Question 1

The acid test for an HR strategic plan is:

Accepted Answer

A) management's commitment to it. 
B) whether it makes a practical difference for the company. 
C) how people oriented it is. 
D) if it provides fast solutions. 
E) if it is an emergent strategy rather than an intended strategy. 
A) management's commitment to it. 
B) whether it makes a practical difference for the company. 
C) how people oriented it is. 
D) if it provides fast solutions. 
E) if it is an emergent strategy rather than an intended strategy. B

Question 2

The challenges inherent in Strategic HR Planning include:

Accepted Answer

A) identifying HR constraints and limitations. 
B) creating common bonds. 
C) developing HR strategies suited to unique organizational features. 
D) explicating company goals. 
E) all of the above 
A) identifying HR constraints and limitations. 
B) creating common bonds. 
C) developing HR strategies suited to unique organizational features. 
D) explicating company goals. 
E) all of the above C

Question 3

Intended strategies are as opposed to emergent strategies, which are.

Accepted Answer

A) proactive / reactive 
B) spontaneous / planned 
C) fuzzy / detailed 
D) based on company politics / based on company environment 
E) necessary in large companies / necessary in smaller companies 
A) proactive / reactive 
B) spontaneous / planned 
C) fuzzy / detailed 
D) based on company politics / based on company environment 
E) necessary in large companies / necessary in smaller companies A

Question 4

Timberlake Corporation is reconsidering recent choices regarding employee and labor relations, including:

Accepted Answer

A) the strong "top-down" communication from managers to subordinates. 
B) the discipline policy regarding Internet use at work. 
C) a policy that tends to protect employees' interests over those of the employer. 
D) the new on-the-job training for incoming employees. 
E) compensation of managers versus compensation of lower-level employees. 
A) the strong "top-down" communication from managers to subordinates. 
B) the discipline policy regarding Internet use at work. 
C) a policy that tends to protect employees' interests over those of the employer. 
D) the new on-the-job training for incoming employees. 
E) compensation of managers versus compensation of lower-level employees.

Question 5

Creating a sense of community and shared values and goals among employees at a firm can often increase:

Accepted Answer

A) innovation and customer focus within the firm. 
B) decentralization within the firm. 
C) brain drain. 
D) gaps between the current situation and the future goals. 
E) the disinterest of line managers. 
A) innovation and customer focus within the firm. 
B) decentralization within the firm. 
C) brain drain. 
D) gaps between the current situation and the future goals. 
E) the disinterest of line managers.

Question 6

The relative contribution of an HR strategy to an organization's performance increases:

Accepted Answer

A) the less it fits the external environment. 
B) to the degree that it increases bottom-line profitability, regardless of the cost to labor. 
C) if the HR strategy is distinct from the firm's business strategies. 
D) the more HR strategies are independent of each other. 
E) the more HR strategy fits the uniqueness of the organization. 
A) the less it fits the external environment. 
B) to the degree that it increases bottom-line profitability, regardless of the cost to labor. 
C) if the HR strategy is distinct from the firm's business strategies. 
D) the more HR strategies are independent of each other. 
E) the more HR strategy fits the uniqueness of the organization.

Question 7

For the Strategic HR Planning Process to stimulate critical thinking:

Accepted Answer

A) it needs to create common bonds among the various work units in the organization. 
B) it should focus on day-to-day management issues. 
C) it cannot include specific operational planning but must remain at the conceptual level. 
D) it should manage work flows at the same time. 
E) it must be a continuing, flexible process rather than a rigid procedure. 
A) it needs to create common bonds among the various work units in the organization. 
B) it should focus on day-to-day management issues. 
C) it cannot include specific operational planning but must remain at the conceptual level. 
D) it should manage work flows at the same time. 
E) it must be a continuing, flexible process rather than a rigid procedure.

Question 8

An evolutionary corporation would most likely display which of the following characteristics?

Accepted Answer

A) It would be a mixture of several different industrial firms. 
B) It would exhibit strong managerial control over employees. 
C) It would be very decentralized and flexible. 
D) It would emphasize long-term career development among employees. 
E) It would emphasize moral commitment. 
A) It would be a mixture of several different industrial firms. 
B) It would exhibit strong managerial control over employees. 
C) It would be very decentralized and flexible. 
D) It would emphasize long-term career development among employees. 
E) It would emphasize moral commitment.

Question 9

An HR strategy that fits a company's differentiation strategy would be:

Accepted Answer

A) one emphasizing innovation and flexibility. 
B) managerial control reliability. 
C) HR employee selection. 
D) standardized appraisals, internal recruiting. 
E) detailed work planning and a narrow focus in performance appraisal. 
A) one emphasizing innovation and flexibility. 
B) managerial control reliability. 
C) HR employee selection. 
D) standardized appraisals, internal recruiting. 
E) detailed work planning and a narrow focus in performance appraisal.

Question 10

One challenge of Strategic HR Planning is:

Accepted Answer

A) getting employees to accept empowerment strategies. 
B) decreasing job security while lowering labor costs. 
C) being appropriately reactive to problems in the firm and external environment. 
D) building HR strategies independent of the overall business strategy of the company. 
E) developing strategies that offer a firm a sustained competitive advantage. 
A) getting employees to accept empowerment strategies. 
B) decreasing job security while lowering labor costs. 
C) being appropriately reactive to problems in the firm and external environment. 
D) building HR strategies independent of the overall business strategy of the company. 
E) developing strategies that offer a firm a sustained competitive advantage.

Question 11

If a firm is working on its strategic HR choices in the staffing area, it would be looking at decisions about:

Accepted Answer

A) imposing a hiring freeze to avoid laying off workers. 
B) developing an appraisal system that invites participation by multiple employee groups. 
C) empowering supervisors to make hiring decisions. 
D) detailed work planning. 
E) deciding whether to hire high wage people or train people internally. 
A) imposing a hiring freeze to avoid laying off workers. 
B) developing an appraisal system that invites participation by multiple employee groups. 
C) empowering supervisors to make hiring decisions. 
D) detailed work planning. 
E) deciding whether to hire high wage people or train people internally.

Question 12

Which of the following HR strategies best fits a firm with an overall cost leadership business strategy?

Accepted Answer

A) emphasis on innovation and flexibility. 
B) external recruitment. 
C) performance appraisal as a control device. 
D) broad job classifications. 
E) all of the above 
A) emphasis on innovation and flexibility. 
B) external recruitment. 
C) performance appraisal as a control device. 
D) broad job classifications. 
E) all of the above

Question 13

Which of the following is NOT a key strategic HR choice when working with international management in a business?

Accepted Answer

A) Establishing a repatriation agreement with each employee going abroad versus avoiding any commitment to expatriates. 
B) Sending expatriates abroad to manage foreign subsidiaries versus hiring local people to manage them. 
C) Establishing travel packages and benefits to those who will be expatriated versus making other compensation changes. 
D) Creating a common company culture to reduce inter-country cultural differences versus allowing foreign subsidiaries to adapt to local cultures. 
E) Establishing company policies that must be followed in all subsidiaries versus decentralizing policy formulation so that each local office can develop its own. 
A) Establishing a repatriation agreement with each employee going abroad versus avoiding any commitment to expatriates. 
B) Sending expatriates abroad to manage foreign subsidiaries versus hiring local people to manage them. 
C) Establishing travel packages and benefits to those who will be expatriated versus making other compensation changes. 
D) Creating a common company culture to reduce inter-country cultural differences versus allowing foreign subsidiaries to adapt to local cultures. 
E) Establishing company policies that must be followed in all subsidiaries versus decentralizing policy formulation so that each local office can develop its own.

Question 14

A firm's differentiation business strategy refers to:

Accepted Answer

A) employee satisfaction. 
B) the defender's strategy. 
C) cost effectiveness of production. 
D) the creation of a unique product or service. 
E) the emphasis of the focus strategy. 
A) employee satisfaction. 
B) the defender's strategy. 
C) cost effectiveness of production. 
D) the creation of a unique product or service. 
E) the emphasis of the focus strategy.

The acid test for an HR strategic plan is:

The challenges inherent in Strategic HR Planning include:

Intended strategies are as opposed to emergent strategies, which are.

Timberlake Corporation is reconsidering recent choices regarding employee and labor relations, including:

Creating a sense of community and shared values and goals among employees at a firm can often increase:

The relative contribution of an HR strategy to an organization's performance increases:

For the Strategic HR Planning Process to stimulate critical thinking:

An evolutionary corporation would most likely display which of the following characteristics?

An HR strategy that fits a company's differentiation strategy would be:

One challenge of Strategic HR Planning is:

If a firm is working on its strategic HR choices in the staffing area, it would be looking at decisions about:

Which of the following HR strategies best fits a firm with an overall cost leadership business strategy?

Which of the following is NOT a key strategic HR choice when working with international management in a business?

A firm's differentiation business strategy refers to:

HRM and Competitive Advantage

Human Resource Management: Challenges and Strategies

HR Strategies, Organizational Characteristics, and HR Audits

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Exam 3: Strategic HR Planning and Decision Making in Business

The acid test for an HR strategic plan is:

The challenges inherent in Strategic HR Planning include:

Intended strategies are as opposed to emergent strategies, which are.

Timberlake Corporation is reconsidering recent choices regarding employee and labor relations, including:

Creating a sense of community and shared values and goals among employees at a firm can often increase:

The relative contribution of an HR strategy to an organization's performance increases:

For the Strategic HR Planning Process to stimulate critical thinking:

An evolutionary corporation would most likely display which of the following characteristics?

An HR strategy that fits a company's differentiation strategy would be:

One challenge of Strategic HR Planning is:

If a firm is working on its strategic HR choices in the staffing area, it would be looking at decisions about:

Which of the following HR strategies best fits a firm with an overall cost leadership business strategy?

Which of the following is NOT a key strategic HR choice when working with international management in a business?

A firm's differentiation business strategy refers to:

HRM and Competitive Advantage

Human Resource Management: Challenges and Strategies

HR Strategies, Organizational Characteristics, and HR Audits

Filters