Question 1

Describe the HR model proposed by Ulrich.

Accepted Answer

The Ulrich HR model provides an overall

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

The HRM strategic plan represents the major objectives an organization wants to achieve.

Accepted Answer

A) True 
 B)False

Question 4

What are the various recruitment strategies available to HR managers?

Accepted Answer

Depending on availability and time,some

Question 5

Awareness of IT changes in HR isn't necessary,since HR isn't the IT department.

Accepted Answer

A) True 
 B)False

Question 6

Non-job specific skills that employees need to become successful are called human relations skills.

Accepted Answer

A) True 
 B)False

Question 7

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 8

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 9

A _____ is a detailed document that synthesizes information to determine how many people should be hired,when they should be hired,and what skills they should have.

Accepted Answer

A) staffing plan 
B) job description 
C) retention plan 
D) SWOT analysis 
E) task analysis 
A) staffing plan 
B) job description 
C) retention plan 
D) SWOT analysis 
E) task analysis

Question 10

What are the considerations when measuring a strategic plan?

Accepted Answer

The plan must be measurable in

Question 11

_____ is the stage in the development of the HRM plan wherein standards are developed to help rate employee performance.

Accepted Answer

A) Appraisal 
B) Training 
C) Compensation 
D) Selection 
E) Recruitment 
A) Appraisal 
B) Training 
C) Compensation 
D) Selection 
E) Recruitment

Question 12

_____ 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 13

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 14

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 15

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 16

A strategic plan should be a static document.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

As a ______,the HR professional develops talent that is projected to be needed in the future.

Accepted Answer

human capi

Question 19

Which of the following models provides an overall view of the role of HRM in the organization?

Accepted Answer

A) Kirkpatrick's model 
B) Ulrich HR model 
C) Hackman and Oldham model 
D) Porter's Five forces model 
E) Two-factor model 
A) Kirkpatrick's model 
B) Ulrich HR model 
C) Hackman and Oldham model 
D) Porter's Five forces model 
E) Two-factor model

Question 20

A good HRM plan should be _____.

Accepted Answer

A) general 
B) universal 
C) specific 
D) broad 
E) indefinite 
A) general 
B) universal 
C) specific 
D) broad 
E) indefinite

Describe the HR model proposed by Ulrich.

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

The HRM strategic plan represents the major objectives an organization wants to achieve.

What are the various recruitment strategies available to HR managers?

Awareness of IT changes in HR isn't necessary,since HR isn't the IT department.

Non-job specific skills that employees need to become successful are called human relations skills.

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

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

A _____ is a detailed document that synthesizes information to determine how many people should be hired,when they should be hired,and what skills they should have.

What are the considerations when measuring a strategic plan?

_____ is the stage in the development of the HRM plan wherein standards are developed to help rate employee performance.

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

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

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

A strategic plan should be a static document.

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

As a ______,the HR professional develops talent that is projected to be needed in the future.

Which of the following models provides an overall view of the role of HRM in the organization?

A good HRM plan should be _____.

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 HRM Strategic Plans

Describe the HR model proposed by Ulrich.

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

The HRM strategic plan represents the major objectives an organization wants to achieve.

What are the various recruitment strategies available to HR managers?

Awareness of IT changes in HR isn't necessary,since HR isn't the IT department.

Non-job specific skills that employees need to become successful are called human relations skills.

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

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

A _____ is a detailed document that synthesizes information to determine how many people should be hired,when they should be hired,and what skills they should have.

What are the considerations when measuring a strategic plan?

_____ is the stage in the development of the HRM plan wherein standards are developed to help rate employee performance.

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

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

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

A strategic plan should be a static document.

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

As a ______,the HR professional develops talent that is projected to be needed in the future.

Which of the following models provides an overall view of the role of HRM in the organization?

A good HRM plan should be _____.

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