Question 1

The stages of HR activity associated with a merger are (1)precombination, (2)combination, and (3)solidification and assessment.

Accepted Answer

A) True 
 B)False

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

What does a human capital architecture map classify employees according to?

Accepted Answer

A)  exempt and non-exempt status 
B)  employee function and wage rate 
C)  employee function and skill level 
D)  strategic value and unique skills 
A)  exempt and non-exempt status 
B)  employee function and wage rate 
C)  employee function and skill level 
D)  strategic value and unique skills

Question 4

Kramer Athletic Equipment is planning the future of the organization. In this process, the firm is making decisions such as whether to maintain its current path as industry leader in the running shoe business, or branch out to include casual footwear. In addition, the company is also discussing the various needs it will have for new staff if it does choose to go in a new direction. What is Kramer Athletic Equipment doing?

Accepted Answer

A)  strategic planning 
B)  human resources planning 
C)  applying principles of strategic human resources management 
D)  planning both its business needs and its HR needs 
A)  strategic planning 
B)  human resources planning 
C)  applying principles of strategic human resources management 
D)  planning both its business needs and its HR needs

Question 5

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 they 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?

Accepted Answer

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 
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 6

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 they 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?

Accepted Answer

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 
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 7

Staffing tables provide data on external labour supply sources.

Accepted Answer

A) True 
 B)False

Question 8

Decisions about employee layoffs are usually based on seniority and/or performance.

Accepted Answer

A) True 
 B)False

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

Human Resources and Skills Development Canada (HRSDC)analyzes labour markets to determine the supply and demand for labour.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Which of the following best describes forecasting human resources needs?

Accepted Answer

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. 
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 14

What is at the centre of the 7-S model?

Accepted Answer

A)  shared values 
B)  strategy 
C)  style 
D)  systems 
A)  shared values 
B)  strategy 
C)  style 
D)  systems

Question 15

Through human resources planning, organizations strive for a proper balance between demand considerations and supply considerations.

Accepted Answer

A) True 
 B)False

Question 16

Under the umbrella of layoff strategies are several work reduction options:	reduced workweek, reduced shifts, transfers to related companies, and so on.

Accepted Answer

A) True 
 B)False

Question 17

Nearly one-fifth of the workforce is made up of part-time, temporary, and self-employed workers.

Accepted Answer

A) True 
 B)False

Question 18

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 they 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?

Accepted Answer

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 
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 19

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

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 
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

The stages of HR activity associated with a merger are (1)precombination, (2)combination, and (3)solidification and assessment.

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

What does a human capital architecture map classify employees according to?

Staffing tables provide data on external labour supply sources.

Decisions about employee layoffs are usually based on seniority and/or performance.

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

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

Human Resources and Skills Development Canada (HRSDC)analyzes labour markets to determine the supply and demand for labour.

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

Which of the following best describes forecasting human resources needs?

What is at the centre of the 7-S model?

Through human resources planning, organizations strive for a proper balance between demand considerations and supply considerations.

Under the umbrella of layoff strategies are several work reduction options: reduced workweek, reduced shifts, transfers to related companies, and so on.

Nearly one-fifth of the workforce is made up of part-time, temporary, and self-employed workers.

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

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

The World of Human Resources Management

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters

Exam 2: Strategy and Human Resources Planning

The stages of HR activity associated with a merger are (1)precombination, (2)combination, and (3)solidification and assessment.

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

What does a human capital architecture map classify employees according to?

Staffing tables provide data on external labour supply sources.

Decisions about employee layoffs are usually based on seniority and/or performance.

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

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

Human Resources and Skills Development Canada (HRSDC)analyzes labour markets to determine the supply and demand for labour.

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

Which of the following best describes forecasting human resources needs?

What is at the centre of the 7-S model?

Through human resources planning, organizations strive for a proper balance between demand considerations and supply considerations.

Under the umbrella of layoff strategies are several work reduction options: reduced workweek, reduced shifts, transfers to related companies, and so on.

Nearly one-fifth of the workforce is made up of part-time, temporary, and self-employed workers.

A disadvantage of overemphasizing seniority is that less competent employees receive the same rewards and security as more competent employees.

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

The World of Human Resources Management

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Employee Selection

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters