Question 1

Compare and contrast at least two differences between personnel management and strategic HRM.

Accepted Answer

Personnel management focused on administ

Question 2

Theconsists of the interviewing and hiring process.

Accepted Answer

A)  appraisal 
B)  selection 
C)  training 
D)  recruitment 
E)  compensation 
A)  appraisal 
B)  selection 
C)  training 
D)  recruitment 
E)  compensation

Question 3

In the context of a SWOT analysis, which of the following would be considered an opportunity for an organization?

Accepted Answer

A)  An experienced and committed workforce 
B)  A high degree of innovation in product lines 
C)  Efficient manufacturing methods and processes 
D)  A good reputation in the market 
E)  Prospects of exclusive partnerships with international clients 
A)  An experienced and committed workforce 
B)  A high degree of innovation in product lines 
C)  Efficient manufacturing methods and processes 
D)  A good reputation in the market 
E)  Prospects of exclusive partnerships with international clients

Question 4

Quantitative data on strategic plans are effective in demonstrating how HR adds value to the bottom line.

Accepted Answer

A) True 
 B)False

Question 5

Strategic plans should be reviewed once a year.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following is an area that personnel management focused on in the past?

Accepted Answer

A)  Effective use of labor as a resource 
B)  Anticipation of changes that would impact the company 
C)  Recruitment of new employees and legal compliance 
D)  Enhancement of the company's productivity 
E)  Active contribution to profits 
A)  Effective use of labor as a resource 
B)  Anticipation of changes that would impact the company 
C)  Recruitment of new employees and legal compliance 
D)  Enhancement of the company's productivity 
E)  Active contribution to profits

Question 7

Strategic plans must be aimed at _____ goals.

Accepted Answer

The answer of Strategic plans must be aimed at _____...

Question 8

Jason McDowell, an HR manager with Prime Banking and Consultancy, switched from the traditional recruitment methods he had used successfully for over a decade to using the Internet as a platform to advertise job openings. He feels that this change enables him to portray his company's culture in a way that appeals to the younger generation who are avid users of these sites. Additionally, it helps him target the younger generation of potential candidates who are required to fill the positions that are becoming vacant as employees of the baby boomer generation are set to retire. It also helps him minimize costs-a crucial benefit in the uncertain economic conditions that are prevailing. His ability to alter his methods to suit the external factors affecting the organization reflects the area of HR function that Ulrich referred to as the _____.

Accepted Answer

A)  administrative expert 
B)  functional expert 
C)  human capital developer 
D)  change agent 
E)  employee advocate 
A)  administrative expert 
B)  functional expert 
C)  human capital developer 
D)  change agent 
E)  employee advocate

Question 9

Personnel management emphasized the aim of achieving strategic goals through people.

Accepted Answer

A) True 
 B)False

Question 10

Even if a company does not have an HR department, management should still develop HRM strategic plans and HR plans.

Accepted Answer

A) True 
 B)False

Question 11

Tim Hayes, the current CEO of Nascent Pharma, is set to retire after a long and fruitful career. Nascent Pharma, a forerunner in pharmaceuticals, is now looking for a new CEO. Which of the following recruitment strategies should they use to locate a dynamic professional with the capability of sustaining the growth and popularity of the company?

Accepted Answer

A)  Traditional advertisements 
B)  Social networking sites 
C)  Internet job sites 
D)  Head-hunters 
E)  Word-of-mouth 
A)  Traditional advertisements 
B)  Social networking sites 
C)  Internet job sites 
D)  Head-hunters 
E)  Word-of-mouth

Question 12

According to Ulrich, HR managers should:

Accepted Answer

A)  advocate the management policy as being final during any conflict with employees. 
B)  understand company objectives, problems, challenges, and opportunities. 
C)  avoid training programs as much as possible as they cut into the bottom line. 
D)  restrict themselves to managing the hiring process and ensuring legal compliance. 
E)  focus exclusively on administrative functions to ensure smooth functioning. 
A)  advocate the management policy as being final during any conflict with employees. 
B)  understand company objectives, problems, challenges, and opportunities. 
C)  avoid training programs as much as possible as they cut into the bottom line. 
D)  restrict themselves to managing the hiring process and ensuring legal compliance. 
E)  focus exclusively on administrative functions to ensure smooth functioning.

Question 13

A career development review is used for the purpose of _____.

Accepted Answer

A)  employee selection 
B)  recruitment 
C)  training needs assessment 
D)  performance appraisal 
E)  headhunting 
A)  employee selection 
B)  recruitment 
C)  training needs assessment 
D)  performance appraisal 
E)  headhunting

Question 14

In the context of a SWOT analysis, which of the following would be considered a weakness for an organization?

Accepted Answer

A)  Competitors entering the market 
B)  Changes in technology 
C)  Lack of a strategic plan 
D)  Changes in the economy 
E)  Sluggish growth of industry 
A)  Competitors entering the market 
B)  Changes in technology 
C)  Lack of a strategic plan 
D)  Changes in the economy 
E)  Sluggish growth of industry

Question 15

What are the various reasons behind strategic plans not being implemented?

Accepted Answer

Some reasons behind a strategic plan bei

Question 16

Describe the HR model proposed by Ulrich.

Accepted Answer

The Ulrich HR model provides an overall

Question 17

An HR manager must develop the departmental goals and HR plans based on the overall goals of the organization autonomously.

Accepted Answer

A) True 
 B)False

Question 18

_____ analysis is a strategic planning tool that identifies the strengths, weakness, opportunities, and threats to an organization.

Accepted Answer

The answer of _____ analysis is a strategic planning tool...

Question 19

A SWOT analysis does not apply at the level of departmental performance.

Accepted Answer

A) True 
 B)False

Question 20

In the context of SWOT analysis, which of the following would be considered a strength?

Accepted Answer

A)  Rapid growth of industry 
B)  High brand value 
C)  Relaxation of governmental regulations 
D)  Tax exemptions 
E)  Favorable political environment 
A)  Rapid growth of industry 
B)  High brand value 
C)  Relaxation of governmental regulations 
D)  Tax exemptions 
E)  Favorable political environment

Compare and contrast at least two differences between personnel management and strategic HRM.

Theconsists of the interviewing and hiring process.

In the context of a SWOT analysis, which of the following would be considered an opportunity for an organization?

Quantitative data on strategic plans are effective in demonstrating how HR adds value to the bottom line.

Strategic plans should be reviewed once a year.

Which of the following is an area that personnel management focused on in the past?

Strategic plans must be aimed at _____ goals.

Personnel management emphasized the aim of achieving strategic goals through people.

Even if a company does not have an HR department, management should still develop HRM strategic plans and HR plans.

According to Ulrich, HR managers should:

A career development review is used for the purpose of _____.

In the context of a SWOT analysis, which of the following would be considered a weakness for an organization?

What are the various reasons behind strategic plans not being implemented?

Describe the HR model proposed by Ulrich.

An HR manager must develop the departmental goals and HR plans based on the overall goals of the organization autonomously.

_____ analysis is a strategic planning tool that identifies the strengths, weakness, opportunities, and threats to an organization.

A SWOT analysis does not apply at the level of departmental performance.

In the context of SWOT analysis, which of the following would be considered a strength?

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

Compare and contrast at least two differences between personnel management and strategic HRM.

Theconsists of the interviewing and hiring process.

In the context of a SWOT analysis, which of the following would be considered an opportunity for an organization?

Quantitative data on strategic plans are effective in demonstrating how HR adds value to the bottom line.

Strategic plans should be reviewed once a year.

Which of the following is an area that personnel management focused on in the past?

Strategic plans must be aimed at _____ goals.

Personnel management emphasized the aim of achieving strategic goals through people.

Even if a company does not have an HR department, management should still develop HRM strategic plans and HR plans.

According to Ulrich, HR managers should:

A career development review is used for the purpose of _____.

In the context of a SWOT analysis, which of the following would be considered a weakness for an organization?

What are the various reasons behind strategic plans not being implemented?

Describe the HR model proposed by Ulrich.

An HR manager must develop the departmental goals and HR plans based on the overall goals of the organization autonomously.

_____ analysis is a strategic planning tool that identifies the strengths, weakness, opportunities, and threats to an organization.

A SWOT analysis does not apply at the level of departmental performance.

In the context of SWOT analysis, which of the following would be considered a strength?

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