Deck 2: Strategy and Human Resources Planning

Question 1

What do we consider the firm's resources to be when they improve the efficiency or effectiveness of the company?

A) difficult to imitate
B) valuable
C) organized
D) rare

Answer 1

B

Question 2

From an organization's perspective, what is an important shortcoming of having to rely on part-time employees?

A) limited benefits
B) costs of continuous replacement
C) lack of training
D) no job security

Answer 2

B

Question 3

Which of the following is NOT generally considered a component of a firm's competitive environment?

A) rival firms
B) new entrants
C) labour laws
D) suppliers

Answer 3

C

Question 4

Which statement best describes the skills of core employees?

A) Their skills are not directly related to company strategy.
B) They have firm-specific skills directly related to company strategy.
C) They have skills that are valuable but not unique.
D) Their skills are available to all firms.

Question 5

Which statement best describes strategic knowledge workers?

A) They have skills that are valuable but not unique.
B) They have firm-specific skills directly related to company strategy.
C) They have unique skills directly linked to the company's strategy.
D) As consultants, they have strategic skills.

Question 6

What is the first step in the strategic planning process?

A) putting together the human resource management team
B) executing the human resource plan
C) establishing the mission, vision, and values of the organization
D) aligning the human resource plan and the strategic plan

Question 7

During its strategic retreat, the top management team at IAMME Gold Corporation pondered on the question "What's the organization reason for being?" What was the team most likely focusing on?

A) the firm's strategic vision
B) the firm's core values
C) the firm's mission
D) the firm's competitive position

Question 8

What is the relationship between human resource planning and strategic human resource management?

A) Strategic human resource management is narrower in scope than human resource planning.
B) Strategic human resource management is broader in scope than human resource planning.
C) Human resource planning is the same as strategic human resource management.
D) Human resource planning is more important than strategic human resource management.

Question 9

An organizations' core capabilities consist of three components. Which of the following is NOT one of them?

A) processes
B) systems
C) people
D) cultural audit

Question 10

As part of its strategic planning process, TJX Corporation is involved in a systematic, regular monitoring of major external forces influencing the organization. What is this process called?

A) external forecasting
B) human resource planning
C) Markov analysis
D) environmental scanning

Question 11

Which of the following best captures the strategic intent of the organization?

A) its mission
B) its vision
C) its core values
D) its strategic human resource plan

Question 12

Which of the following deliberations on the competitive environment generally involves an active role by HR managers?

A) an analysis of new entrants
B) an analysis of the supply and demand for labour
C) coordination with suppliers
D) minimizing the technical advantages of rival firms

Question 13

Which of the following is a typical activity undertaken by human resource management professionals at the strategy implementation stage?

A) conducting human resource forecasting for the demand of labour
B) helping to capture the underlying business philosophy
C) helping to analyze the workforce's culture
D) using performance management to achieve organizational strategy

Question 14

What do we call integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers?

A) core capabilities
B) competitive advantage
C) human capital
D) organizational competencies

Question 15

On the entrance to Mac Pencils' factory are the words "to provide the world with high-quality and dependable pencils." What is this an example of?

A) strategic vision
B) mission
C) core values
D) core resources

Question 16

As part of the strategic planning process, XYZ Inc. recently examined the attitudes and activities of the company's workforce. What was XYZ doing?

A) an environmental scan
B) a cultural audit
C) a trend analysis
D) a demand forecast

Question 17

Which of the following is a typical activity undertaken by human resource management professionals in a SWOT analysis?

A) gauging the external supply of labour
B) analyzing the organization's core competencies
C) reconciling labour supply and demand
D) analyzing the industry and competitors

Question 18

Which of these groups is a secondary stakeholder of an organization?

A) investors
B) employees
C) suppliers
D) news reporters

Question 19

Which of the following best describes the core values of a company?

A) They represent the alignment of the strategic plan with the human resource plan.
B) They are strong enduring beliefs and principles of the company.
C) They are the basic purpose of the organization.
D) They provide a perspective on where the company is headed.

Question 20

HR planning requires HR managers to focus more on an alignment between HR plans and which of the following?

A) the organization's financial strategy
B) the organization's marketing position
C) the organization's strategic plan
D) the competitive environment

Question 21

What do we call reducing the workforce through the departure of employees who resign or retire?

A) attrition
B) contraction
C) contracting out
D) termination

Question 22

What is values-based hiring?

A) hiring employees whose values correspond to their corporate cultures
B) hiring employees based on good ethical values
C) hiring decisions that lead to new values being adopted by the company
D) hiring executives who then instill their values in the company

Question 23

Which of the following is the process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions?

A) target forecasting
B) predicted change
C) succession planning
D) replacement selection

Question 24

XYZ Corporation wants to track the percentage and actual number of employees who remain in each of the firm's job from one year to the next. Which of the following would XYZ Corporation benefit from?

A) a replacement chart
B) a skills inventory
C) a Markov analysis
D) a succession plan

Question 25

Organization Y is a unionized textiles manufacturing company that is downsizing. What will Organization Y most likely use when deciding whom to lay off first?

A) seniority
B) the payroll
C) what skills and abilities the company needs to thrive
D) talent

Question 26

Which of the following best describes forecasting human resources needs?

A) It is scientific and relatively error-free.
B) It is difficult and should only be done on rare occasions.
C) It should rely strictly on quantitative approaches, which utilize sophisticated analytical models.
D) It estimates the number and type of people that are needed to meet organizational objectives.

Question 27

Which of the following should you take into account when forecasting demand?

A) absenteeism
B) turnover
C) business cycles
D) labour mobility

Question 28

Which of the following is included in an external analysis of an organization in a SWOT analysis?

A) An analysis of its strengths.
B) An analysis of its core capabilities.
C) An analysis of its weaknesses.
D) An analysis of its opportunities.

Question 29

Which of the following is a cooperative strategy pursued by firms?

A) joint ventures
B) mergers
C) acquisitions
D) diversification

Question 30

In what way can HR best help ensure that a strategic alliance or joint venture goes smoothly in the beginning?

A) plan labour supply needs for both organizations
B) systematically monitor employee morale for both organizations
C) teach employees about the other organization
D) assess the compatibility of the two organizational cultures

Question 31

Which of the following is used in forecasting the demand of labour?

A) replacement charts
B) Markov analysis
C) trend analysis
D) succession planning

Question 32

ATM Company has experienced a recent growth in its business. Which of the following is NOT a likely response to its new HR demands?

A) Hire full-time employees
B) Ask employees to work over-time
C) Allow for attrition
D) Use contract workers

Question 33

As part of the SWOT analysis, the internal analyses of the firm would include an analysis of which of the following?

A) opportunities
B) strategy
C) threats
D) weaknesses

Question 34

What is the most important information obtained from a Markov analysis?

A) human capital readiness
B) what types of attitudes employees have
C) what positions are going to be coming open and will require a new hire
D) how many individuals are ready for promotion

Question 35

Manning Logistics laid off nine employees from data-entry positions in its finance division. Two weeks later, it hired 15 employees into data-entry positions in the inventory division. What mistake has the company committed?

A) faulty cultural audit
B) not forecasting properly
C) faulty goal alignment
D) not analyzing the internal labour force

Question 36

Which of the following is a graphical representation of all organizational jobs along with the numbers of employees currently occupying those jobs and future employment requirements?

A) a Markov analysis
B) a trend analysis
C) a skills inventory
D) a staffing table

Question 37

What do we call the internal alignment of HR practices to establish a configuration that is mutually enforcing?

A) vertical fit
B) horizontal fit
C) HR alignment
D) enforcing fit

Question 38

Severance pay is usually calculated based on which of the following?

A) the employee's years of service and salary
B) complex formulas administered by the federal government
C) the employee's skills and abilities
D) the employee's education and performance

Question 39

Which of the following is NOT a qualitative approach to demand forecasting?

A) trend analysis
B) Delphi technique
C) soliciting expert opinion
D) management forecast

Question 40

What is the difference between trend analysis and management forecasts?

A) Trend analysis is used to analyze the business environment and management forecasts predict labour needs.
B) Trend analysis uses organizational indexes and management forecasts utilize statistical techniques.
C) Trend analysis is quantitative and management forecasts are qualitative.
D) Trend analysis has proven success and management forecasts have major shortcomings.

Question 41

Scenario 2.2
Avie Products Inc. is planning to add a third shift to its production schedule. It currently has 450 workers involved in all aspects of its fertilizer business, best done in Canada. A recent surge in demand from its global customers is driving the need for more workers; however, Simi Meher, the CEO, is concerned that the surge may be temporary, especially in light of the recent economic downturns in the global environment where Avie does business.
Refer to Scenario 2.2. What is the best strategy for Avie to follow with respect to workers on the third shift?

A) hire full-time employees to get their commitment
B) hire part-time staff
C) get management to do the extra work
D) outsource the work to India

Question 42

Scenario 2.1
Blockbuster Canada was the first of its kind in Canada in the movie and games rental business and operated for more than 21 years. However, with the advent of more modern technology accessible mainly through Netflix and Rogers On Demand, Blockbuster struggled to stay relevant in a tech-savvy environment where videos and games could now be rented conveniently from the comfort of one's couch via computer or TV. Despite efforts to try to stay relevant, Blockbuster did not leverage technology that had become an important part of their consumer base's daily lives. As a result, Blockbuster was not able to fight off the competition.
Refer to Scenario 2.1. To remain competitive, Blockbuster Canada needed to systematically monitor the major external forces influencing the movie/game rental business. Which of the following would be important to its success?

A) analysis of the internal environment
B) environmental scanning
C) changes in demographics
D) changes in its mission, vision, and values

Question 43

Scenario 2.2
Avie Products Inc. is planning to add a third shift to its production schedule. It currently has 450 workers involved in all aspects of its fertilizer business, best done in Canada. A recent surge in demand from its global customers is driving the need for more workers; however, Simi Meher, the CEO, is concerned that the surge may be temporary, especially in light of the recent economic downturns in the global environment where Avie does business.
Refer to Scenario 2.2. Which approach could Avie use to forecast demand for its products?

A) staffing tables
B) Markov analysis
C) skill inventories
D) trend analysis

Question 44

Scenario 2.1
Blockbuster Canada was the first of its kind in Canada in the movie and games rental business and operated for more than 21 years. However, with the advent of more modern technology accessible mainly through Netflix and Rogers On Demand, Blockbuster struggled to stay relevant in a tech-savvy environment where videos and games could now be rented conveniently from the comfort of one's couch via computer or TV. Despite efforts to try to stay relevant, Blockbuster did not leverage technology that had become an important part of their consumer base's daily lives. As a result, Blockbuster was not able to fight off the competition.
Refer to Scenario 2.1. Blockbuster Canada managers could have successfully advanced the company and remained relevant by focusing on which of the following?

A) an environmental analysis
B) what they do best, traditional rentals
C) technological changes including information technology and innovations
D) incentives to keep consumers coming back

Question 45

What is an HR "dashboard"?

A) a strategic tool developed by the Boston Consulting Group
B) a SWOT analysis at the HR level
C) a balanced scorecard
D) a software that tracks and graphically displays HR statistics

Question 46

Which of the following is an important use of the balanced scorecard?

A) to help balance internal and external fit
B) to help managers translate their firms' strategic goals into operational objectives
C) to help managers balance the costs and benefits of HR strategies
D) to help with the SWOY analysis

Question 47

Scenario 2.1
Blockbuster Canada was the first of its kind in Canada in the movie and games rental business and operated for more than 21 years. However, with the advent of more modern technology accessible mainly through Netflix and Rogers On Demand, Blockbuster struggled to stay relevant in a tech-savvy environment where videos and games could now be rented conveniently from the comfort of one's couch via computer or TV. Despite efforts to try to stay relevant, Blockbuster did not leverage technology that had become an important part of their consumer base's daily lives. As a result, Blockbuster was not able to fight off the competition.
Refer to Scenario 2.1. Blockbuster's competitive environment includes which of the following?

A) its customers, HR strategy, new entrants, core capabilities
B) its environmental scanning and analysis
C) its environmental analysis, strategic planning, and HR strategy
D) its customers, rival firms, new entrants, substitutes, and suppliers

Question 48

What is the term for the process that is used to identify "best practices"?

A) benchmarking
B) balancing the scorecard
C) HR "dashboard"
D) Markov analysis

Question 49

Human resources planning plays a key role in organizational strategy implementation because organizational leaders must make decisions regarding resource allocations to human capital, among other things.

Question 50

Which of the following can be used to translate strategic goals to operational objectives?

A) a Markov analysis
B) a replacement chart
C) a skills inventory
D) a balanced scorecard

Question 51

Scenario 2.1
Blockbuster Canada was the first of its kind in Canada in the movie and games rental business and operated for more than 21 years. However, with the advent of more modern technology accessible mainly through Netflix and Rogers On Demand, Blockbuster struggled to stay relevant in a tech-savvy environment where videos and games could now be rented conveniently from the comfort of one's couch via computer or TV. Despite efforts to try to stay relevant, Blockbuster did not leverage technology that had become an important part of their consumer base's daily lives. As a result, Blockbuster was not able to fight off the competition.
Refer to Scenario 2.1. What is one of the most important assessments a firm like Blockbuster could have made in order to stay relevant?

A) identifying the needs of its customers
B) identifying the needs of its producers
C) identifying the needs of its employees
D) teaming up with the competition

Question 52

Strategic human resource management combines human resource planning and strategic planning.

Question 53

Which term refers to an enthusiastically adopted tool for mapping a firm's strategy in order to ensure strategic alignment?

A) target forecasting
B) predicted focus
C) balanced scorecard
D) replacement selection

Question 54

The mission statement of an organization is a description of the organization's vision and values.

Question 55

Increased emphasis on HR issues becomes especially critical when organizations consider global strategies, relocation of plants, product innovation plans, and so forth.

Question 56

Scenario 2.1
Blockbuster Canada was the first of its kind in Canada in the movie and games rental business and operated for more than 21 years. However, with the advent of more modern technology accessible mainly through Netflix and Rogers On Demand, Blockbuster struggled to stay relevant in a tech-savvy environment where videos and games could now be rented conveniently from the comfort of one's couch via computer or TV. Despite efforts to try to stay relevant, Blockbuster did not leverage technology that had become an important part of their consumer base's daily lives. As a result, Blockbuster was not able to fight off the competition.
Refer to Scenario 2.1. For years, Blockbuster survived as a successful entity with various competitors until Netflix and Rogers On Demand began making movies and games available online. Which of the following most likely contributed to Blockbuster going out of business?

A) economic, global, political, and environmental factors
B) technological, psychological, and physical factors
C) technological changes, social concerns, and demographic and labour market trends
D) the lack of knowledge workers

Question 57

Scenario 2.2
Avie Products Inc. is planning to add a third shift to its production schedule. It currently has 450 workers involved in all aspects of its fertilizer business, best done in Canada. A recent surge in demand from its global customers is driving the need for more workers; however, Simi Meher, the CEO, is concerned that the surge may be temporary, especially in light of the recent economic downturns in the global environment where Avie does business.
Refer to Scenario 2.2. What would assist Avie in determining how many additional workers it would need for the third shift?

A) reconciling supply and demand
B) Markov analysis
C) replacement charting
D) trend analysis

Question 58

Forecasting labour supply is an aspect of human resource planning.

Question 59

Scenario 2.2
Avie Products Inc. is planning to add a third shift to its production schedule. It currently has 450 workers involved in all aspects of its fertilizer business, best done in Canada. A recent surge in demand from its global customers is driving the need for more workers; however, Simi Meher, the CEO, is concerned that the surge may be temporary, especially in light of the recent economic downturns in the global environment where Avie does business.
Refer to Scenario 2.2. Assume that Avie goes ahead with the third shift. What can the company use to evaluate the effectiveness of this strategy in a year's time?

A) Markov analysis
B) trend analysis
C) skill inventories
D) benchmarking

Question 60

Human resources planning (HRP) is the conducting of recruitment and selection methods according to a strategic plan.

Question 61

Utilizing a balanced scorecard is an aspect of the internal analysis in a SWOT analysis.

Question 62

Trend analysis is a qualitative approach to labour demand forecasting.

Question 63

Gauging demographic trends is an aspect of the external analysis in a SWOT analysis.

Question 64

Environmental scanning involves the systematic monitoring of internal factors influencing the organization.

Question 65

Organizations such as Canadian Tire and CIBC conduct cultural audits to examine the attitudes and activities of the external workforce.

Question 66

In general, contract labour possesses skills and knowledge of less strategic value to the organization than core knowledge workers.

Question 67

Economic factors in environmental scanning include general and global conditions.

Question 68

National and regional unemployment rates are often considered a general barometer of labour supply.

Question 69

Suppliers are secondary stakeholders of an organization.

Question 70

Internal analysis provides strategic decision makers with an inventory of organizational skills and resources.

Question 71

A cultural audit may examine how people are empowered.

Question 72

There are two approaches to HR forecasting: quantitative and qualitative.

Question 73

Organizational core values are the strong enduring beliefs and principles that a company uses as a foundation for its decisions.

Question 74

Investors are primary stakeholders of an organization.

Question 75

Core capabilities are integrated skills and knowledge sets within an organization that distinguish it from its competitors and deliver value to customers.

Question 76

Core capabilities provide a long-term basis for technological innovation, product development, and service delivery.

Question 77

Trend analysis relies on a single business factor.

Question 78

A cultural audit asks questions such as "What is the ethnic make-up of my workforce?"

Question 79

A cultural audit asks questions such as "How do employees spend their time?"

Question 80

Forecasting may be as informal as having one person familiar with the organization anticipate HR needs.