Question 1

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 2

Jay examines data from pre- and postsurveys to see if the new training program has achieved the desired effect.He is using the ________ approach.

Accepted Answer

A) people 
B) audit 
C) balance-sheet 
D) analytic 
E) outcome 
A) people 
B) audit 
C) balance-sheet 
D) analytic 
E) outcome

Question 3

How will outsourcing increase the effectiveness of HR?

Accepted Answer

Outsourcing entails contracting with an

Question 4

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

Accepted Answer

A) Leader of the HR function 
B) Representative of the firm 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect 
A) Leader of the HR function 
B) Representative of the firm 
C) Strategic advisor 
D) Workforce sensor 
E) Talent architect

Question 5

Diagnosing problems and evaluating results are 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 6

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality are called

Accepted Answer

A) transaction processing. 
B) reengineering. 
C) benchmarking. 
D) delayering. 
E) outsourcing. 
A) transaction processing. 
B) reengineering. 
C) benchmarking. 
D) delayering. 
E) outsourcing.

Question 7

Pension administration and payroll are most likely to be outsourced,since they are ________ activities.

Accepted Answer

A) transformational 
B) transactional 
C) traditional 
D) training 
E) transcendental 
A) transformational 
B) transactional 
C) traditional 
D) training 
E) transcendental

Question 8

Which of the following corresponds to identifying the process stage of the reengineering process?

Accepted Answer

A) Considering whether jobs can be combined 
B) Developing models and choosing prototypes 
C) Asking process owners to be part of the team 
D) Considering the exceptions to be dealt with 
E) Considering if all the steps in the process are necessary 
A) Considering whether jobs can be combined 
B) Developing models and choosing prototypes 
C) Asking process owners to be part of the team 
D) Considering the exceptions to be dealt with 
E) Considering if all the steps in the process are necessary

Question 9

Which of the following corresponds to the stage of understanding the process during reengineering?

Accepted Answer

A) Considering whether jobs can be combined 
B) Developing models and choosing prototypes 
C) Asking process owners to be part of the team 
D) Including customers who see the outcome of the process as team members 
E) Testing the process 
A) Considering whether jobs can be combined 
B) Developing models and choosing prototypes 
C) Asking process owners to be part of the team 
D) Including customers who see the outcome of the process as team members 
E) Testing the process

Question 10

Which HR strategy begins by identifying the major business needs and issues,considers how people fit in and what people outcomes are necessary,and builds HR systems focused on meeting those needs?

Accepted Answer

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

Question 11

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 12

Create an HR strategy using all five steps.

Accepted Answer

Following are the steps involved in the

Question 13

Which of the following is true of field generalists within the recent generic HR structure?

Accepted Answer

A) Demarcus is responsible for helping line executives strategically address people issues. 
B) Grace is responsible for the traditional areas of HR. 
C) Johnsie is responsible for the transactional HR activities. 
D) Brendan acts as consultants in the development of state-of-the-art HR systems. 
E) Moana often leverages information technology to efficiently deliver employee services. 
A) Demarcus is responsible for helping line executives strategically address people issues. 
B) Grace is responsible for the traditional areas of HR. 
C) Johnsie is responsible for the transactional HR activities. 
D) Brendan acts as consultants in the development of state-of-the-art HR systems. 
E) Moana often leverages information technology to efficiently deliver employee services.

Question 14

"Business-linked" HR functions begin with identifying major people outcomes.

Accepted Answer

A) True 
 B)False

Question 15

Your company is going through the reengineering process.You have been asked to lay out the steps and identify who will be involved.Identify the steps and the team members.

Accepted Answer

The following steps are involved in the

Question 16

Maria works in the HR department at Cloud Zero Inc.She is responsible for helping the line executives strategically address people issues.She has a dual reporting relationship with Jose,the head of HRM,and Gigi,the head of the line business.Maria is likely to be

Accepted Answer

A) part of the center of expertise. 
B) a field generalist. 
C) part of the service center. 
D) part of the transactional center. 
E) a functional specialist. 
A) part of the center of expertise. 
B) a field generalist. 
C) part of the service center. 
D) part of the transactional center. 
E) a functional specialist.

Question 17

________ activities of HRM have the lowest strategic value in a firm.

Accepted Answer

A) Transcendental 
B) Transnational 
C) Transformational 
D) Traditional 
E) Transactional 
A) Transcendental 
B) Transnational 
C) Transformational 
D) Traditional 
E) Transactional

Question 18

Activities focused on identifying workforce morale issues pertain to the role of a chief human resource officer (CHRO)being the leader of the HR function.

Accepted Answer

A) True 
 B)False

Question 19

Transactional HRM activities provide the greatest strategic value to a firm.

Accepted Answer

A) True 
 B)False

Question 20

As part of the reengineering process,companies expand a redesigned process to the entire organization without testing it in a controlled setting.

Accepted Answer

A) True 
 B)False

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.

Jay examines data from pre- and postsurveys to see if the new training program has achieved the desired effect.He is using the ________ approach.

How will outsourcing increase the effectiveness of HR?

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

Diagnosing problems and evaluating results are part of the ________ competence required by HR professionals.

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality are called

Pension administration and payroll are most likely to be outsourced,since they are ________ activities.

Which of the following corresponds to identifying the process stage of the reengineering process?

Which of the following corresponds to the stage of understanding the process during reengineering?

Which HR strategy begins by identifying the major business needs and issues,considers how people fit in and what people outcomes are necessary,and builds HR systems focused on meeting those needs?

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

Create an HR strategy using all five steps.

Which of the following is true of field generalists within the recent generic HR structure?

"Business-linked" HR functions begin with identifying major people outcomes.

Your company is going through the reengineering process.You have been asked to lay out the steps and identify who will be involved.Identify the steps and the team members.

Maria works in the HR department at Cloud Zero Inc.She is responsible for helping the line executives strategically address people issues.She has a dual reporting relationship with Jose,the head of HRM,and Gigi,the head of the line business.Maria is likely to be

________ activities of HRM have the lowest strategic value in a firm.

Activities focused on identifying workforce morale issues pertain to the role of a chief human resource officer (CHRO)being the leader of the HR function.

Transactional HRM activities provide the greatest strategic value to a firm.

As part of the reengineering process,companies expand a redesigned process to the entire organization without testing it in a controlled setting.

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

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.

Jay examines data from pre- and postsurveys to see if the new training program has achieved the desired effect.He is using the ________ approach.

How will outsourcing increase the effectiveness of HR?

Which of the following roles of a chief human resource officer (CHRO)deals with identifying the morale or motivational issues with the employees?

Diagnosing problems and evaluating results are part of the ________ competence required by HR professionals.

A review of critical work processes and redesign to make them more efficient and able to deliver higher quality are called

Pension administration and payroll are most likely to be outsourced,since they are ________ activities.

Which of the following corresponds to identifying the process stage of the reengineering process?

Which of the following corresponds to the stage of understanding the process during reengineering?

Which HR strategy begins by identifying the major business needs and issues,considers how people fit in and what people outcomes are necessary,and builds HR systems focused on meeting those needs?

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

Create an HR strategy using all five steps.

Which of the following is true of field generalists within the recent generic HR structure?

"Business-linked" HR functions begin with identifying major people outcomes.

Your company is going through the reengineering process.You have been asked to lay out the steps and identify who will be involved.Identify the steps and the team members.

Maria works in the HR department at Cloud Zero Inc.She is responsible for helping the line executives strategically address people issues.She has a dual reporting relationship with Jose,the head of HRM,and Gigi,the head of the line business.Maria is likely to be

________ activities of HRM have the lowest strategic value in a firm.

Activities focused on identifying workforce morale issues pertain to the role of a chief human resource officer (CHRO)being the leader of the HR function.

Transactional HRM activities provide the greatest strategic value to a firm.

As part of the reengineering process,companies expand a redesigned process to the entire organization without testing it in a controlled setting.

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