Deck 1: Strategic Human Resource Management in a Changing Environment

Question 1

Outplacement and promotional decisions are common activities under the HRM domain of Organization Design.

Answer 1

False

Question 2

The metrics challenge ascertains whether managers have the access,capability,and motivation to use the measurement data to communicate strategy and monitor progress.

Answer 2

False

Question 3

Validated selection and promotion systems are related to lower productivity and high costs.

Answer 3

False

Question 4

Quantitative reviews,also known as meta-analyses are used to evaluate the effectiveness of HRM methodology.

Question 5

Unlike other corporate functions,such as Finance,HRM is not concerned with quantitative analysis as a part of decision-making preferring to rely on intuition to make decisions.

Question 6

Fair treatment of workers results in lower performance and increased costs.

Question 7

A successful workforce scorecard should be balanced and include measurements related to both leading and lagging indicators.

Question 8

One of the six steps for creating a workforce scorecard is to develop supporting HR management and measurement systems.

Question 9

The two major principles that describe the competitive advantage that a business has are perceived customer value and uniqueness.

Question 10

A validated method of selection is a method that is shown to predict applicant success on the job

Question 11

Competitive advantage occurs if customers perceive that they receive more value from their transaction with an organization than from its competitors.

Question 12

Organizational design is concerned with establishing,fostering,and maintaining employee skills based on organizational and employee needs.

Question 13

Increasing globalization of the economy and a growing competitive work environment with a premium on product and service quality is one of the trends enhancing the importance of HRM.

Question 14

When a change is made in one functional area of HRM,such as a change in the skills needed to perform a job,there is no need for management to consider the impact on another HRM functional area.

Question 15

Corporate social or environmental performance relates to a company's ability to make profits while not sacrificing the resources of its people,the community,and the planet.

Question 16

360 degree performance appraisal and feedback is a form of multi-source performance appraisal and feedback.

Question 17

HPWP includes HRM practices that motivate employees to put forth discretionary effort.

Question 18

Financial or economic capability is derived from an advantage related to costs,when a business is able to produce or provide a good or service more cheaply than competitors.

Question 19

HRM includes Administrative Service and transactional work in addition to developing strategic HR initiatives in response to business issues.

Question 20

Strategic capability represents the business's ability to manage organizational systems and people in order to match customer and strategic needs.

Question 21

Which act prohibits job discrimination on the basis of race,sex,color,religion,or national origin?

A)Civil Rights Act of 1964
B)Americans with Disabilities Act of 1990
C)Fair Labor Standards Act
D)National Labor Relations Act
E)Employee Retirement Income Security Act

Question 22

Measurement and ________ are key to achieving organizational effectiveness and gaining and maintaining a competitive advantage.

A)intuitive decision making
B)subjective decision making
C)a focus on short term consequences
D)Data-driven decision making
E)a focus on organizational strengths

Question 23

The major domains of HRM are:

A)selection, training, performance management, and compensation.
B)human resources planning, job and work analysis, organizational restructuring, job design, team building, computerization, and worker-machine interfaces.
C)organizational design, staffing, performance management and appraisal, employee training and organizational development, and reward systems, benefits, ad compliance.
D)HR design, planning, downsizing, and restructuring.
E)recruitment, employee orientation, selection, promotion, and termination.

Question 24

In their research,Huselid,Becker and Beatty found that traditional financial performance measures such as return on equity,and ROI are ________ and can be predicted by the way a company conducts its HR practices which are ___________.

A) Opportunities, strengths
B) Lagging indicators, leading indicators
C) Qualitative, subjective
D) Measures of marginal productivity, lagging indicators
E) Leading indicators, lagging indicators

Question 25

If a company is able to offer a higher quality product at a lower price than its competition because of a well designed employee selection process and incentive system,their

A)competitive advantage will decrease
B)customer value will increase
C)corporate sustainability will decrease
D)vulnerability to lawsuits will increase
E)financial performance will decrease

Question 26

______ is measured by,the level of employee satisfaction regarding working conditions,recognition and encouragement for good work,opportunities to perform well,and commitment to quality.

A)Validity
B)360 degree feedback
C)Meta-analysis
D)Engagement
E)Social responsibility

Question 27

Which two major principles describe the extent to which a business has a competitive advantage?

A)Strategic goals and sound measurement
B)Strategic goals and workforce
C)Quantity and quality of products/services
D)Sound measurement and uniqueness
E)Perceived customer value and uniqueness

Question 28

Which of the following does not offer sources of uniqueness?

A)Financial or economic capability
B)Product capability
C)Technical capability
D)Equal employment capability
E)Organizational capability

Question 29

Which domain would include assessment of an individual,or a department's,degree of success in meeting or exceeding predetermined levels of productivity and/or quality.

A)Organizational design
B)Staffing
C)Performance management
D)Employee training and organizational development
E)Reward systems, benefits, and compliance

Question 30

The __________ challenge ascertains whether management fully understands how workforce behaviors affect strategy execution.

A)metrics
B)perspective
C)execution
D)validation
E)globalization

Question 31

Graphology is associated with:

A)quality analysis.
B)behavioral analysis.
C)appraisal process analysis.
D)handwriting analysis.
E)actuarial model analysis.

Question 32

Which of the following is one of the six general steps that an organization must take to develop a "workforce scorecard:"

A)View a workforce in terms of cost rather than contribution.
B)Establish a uniform incentive system.
C)Identify low performers to reduce variance in the system.
D)Translate measures into specific actions and accountabilities
E)Provide employees with brief descriptions of what is expected

Question 33

Which HRM domain includes affirmative action/diversity,promotion/separation,and orientation?

A)Organizational design
B)Performance management and appraisal
C)Staffing
D)Reward systems and compliance
E)Employee training and organizational development

Question 34

The __________ challenge ascertains if the managers have identified and collected the right measures of success.

A)metrics
B)perspective
C)execution
D)validation
E)Globalization

Question 35

Which of the following challenge for "successful workforce measurement and management" asks whether managers have the access,capability,and motivation to use measurement data to communicate strategy and monitor progress?

A)Metrics
B)Perspective
C)Execution
D)Validation
E)Quality workforce

Question 36

The following are examples of current HR trends.
T F Increased globalization of the economy

Question 37

__________ involves the arrangement of work tasks based on the interaction of people,technology,and the tasks to be performed in the context of the mission,goals,and the strategic plan of the organization.

A)Employee and organizational development
B)Organizational design
C)Staffing
D)Performance management
E)Organizational development

Question 38

The Valley National Bank exercise demonstrated that

A)An employee's length of service should not be considered when making employment decisions.
B)Issues such as discrimination suits should never be talked about directly with the employee making the claim.
C)Understanding an organization's goals, strengths and weaknesses is critical to managing human resources in order to gain a competitive advantage.
D)Compensation issues have no impact on employee morale.
E)Career planning is the sole responsibility of the employee, managers should never interfere.

Question 39

The products or services of HRM include all of the following EXCEPT:

A)organizational restructuring
B)job design
C)personnel planning
D)evaluating
E)manufacturing

Question 40

HPWP stands for:

A)high-performance work practices
B)high-productivity work practices
C)high-profit work practices
D)high-paying work practices
E)high-product work practices

Question 41

Discuss how organizational commitment,job satisfaction,employee engagement and other so-called "soft" measures are relevant to an organization's bottom-line.

Question 42

List a 3 to 5 major Human Resources Management (HRM)responsibilities.

Question 43

Why is measurement so important for effective HRM?

Question 44

What are examples of high-performance work practices (HPWP)?

Question 45

Research has shown that there is_____ between HR metrics and business success metrics such as productivity,customer satisfaction and sales.

A)a quantifiable connection
B)not a connection
C)a temporary connection
D)not a permanent linkage
E)only a negative relationship

Question 46

Describe how technology impacts HR services,including communication,access to information,and measurement of HR activities.

Question 47

List a few common activities that are part of the organizational design HRM domain.

Question 48

Graphology was not found to be a(n)_____ method to predict future employee _______,

A)valid, demographics
B)valid, success
C)formal, success
D)technological, flexibility
E)formal, demographics

Question 49

It is necessary to use quantitative analysis to determine the ______ of HRM methodology.This allows managers to know if a methodology is predicting something important.

A)validity,
B)efficiencies
C)scorecard
D)global reach
E)expectations

Question 50

HRM is concerned with ensuring that ___________.

A)employees are happy and pampered and offered benefits above market
B)employees that are engaged and productive are retained
C)employees are given extra benefits if they are in a particular demographic group
D)technology is used in a minimal way when it comes to managing employee performance
E)increases in employee compensation is based strictly on seniority

Question 51

If an organization identifies a function that is not a core competency,they may consider _____.

A)increasing funding to that function
B)hiring more employees to increase the efficiency of the function
C)increasing the compensation for the employees in that function
D)outsourcing that function to an outside company that specializes in that function
E)dedicating more managerial talent to that function

Question 52

The following is not a characteristic of a HPWP:

A)Large number of highly qualified applicants for each strategic position
B)Extensive training and development of new employees
C)Low differential in pay between high and low performers
D)Low percentage of employees covered by union contract
E)Above market compensation for key positions

Question 53

The value chain analysis can be used to:

A)refocus the organization on its core competencies and the requirements of the customer base.
B)focus on understanding customer needs and expectations.
C)describe the extent to which a business has a competitive advantage.
D)formulate strategies that place it in a favorable position relative to other companies in the industry.
E)understand customer needs and expectations.