)  The HRM plan must be based completely on forecasted figures for the future. 
C)  The HRM plan must be unaffected by legislative changes in the external environment. 
D)  The HRM plan must be free from any budget constraints that the organization faces. 
E)  The HRM plan must be communicated to managers and others in the company.

Question 10

In the context of the HRM plan, which of the following goal statements aims at a specific goal?

Accepted Answer

A)  "Meet the hiring needs of the organization." 
B)  "Develop training to meet the needs of the organization." 
C)  "Ensure that all employees are compensated in accordance with their skill and performance." 
D)  "Hire ten people with the requisite skills to meet the work demands of this quarter based on the sales forecasts." 
E)  "Implement programs to assess and reward employees for their performance." 
A)  "Meet the hiring needs of the organization." 
B)  "Develop training to meet the needs of the organization." 
C)  "Ensure that all employees are compensated in accordance with their skill and performance." 
D)  "Hire ten people with the requisite skills to meet the work demands of this quarter based on the sales forecasts." 
E)  "Implement programs to assess and reward employees for their performance."

Question 11

What are the six parts of the HRM plan? Which part do you consider the most important and why?

Accepted Answer

The six parts of the HRM plan are:
-dete

Question 12

Which of the following differentiates the role of personnel management from the present-day HRM?

Accepted Answer

A)  Personnel management had a long-term orientation toward the company's growth, while HRM focuses on short-term goals. 
B)  Personnel management focused on recruitment processes while HRM today includes strategic planning for the whole organization. 
C)  Personnel management assessed changes that occurred in the external factors and helped the organization adapt suitably, while HRM plays a passive role. 
D)  Personnel management focused on developing the company's competitive advantage, while HRM restricts itself to ensuring that enough employees are hired to meet company requirements. 
E)  Personnel management implied a strategic involvement in the company's goals, while HRM reflects a supportive role. 
A)  Personnel management had a long-term orientation toward the company's growth, while HRM focuses on short-term goals. 
B)  Personnel management focused on recruitment processes while HRM today includes strategic planning for the whole organization. 
C)  Personnel management assessed changes that occurred in the external factors and helped the organization adapt suitably, while HRM plays a passive role. 
D)  Personnel management focused on developing the company's competitive advantage, while HRM restricts itself to ensuring that enough employees are hired to meet company requirements. 
E)  Personnel management implied a strategic involvement in the company's goals, while HRM reflects a supportive role.

Question 13

A head-hunter is typically used for recruiting candidates for higher level positions.

Accepted Answer

A) True 
 B)False

Question 14

A strategic plan should be a static document.

Accepted Answer

A) True 
 B)False

Question 15

A _____ is a person who specializes in matching jobs with people, and usually works only with higher level positions.

Accepted Answer

The answer of A _____ is a person who specializes...

Question 16

The first part of the HRM plan involves:

Accepted Answer

A)  appraising employee performance. 
B)  determining pay scales and other compensation. 
C)  developing programs to meet the training needs. 
D)  selecting the final candidates for the job positions. 
E)  determining human resource needs. 
A)  appraising employee performance. 
B)  determining pay scales and other compensation. 
C)  developing programs to meet the training needs. 
D)  selecting the final candidates for the job positions. 
E)  determining human resource needs.

Question 17

The Ulrich HR model started the movement toward viewing HR as a functional area.

Accepted Answer

A) True 
 B)False

Question 18

Every stage of the organizational lifecycle requires a different HRM strategy.

Accepted Answer

A) True 
 B)False

Question 19

_____ is a strategic planning tool that identifies strengths, weaknesses, opportunities, and threats in relation to the business.

Accepted Answer

A)  Value chain analysis 
B)  Four corner's analysis 
C)  Porter's five forces analysis 
D)  SWOT analysis 
E)  Break-even analysis 
A)  Value chain analysis 
B)  Four corner's analysis 
C)  Porter's five forces analysis 
D)  SWOT analysis 
E)  Break-even analysis

Question 20

Which of the following is a threat according to SWOT analysis?

Accepted Answer

A)  Recession 
B)  Poor management practices 
C)  Lack of a strategic plan 
D)  Low-quality output 
E)  Insufficient resources 
A)  Recession 
B)  Poor management practices 
C)  Lack of a strategic plan 
D)  Low-quality output 
E)  Insufficient resources

Staffing focuses on:

Succession planning, which determines how the organization will handle the departure of managers and how current employees will be ready to take on those roles when a manager does leave, falls under the _____ duty of HRM.

The _____ process consists of interviewing candidates.

is the process of obtaining résumés of people interested in the job.

A company's budget for compensating employees is unaffected by legislative changes.

It is desirable for an HR department's mission statement to strongly emphasize its _____ to be viewed as a dynamic partner in the process of achieving organizational goals.

Which of the following occurs immediately after the interview rounds in a selection process?

Which of the following differentiates an HR plan and an HRM strategic plan?

Which of the following is true with regard to the HRM plan?

In the context of the HRM plan, which of the following goal statements aims at a specific goal?

What are the six parts of the HRM plan? Which part do you consider the most important and why?

Which of the following differentiates the role of personnel management from the present-day HRM?

A head-hunter is typically used for recruiting candidates for higher level positions.

A strategic plan should be a static document.

A _____ is a person who specializes in matching jobs with people, and usually works only with higher level positions.

The first part of the HRM plan involves:

The Ulrich HR model started the movement toward viewing HR as a functional area.

Every stage of the organizational lifecycle requires a different HRM strategy.

_____ is a strategic planning tool that identifies strengths, weaknesses, opportunities, and threats in relation to the business.

Which of the following is a threat according to SWOT analysis?

The Role of Human Resources

Diversity and Multiculturalism

Recruitment

Selection

Compensation and Benefits

Retention and Motivation

Training and Development

Successful Employee Communication

Managing Employee Performance

Employee Assessment

Working With Labor Unions

Safety and Health at Work

International HRM

Filters

Exam 2: Developing and Implementing Strategic HRM Plans

Staffing focuses on:

Succession planning, which determines how the organization will handle the departure of managers and how current employees will be ready to take on those roles when a manager does leave, falls under the _____ duty of HRM.

The _____ process consists of interviewing candidates.

is the process of obtaining résumés of people interested in the job.

A company's budget for compensating employees is unaffected by legislative changes.

It is desirable for an HR department's mission statement to strongly emphasize its _____ to be viewed as a dynamic partner in the process of achieving organizational goals.

Which of the following occurs immediately after the interview rounds in a selection process?

Which of the following differentiates an HR plan and an HRM strategic plan?

Which of the following is true with regard to the HRM plan?

In the context of the HRM plan, which of the following goal statements aims at a specific goal?

What are the six parts of the HRM plan? Which part do you consider the most important and why?

Which of the following differentiates the role of personnel management from the present-day HRM?

A head-hunter is typically used for recruiting candidates for higher level positions.

A strategic plan should be a static document.

A _____ is a person who specializes in matching jobs with people, and usually works only with higher level positions.

The first part of the HRM plan involves:

The Ulrich HR model started the movement toward viewing HR as a functional area.

Every stage of the organizational lifecycle requires a different HRM strategy.

_____ is a strategic planning tool that identifies strengths, weaknesses, opportunities, and threats in relation to the business.

Which of the following is a threat according to SWOT analysis?

The Role of Human Resources

Diversity and Multiculturalism

Recruitment

Selection

Compensation and Benefits

Retention and Motivation

Training and Development

Successful Employee Communication

Managing Employee Performance

Employee Assessment

Working With Labor Unions

Safety and Health at Work

International HRM

Filters